過去關於公民行為壓力的研究多聚焦在單一的後果變數，例如職家衝突、組織公民行為等，較少研究同時納入負面行為（破壞性建言）、正面行為（組織公民行為）、工作表現（任務績效）一同探討。因此，本研究透過知覺公平、印象管理與個人成本觀點探討公民行為壓力對員工的影響，並納入公平敏感性、自我監控、親和性三種人格特質作為干擾變數。
本研究收集了跨產業60家公司共279筆主管－部屬配對資料。研究結果顯示：公民行為壓力會降低員工的公平知覺，進而提高破壞性建言行為；公民行為壓力會增強員工印象管理動機，進而提高組織公民行為。此外，公民行為壓力與公平敏感性的交互作用，會透過知覺公平的完全中介效果，進而提升破壞性建言行為；而公民行為壓力與自我監控的交互作用，會透過印象管理動機的完全中介效果，提升組織公民行為。本研究並針對研究結果對公民行為壓力的理論貢獻進行探討，並提出具體管理意涵與未來研究方向供實務界與後續研究者參考。

To examine OCB pressure, this study includes negative behaviors (destructive voice behaviors, DSV), positive behaviors (organizational citizenship behaviors, OCB), performance (task performance) together. Furthermore, this study includes justice perception, impression management motivation (IMM) and personal cost perspectives to examine OCB pressure and its consequences. In addition, personalities as equity sensitivity, self-monitoring, and agreeableness are included as moderators. Data from 60 companies across various industries and 279 supervisor-subordinate pairs were collected. The results showed that justice perception mediated the relationship of OCB pressure and DSV. The effect of OCB pressure and OCB was mediated by IMM. Moreover, the results also indicated that the mediation effects could be explained by equity sensitivity and self-monitoring. Theoretical and practical implications of the present findings are discussed.

摘要 i
Abstract ii
List of Figures iv
List of Tables v
Chapter 1 Introduction 1
Chapter 2 Theory and hypotheses 4
Chapter 3 Methods 11
3.1 Sample and Procedures 11
3.2 Measures 12
3.3 Data Analysis 15
Chapter 4 Results 16
4.1 Confirmatory Factor Analysis and Alternative Models Comparison 18
4.2 Hypothesis Testing 19
Chapter 5 Discussion 24
5.1 Theoretical Implications 24
5.2 Practical Implications 25
5.3 Limitations and future suggestions 26
Reference 28
Appendix 1－Supervisor’s questionnaire 33
Appendix 2－Subordinate’s questionnaire 36

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