經由過去文獻與邏輯之推論發現，工作倦怠與組織公民行為之關係尚未完全釐清，且工作特性可能會對兩者間之關係產生干擾作用，然未有文獻探討之。因此本研究之目的在於釐清工作倦怠與組織公民行為之關係，同時也欲探討工作特性對於工作倦怠與組織公民行為之間是否具有干擾效果。
本研究透過郵寄、電子郵件與親自寄送等方式發放問卷。共回收350份，經整理後有效問卷為266份(有效回收率為76%)。
本研究之工作倦怠是以情緒耗竭、譏誚態度與降低專業效能等三構面來衡量，工作特性則以工作自主性、工作重要性、工作回饋性、工作完整性以及技能多樣性等五構面來衡量。研究結果顯示，情緒耗竭、譏誚態度與降低專業效能對組織公民行為有顯著的負向關係，且降低專業效能是造成組織公民行為降低的重要因素。工作自主性、工作重要性與技能多樣性對組織公民行為皆具有干擾效果。最後根據研究結果提出進一步的討論，並對管理實務及後續研究提出建議。
According to the literature reviewing and logic reasoning, the relationship be-tween job burnout and organizational citizenship behavior(OCB) is unclear and it may be moderated by job characteristics. There is no literature to explain the real relation-ship between them till now. So, the purpose of this study is to clarify the relation be-tween job burnout and organizational citizenship behavior and to explore if job charac-teristics own the moderating effect on them.
This study collected data via mailing, e-mailing and sending personally. Total of 350 questionnaires were collected and there were 266 useful questionnaires after se-lecting. Useful response rate is 76%.
In this study, job burnout is measured by three dimensions - exhaustion, cynicism and diminished professional efficacy. Job characteristics is measured by five dimen-sions - task autonomy, task significance, task feedback, task identity and skill variety. The result indicates that exhaustion, cynicism and diminished professional efficacy have significant negative effect on OCB. Also, diminished professional efficacy is an impor-tant factor to decrease employees’ OCB. Task autonomy, task significance and skill va-riety have moderate effect on OCB. Finally, discussion and suggestions for the manage-rial practice and further study are offered.
