組織公民行為，必須要用有三種必要行為，員工必須願意參 與並留任於組織中，能達成特定的角色任務以及超越角色描述的自發性活動。
領導者與部屬存在著社會交換關係，使得員工更有意願擔負除了工作職責範圍外的任務，根據前人研究觀點組織公民行為可說是在社會交換關係中所表現的行為。
雖有學者研究組織公民行為和領導-部屬交換關係之相關研究，卻無相對高一致性之結果，代表兩變數間可能會受到其他變數所影響，亦即兩者之間可能存在著干擾變數。
員工人格特質因素除了藉由工作滿足加以增加，不同人格特質也會對於組織公民行為產生影響，因此，引發本研究藉由員工人格特質的不同，作為干擾變數，加以驗證是否會對於自變數-領導-部屬交換關係以及應變數-組織公民行為造成影響。
本研究結果如下：
一、領導-部屬交換關係與組織公民行為呈現高相關性，即高領導-
部屬關係下，員工所表現的組織公民行為愈顯著。
二、內-外控人格特質不會對於領導-部屬交換關係與組織公民行為
產生干擾效果。
By the past study of the Organizational Citizenship Behavior, it’s including Three necessary behaviors. First, the employee must stay in the organization and Stay for a long term. Second ,the employee able to complete their job in his job Description and pay over time to do some personal activities.
The leader and employee have the socialization exchange relationship.The Em-ployee want and able to take more work, beside the job description.According to the study from the past scholar’s viewpoint, the organizational Citizenship behavior was the re-socialiation exchange relationship.
The past scholar researched the relationship between organizational citizenship Behavior and leader-member exchange. The result of it shows the different way, It means that the relationship have some effects.
So, we plan to discuss the degree of the employee which can effect the Relation-ship of the organization citizenship behavior and leader-member Exchange.
The practical: this paper can offer insights into job standardization as to how to enhance the internal service quality of the organization
