員工為組織推動企業政策，不可或缺的重要資產。面臨環境快速變遷及職場跨世代挑戰下，如何留任優秀人才永續經營企業，已成為人力資源管理領域之重要議題。基此，本研究探討領導與部屬交換關係、組織政治及組織認同三者間的關係，以及組織認同與離職意圖，及組織公民行為間的關係。本研究以問卷調查進行數據蒐集，共回收236份有效問卷，研究結果顯示：(1)領導與部屬交換關係與組織認同呈顯著之正向關係；(2)組織政治與組織認同呈顯著之負向關係；(3)組織認同與離職意圖呈顯著之負向關係；(4)組織認同與組織公民行為呈顯著之正向關係。針對研究之結果，本研究提出管理意涵及未來研究之建議。

This study explores the relationships among leader-member exchange, organizational politics, organizational identification, turnover intention, and organizational citizenship behavior. Data were collected through online survey and a total of 236 valid responses was obtained. The results indicate that leader-member exchange is positively related to organizational identification. Organizational politics is negatively related to organizational identification. Organizational identification is negatively related to turnover intention and positively related to organizational citizenship behavior. Drawn on the findings, managerial implications and suggestions for future research are thus discussed.

王婷虹、董祥開、詹中原(2020)。與主管越相似會讓部屬越滿意嗎？領導部屬交換理論觀點的探討。文官制度季刊，12(4)，99-135。

陳春希、葉穎蓉(2017)。領導者與部屬交換關係與員工的工作需求、工作倦怠與當責關係之研究：論組織自尊、組織支持和組織認同之中介作用(科技部補助專題研究計畫成果報告，計畫編號 MOST 105-2410-H-008-067)。國立中央大學企業管理學系。

陳春希(2020)。歡樂職場與組織公民行為：論個人－組織契合度與組織信任之調節作用以及敬業精神之調節中介作用(科技部補助專題研究計畫成果報告，計畫編號 MOST 108-2410-H-008-043)。國立中央大學企業管理學系。

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