全球化與知識經濟時代來臨，台灣科技產業在全球經濟體系中佔有一席之地，並且扮演著台灣經濟發展的重要推手，為能進一步提升企業營運績效，「人才」已成為企業最重視的資產。科技產業為了維持企業在產業領域中的競爭力，以高額的員工分紅入股作為留住優秀人才的誘因。在員工分紅費用化實施後，以員工分紅占盈餘比重愈高的公司，明顯受到衝擊。在以人才為本的知識經濟時代，關鍵人才之組織認同、工作滿意絕對洞見觀瞻，如何能藉由企業對於知覺組織支持的強化促成同仁展現組織公民行為將成為企業重要課題。近年國內外論文與期刊中，許多研究顯示知覺組織支持與工作滿意有正向關係，而組織認同、組織公民行為、合作行為以及留職意願等有非常密切的關係。

本實證研究顯示科技業知識工作者對於「知覺組織支持」、「組織認同」、「工作滿意度」及「組織公民行為」的認同度具備一定水準，同時顯示知覺組織支持程度高，會表現出較高的組織認同，說明組織重視員工的工作表現及相關福利措施，亦提供有利的工作條件希冀員工交換忠實的回饋及義務的履行，而組織主觀的期望獲得員工直接明顯的支持。其次組織認同程度高，會顯現出較高的組織公民行為，表現出較高的工作滿意。再者組織認同程度高，會表現出較高的組織公民行為（個人面），說明當組織與成員之間協同關係建立後，將進一步促使個體產生有利於組織的行為，工作滿意程度高，在社會交換觀點下將會表現出較高的組織公民行為（組織面），顯示員工的組織公民行為表現有助於個人與組織績效的提升；但在員工分紅費用化實施後，企業要如何以非財務性的獎酬來激勵企業內的成員，藉由企業對於知覺組織支持的強化促成同仁展現組織公民行為將成為企業重要課題。本研究提供科技業管理階層透過知覺組織支持對員工工作態度(工作滿意、組織認同)的表現，進而促使員工發揮自發性「利組織」行為，協助組織發揮競爭優勢。

In the time of globalization and knowledge economy, the technologic industry in Taiwan not only has been part of global economic system but also played an important role in development of economy. With the improvement of business performance, company takes their employees as the crucial asset. Technological industry release high rate of stock ownership in order to appeal excellent employees, which can help maintain their competition in business. However, profit of the companies has declined since the employee stock ownership plans started to work. Within the time of knowledge economy, how the company strengthens employees’ perceived organizational support to promote their organizational citizenship behavior is a hot issue. Recently, national journals and researches present the positive relationship between perceived organizational support and job satisfaction, and the closer relationship within organizational Identification, organizational citizenship behavior, cooperation behavior and will of staying job.
This research shows that knowledge workers in technologic industry are sensible in “Perceived Organizational Support”, “Organizational Identification”, “Rate of Job Satisfaction” and “Organizational citizenship behavior”. Additionally, the workers more sensible in perceived organizational are more sensible in organizational identification. It explains that the organization which put much focus on employees’ welfare and working environment can get royal feedback and good performance from employees. Furthermore, the workers who have high organizational identification have high organizational citizenship behavior and high job satisfaction. From the perspective of personal, it explains the higher organizational identification make employee benefit the company. From the perspective of organization/ viewpoint of social exchange, the higher job satisfaction makes employees perform well in organizational citizenship behavior.
　　After the employee stock ownership plans, how the enterprises encourage the employees with non-financial rewards becomes a very important issue. Strengthening the perceived organizational support of employees is a good way for enterprises to improve their organizational citizenship behavior. This study offers the management of technological industry some perceived organizational supports to help employees benefit company automatically.

1、Anderson, J. C., and Gerbing, D. W.,“Structural Equation Modeling in Practice: A Review and Recommended Two-Step Approach,” Psychology Bulletin, 103（3）,1984, pp. 411- 423.
2、 Armeil, S., Eisenberger, R., Fasolo, P., and Lynch, P., “ Perceived organizational support and police performance： the moderating influence of socioemotional needs,” Journal of Applied Psychology, 83 (2),1998, pp.288-297.
3、 Bagozzi, R. P., and Yi, Y., “On the Use of Structural Equation Model In Experimental Designs,” Journal of Marketing Research, 26, 1988, pp.271-284.
