| Summary: | 碩士 === 聖約翰科技大學 === 企業管理系碩士班 === 101 === According to the viewpoints from the employees’ emotion and congition, they will show different actions and attitudes to face the reorganization and the changes of the environments. Due to many reasons, it will result in the diversity of the trust between workers, managers and organization. The result will influence the Organization Citizenship Behaviors which are the key success factors of the organizational growth. The past studys indicated that the more positive group trust and organizational trust, the more help to the Organization Citizenship Behaviors. Consequently, this study mainly research in the relationships between the factors for individual, trust and Organization Citizenship Behaviors. It helps us to comprehend that how the factors for individual cause some kinds of influences when the trust is the mediator. From this study, it will bring some suggestions.
The factors for individual are divided into four parts including Personality Trait, Work Values, Job Satisfactions and Employment Identity. Personality Traits are subdivided into internal personality and exterior personality. Work Values are subdivided into exterior values and exterior values. Job Satisfactions are subdivided into inner satisfaction and exterior satisfaction. Employment Identity according the state conditions are subdivided into standard employment relations and nonstandard employment relations. Trust is subdivided into ”trust between coworkers,” ”trust between supervisor” and ”trust between organization.” Organization Citizenship Behaviors include Working Role, Altruism and Organization Welfare.
Actually, the result shows that the factors for individual result in the diversities for many different degrees of trust and the trust cause the passive influences in organization citizenship behviors. More specifically, there are four conslusions of the relationships between the factors for individual, trust and organization citizenship behavior.
1. The more “inner personality”, the more positive relevence between “trust between supervisiors” and “trust between organization”.
2. The “inner values” and “exterior values” have positive relevence in “trust between workers”, “trust between supervisiors” and “trust between organization”.
3. The “inner satisfactions” and “exterior satisfactions” have positive relevence in “trust between workers”, “trust between supervisiors” and “trust between organization”. The influence of “exterior satisfactions” is higher than “inner satisfactions”.
4. There are completely mediated by higher “inner satisfaction”, “trust” and “Working Role.”
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