本研究以成立多年之某上市公司與某私立大學之基層員工為對象，採用問卷調查法蒐集資料，探討兩組織員工之組織政治知覺、信任、組織正義與組織公民行為是否存在差異，並驗證各變項間之關係。研究結果發現兩組織員工在各變項均存在顯著差異。研究結果發現：1.組織政治知覺之獨善其身構面，對信任、組織正義知覺及組織公民行為中之利他主義與公民美德呈負向影響；政策與實務落差構面則對主管信任及對組織正義知覺三個構面呈負向影響；同事自利行為構面對同事信任及組織公民行為之利他主義與運動家精神呈負向影響。2.組織正義知覺之分配正義知覺對主管信任呈正向影響；程序正義知覺對同事信任及主管信任呈正向影響；互動正義知覺則對同事信任、主管信任及組織公民行為之利他主義呈正向影響。3.同事信任對組織公民行為之利他主義與公民美德呈正向影響；主管信任對組織公民行為之運動家精神呈正向影響。研究亦發現同事信任分別對組織政治知覺、正義知覺與公民行為之關係具有中介效果；互動正義知覺則對組織政治知覺與公民行為之關係具有中介效果。

This research uses questionnaire survey to investigate the relationships among organizational politics perception, trust, organizational justice and organizational citizenship behavior. The questionnaires were sent to the staffs who work in a listed manufacturing company and a private university both have been established for many years.
There are significant differences between the responses of two groups. The research findings suggest: 
1. One of the organizational politics perceptions, go along to get head constuct, has negative impact on trust, organizational justice perceptions, and two organizational citizenship behaviors, altruism and civic virtue.  Organizational practices and policies constuct has negative impact on Trust to supervisor and organizational justice perceptions.  Colleagues’ behavior has negative impact on trust to coworker and two organizational citizenship behaviors: altruism and sportsmanship.  
2. One organizational justice perception, distributive justice, has positive impact on trust to supervisor; procedural justice has positive impact on trust to coworker and trust to supervisor; interactional justice has positive impact on trust to coworker, trust to supervisor and altruism of organizational citizenship behavior. 
3. Trust to coworker has positive impact on two organizational citizenship behaviors: altruism and civic virtue; trust to supervisor has positive impact on sportsmanship of organizational citizenship behavior.
This result also finds that trust to coworker is the mediator between organizational politics perception/organizational justice and organizational citizenship behavior; interactional justice is the mediator between organizational politics perception and organizational citizenship behavior.

目錄
第壹章 緒論	1
第一節 研究背景與動機	1
第二節 研究目的	2
第三節 研究流程	4
第貳章 文獻探討	5
第一節 組織政治知覺	5
第二節 信任	10
第三節 組織正義	13
第四節 組織公民行為	20
第五節 各變數之關係及假說形成	24
第叁章 研究方法	31
第一節 研究架構	31
第二節 變數操作型定義與衡量	31
第三節 研究對象、問卷設計及資料蒐集	34
第四節 資料分析方法	34
第肆章 實證分析與討論	38
第一節 個案簡介及樣本結構	38
第二節 效度與信度分析	41
第三節 測量變項與結構變項敘述性統計分析	46
第四節 差異分析及相關分析	52
第五節 假說驗證	62
第五章 研究結論、建議與限制	79
第一節 研究結論	79
第二節 實務意涵	81
第三節 研究限制及後續研究建議	82
參考文獻	84
附錄	92
附錄1：組織政治知覺初次因素分析	92
附錄2：組織正義初次因素分析	93
附錄3：組織公民行為初次因素分析	94
附錄4：企業問卷	95
附錄5：學校問卷	99

表目錄
表2-1-1五種不同類型的爭議處理程序	17
表4-1-1有效樣本結構分佈情形	40
表4-2-1組織政治知覺因素分析	42
表4-2-2信任因素分析	43
表4-2-3組織正義因素分析	44
表4-2-4組織公民行為因素分析	45
表4-2-5各衡量構面之信度分析	46
表4-3-1組織政治知覺敘述性統計	48
表4-3-2 信任敘述性統計	49
表4-3-3 組織正義敘述性統計	51
表4-3-4 組織公民行為敘述性統計	52
表4-4-1組織別在各構面差異分析	53
表4-4-2性別在各構面差異分析	54
表4-4-3婚姻狀況在各構面差異分析	55
表4-4-4工作身分在各構面差異分析	56
表4-4-5教育程度在各構面差異分析	57
表4-4-6年資在各構面差異分析 (企業)	58
表4-4-7年資在各構面差異分析 (學校)	59
表4-4-8年齡在各構面差異分析 (企業)	60
表4-4-9年齡在各構面差異分析 (學校)	61
表4-4-10各變項相關分析	62
表4-5-1組織政治知覺對信任之影響	63
表4-5-2組織政治知覺對組織正義之影響	64
表4-5-3組織政治知覺對組織公民行為之影響	65
表4-5-4組織正義對信任之影響	66
表4-5-5組織正義對組織公民行為之影響	67
表4-5-6信任對組織公民行為之影響	68
表4-5-7組織正義、信任對組織公民行為之層級迴歸（一）	69
表4-5-8組織正義、信任對組織公民行為之層級迴歸（二）	70
表4-5-9組織政治知覺、信任對組織公民行為之層級迴歸 (一)	71
表4-5-10組織政治知覺、信任對組織公民行為之層級迴歸 (二)	72
表4-5-11組織政治知覺、組織正義對組織公民行為之層級迴歸 (一)	74
表4-5-12組織政治知覺、組織正義對組織公民行為之層級迴歸 (二)	75
表4-5-13組織政治知覺、組織正義對組織公民行為之層級迴歸 (三)	75
表5-1-1本假說之假設驗證	81
 
圖目錄
圖1-1-1本研究之流程	4
圖2-1-1 組織政治知覺模型	8
圖2-1-2組織信任知覺之多重構面	12
圖3-1-1研究架構圖	31
圖4-5-1本研究實證研究路徑圖(中介效果)	78

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