醫院組織文化、領導行為與組織公民行為關係之研究
摘要
本研究主旨在探討醫療機構的組織文化、領導行為與組織公民行為關係之研
究，研究方法採問卷調查方法，對象以南部十家大型區域教學、醫學中心員工、
主管為樣本，計273 位員工、51 個部門及主管，研究結果發現：（1）領導行為
與組織公民行為兩兩相互間皆有顯著正相關，發現以情境報酬與謙恭有禮相關性
最高（2）組織文化與組織公民行為兩兩相互間皆有顯著正相關，發現以社會責
任與公民美德相關性最高（3）組織文化與領導行為兩兩相互間皆有顯著正相關，
以科學求真與提供適當的榜樣相關性最高（4）領導行為對組織公民行為有顯著
正向影響，以傳達願景對盡職行為影響性最大（5）組織文化對組織公民行為有
顯著正向影響，其中對公民美德影響性最大（6）組織文化對領導行為有顯著影
響，其中以科學求真對提供適當的榜樣影響性最大。
至於領導行為與組織文化之交互作用對組織公民行為的影響方面本研究發
現（1）在強調社會責任文化時，在低的社會責任下，個人支持與謙恭有禮有正
向關連，在高社會責任下，兩者關係不明顯；在低的社會責任下，個人支持與利
他行為有正向的關連，而在高社會責任下，個人支持與利他行為呈負向的關係（2）
在強調敦親睦鄰文化時，在低的敦親睦鄰下，個人支持與利他行為有正向關連；
而在高敦親睦鄰下，個人支持與利他行為呈負向的關連（3）在強調顧客取向文
化時，在低的顧客取向下，個人支持與公民美德有正向關連；而在高的顧客取向
下，個人支持與公民美德呈負向的關連（4）在強調科學求真文化時，高績效期
望與公民美德有正向關連，但在高科學求真時，高績效期望對公民美德的影響大
於低科學求真（5）在強調正直誠信文化時，高績效期望與利他行為有正向關連，
但在高正直誠信時，高績效期望對利他行為的影響大於低正直誠信；在強調正直
誠信文化時，個人支持與利他行為有正向的關連；在低正直誠信下其影響性大於高正直誠信。

The relationship study of the hospital organization culture, leadership,and organizational citizenship behaviors.
Abstract
This research is aimed at hospital organization culture, leadership, organizational
citizenship behaviors of medical organizations. The sample of this research focuses on
10 local teaching medical centers in southern Taiwan, which includes 51 departments
and superiors, and the number of polled employees reaches 273.This has resulted in:
（1）Leadership and organizational citizenship behaviors have positively correlation;
contingent reward is most correlated with courtesy.（2）Organizational culture and
organizational citizenship behaviors have positively correlation; social responsibility
is most correlated with civic virtue.（3）Organizational culture and leadership have
positively correlation; scientific truth seeking is most correlated with providing an
appropriate model.（4） Leadership positively associates with organizational
citizenship behaviors; identifying and articulating a vision is the most associated with
conscientiousness.（5） Organizational culture positively associates with
organizational citizenship behaviors; in this item, civic virtue is most affected（6）
Organizational culture positively associates with leadership; scientific truth seeking is
the major factor to providing an appropriate model.
As to the influence of the interaction of leadership and organizational culture to
organizational citizenship behaviors, the result is as the following: （1）in the
condition of emphasizing on social responsibility culture, providing individualized
support positively associates with courtesy base on low social responsibility while the
2 factors are not obviously related to each other base on high social responsibility;
providing individualized support positively associates with altruism base on low
social responsibility while these two factors are negatively associative to each other
base on high social responsibility （2）in the condition of emphasizing on
strengthening relations culture, providing individualized support positively associates
with altruism base on weak relations while the 2 factors are negatively associates to
each other base on high strong relations （3）in the condition of emphasizing on
customer orientation culture, providing individualized support positively associates
with civic virtue base on weak customer orientation while the 2 factors are negatively
associates to each other base on strong customer orientation （4） in the condition of
emphasizing on scientific truth seeking, high performance expectations positively
associates with civic virtue, however, high performance expectations influences civic
virtue more in strong scientific truth seeking than in weak scientific truth seeking （5）
in the condition of emphasizing on integrity and trust culture, high performance
expectations positively associates with altruism, however, high performance
expectations influences altruism more in strong integrity and trust culture than in
weak integrity and trust culture. Furthermore, providing individualized support
positively associates with altruism; in comparison with strong integrity and trust
culture, the influence between these two factors is more in weak integrity and trust
culture.

