本研究以台北市政府員工為例，探討轉換型領導、內在動機、組織承諾對組織公民行為之影響。研究結果發現轉換型領導、內在動機、組織承諾對員工的組織公民行為有正向的影響；內在動機、組織承諾對組織公民行為有正向的影響。除此之外，轉換型領導會透過內在動機之中介，影響組織公民行為的展現；轉換型領導也會透組織承諾之中介，影響組織公民行為的展現。本研究針對研究結果進行討論，並針對人力資源管理實務後續研究提出建議。 With the sample of public employees in Taipei city government, this research is to investigate the relationships among transformational leadership, intrinsic motivation, organizational commitment, and organizational citizenship behavior. It is found that transformational leadership is positively related to employees’ intrinsic motivation and organizational commitment. Employees’ intrinsic motivation and organizational commitment are positively related to their organizational citizenship behavior. In addition, transformational leadership is found to have a positive effect on organizational citizenship behavior through the mediation of employees’ intrinsic motivation. Moreover, transformational leadership is also found to have a positive effect on organizational citizenship behavior through the mediation of employees’ organizational commitment. Suggestions and recommendations are thus discussed.
