少子女化衍生學校經營困境，尤其私立學校資源短缺及公立學校磁吸效應，經營運作更形困頓。因此部分學校縮小規模、特色經營或走出海外，謀求生存之道。然學校的經營尚仰賴行政團隊及各項行政措施的支援，除了成員能滿足職務要求的行為表現外，是否能夠自發地從事本分外的行為，也是影響學校績效的一項重要因素。
本研究主要目的在於研究私立學校行政人員在組織公平與工作角色認知與工作行為之關係，以社會交換理論為基礎，探討組織公平對行政人員組織公民行為之影響；並檢視行政人員角色定義幅度的中介效果，加以論述其對組織公民行為之研究。
本研究以屏東地區三所私立大專校院的行政人員為研究對象，採用問卷調查方式，共發出180份問卷，回收有效問卷為173份，有效問卷回收率為96.1%。統計分析主要透過描述性統計、信度分析、相關分析、迴歸分析等方法，主要研究結果顯示：(1)組織公平對員工組織公民行為具有正向影響；對員工朝向個人的組織公民行為（OCBI）具有正向影響，而對朝向組織的組織公民行為（OCBO）並無顯著預測力；(2)組織公平對員工角色定義幅度具有正向影響；(3)員工角色定義幅度對其組織公民行為具有正向影響；對員工朝向個人的組織公民（OCBI）具有正向影響，而對朝向組織的組織公民行為（OCBO）並無顯著預測力；(4)員工角色定義幅度在組織公平與組織公民行為間之關係具有中介效果；員工角色定義幅度在組織公平與OCBI間之關係具有中介效果，而在組織公平與OCBO間之關係並無中介效果。最後，本研究針對實證分析結果進行討論，並就管理意涵、研究限制與建議，提出具體說明。

The declining in child birth in Taiwan has obvious impacts on the school management now, especially the shortage of resources in private schools and the magnetic effect of public schools, has made the operation more difficult. Therefore, some schools have reduced their scale, special operations, or gone abroad to find students. However, the school management relies on the support of the administrative team and various administrative measures. The employer should not only expect the employee to perform the required job, but slso need to look out whether the employee could spontaneously work exceed the formal requirements. Extra-role behaviors might be another important factor affecting the performance of school. The main purpose of the research is to dissuss if school staffs’ role definition breadth is mediating effect of organization justice and organizational citizenship behavior, and based on the point of view of social exchange theroy.
A total of 180 questionnaires were distributed to academic staffs from 3 private Vocational College and University of Technology in Pingtung County. The valid questionnaires were 173 and the valid rate was 96.1%. The data collected was analyzed with descriptive statistics, reliability analysis, correlation analysis, hierarchical regression analysis. The results of this study show: (1)Organizational justice has a significant positive effect on organizational citizenship behavior, organizational citizenship behavior–individuals(OCBI), and has no obvious predictive ability on organizational citizenship behavior–organizational(OCBO) of the staff. (2)Organizational justice has a significant positive effect on role definition breadth of the staff. (3)Role definition breadth has a significant positive effect on organizational citizenship behavior, organizational citizenship behavior–individuals(OCBI), and has no obvious predictive ability on organizational citizenship behavior–organizational(OCBO) of the staff. (4)Role definition breadth serves as the mediator between organizational justice and organizational citizenship behavior, and between organizational justice and organizational citizenship behavior–individuals(OCBI), and does not show a significant mediating effect on the relationship between organizational justice and organizational citizenship behavior–organizational(OCBO).
In conclusion, this study discusses the results of empirical analysis and proposes specific brief explanations of management implications, research limitations, and recommendations.

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