4、 Boles, J. S., Dean, D. H., Ricks, J. M., Short, J. C., and Wang, G. P.,“The dimensionality of the Maslach Burnout Inventory across small business owners and educators,”Journal of Voca-tional Behavior, 56 (1) ,2000, pp.12-34.
5、 Burke, R. J., Greenglass, E. R., and Schwarzer, R.,“Predicting Teacher Burnout over time: Effects of work stress, social support, and self-doubts on burnout and its consequences, ” Anxiety Stress and Coping, 9(3) ,1996,261-275.
6、 Cropanzano, R., Howes, J. C., Grandey, A. A., and Toth, P.,“The relationship of organizational politics and support to work behaviors attitudes and stress,”Journal of Organziational Behavior, 18, 1997, pp. 159-180.
7、 Davis, K., and Newstrom , J. W., “ Human behavior at work ：Organizational Behavior,”(7th ed.), New York ,1987, McGraw-Hill.
8、 Eisenberger, R., Fasolo, P., and Davis-LaMastro, V., “ Perceived organizational support and employee diligence, commitment, and innovation,”Journal of Applied Psychology, 75(1), 1990,pp.51-59.
9、Eisenberger, R., Huntington, R., Hutchision, S., and Sowa, D.,“perceived organizational support,”Journal of Applied Psychology, 71（3）, 1986, pp.500-507.
10、 Esienberger, R., Armeli, S., Rexwinkel, B., Lynch, P. D., and Rhoades, L.,“Reciprocation of perceived organizational support,”Journal of Applied Psychology, 86（1）, 2001, pp.42-51.
11、Gaines, J., and Jermier, J. M., “Emotional exhaustion in a high stress organization,” Academy of Management Journal, 26(4) ,1983, pp.567-586.
12、Gonzalez, M. A., “Study of the relationship of stress, burnout, hardiness, and social support in urban, secondary school teachers,” A Dissertation submitted to the Temple University Graduate Board in Partial Fulfillment of Requirements for the Degree Doctor Of Philosophy,1997.
13、Grandey, A. A., “Emotional regulation in the workplace: A new way to conceptualize emotional labor, ” Journal of Occupational Health Psychology, 5, 2000,pp.95-110.
14、Guzzo, R. A., Noonan, K. A., and Elron, E., “Expatriate managers and psychological contract,”Journal of Applied Psychology, 79(4), 1994, pp. 617-626.
15、Hill, C. A., “Affiliation motivation: People who need people but in different ways,”Journal of Personality and Social Psychology, 52, 1987, pp.1008 -1018.
16、Lee, R. T., and Ashforth, B. E., “A Longitudinal Study of Burnout among Supervisors and Managers: Comparisons between the Leiter and Maslach （1988）and Golembiewski, et al.（1986） Models,”Organizational Behavior and Human Decision Processes, 54（3）,1993, pp. 369-398.
17、Lee, R. T., and Ashforth, B. E., “A meta-analytic examination of the correlations of the three dimensions of job burnout,” Journal of Applied Psychology, 81(2) ,1996, pp.123-133.
18、Leiter, M. P., Clark, D., and Durup, J., “distinct models of Burnout and Commitment among Men and Women in the Military,”Journal of Applied Behavioral Science, 30,1994, pp. 63 - 82.
19、Maslach, C., “Burnout：A multidimentional perspective,”In W. B. Schaufeli, C. Maslach, and T. Marek (Eds.), Professional burnout：Recent developments in theory and research, Washington DC：Taylor and Francis, 1993, pp. 19-32.
20、Maslach, C., and Goldberg, J., “Prevention of burnout: New per–spectives ,” Applied and Preventive Psychology, 7(1), 1998, pp.63-74.
21、Maslach, C., and Jackson, S. E.,“Maslach Burnout Inventory,”Palo Alto, CA: Consulting Psychologists Press, 1986.
22、Maslach, C., and Jackson, S. E.,“Maslach Burnout Inventory－Human Service Survey (MBI－HSS),”In Maslach, C., Jackson, S. E., and Leiter, M. P., Maslach burnout inventory manual (3rd ed.). Palo Alto, California：Consulting Psychologist Press, 1996.
