不論對領導一詞有多少種說法，不變的組成的三大要件分別是領導者、被領導者與被領導者與領導者之間到底存在怎麼樣的互動關係。而領導者與不同的被領導者，也許會因為諸多的因素而影響兩者之間的連結程度，造成兩者間有了不同的互動關係。領導與部屬交換關係為西方理論，發展至今已有近三十年歷史，根據該理論的說法，由於主管在管理時間上的不足，必須將部屬分類，並歸入兩個團體之中。本研究希望藉由本土實證來瞭解台灣工作職場中，主管與部屬的發展關係過程及影響其關係的前置變數，並探討其是否會對組織公民行為有所影響。
本研究採用問卷調查方式，對象以經中小企業各縣市榮譽指導員之廠商為母體，進行樣本篩選，共計發出500份問卷，有效問卷為301份。問卷資料經由探索性因素分析、複迴歸分析、皮爾森相關分析等加以驗證後，本研究結果發現:
逢迎動機、價值觀對領導與部屬交換關係有顯著正向影響;領導與部屬交換關係對組織公民行為有顯著正向影響;逢迎動機對組織公民行為有顯著正向影響;價值觀對組織公民行為有顯著正向影響;逢迎動機會透過主管與部屬交換關係的中介作用而影響組織公民行為;價值觀能會透過主管與部屬交換關係的中介作用而影響組織公民行為。

No matter how many points of view about the word of “leadership”, the constant components will contain three components: the supervisors, subordinates, and how interaction relations between the supervisors and subordinates.
LEADER-MEMBER EXCHANGE (LMX THEORY) –Often organizational researches have described the relationship between supervisors and subordinates in terms of it. Research has given that relationship considerable attention. In essence, LMX theory indicates the possibility that supervisors develop different forms of exchange relationships with their subordinates. LMX is the western theory, the development until now is the nearly 30 years. This model points that leaders do not use the same style or set of behaviors uniformly across all members or subordinates; instead, unique relationships or exchange develop with each member. High quality LMXs(referred to as “in-group” exchanges in this model) are characterized by mutual trust and support, whereas low-quality LMXs(referred to as”out-group”exchanges) are based on simply fulfilling the employment contract. The purpose of this article is to focus on one individual characteristic or behavior, ingratiation that may be important to LMX development. Moreover, based on the view of impression management, we categorized the targets of employees’ organizational citizenship behaviors into job, organization, coworkers and supervisors.
A questionnaire investigation was adopted in this research. Accessible population targeted on companies defined as honorary trainers of SMEs by Small and Medium Enterprise Administration in Ministry of Economic Affairs. There’re 500 questionnaires totally set out of which 301samples are effective samples. Exploratory factor analysis, multiple regression analysis, Pearson Analysis etc.are applied in the analysis and the result is as the below:
1. Among ingratiation, value and LMX presents positive influence.
2. Between LMX and Organization citizenship behavior presents positive influence.
3. Between ingratiation and Organization citizenship behavior presents positive influence.
4. Between value and Organization citizenship behavior presents positive influence.
5. Ingratiation will affect Organization citizenship behavior with LMX as mediating variables.
6. Value will affect Organization citizenship behavior with LMX as mediating variables.

目 錄
致謝詞 I
摘 要 III
英 摘 IV
目 錄 V
表目錄 VII
圖目錄 IX
第一章 緒論 1
第一節 研究動機 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 LMX 的相關文獻探討 5
第二節 逢迎動機的相關文獻探討 12
第三節 價值觀 14
第四節 組織公民行為 15
第五節 各構面間之關係探討 17
第三章 研究方法 20
第一節 研究架構 20
第二節 研究假設 22
第三節 變項之定義與衡量方法 24
第四節 問卷設計 27
第五節 抽樣方法與樣本 31
第六節 資料分析方法與流程 33
第四章 研究結果分析與討論 35
第一節 信度與效度分析 35
第二節 各構面之間的相關性分析 45
第三節 研究構面基本特性資料分析 48
第四節 各研究構面間之複迴歸分析 54
第五節 中介變數分析 59
第六節 不同個人特性在各構面間差異性分析 63
第七節 研究假設檢定結果 72
第五章 結論與建議 74
第一節 研究結論 74
第二節 研究建議 77
參考文獻 79
一、中文部分 79
二、英文部分 80

參考文獻
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