本研究主要目的在於探討高績效工作系統與員工主觀幸福感及組織公民行為間之關係，並進一步探討主動性人格特質對高績效工作系統與員工組織公民行為間之調節效果。
本研究以台灣服務業作為進行調查的研究對象，為了避免肇因於單一來源的共同方法變異（common method variance, CMV），本研究採配對方式進行資料蒐集，問卷區分為單位主管問卷以及員工問卷二種。在問卷填答上，主管問卷主要由人力資源部門主管或單位主管填答高績效工作系統，另員工問卷則由主管直屬之員工（2至3人）填答。總計發放676份問卷，共計回收有效問卷440份。
根據有效樣本資料的分析結果顯示，員工主觀幸福感對員工組織公民行為有正向顯著影響效果，高績效工作系統對員工組織公民行為有部分顯著影響；而且在高績效工作系統下，具有主動性人格特質之員工會影響其組織公民行為中協助同事、遵守本分、保護公司資源的展現，而當企業越重視高績效工作系統時，主動性人格特質與組織公民行為之間的關係也越強。當主動性人格特質愈高在公司高績效工作系統氛圍中確能有效調節協助同事行為之關係，HPWS越高時，主動性高的員工相較主動性低的員工，更樂於從事利他的助人行為；主動性人格特質高的員工在組織實施高績效工作系統中具有明顯的遵守本分行為，而主動性人格特質低的員工，在組織實施高績效工作系統中，對於遵守本分行為則無明顯差異；主動性人格特質高的員工在高績效工作系統下對保護公司資源則有明顯正向行為。本研究結果除可作為後續研究之基礎外，亦可提供實務界工作上之參考。

The main purpose of this study is to investigate the relationship between high performance work systems and employee subjective well-being and organizational citizenship behavior, and to further explore proactive personality of high performance work systems and organizational citizenship behavior between moderating effect.
This study investigated Taiwanese and services as the object of study, in order to avoid the causes of the common method variance from a single source (common method variance, CMV), this study pairing for data collection, the questionnaire is divided into units and staff in charge of the questionnaire survey two kinds. In the questionnaire respondents, the main supervisor in charge of the questionnaire by the human resources department or unit in charge of respondents high performance work systems, and the other staff questionnaires by the competent staff directly under the (2-3 people) respondents. A total of 676 questionnaires distributed, a total recovery of 440 valid questionnaires.
According to the analysis results show that the effective sample data, employee subjective well-being of employees OCB has a positive effect significant impact, high-performance work systems, some significant impact on employees' organizational citizenship behavior; and in high performance work systems, has the initiative employees personality traits affect their organizational citizenship behavior to assist colleagues, to comply with duty to protect the show's resources, and the more attention when companies high performance work systems, the relationship between proactive personality traits and organizational citizenship behavior among the stronger . When higher proactive personality in the company's high-performance work systems atmosphere can really help effectively regulate the relationship between the behavior of colleagues, HPWS higher, the initiative initiative low compared to high staff employees are more willing to engage in altruistic helping behavior ; proactive personality traits of high employee behavior has obvious duty to comply with the organization in the implementation of high performance work systems, and low employee proactive personality in the organization and implementation of high performance work systems, to comply with the duty conduct no significant differences; proactive personality high staff in high performance work system for the protection of corporate resources is a significant positive behavior. The results of this study not only can be used as the basis for future research, it can also provide a reference work for practitioners.

論文審定書 i
誌 謝 ii
摘 要 iii
Abstract iv
目 錄
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 高績效工作系統 5
第二節 幸福感 13
第三節 組織公民行為 21
第四節 主動性人格特質 30
第五節 各研究變項之間的關係 37
第三章 研究方法 42
第一節 研究變項操作性定義與衡量工具 42
第二節 研究對象與資料蒐集 49
第三節 測量模式 52
第四節 資料分析方法 55
第四章 結果與討論 58
第一節 相關分析 58
第二節 相關研究變項之迴歸分析 61
第三節 階層線性模式分析 62
第四節 調節效果分析 65
第五節 研究假設驗證結果 67
第五章 結論與建議 68
第一節 結論 68
第二節 研究意涵 72
第三節 研究限制與後續研究建議 74
參考文獻 76
附錄 82
圖 目 錄
圖 1-3-1 研究流程 4
圖 2-2-1主觀幸福感架構圖 15
圖 2-5-1 研究架構圖 41
圖 4-4-1 主動性人格特質對高績效工作系統與協助同事的調節作用 65
圖 4-4-2 主動性人格特質對高績效工作系統與遵守本分的調節作用 65
圖 4-4-3 主動性人格特質對高績效工作系統與保護公司資源的調節作用 66

表 目 錄
表 2-1-1 高績效工作系統之定義 8
表 2-1-2 高績效工作系統涵括之各項措施 10
表 2-3-1 組織公民行為之構面分類 28
表 2-4-1 人格特質的定義 33
表 2-4-2 Bateman & Crant之主動性人格特質量表 34
表 2-4-3 Shortened Version of Bateman & Crant之主動性人格特質量表 35
表 2-5-1 近年組織公民行為與幸福感相關研究 38
表 3-1-1 高績效工作系統驗證性因素分析與信度分析 43
表 3-1-2 牛津幸福問卷量表驗證性因素分析與信度分析 45
表 3-1-3 組織公民行為量表驗證性因素分析與信度分析 47
表 3-1-4 主動性人格特質驗證性因素分析與信度分析 48
表 3-2-1 研究問卷回收率統計表 49
表 3-2-2 HLM相關學者對樣本數之建議統整表 45
表 3-2-3 樣本特性次數分配表 51
表 3-3-1 理論模型整體測量模式 53
表 3-3-2 測量模式之配適度指標表 54
表 4-1-1 各變項的平均數、標準差與相關係數a 60
表 4-2-1 員工幸福感對組織公民行為之迴歸分析摘要表 61
表 4-3-1 組織公民行為之虛無模式（null model）分析 63
表 4-3-2 HLM的分析結果 64
表 4-5-1 研究假設及驗證結果彙整表 67

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