23、Meyer, J. P., and Allen, N. J.,“Commitment in the workplace：Theory, research, and application,”Thousand Oaks, CA: Sage, 1997.
24、Mowday, R. L., Porter, L. W., and Steers, R. M., “Employee organization Linkages: The psychology of commitment, absenteeism, and turnover,” San Diego, CA：Academic Press, 1982.
25、Pines, A. M.,“A Burnout Workshop：Design and Rationale, in R. T. Golembiewski,”Hanbdook of Organizational Consultation, New York：Marcel Dekker, 1993, pp.605-613.
26、Porter, L. W., Steers, R. M., Mowday, R. T., and Boulian, P. V.,“ Organization Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians,” Journal of Applied Psychology, 59, 1974, pp. 603-609.
27、Randall, D. M.,“The conscquences of organizational commitment：Methodological investigation,”Journal of Organizational Behavior, 11, 1990, pp.361-378.
28、Shore, L. M. and Tetrick, L. E.,“A construct validity study of the survey of perceived organizational support,” Journal of Applied Psychology, 76 （5）,1991, pp.637-643.
29、Shore, L. M., and Wayne, S. J., “Commitment and employee behavior: comparison of affective commitment and continuance commitment with perceived organizational support,”Journal of Applied Psychology, 78（5）,1993, pp. 774-780.
30、Stevenson, J. G.,“Employee Burnout and Perceived Social Support,”Journal of Health and Human Resources Administration, 16（3）,1994, pp. 350-367.
31、Tan, D.S.K., and Akhtar, S.,“Organizational commitment and experienced burnout：An exploratiory study from a Chinese cultural perspective,”Intemational Journal of Organizational Analysis, 6（4）, 1998, pp. 310-333.
32、Wayne, S. J., Shore, L. M., and Liden, R. C., “Perceived organizational support and leader-member exchange: A xocial exchange perspective,” Aceademy of Management Journal, 40（1）,1997, pp.82-111.
1.林淑姬(1992)，薪酬公平、程序公平與組織公民行為關係之研究，國立政治大學企業管理研究所博士論文。
2.林鉦琴(1999)，“組織承諾、工作滿足與組織公民行為之研究：各種不同理論模式之比較,＂中山管理評論，第4 期，第7 卷，頁1049-1073。
3.孫非(1999)，譯自Peter M. Blau，社會生活中的交換與權力，第2 版，桂冠圖書公司，台北市。
4.許道然(2001)，公部門組織信任與組織公民行為關係之研究，國立政治大學公共行政學系博士論文。
5.陳美岑(2000)，譯自Dean Tjosvold and Mary M. Tjosvold，領導心理學，第1版，城邦文化事業股份有限公司，台北市。
6.陳宏光(2002)，員工工作投入、工作滿足、與離職傾向相關因素之探討－以面對組織變革台鐵為例，國立中山大學人力資源管理研究所碩士論文。
7.張善智、謝馥蔓(2000)，譯自Jerald Greenberg，組織行為，學富文化事業有限公司，台北市。
8.黃素真(2002)，員工組織政治知覺與工作投入及工作績效關係之研究，國立中山大學人力資源管理研究所碩士論文。
9.方世榮、張嘉雯(2003) 組織間關係涉入程度之研究—理論架構與命題發展。管理評論，第二十卷，第四期，頁57-80
10.余國龍(2002) 員工工作滿意之調查分析與探討-以H 公司為例。國立中央大學人力資源管理研究所碩士論文。
11.李佳怡(2000) 知覺組織支持對員工工作態度影響之研究。國立中山大學人力資源管理研究所碩士論文。
12.洪雪珍(2003)員工工作滿意與士氣關係之研究—中國某企業之實證研究。國立中山大學人力資源管理研究所碩士論文。
13.呂博能(2006)員工之組織認同與領導效能認知對其工作滿意度之影響—以J 金控公司為例。國立中央大學人力資源管理研究所碩士論文。
14.鄭燿男(2002)國中小教師的組織公民行為及其影響因素之研究—學校組織公民行為模型初構，國立高雄師範大學教育學系博士論文。
15.劉嘉雯 (2003)人力資源部門內部顧客滿意、員工工作滿意與組織公民行為關係之研究，國立彰化師範大學人力資源管理研究所碩士論文