隨著世代推移，職場中的千禧世代族群扮演的角色越來越重要，這個世代帶
有高度自我中心、自我感覺良好的特質，促成了他們在應得權益感的表現，遠高
過於上一代。雖然這些特質在職場中也帶來不少衝突與管理影響，因此過去的研
究多將應得權益感與負面的職場行為做連結，然而本研究旨在探討應得權益感與
職場正面行動－組織公民行為之間的關係，檢視應得權益感是否能預測工作塑造、
獨特感需求，並進而促進組織公民行為，同時也檢視主動性人格對於應得權益感
和組織公民行為之間關聯的調節效果。
本研究針對有工作經驗者實施問卷調查，抽樣來自於不同產業的公司員工，
蒐集有效問卷 297 份。研究發現，應得權益感會透過對工作塑造與獨特感需求產
生相關性，增加組織公民行為，此外，當員工兼具主動性人格時，也會增強高應
得權益感員工在組織公民行為上的表現。本研究參照研究的結果，提出實務管理
與未來研究方向的建議。

Along with generations, millennials have gradually become dominant in the
workplace. While compared with their parents, millennials are characterized by their
self centered and narcissistic intentions which generate a sense of entitlement. Among
studies in the past, entitlement is mostly linked with negative workplace behaviors
such as conflicts and turnover; however, the present study examined the relationship
between entitlement and organizational citizenship behavior. This study also explored
the mediating effects of job crafting and the need of uniqueness, an d the moderating
effect of proactive personality on this relationship.
The data were collected and composed of 297 samples from different companies
and industries in Taiwan. The result showed that through the mediating effects of job
crafting and the need of uniqueness, entitled employees tended to practice more
organizational citizenship behaviors. What’s more, proactive personality positively
moderates the relationship between entitlement and organizational citizenship
behavior. The study provided suggestions for practical implications and further
research directions based on the results.

論文審定書 i
摘要 ii
Abstract iii
目錄 iv
圖次 vi
表次 vii
第一章 緒論 1
第二章 文獻探討 5
第一節 員工應得權益感 5
第二節 組織公民行為 6
第三節 工作塑造 7
第四節 獨特感需求 9
第五節 主動性人格 11
第三章 研究方法 12
第一節 研究架構 12
第二節 研究假設 13
第三節 研究樣本 14
第四節 研究工具 16
第五節 研究控制變項 21
第六節 研究程序 22
第七節 資料分析 23
第八節 共同方法變異之檢測、說明 25
第四章 研究結果 27
第一節 員工應得權益感、工作塑造、獨特感需求、主動性人格及組織公民行為之現況描述 27
第二節 人口變項於各變項的差異檢定 30
第三節 相關係數分析 35
第四節 員工應得權益感、工作塑造、獨特感需求及組織公民行為之(中介模式)結構方程式模型 37
第五節 員工應得權益感、主動性人格、組織公民行為之(調節模式)結構方程式模型 40
第六節 假設檢驗摘要表 43
第五章 討論與建議 44
第一節 研究發現與討論 44
第二節 實務管理意涵 47
第三節 研究限制與未來建議 49
參考文獻 50
附錄 55
圖次
圖3-1 研究架構 12
圖4-1 結構方程式模式圖－完全中介 37
圖4-2結構方程式模式圖－調節模式主效果 40
圖4-3 結構方程式模式圖－調節模式主效果及交互作用效果 41
圖4-4 員工應得權益感與主動性人格之調節效果 42
 
表次
表3-1 樣本基本資料分布情形 15
表3-2 單因子與多因子模型的驗證性因素分析 26
表4-1 獎勵權益之現況分析 27
表4-2 工作塑造之現況分析 28
表4-3 獨特感需求之現況分析 28
表4-4 主動性人格之現況分析 28
表4-5 組織公民行為之現況分析 29
表4-6 性別在變項上的T檢定 30
表4-7 婚姻狀況在變項上的T檢定 31
表4-8 職稱別在變項上的T檢定 32
表4-9 教育程度在變項上的變異數分析 33
表4-10 變相相關係數表 35
表4-11 中介模式適配度指標 37
表4-12 直接與間接效果的標準化估計值與檢定 38
表4-13 標準化參數估計與顯著性檢測 41
表4-14 假設檢定統整表 43

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