面對全球競爭的增加、資訊科技快速的發展與產業愈趨向專業分工，職業承諾在人力資源管理活動上日趨重要。忠誠而高承諾的勞動力是組織致勝的關鍵，尤其在企業面臨變動快速、難以預測的狀況時，組織公民行為(organizational citizenship behavior; OCB)對於組織的運作而言更顯得重要。因此，本研究主要探究員工的職業承諾對其組織承諾與OCB的影響。此外，組織的管理與領導雖然涵蓋和所有成員的接觸，然而領導行為的發生主要是源自於主管與部屬兩者之間垂直雙向的關係中。本文亦探討領導者與部屬交換關係(leader-member exchange; LMX)對於員工的職業承諾和組織承諾以及OCB之關係的調節效果。 本研究採用便利抽樣，以台灣各式服務產業中之員工為研究對象，並使用階層迴歸分析來驗證假說。研究發現職業承諾和組織承諾兩者之間有正向關係，也發現當員工在工作相關之交流的LMX上呈高品質時，其職業承諾和組織承諾之間的正向關係愈強。員工的OCB和其職業承諾有顯著正相關。員工在社會交流的LMX上呈現高品質時，其職業承諾和OCB的謹慎盡責、人際和諧與保護公司資源面向的正向關連性被強化，顯示高LMX品質能夠促進職業承諾轉化為組織承諾，也促進員工更加投入OCB。 This study mainly examines the relationships between employee occupational commitment, organizational commitment, and organizational citizenship behavior (OCB). In addition, the moderating effect of leader-member exchange (LMX) in the aforementioned relationships is also explored. It is found that employee occupational commitment is positively correlated with their organizational commitment as well as OCB. The results also indicate that LMX characterized with work-related currency moderates the relationships between employee occupational commitment and organizational commitment as well as the dimension of interpersonal harmony in OCB. On the other hand, LMX characterized with social currency moderates the relationships between employee occupational commitment and the two dimensions of OCB, i.e., interpersonal harmony and protecting company resources. Implications and suggestions are thus discussed.