IV
目錄
第一章緒論...............................................................................................................1
第一節研究背景....................................................................................................1
第二節研究動機....................................................................................................4
第三節研究目的....................................................................................................5
第四節研究流程....................................................................................................7
第二章文獻探討.......................................................................................................9
第一節組織公民行為............................................................................................9
第二節領導行為..................................................................................................22
第三節組織文化..................................................................................................34
第四節組織文化、領導行為與組織公民行為之關係......................................46
第三章研究方法.....................................................................................................53
第一節研究架構及操作型定義..........................................................................53
第二節研究對象及抽樣方法..............................................................................58
第三節衡量工具..................................................................................................59
第四節資料分析方法............................................................................................64
第五節研究限制..................................................................................................66
第四章統計分析.....................................................................................................67
第一節基本資料統計..........................................................................................67
第二節領導行為與組織公民行為......................................................................70
第三節組織文化與組織公民行為......................................................................74
第四節組織文化與領導行為..............................................................................77
第五節領導行為、組織文化與組織公民行為之關係......................................81
第五章結論與建議...............................................................................................103
第一節結論........................................................................................................103
第二節建議........................................................................................................108
參考文獻...................................................................................................................113
附錄一：問卷...........................................................................................................129
附錄二：因素分析結果...........................................................................................136
V
表目錄
表2-1 領導定義之彙整表..........................................................................22
表2-2 成功領導者人格特質與技能..........................................................23
表2-3 菲德勒的情境分類..........................................................................27
表2-4 魅力內涵演進表..............................................................................28
表2-5 主要魅力領導模型..........................................................................29
表2-6 魅力領導理論比較..........................................................................30
表2-7 轉換型領導定義彙整表..................................................................31
表2-8 轉換領導相關理論常見的主題......................................................32
表2-9 交易型與轉換型領導行為..............................................................33
表2-10 組織文化定義之彙整表................................................................35
表2-11 領導行為與組織公民行為相關研究整理....................................47
表3-1 醫院組織基本資料..........................................................................58
表3-2 原始量表與本研究信度之比較......................................................60
表3-3 原始量表與本研究信度之比較......................................................61
表3-4 本研究與林淑姬組織公民行為信度之比較..................................63
表4-1 問卷發放及回收資料表..................................................................67
表4-2 員工研究樣本分析表......................................................................68
表4-3 主管研究樣本分析表......................................................................69
表4-4 領導行為與組織公民行為之相關分析..........................................72
表4-5 領導行為對組織公民行為各變項的複迴規分析..........................73
表4-6 組織文化與組織公民行為之相關分析..........................................75
表4-7 組織文化對組織公民行為各變項的複迴規分析..........................76
表4-8 組織文化與領導行為之相關分析..................................................78
表4-9 組織文化對領導行為各變項的複迴規分析..................................80
表4-10 領導行為與社會責任之層級迴歸分析........................................84
表4-11 領導行為與敦親睦鄰之層級迴歸分析........................................89
表4-12 領導行為與顧客取向之層級迴歸分析........................................93
表4-13 領導行為與科學求真之層級迴歸分析........................................97
表4-14 領導行為與正直誠信之層級迴歸分析......................................101
表5-1 研究結論整理................................................................................103
附錄2-1 組織文化因素分析結果...........................................................136
附錄2-2 領導行為因素分析結果............................................................137
VI
附錄2-3 組織公民行為因素分析結果....................................................138
VII
圖目錄
圖1-1 研究流程圖........................................................................................8
圖2-1 組織文化的三個層次.....................................................................38
圖3-1 本研究架構圖..................................................................................53
圖4-1 個人支持與社會責任的交互作用對謙恭有禮影響......................85
圖4-2 個人支持與社會責任的交互作用對利他行為影響......................86
圖4-3 個人支持與敦親睦鄰的交互作用對利他行為影響......................90
圖4-4 個人支持與顧客取向的交互作用對公民美德影響......................94
圖4-5 高績效期望與科學求真的交互作用對公民美德影響..................98
圖4-6 高績效期望與正直誠信的交互作用對利他行為影響................102
圖4-7 個人支持與正直誠信的交互作用對利他行為影響....................102

113
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