摘要 終極幸福感是建構在理性積極與實現論（eudaimonia），在基於享樂主義的主觀幸福感之外，追求自我實現與生活的意義。具有高度終極幸福感的員工，可能有較高的工作滿意度，會主動自願作出對組織與其成員有利的組織公民行為。基於領導者與部屬交換，員工回報對組織的信任與忠誠並感知仁慈領導，互助合作而有助於團隊凝聚力。因此本研究探討終極幸福感、工作滿意度、組織公民行為、仁慈領導員工與知覺團隊凝聚力之關係。透過問卷小博士專業學術問卷代發服務對臺灣在職者進行資料蒐集，回收有效問卷412份。藉由SPSS及AMOS統計軟體進行問卷資料分析，得知兩兩構念間之顯著正向關係皆成立。就中介效果而言，組織公民行為與仁慈領導可部分中介終極幸福感與知覺團隊凝聚力之關係。所提供的研究討論、管理意涵、及研究限制與建議可供未來理論與實務的發展方向參考。 關鍵字：終極幸福感、工作滿意度、組織公民行為、仁慈領導、知覺團隊凝聚力 ;Abstract Eudaimonia well-being, in addition to hedonic based subjective well-being, focus beyond happiness on the pursuit of self-actualization and meaning of life. Employees with high eudaimonia well-being may thus have higher job satisfaction, and willing to engage in organizational citizenship behavior that benefit the organization and members voluntarily. Based on leader-member exchange, employees may reciprocate with organizational trust and loyalty and perceive benevolent leadership, cooperate and enhance group cohesion. Using Dr. Survey to collect data on job incumbents in Taiwan, a total of 412 valid responses are analyzed using SPSS and AMOS. Results show significant positive correlations among studied variables. With regards to mediation, both organizational citizenship behavior and benevolent leadership partially mediates the relationship between eudaimonia well-being and perceived group cohesion. Discussions, managerial implications, and limitations and directions for future research and practice are provided. Keywords: eudaimonia well-being, job satisfaction, organizational citizenship behavior (OCB), benevolent leadership, perceived group cohesion
