過去的研究顯示社會支持對工作壓力有舒緩的作用，並可以進而提升工作的滿意度，但關於社會支持的衡量多採用自評量表，其結果是在知覺(perceived)社會支持與實質(received)社會支持之間存在顯著的量測差異，換言之，對以社會支持為出發點的相關研究而言往往無所適從，不知以何者為依歸。本研究嘗試以社會網絡的中心性指標以及組織公民行為量測組織裡的個人社會支持程度，由於社會網絡中心性乃是經由他人(同事)而得的量測，而組織公民行為則是對組織整體的平均看法，因此不受限於知覺與實質的誤差影響。
本研究以H銀行38分行的員工為研究對象，經結構方程模式(LISREL)分析結果如后：首先工作壓力與工作滿意度之間，前者對後者產生負向的顯著影響，與之前的相關研究相同，亦即高度的工作壓力造就員工對工作的滿意度降底。其次組織公民行為直接的造成顯著的工作滿意度的正向影響，同時藉由工作壓力的直接負向影響，間接的且顯著的對工作滿意度產生正向的影響。最後社會網絡的中心性也顯著的正向影響組織公民行為的形成。

Prior studies showed that social support can effectively reduce work stress and can upgrade work satisfaction, however the measure of social support usually use self assessment scale, its result between perceived social support and received social support exist significant measuring differences. Consequently, researchers oftentimes are in dilemma of choosing in between. This study aims to use social network centrality and organizational citizenship behavior measures to substitute the self-reported social support. Since the centrality is assessed by others (colleagues) and the organizational citizenship behavior is the average of all members, they are immune to bias in self-reported measures.
This research surveyed on the employees of 38 branches of H bank. Structural equation modeling (LISREL) was conducted to analyze the data and resulted in the follow findings. Firstly, the negative impact of work stress on job satisfaction coincided with prior studies. Second, the organizational citizenship behavior shows significant impacts on job satisfaction and the work stress. Finally, the social network centrality brings positive effects on the formation of organizational citizenship behavior.

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