過去研究發現員工僱用身分不同，會對其工作態度及工作行為產生差異性之影響。然而，目前國內研究較少探究僱用身分對組織公民行為的影響，更缺乏提出影響兩者關係的干擾變項。因此，本研究目的在探討僱用身分對組織公民行為的影響，並進一步檢視工作相依性、知覺組織支持及知覺內部身分等情境因素對其關係之干擾效果。

本研究以僱用非典型員工較多的信用卡金融業、零售業、餐飲業以及政府服務機關的正式員工與非典型員工為研究對象，採用問卷調查方式，共蒐集 378 份有效問卷。研究結果發現，相較於正式員工，非典型員工會展現較少的組織公民行為。其次，自發性工作相依性、誘發性工作相依性及成果相依性對僱用身分與組織公民行為之關係的干擾效果均不顯著，顯示工作相依性無法干擾僱用身分與組織公民行為之間的關係。再者，研究結果顯示知覺組織支持的干擾效果顯著，當知覺組織支持程度越高時，正式員工與非典型員工的組織公民行為表現的差距較大。最後，研究結果發現知覺內部身分亦具有干擾效果，當知覺內部身分程度越高時，正式員工與非典型員工的組織公民行為表現的差距較大。本研究有助於實務管理者瞭解在不同情境中，正式員工與非典型員工的組織公民行為表現，並針對不同身分的員工進行僱用關係管理，以激發其組織公民行為之展現。

Past empirical research has found that work status had different effects on employees' job attitudes and job performance. Nonetheless, to date, only a limited research has focused on the impact of work status on organizational citizenship behavior (OCB). The potential contextual moderators on the relationship between work status and OCB have been less explored. Therefore, the purpose of this study is to investigate employees’ organizational citizenship behavior under different work status. In addition, this study also examines the moderating roles of task interdependence, perceived organizational support (POS), and perceived insider status (PIS) on the relationship between employment status and OCB.

With 378 samples from regular and atypical employees in credit card bank, retail stores, restaurants, and public service sectors, this study has several findings. First, the results showed that atypical employees exhibited less OCB than regular employees. Second, the moderating effect of task interdependence (initiated task interdependence, received task interdependence, and outcome interdependence) did not gain support. Third, POS moderated the relationship between work status and OCB, and when regular and atypical employees in higher level of POS situation, their OCB were significantly different. Finally, the moderating effect of PIS was found to affect the relationship between work status and OCB. This study has practical implication on how to manage and motivate the display of OCB of regular and atypical employees.

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