過去研究普遍證實組織政治知覺、工作壓力與組織承諾之關係，但較少將主管部屬交換關係納入探討。本研究以組織成員為研究對象，廣泛蒐集各大產業並採用問卷調查法，針對170位受測者之回答進行分析，探討工作壓力是否可以中介組織政治知覺對於組織承諾之關係，主管部屬交換關係是否可調節組織政治知覺對於工作壓力的關係。
依據回收資料進行敘述性統計分析、信度分析、Pearson積差相關分析、階層迴歸分析的結果發現：
一、組織政治知覺對於組織承諾有顯著負向影響。
二、組織政治知覺對於工作壓力有顯著正向影響。
三、工作壓力對於組織承諾有顯著負向影響。
四、工作壓力對於組織政治知覺與組織承諾會產生中介效果。
五、主管部屬交換關係高時，會減弱組織政治知覺與工作壓力的正向關係。
本研究基於研究結果，在最後提出具體的管理意涵及建議，以做為未來研究之參考。

Even though past researches have generally proved the positive correlations between the relationships of perceptions of organizational politics and job stress, but few has taken into account the study of positional exchange of supervisor and employees in the related field of study. As a result, this research will primarily focus on the employees as the subject of this study, and to conduct extensive questionnaires from 170 participants among different industries to further investigate if job stress could mediate the relationship of perceptions of organizational politics and organizational commitments, and if Leader-member exchange could moderator the relationship between organizational politics and job stress.
This research draws on the collected surveys and conducted methods of descriptive statistics analysis, reliability analysis, Pearson correlation, and hierarchical regression to conclude the following results:
1. Perceptions of organizational politics have notable negative impact on organizational commitments.
2. Perceptions of organizational politics have notable positive impact on job stress.
3. Job stress has notable negative impact on organizational commitments.
4. The effect of job stress on mediation between perceptions of organizational politics and organizational commitments.
5. If Leader-member exchange is at its height, the positive correlation between perceptions of organizational politics and job stress will be reduced.
This research will base on the result of study to put forward solid suggestions and management enlightenments for research reference in the future.

論文審定書 i
誌　謝 ii
摘　要 iii
Abstract iv
目　錄 v
圖　目　錄 vi
表　目　錄 vii
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 組織政治知覺（Perceptions of Organizational Politics） 4
第二節 組織承諾（Organizational Commitment） 8
第三節 工作壓力（Job Stress） 11
第四節 主管部屬交換關係（Leader-Member Exchange） 15
第三章 研究方法 18
第一節 研究架構 18
第二節 研究工具 19
第三節 資料發放與收集 23
第四節 控制變數與共同方法變異的檢驗 24
第四章 研究結果 25
第一節 敘述性統計分析 25
第二節 信度分析 27
第三節 相關分析 28
第四節 主效果及工作壓力之中介效果 30
第五節 主管部屬交換關係之調節效果 33
第六節 研究假設驗證 35
第五章 結論與建議 36
第一節 研究結果 36
第二節 管理意涵 38
第三節 研究限制與未來建議 40
參考文獻 41
附錄、問卷 47

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