組織中的社會支持已被證實有助於提高員工在多方面組織成果的提高，包括組織承諾、績效、以及離職傾向的降低等，其中組織支持及主管支持向來被視為最關鍵的因素。這些變數之間的正向關係在一些對服務業及銷售業的員工獲得證實。本研究旨在探討個案C公司之員工所認知的組織支持，對其在C公司的組織承諾、任務績效、關係績效是否具有正向關係，並檢視主管支持對於組織支持和各項變數之間的關係是否具有調節效果。

This research examines the role played by an employee’s supervisor and organization in the relationship between the support perceived by an employee and his or her affective commitment, task performance, and contextual performance to the organization. Our analyses, based on data taken from a sample of 222 steel manufacturing firm employees in Taiwan, reveal that there is a significant relationship between perceived organizational support and affective commitment, whereas nonsignificant relationship are found between perceived organizational support and task performance, also between perceived organizational support and contextual performance.
Our results also highlight the moderate effect of perceived supervisor support in the relationship between perceived organizational support and employee’s task performance, and contextual performance.

Chapter 1 Introduction ………………………………………………………….. 1
1-1 Research Motive and Background …………………………………….. 1
1-2 Research Objectives …………………………………………………… 4
Chapter 2 Theoretical Framework and Hypotheses …………………………... 6
2-1 Social Support …………………………………………………………. 6
2-2 Social Exchange and Reciprocity Theory ……………………………… 8
2-3 Perceived Organizational Support …………………………………….. 9
2-4 Perceived Supervisor Support ………………………………………… 13
2-5 POS and PSS ………………………………………………………….. 16
2-6 Organizational Affective Commitment ……………………………….. 18
2-7 Job Performance ………………………………………………………. 23
Chapter 3 Method ………………………………………………………………. 32
3-1 Research Framework …………………………………………………. 32
3-2 Hypotheses Development …………………………………………….. 33
3-3 Sample and Data Collection ………………………………………….. 39
3-4 Measures ……………………………………………………………… 42
Chapter 4 Results and Discussion ……………………………………………… 47
4-1 Descriptive Statistic Analysis …………………………………………. 47
4-2 Factor Analysis ………………………………………………………... 48
4-3 Correlation Analysis …………………………………………………. 51
4-4 Regression Analysis …………………………………………………. 54
Chapter 5 Conclusion and Suggestion ………………………………………… 60
5-1 Review of Findings …………………………………………………… 60
5-2 Discussion and Managerial Implications …………………………….. 61
5-3 Study Limitation ……………………………………………………… 64
5-4 Suggestions for Future Research …………………………………….. 65
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