本研究立基社會交換理論以及資源保存理論觀點，探討慷慨行為與組織自發性的關係，並檢驗正向心情與感知義務這兩個中介機制，用來說明慷慨行為對組織自發性的作用歷程。本研究採用便利抽樣問卷調查，有效問卷共計288份。研究結果顯示，慷慨行為與部屬組織自發性呈顯著正相關；部屬正向心情與感知義務可以中介主管慷慨行為與部屬組織自發性之間的關係；亦即慷慨行為可以透過部屬正向心情與感知義務進而激發員工的組織自發性。本研究依此結果加以討論，並提出具體管理意涵與未來研究方向。

Drawing on the social exchange theory and conservation of resource theory, this research examined the relationship between generous behavior and employee organizational spontaneity, and tested the mediating roles of positive moods and felt obligation. This study employed the convenience- sampling questionnaires and 288 valid responses were collected. The results showed that generous behavior has a positive effect on employee organizational spontaneity, while positive moods and felt obligation play the mediating roles between the relationship of generous behavior and employee organizational spontaneity. This indicates that generous behavior can stimulate employee organizational spontaneity through the positive moods and felt obligation. Base on the finding, we have the discussion, deliver the conclusion, provide management implications and suggest future research directions.

論文審定書………………………………………………….ⅰ
中文摘要……………………………………………………. ⅱ
Abstract……………………………………………………....ⅲ
目錄…………………………………………………………...ⅳ
圖次…………………………………………………………..ⅵ
表次………………………………………………………….. vii
第一章 緒論……………………………………………….1
第一節 研究背景與動機…………………………………1
第二節 研究目的…………………………………………4
第二章 文獻探討…………………………………………5
第一節 慷慨行為…………………………………………5
第二節 組織自發性………………………………………7
第三節 正向心情..………………………………………12
第四節 感知義務..………………………………………16
第三章 研究方法..………………………………………18
第一節 研究架構與假設.………………………………18
第二節 研究樣本與施測程序.…………………………19
第三節 測量工具..………………………………………20
第四節 資料分析方法..…………………………………23
第四章 研究結果..………………………………………24
第一節 樣本特性..………………………………………24
第二節 敘述性統計與相關係數分析....………………27
第三節 迴歸分析..………………………………………29
第五章 討論與建議..……………………………………31
第一節 研究結果與討論..………………………………31
第二節 管理意涵..……………………………………….33
第三節 研究限制與未來研究建議.……………………35
參考文獻.....……………………………………………...37
附錄.……………………………………………………...48

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