本研究欲從社會補償觀點探討工作廣度的前因與後果變數。主要研究目的有二：(一) 探討工作廣度是否為組織承諾與組織公民行為的中介變數。(二)探討知覺同儕能力、知覺同儕閒散與核心自我評價於組織承諾與工作廣度之間的調節效果。本研究採用便利抽樣，以紙本問卷調查的方式，受測者為公營或私人企業的正式員工，及該員工之直屬主管，共蒐集了251份有效對偶資料。
本研究結果發現：(一)工作廣度中介影響情感性承諾與組織公民行為之間的關係。(二) 知覺同儕能力會影響情感性承諾與工作廣度之正向關係。亦即，當知覺同儕能力越低，會使得情感性承諾與工作廣度之間的正向關係較為強烈。(三) 知覺同儕閒散會影響情感性承諾與工作廣度之正向關係。不過，當知覺同儕閒散，會使得情感性承諾與工作廣度之間的正向關係較為減弱。
本研究將根據研究結果，進一步管理上的實務意涵，最後並提出研究限制與未來研究建議，以供後續研究的發展。

The present research focused on the job breadth’s antecedent and outcome from a social compensation perspective. There are two purposes in the research. One is to discuss if job breadth is mediating effect of organizational commitment and organizational citizenship behavior. The other is to discuss if perceived other’s ability, perceived other’s loafing, and core self-evaluation are moderating effect of organizational commitment and job breadth. The research adopted convenience sampling. There are 251 questionnaires surveyed by employees and their supervisor.
The results indicated that: First, job breadth is mediating effect of organizational commitment and organizational citizenship behavior; second, employees perceived other’s ability moderated the relationship between organizational commitment and job breadth. It droved them to increase their job breadth; third, employees perceived other’s loafing moderated the relationship between organizational commitment and job breadth, but It droved them to decrease their job breadth.
The managerial implications, limitations of the study are discussed. The outcome of the study further represents the direction of future research.

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