本研究最主要目的在探討知覺屈就對組織公民行為之影響，並進一步分析工作滿意度之中介效果及心理賦權的調節作用。本研究共回收360份有效問卷，並藉由相關分析及迴歸分析後，研究結果如下：
一、知覺屈就對工作滿意度－工作及同事支持均具有顯著負向之影響。
二、工作滿意度－工作、上司及同事支持對組織公民行為－利個人均具有顯著正向之影響。
三、知覺屈就對個人導向及組織公民行為－利組織均具有顯著負向影響。
四、工作滿意度－工作支持在知覺屈就與組織公民行為－利個人具完全中介效果。
五、工作滿意度－同事支持在知覺屈就與組織公民行為－利個人具部分中介效果。
六、工作滿意度－工作支持對組織公民行為－利組織具有顯著正向之影響。
七、工作滿意度－工作支持在知覺屈就與組織公民行為－利組織具部分中介效果。
八、心理賦權（包括工作意義、能力、自我決定及影響）對知覺屈就與工作滿意度（包括工作支持、上司支持及同事支持）關係不具調節作用。
依據研究結果，本研究建議企業應賦予員工對工作意義與價值的認同感及建立組織與員工間溝通的管道。另外，建議個人應強化與工作相容性以達到工作滿意度。

The main purpose of this study is to explore the influence of perceived overqualification on organizational citizenship behavior. Furthermore, to analyze the mediating effect of job satisfaction and moderating effect of psychological empowerment are conducted in the study. This studt collects 360 copies of valid questionaires. The result of the study after correlation analysis and regression analysis are as follows:
1. Perceived overqualification has a significantly negative influence on job satisfaction (work and coworkers' support).
2. Job satisfaction (work, supervisor, and coworkers’ support) has a significantly positive influence on organizational citizenship behavior for individual.
3. Perceived overqualification has a significantly negative influence on organizational citizenship behavior for individual and organization.
4. Job satisfaction (work support) has a fully mediating effect on perceived overqualification and organizational citizenship behavior for individual.
5. Job satisfaction (coworkers’ support) has a partially mediating effect on perceived overqualification and organizational citizenship behavior for individual.
6. Job satisfaction (work support) has a significantly positive influence on organizational citizenship behavior for organization.
7. Job satisfaction (work support) has a partially mediating effect on perceived overqualification and organizational citizenship behavior for organization.
8. Psychological empowerment (meaning of work, competence, self-determination, and impact) doesn't have moderating effect on perceived overqualification and job satisfaction (work, supervision, and coworker’s support).
Based on the results, suggestions provide enterprises to give employees sense of identity on meaning and value of work, and establish communication channels between organizations and employees. Besides, this study suggests enterprises allocate work tasks to suitable employees to increase job satisfaction.

第一章 緒論-------------------------------------------------------------------------------1
第一節 研究背景與動機-------------------------------------------------------------1
第二節 研究目的-----------------------------------------------------------------------5
第三節 研究範圍、對象與研究流程------------------------------------------5
第二章 文獻探討-----------------------------------------------------------------------7
第一節 知覺屈就之理論及相關研究------------------------------------------7
第二節 心理賦權之理論及相關研究----------------------------------------16
第三節 工作滿意度-----------------------------------------------------------------25
第四節 組織公民行為之理論及相關研究--------------------------------39
第五節 各研究變項間之關聯性-----------------------------------------------52
第六節 研究架構---------------------------------------------------------------------57
第三章 研究方法---------------------------------------------------------------------59
第一節 研究對象與資料蒐集---------------------------------------------------59
第二節 研究變項操作性定義與衡量工具---------------------------------63
第三節 測量模式---------------------------------------------------------------------73
第四節 資料分析方法-------------------------------------------------------------79
第四章 結果與討論-----------------------------------------------------------------81
第一節 研究變項之相關分析--------------------------------------------------81
第二節 相關研究變項之迴歸分析-------------------------------------------85
第三節 研究假設驗證結果----------------------------------------------------103
第五章 結論與建議---------------------------------------------------------------105
第一節 研究結論------------------------------------------------------------------105
第二節　研究建議------------------------------------------------------------------109
第三節 研究限制與後續研究建議-----------------------------------------110
參考文獻---------------------------------------------------------------------------------113
附錄----------------------------------------------------------------------------------------142

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三、日文文獻
田中　堅一郎（2012）。「特集●職場の今：日本の職場にとっての組織市民行動」。日本労働研究雑誌，No. 627。
長積 仁（2012）。「社会的ミッションの遂行と組織経営におけるジレンマを抱えるスポーツ組織の組織市民行動に影響を及ぼす要因の検討―組織成員のタスクコンフリクトに対する認知、目標の受容､社会的ミッションの遂行力に対する期待との関係性に着目して―」，SSFスポーツ政策研究。第2巻1号。

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