近年來,許多組織管理學者的研究均指出人員才是組織內最重要的資本,認為在組織當中,員工若能自發性的為組織做出更多貢獻,將會為組織帶來更高的績效,而組織公民行為(OCB)的概念,便是學者及管理者用來觀察組織內人力運作效能的重要指標。在有關組織行為的諸多研究中,員工的態度與行為經常是被討論的重點。除此之外,員工彼此之間的互動關係會如何地影響到員工在組織公民行為上的表現,也成為近年來組織行為研究的一項重要議題,而社會網絡(social network)的分析概念與理論發展便是在討論這些關係所帶來的效果。 本研究採問卷調查的方式,蒐集兩間資訊公司員工的樣本資料進行迴歸分析,並以組織社會資本的理論概念測量社會網絡對組織公民行為的影響。研究結果證實,在組織內部經常在工作上被他人請教或求助的員工,以及在私人情感方面經常被他人依賴的員工,會展現出較多的組織公民行為。同時,本研究也發現,員工對主管或對組織的信任程度愈高,將使員工對組織產生高度的行為性承諾。並且,員工的信任感也可能透過高度行為承諾的展現,而進一步產生組織公民行為。
It has been pointed out by many researchers that human resource is the most valuable capital in organizations. It is believed that active contributions from employees will bring the institution higher and better effectiveness. In this research area, the concept of Organizational Citizenship Behavior (OCB) plays an important role to observe the internal human resource operation effectiveness for both researchers and managers.In most organizational-behavior related researches, the behavior and attitude of employees’ have been discussed as main issues. In recent years that how the interactive relations among employees would affect OCB has become another issue in this area. And it is well-understood that the concept of social network is about the result from all the above relations. This study has used the method of survey and has collected samples from two companies before regression analysis. And it also attempt to measure and analysis the affection from social network to OCB --- from the angle of social capital. The result of this research has showed some findings as following : (1) those employees who are more often asked for help or depended internally and privately, can be described to show more OCBs. (2)the more trust the employees give to managements or organizations, the more behavioral promises they will feed back to organizations. (3) the trust from employees could possibly go further to OCBs through the realization of their high level behavioral commitment.