對於企業來說，組織要能有效運作，除了要求員工能將契約內的工作完成之外，員工是否能自發性地去執行一些非正式且未包含於正式工作中的任務，亦是影響組織績效的另一項因素。Organ（1988）認為組織內的人員若表現出組織公民行為，將對企業的營運具有正向影響。因此，本研究提出轉換型領導、員工工作靈性、領導-部屬交換關係與個人組織公民行為等變數，進行深入的探討。並以其中的員工工作靈性與領導-部屬交換關係為中介變項，探討轉換型領導是否會透過員工工作靈性及領導-部屬交換關係引發個人組織公民行為。
本研究透過紙本及網路問卷的方式，收集192份樣本來進行分析，結果發現轉換型領導與員工工作靈性、員工工作靈性與個人組織公民行為、轉換型領導與領導-部屬交換關係及領導-部屬交換關係與個人組織公民行為均呈現顯著的正向關係，且員工工作靈性與領導-部屬交換關係確實在轉換型領導與個人組織公民行為間扮演著完全中介的角色。最後，本研究利用分析的結果，提出管理上的建議，供各界做為參考。

In order to make the organization well-functioned, the employers should not only request their employees to do the required jobs, but also see whether they do works which are in excess of the formal requirements voluntarily. Organ（1988） also mentioned that OCB will effect the performance of enterprise positively. Therefore, this research uses “transformational leadership”, “spirituality at work”, “leader-member exchange” and “OCB-individual” as variables and sees spiritual at work and leader-member exchange as mediates to discuss whether transformational leadership will lead to OCB-individual through spirituality at work or leader-member exchange.
The present study analyzes 192 samples recruited form paper and internet questionnaires. The results show that the transformational leadership and spirituality at work, spirituality at work and OCB-individual, transformational leadership and leader-member exchange, leader-member exchange and OCB-individual all have significant and positive influences. Moreover, spirituality at work and leader-member exchange plays a role as mediation between transformational leadership and OCB-individual. Based on research findings, this investigation provides some managerial suggestions and hopes these suggestions will be useful for the enterprises.

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