| 摘要: | 懷舊長期以來被視為一種情感反應，自 2000 年代起，心理學者開始系統性地探討其功能性價值。懷舊有助於強化個體的社會聯繫、喚起正向情緒與意義感，並促進親社會行為。然而，既有研究多聚焦於個人懷舊對心理健康與人際關係之影響，針對「組織懷舊」在職場情境中的作用，特別是其對員工工作行為的影響機制，仍相對缺乏。為填補此一研究缺口，本研究旨在探討組織懷舊是否透過社會聯繫感作為中介，進一步影響員工展現組織公民行為。本研究以工作需求－資源模型與自我決定理論為理論基礎，建構組織懷舊、社會聯繫與組織公民行為之間的關聯模型。
本研究採用問卷調查法，蒐集273份來自台灣各行業之全職工作者樣本。研究工具包括Leunissen、van Dijke、Wildschut和 Sedikides（2024）所發展之組織懷舊量表、van Bommel（2020）修訂之社會聯繫感量表，以及Lee與Allen（2002）之組織公民行為量表，並透過驗證性因素分析、相關分析與階層迴歸等統計方法進行資料分析與假設驗證。
研究結果將有助於深化對組織懷舊功能之理解，並為企業人力資源管理提供實務參考，善用懷舊情感強化團隊凝聚與正向工作行為。;Nostalgia has long been regarded as an emotional response. Since the 2000s, psychologists have begun to systematically investigate its functional value. Nostalgia can enhance individuals’ sense of social connectedness, evoke positive emotions and a sense of meaningfulness, and promote prosocial behavior. While previous studies have primarily focused on the impact of personal nostalgia on psychological well-being and interpersonal relationships, the role of organizational nostalgia in the workplace, particularly its influence on employee behavior, remains underexplored. To address this research gap, the present study investigates whether organizational nostalgia indirectly influences organizational citizenship behavior (OCB) through the mediating effect of social connectedness. Drawing on the Job Demands–Resources (JD-R) Model and Self-Determination Theory (SDT), this study proposes a conceptual framework linking organizational nostalgia, social connectedness, and OCB.
A questionnaire survey was administered to 273 full-time employees from various industries in Taiwan. The research instruments included the Organizational Nostalgia Scale (Leunissen et al., 2024), the revised Social Connectedness Scale (van Bommel, 2020), and the Organizational Citizenship Behavior Scale (Lee & Allen, 2002). Data were analyzed by conducting confirmatory factor analysis, correlation analysis, and hierarchical regression to test the proposed hypotheses.
The findings are expected to deepen the understanding of the functional role of organizational nostalgia and offer practical implications for human resource management, particularly in leveraging nostalgia as a psychological resource to foster team cohesion and positive workplace behaviors. |
