自組織公民行為定義後，學者們通過研究發展許多概念框架，提出了不同的組織公民行為類型，對組織帶來許多正面影響，而近年來許多研究表明員工並非皆為自願作為一名「好士兵」，且可能會給員工產生巨大的個人成本，此將對組織產生負面影響，從事公民行為的究竟是正面或是負面影響成為學者們討論議題；然而如今，員工從事公民行為已為企業運作重要關鍵之一，企業希望更多員工從事公民行為儘管員工非自願，因此本研究所探討的員工被迫成為「好士兵」是不是一定不好？員工在何種因素下被迫從事公民行為後仍願持續從事公民行為？本研究資料收集方式採用經驗抽樣法，受測者來自206位企業在職員工，進行連續10個工作日填答上下班問卷，配對資料共計1717筆。經多層次路徑分析假設檢驗，結果顯示當員工被迫成為「好士兵」後產生自我耗損，將導致降低後續從事公民行為成負相關，而受高情緒壓抑干擾後此負向關係將被加強。然而，當員工產生組織自尊，將提升後續從事公民行為成正相關，高外向性人格干擾後該正向關係將被加強。本研究並依此結論提出理論與管理意涵。

In the past few decades, scholars have developed many conceptual frameworks for organizational citizenship behavior and proposed different types of behaviors. In recent years, many studies have shown that employees are not all volunteering to be a "good soldier." The positive and negative effects of engaging in civic behavior have become the subject of discussion among scholars. Nowadays, organizational citizenship behavior has become one of the key tasks for business operations. Companies want more employees to engage in citizenship behavior, despite employee involuntary. The study discusses about employee sustainable OCB. Employees are still willing to perform citizenship behavior after feels pressured to perform OCB. The study used the experience sampling design to collect the daily data. The data was collected from 206 employees across 10 working days, and the data is consisted of 1717.
After the path analysis hypothesis, the results showed employees feels ego depletion when employees are forced to be a ‘’Good Soldier’’ and negatively related to organizational citizenship behaviors on the next day. This negative related will be moderation effects of emotion regulation. When the employee produces organization-based self-esteem, it will positive to organizational citizenship behaviors on the next day, and the positive relationship will be strengthened after high extroversion personality. Based on this conclusion, this study proposes theoretical and managerial implications.

論文審定書 ............................................................................................................................... i
中文摘要................................................................................................................................... ii
英文摘要.................................................................................................................................. iii
第一章 緒論 ..............................................................................................................................1
第二章 理論與假設 ..................................................................................................................5
第一節 被迫從事公民行為 ...................................................................................................... 5
第二節 主動從事公民行為 ...................................................................................................... 6
第三節 員工被迫從事公民行為與後續主動/被迫從事公民行為的關係：自我耗損歷程 ..... 6
第四節 員工被迫從事公民行為與後續主動/被迫從事公民行為的關係：組織自尊歷程 ..... 7
第五節 員工被迫從事公民行為的資源耗損歷程：員工情緒壓抑傾向的惡化效果 .............. 9
第六節 員工被迫從事公民行為的組織自尊歷程：員工外向性特質的強化效果 .................10
第三章 研究方法 ................................................................................................................... 12
第一節 研究對象與施測程序 ................................................................................................ 12
第二節 研究工具 ................................................................................................................... 13
第三節 資料分析方法 ........................................................................................................... 14
第四章 研究結果 ................................................................................................................... 15
第一節 主要變數敘述統計分析 ............................................................................................ 15
第二節 驗證性因素分析 ........................................................................................................ 15
第三節 假設檢定 ................................................................................................................... 16
第五章 結論與建議 ............................................................................................................... 20
第一節 結果討論與理論意涵 ................................................................................................ 20
第二節 管理意涵與建議 ........................................................................................................ 21
第三節 研究限制與未來研究建議 ......................................................................................... 22
參考文獻 ................................................................................................................................ 23
附錄 ....................................................................................................................................... 30

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