本研究目的是以社會網絡分析的角度進行量化分析，探討主管的性別對於員工的組織公民行為與網絡關係及工作壓力所產生之影響。透過二家發展沿革及員工組成性質相似的銀行，經由68家分行進行調查，分析所收回的1,557份有效問券，經社會網絡暨LISREL分析，結果顯示男性主管所帶領的組織，當工作網絡中心性越高時，其組織公民行為也越高，進而使得工作壓力較低，工作滿意度較高；而女性主管所帶領的組織，則是友誼網絡中心性越高，產生的組織公民行為也越高，也使得工作壓力較低，工作滿意度較高。
針對主管的性別對於組織公民行為與網絡關係及工作壓力之影響，本文將提出見解，幫助領導者了解組織公民行為與領導者性別的關係及與工作壓力的關聯性，期盼提升領導效率及組織運作效率。

The research aims at conducting a quantification analysis from the perspective of Social Network to discuss a leader gender’s impact on employees’ Organizational Citizenship Behaviors, network relationship and job stress.
After surveying two banks with similar company histories and staff attributes and analyzing the 1,557 effective questionnaires from 68 branches, through social network and LISREL analysis, the results reveal that in an organization leaded by a male leader, the higher job network centrality degree, the higher Organizational Citizenship Behaviors, which contributes to lower job stress and higher job satisfaction. However, in an organization leaded by a woman leader, when the friendship network centrality degree is high, it brings out higher Organizational Citizenship Behaviors, which leads to lower job stress and higher job satisfaction.
Mainly directing at leader gender’s impact on Organizational Citizenship Behaviors, the thesis will raise viewpoints to assist leaders in understanding the association among Organizational Citizenship Behaviors , leader gender and job stress and look forward to promote the efficiency of leadership and organizational operation.

英文部分
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