本研究主要研究員工對主管的信任，對於員工工作投入與員工組織公民行為之影響，並以員工的心理狀態（心理意義、心理可得性、心理安全感）作為中介效果。透過問卷調查法，以目前在台灣地區的從業人員為主要調查對象，共計207份問卷作為統計分析資料。研究結果顯示：(1)員工對主管的信任與心理意義有顯著正向影響效果；(2)員工對主管的信任與心理可得性有顯著正向影響效果；(3)員工對主管的信任與心理安全感有顯著正向影響效果；(4)心理意義與工作投入有顯著正向影響效果；(5)心理可得性與工作投入無顯著正向影響效果；(6)心理安全感與工作投入有顯著正向影響效果；(7)心理意義與組織公民行為有顯著正向影響效果；(8)心理可得性與組織公民行為有顯著正向影響效果；(9)心理安全感與組織公民行為有顯著正向影響效果。透過員工角度探討與直屬主管之間的信任關係，進而產生的心理狀態，期望提升員工自身工作投入的程度並且提高員工的組織公民行為。

This research elaborates the influence of employee’s trust in supervisor on employee’s job involvement and employee’s organizational citizenship behavior. The psychological condition (psychological meaningfulness, psychological availability, psychological safety) are the mediator variables in the research. This study investigates the employees who work in Taiwan, and there are 207 questionnaire samples for statistical analysis. The research shows that: (1) Employee’s trust in supervisor has significant positive impact on employee’s psychological meaningfulness. (2) Employee’s trust in supervisor has significant positive impact on employee’s psychological availability. (3) Employee’s trust in supervisor has significant positive impact on employee’s psychological safety. (4) Psychological meaningfulness has significant positive impact on job involvement. (5) Psychological availability has nonsignificant impact on job involvement. (6) Psychological safety has significant positive impact on job involvement. (7) Psychological meaningfulness has significant positive impact on organizational citizenship behavior. (8) Psychological availability has significant positive impact on organizational citizenship behavior. (9) Psychological safety has significant positive impact on organizational citizenship behavior. Through the perspective of the employee, the trust relationship between employee and supervisor forms the psychological condition (psychological meaningfulness, psychological availability, psychological safety) to improve employee’s job involvement and employee’s organizational citizenship behavior.

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