在組織中，同事是除了主管以外，與工作者接觸最頻繁的對象，過去的文獻中，針對工作場域支持的研究，大都以主管支持為主，與同事支持相關的研究大都含括在社會支持、組織公民行為的觀點中一併做討論，較少針對同事支持此一構面單獨做研究，本研究以情感事件理論為主要架構，探討職場中同事支持行為所引發的個體情感反應，進而對其工作態度及行為表現所產生的影響，研究重點包括：有哪些不同類型的同事支持行為與不支持行為？以及同事的這些行為會對當事人產生哪些的影響？進而會讓當事人呈現哪些的不同反應？本研究採用質化研究的取向，來呈現同事支持行為所引發當事人的一連串情緒、反應、及觀感並採用關鍵事例法來進行資料收集、評估、及分類。
研究結果發現，同事的支持行為可以顯著預測工作者的情緒、反應、及看法，同事的支持行為會使工作者產生正向情緒、正向反應、及正向看法，此外，當工作者處於正向情緒時，個人也較易呈現出正向反應及正向看法，與同事保持互動、對工作投入並對組織產生認同感，管理者應從管理實務上著手，改善組織環境及氛圍，藉以促進同事支持行為出現的頻率，進而提升組織的整體績效。

In an organization, coworkers are the people who have the most contact with a worker besides his or her supervisor. Past empirical evidence of social support in workplace research has focused on supervisor while support from coworkers is often discussed with social support and organization citizenship behaviors (OCBs). Based on Affective Event Theory (AET), this study extends previous research of coworker support by focusing on the personal emotion, reaction and opinion. The main points of this study include: What are the different types of coworker support and nonsupport behaviors? How do these coworker behaviors influence the workers’ personal emotions? How do workers response to them? This qualitative study uses the Critical Incident Technique (CIT) to collect coworker behaviors as incidents, define criteria and analyze.
This study finds that coworker support can predict the workers’ emotion, reaction and opinion. Coworker support will help to enhance the displays of positive emotion, reaction and opinion of workers. In addition, people in positive emotion are more likely to response and think positively. They will keep interacting with others, dedicate to their job and identify themselves to their organizations. From a standpoint of practical management, in order to enhance organization performance, managers should improve organization environment to facilitate coworker support.

第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 3
第二章 文獻探討 4
第一節 社會支持 4
第二節 組織支持 7
第三節 同事支持 10
第四節 同事支持相關研究整理 13
第五節 組織中的情緒 15
第三章 研究方法 21
第一節 關鍵事例法 21
第二節 研究對象 22
第三節 資料蒐集 23
第四節 資料分析方式 23
第四章 研究結果 28
第一節 同事行為、及工作者的情緒、反應、看法統計 28
第二節 同事行為與工作者情緒、反應、看法的關聯性 31
第三節 同事行為與工作者情緒、反應及看法深入分析 35
第四節 工作者的情緒與其反應、看法的關聯性 46
第五節 工作者反應與其看法的關聯性 51
第六節 不同年資工作者的情緒、反應、及看法的差異性 56
第五章 討論與建議 66
第一節 討論 66
第二節 研究限制及未來研究建議 68
第三節 管理意涵 70
參考文獻 72
附錄 80

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