本研究旨在探討主管領導行為及員工內外控傾向對組織公民行為之影響；首先，從有關的文獻探討著手，分析領導行為的意涵、理論基礎與構面，內外控傾向意義與差異，以及組織公民行為的起源、意涵與構面，進而再就領導行為、內外控傾向與組織公民行為關係的相關研究進行探討，以作為本研究的理論基礎。
   其次，根據理論基礎建立本研究架構與假設，選用適當的量表為研究工具，包括領導行為、內外控傾向及組織公民行為等量表，採用配額抽樣法進行抽樣，經抽取台電公司員工620人為對象實施問卷調查，實際有效樣本為499人，並將調查所得資料以信度分析、敘述性統計、t檢定及變異數分析、相關分析、多元逐步迴歸分析等統計方法進行實證分析和討論之後，獲致結論如下：
1.不同個人背景在領導行為的知覺上具有顯著差異。
2.不同個人背景在組織公民行為上具有顯著差異。
3.領導行為與組織公民行為具有顯著相關。
4.內外控傾向與組織公民行為具有顯著相關。
5.領導行為與內外控傾向具有顯著相關。
6.領導行為及內外控傾向對組織公民行為具有顯著影響。
   最後，依據研究結論，對台電公司主管、人力資源部門及未來研究提出具體的建議，以供運用領導行為、內外控傾向以提升組織公民行為之參考。

The purpose of this research was to explore the influence between leadership behavior and locus of control on organizational citizenship behavior. We initially consulted various literature and research materials that analyzed the following: the meaning, theoretical base and components of the various leadership behavior; the concept and the difference of variables of locus of control; the origin, meaning and components of the various organizational citizenship behavior; and further studied and discussed the inter-relationships between leadership behavior, locus of control and organizational citizenship behavior and these shall form the theoretical base of this research.
  The next step is to develop the theoretical framework and hypothesis to base on the theoretical base of this research, to select an appropriate survey questionnaire as a tool of evaluation, which includes surveys on leadership behavior, locus of control and organizational citizenship behavior, the research employed quota sampling, we randomly selected 620 Taipower’s employees, the number of effective sample is 499 samples, after gathering the results of the survey questionnaires, data were analyzed with the method of descriptive and inferential statistics, including reliability, mean, one-way ANOVA, Pearson correlation analysis and stepwise multiple regression. We derived the statistical data analyzed and discussed the results from which we came to the following conclusions:
1. The employees of different attributes have significant differences in perception of leadership behavior.
2. The employees of different attributes have significant differences in perception of organizational citizenship behavior.
3. The Pearson correlation exits between the leadership behavior and organizational citizenship behavior.
4. The Pearson correlation exits between the locus of control and organizational citizenship behavior.
5. The Pearson correlation exits between the leadership behavior and locus of control.
6. The leadership behavior and locus of control have 
  significant influence on the organizational citizenship behavior.
  Finally, based on the conclusions derived from this research, recommendations are given to practical managers in Taiwan Power Company to promote organizational 
  citizenship behavior and academic scholars to make further research.

中文摘要................................................I
英文摘要...............................................II
目錄...................................................IV
表目錄.................................................VI
圖目錄...............................................VIII
第一章 緒論.............................................1
第一節	 研究背景......................................1
第二節	 研究動機......................................2
第三節	 研究目的......................................5
第二章 文獻探討.........................................6
第一節	領導行為之相關理論與研究.......................6
第二節	內外控傾向之相關理論與研究....................14
第三節	組織公民行為之相關理論與研究..................17
第四節	領導行為及內外控傾向與組織公民行為之關係......21
第三章 研究設計........................................28
第一節	研究架構......................................28
第二節	研究變項之定義................................29
第三節	研究假設......................................32
第四節	抽樣設計......................................32
第五節	研究工具與變項衡量............................34
第六節	資料分析方法..................................36
第四章 研究結果與討論..................................38
第一節	樣本結構與各變項之敘述性統計分析..............38
第二節	個人背景在各研究變項上之差異分析..............40
第三節	領導行為及內外控傾向與組織公民行為之相關分析..47
第四節	領導行為及內外控傾向對組織公民行為之影響分析..49
第五節	研究假設檢定結果..............................56
第五章 結論與建議......................................58
第一節	研究結論......................................58
第二節	研究貢獻......................................63
第三節	研究限制......................................64
第四節	研究建議......................................65
參考文獻...............................................69
附錄：研究問卷.........................................77
表目錄
表2-1-1 轉換型領導定義彙整表.................................................................8
表2-1-2 交易型領導定義彙整表.................................................................9
表2-1-3 轉換型領導與交易型領導構面表...............................................13
表2-1-4 轉換型領導與交易型領導差異表...............................................14
表2-2-1 內控傾向與外控傾向的差異.......................................................16
表2-3-1 組織公民行為之定義...................................................................18
表2-3-2 組織公民行為構面摘要表...........................................................21
表3-4-1 問卷發放及回收數量統計表.......................................................33
表3-5-1 轉換型領導與交易型領導各構面題數及題號之分配...............34
表3-5-2 組織公民行為各構面題數及題號之分配...................................36
表4-1-1 樣本基本資料統計表...................................................................38
表4-1-2 領導行為、內外控傾向及組織公民行為之敘述性統計分析.....40
表4-2-1 性別在領導行為及組織公民行為上之差異分析.......................41
表4-2-2 年齡在領導行為及組織公民行為上之差異分析.......................42
表4-2-3 婚姻在領導行為及組織公民行為上之差異分析.......................43
表4-2-4 教育程度在領導行為及組織公民行為上之差異分析...............44
表4-2-5 年資在領導行為及組織公民行為上之差異分析.......................45
表4-2-6 職位在領導行為及組織公民行為上之差異分析.......................46
表4-2-7 個人背景在領導行為及組織公民行為上之差異分析結果.......46
表4-3-1 領導行為及內外控傾向與組織公民行為整體相關分析表.......47
表4-3-2 領導行為與組織公民行為各構面相關分析表...........................48
表4-3-3 內外控傾向與組織公民行為各構面相關分析表.......................48
表4-3-4 領導行為與內外控傾向各構面相關分析表...............................49
表4-4-1 領導行為及內外控傾向對整體組織公民行為之迴歸分析.......50
表4-4-2 領導行為及內外控傾向對認同組織之迴歸分析.......................51
表4-4-3 領導行為及內外控傾向對協助同事之迴歸分析.......................52
表4-4-4 領導行為及內外控傾向對不生事爭利之迴歸分析...................52
表4-4-5 領導行為及內外控傾向對公私分明之迴歸分析.......................53
表4-4-6 領導行為及內外控傾向對敬業守法之迴歸分析.......................54
表4-4-7 領導行為及內外控傾向對自我充實之迴歸分析.......................54
表4-4-8 領導行為及內外控傾向對組織公民行為之迴歸分析結果摘要表…..55
表4-5-1 研究假設及實證結果彙總表.......................................................56
圖目錄
圖3-1-1 研究架構....................................................................................28

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