本研究以航空公司第一線地勤人員為例，探討受雇型態(全職人員及部分工時人員)、組織承諾、公民角色認同、組織公民行為之間的關係及工作保障差異對上述關係的干擾效果，希望了解不同受雇型態員工的工作態度及行為，作為航空公司人力資源彈性化策略的參考。

本研究以問卷調查方法進行，問卷發放對象為航空公司位在桃園國際機場第一線的地勤人員，職務包括客運人員、貨運人員等，共計發出360份問卷，有效回收問卷為242份，其中全職人員佔167位，部分工時人員佔75位。

經過統計分析處理，本研究獲得以下結果：
1.受雇型態與組織公民行為、公民角色認同並無顯著關聯，而受雇型態與組織承諾中的持續性承諾有顯著關聯，推論無顯著關聯的原因，本研究認為主要乃因航空公司全職與部分工時地勤人員的待遇福利相差不遠，部分工時人員也有明確的轉任全職人員辦法作為誘因機制，而部分工時人員彈性的工時也可滿足這類人員其他層面的需求，是故航空公司地勤人員的工作態度及行為較不會因受雇型態的不同而有所差異。

2.組織承諾與組織公民行為有顯著關聯，並會正面影響組織公民行為，其中以情感性承諾影響最大，持續型承諾影響最小。

3.公民角色認同與組織公民行為有顯著關聯，並會正面影響組織公民行為。愈具有利組織公民角色認同的員工，愈會做出利組織公民行為(OCBO)，愈具有利個人公民角色認同的員工，愈會做出利個人公民行為(OCBI)。

4.工作保障將對受雇型態與公民角色認同的關係造成負向干擾，本研究推論工作保障愈低時，部分工時的地勤人員愈會有公民角色認同，做出更多的組織公民行為，其目的可能為保住工作。

Take front-line ground staff of airline companies for example, the main topic of the study is to discuss the relationship among employment status(full-time & part-time),organization commitment, citizenship role identity and organizational citizenship behavior and the confounding effect of job security on the relationships among the above variables. We hope that airline companies can understand the relationship between job attitude and job behavior of employees of different employment status so that it can be the references for them to adopt flexible human resources strategies.

The questionnaire survey was adopted for the study. The samples are the front-line ground staff of airline companies in Taoyuan international airport, including passenger agents and cargo agents and so on. There were total 360 questionnaires released, and 242 of them are valid samples, including 167 full-time employees and 75 part-time employees.

Through statistics analysis, the main results of the study are：
1. Employment status has no positively correlations with organizational citizenship behavior and citizenship role identity but had positively correlations with continuance organization commitment. We think the main reason is that the benefit package of full time and part-time ground staff in airline companies is not different very much and part time ground employees have the chances to become full time. On the other hand, the flexible work schedule can satisfy part time employees’ other needs. So considering the job attitude and job behavior, full time and part time ground staff will not be very different.

2.Organization commitment has positively correlations with organizational citizenship behavior and will affect it in a positive way. The affective commitment has significant prediction on organizational citizenship behavior while continuance commitment has least prediction on it.

3. Citizenship role identity has positively correlations with organizational citizenship behavior and will affect it in a positive way. Employees with more organizationally-benefit citizenship role identity will be more likely to do organizationally-benefit citizenship behavior while employees with more individually-benefit citizenship role identity will be more likely to do individually-benefit citizenship behavior.

4. Job security has negative confounding effect on the relationship between employment status and citizenship role identity. We think that in a low job security situation, part-time ground staff will be with more citizenship role identity and do more organizational citizenship behavior in order to keep the job.

Based on the above conclusions, this study offers some suggestions as the references for the airline companies.

Key Words：Employment Status, Part-time, Organization Commitment, Citizenship Role identity, Organizational Citizenship Behavior, Job Security

第一章 緒論………………………………………………………………… 1
第一節 研究背景與動機……………………………………......................... 1
第二節 研究目的……………………………………..................................... 3
第三節 研究流程……………………………………..................................... 4
第二章 文獻探討…………………………………………………………… 5
第一節 受雇型態……………………………………..................................... 5
第二節 組織公民行為……………………………………............................. 10
第三節 組織承諾……………………………………..................................... 17
第四節 公民角色認同……………………………………............................. 22
第五節 干擾變項 － 工作保障……………………………………............. 25
第三章 研究方法…………………………………………………………… 29
第一節 研究架構與研究假設……………………………………................. 29
第二節 研究變項之操作型定義與衡量……………………………………. 31
第三節 資料蒐集方法及樣本組成………………………............................. 37
第四節 資料分析方法……………………………………............................. 40
第四章 研究結果與分析…………………………………………………… 41
第一節 受雇型態與組織公民行為、組織承諾及公民角色認同之關係… 41
第二節 組織承諾與組織公民行為之關係及影響…………………………. 44
第三節 公民角色認同與組織公民行為之關係及影響……………………. 48
第四節 工作保障之干擾效果……………………………………................. 52
第五章 結論與建議………………………………………………………… 61
第一節 研究結果與結論…………………………………….......................... 61
第二節 管理實務上的意涵……………………………………...................... 65
第三節 研究限制與後續研究建議…………………………………….......... 66
參考文獻 ……………………………………………………………………… 67
研究問卷 ……………………………………………………………………… 73

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