職場友誼促進組織公民行為？公平捷徑理論觀點

Does Workplace Friendship Boost Organization Citizenship Behavior? Perspective of fairness heuristic theory

在現有的文獻中，針對職場友誼與組織公民行為的關係之研究仍屬少數，而這些過去的研究普遍認為職場友誼會透過合作的行為，對組織公民行為產生正面的影響。但真的是如此嗎？本研究從公平捷徑理論的觀點出發，認為組織公正是組織管理中重要的概念，員工主觀認為公平與否，乃關鍵的調節變項。本研究經由抽樣台灣不同企業組織，回收473名員工的問卷資料，進行分析檢定。經實證分析後，本研究獲得以下研究結果：職場友誼對組織公民行為具有部份顯著的正向影響；組織公正會調節職場友誼與組織公民行為之間的關係。其中，在低知覺組織程序公正的情況下，會弱化友誼機會對組織公民行為的正向影響。此外，本研究也提出兩點重要管理意涵：職場友誼如水，可以載舟亦可覆舟；公平是個體處理職場不確定性的重要情境資訊。最後，研究結果提出相關建議，以供實務界和未來研究者之參考。

In the existing literature, exploring the relationship between workplace friendship and organizational citizenship behavior is still a minority. These past studies generally considered workplace friendship would produce a positive impact on organizational citizenship behavior through the acts of cooperation. But is it real? Based on the perspective of fairness heuristic theory, the study viewed organizational justice as an important concept in organizational management. Organizational justice is a key moderator which employees subjectively feel. The study sampled from different organizations in Taiwan. We received questionnaire data from 473 employees, and then analyzed to test the hypotheses. After the empirical analysis, the following results were obtained: Workplace friendships had a significant positive partial impact on organizational citizenship behavior. The organizational justice partially moderated the relationship between workplace friendships and organizational citizenship behavior. Among them, in the low organizational procedural justice situation, it weakens workplace friendship opportunity’s positive impact on organizational citizenship behavior. In addition, the study proposed two important managerial implications: Workplace friendship is just like water, which can both carry and capsize a boat. Justice is important contextual information for individuals to deal with uncertainty in workplace. Finally, some suggestions based on the findings were offered as reference for practitioners and further researchers.