近年來，民間投資公共建設積極與快速地成長，特許興建營運移轉專案已成為政府未來的新式外包模式。本研究以全世界最大的特許興建營運移轉專案之台灣高速鐵路公司為研究對象，探討個人/群體主義傾向、僱用身分和角色衝突對員工的組織承諾及組織公民行為的影響。 本研究採問卷調查的方式進行，並以隨機抽樣方式就個案公司之興建營運單位400位員工進行問卷調查。研究結果指出，員工的群體主義傾向對其組織承諾有正向的影響; 不定期契約員工比定期契約員工有較高的組織承諾; 員工在組織的角色衝突程度對其組織承諾有負向的影響; 員工的組織承諾對其展現組織公民行為的意願有正向的影響。除此之外，員工的組織角色衝突之強弱程度會透過組織承諾之中介，影響員工展現組織公民行為的意願; 員工的群體主義傾向會直接影響其展現組織公民行為的意願，無需透過組織承諾之中介影響; 而員工的僱用身分並不會透過組織承諾之中介，影響其展現組織公民行為的意願。本研究對研究結果的管理意涵進行討論，並對人力資源管理及後續研究提出建議。 This study is to investigate the effects of individualism/collectivism, employment relations and role conflict on members’ organizational commitment and organizational citizenship behavior with the subject of Taiwan High Speed Rail Corporation, the largest Build-Operate-Transfer (BOT) project in the world. The study confirms that collectivism is positively related to members’ organizational commitment. Standard-employment workers are found to display higher level of organizational commitment than contigent workers. Role conflict experienced by workers is also found to be negatively related to their organizational commitment. Moreover, the mediating effect of organizational commitment on role conflict and organizational citizenship behavior is supported in this study. Collectivism is found to directly affect members’ organizational citizenship behavior without the mediation of organizational commitment. On the other hand, employment relations are found to have no effect on members’ organizational citizenship behavior. Suggestions and recommendations for future research are discussed.
