企業為了提升管理彈性，減低固定成本，大量雇用各種類型的非典型員工如派遣員工、部分工時的員工、臨時性員工、半退休員工等。但在此同時雇主又希望這些低成本、無固定工作的員工能與正職員工有相同或更佳的表現。企業主如何在高彈性、低成本、高工作意願、高承諾之間取得一個魚與熊掌兼得的雙贏策略，這是二十一世紀人力資源主管面臨的一大挑戰。從社會交換理論的觀點，派遣員工與傳統正職員工所接受到的誘因是不同的，比如，他們在要派公司中所獲得的工作福利、升遷、穩定的工作機會與長期的聘僱承諾等條件大多低於正職員工。企業面如何能兼顧企業用人彈性的需求，又使派遣員工對企業保有組織承諾與高度投入工作？現有研究指出，發展派遣員工的組織公民行為是關鍵。然而，哪些是影響員工組織公民行為的因素？學者們指出員工對組織的心理契約、組織承諾與工作滿足是重要的影響因素。
本研究採用立意抽樣問卷調查法，對北部地區有聘用派遣員工的銀行發放問卷。為了避免共同方法變異，本研究乃採配對問卷，研究問卷區分為正職員工與派遣員工兩種，分別由在銀行任職的派遣員工與該位派遣員工的直屬主管；以及正職員工與該位正職員工的直屬主管進行填答。問卷發放期間為2006年10月至2007年2月，共計約為五個月。針對正職員工及派遣員工分別發出200組問卷，共計400組問卷。回收308組問卷，剔除無效問卷後，正職員工之有效問卷為104組，派遣員工之有效問卷為119組，共計223組有效問卷，回收率約為56％。
經相關性分析結果顯示派遣勞工的組織承諾、心理契約以及工作滿意與自變項組織公民行為呈中度正相關。另外根據迴歸分析衡量結果指出工作滿意、心理契約與依變數組織公民行為有顯著解釋能力。
本研究證實，雖然勞動派遣員工是建立於交易型的僱傭關係上，但是只要要派公司能提高其工作滿足之程度，派遣員工仍然願意表現出本分外的積極行為。

This thesis is a study of contingent workers in Taiwan. In recent years companies in Taiwan tend to employ more and more contingent workers, however they face the dilemma of flexible (i.e. low fix-cost) work force V.S. high performance. It is a general rule that contingent workers enjoy less tangible and intangible benefits from their jobs as compared with regular employees. Thus according to social exchange theory, these contingent workers are expected to be less committed to their work and have lower performance than their counterparts, regular employees. However some studies have pointed out that one of the optimal solutions to this dilemma is for the company of employing contingent workers to cultivate the organizational citizenship behavior (OCB) of these workers.
In this study we study the three factors which affect workers’ organizational citizenship behavior, they are: perceptions of the psychological contract with their employer, organizational commitment, and work satisfaction.
We tested our hypotheses on a random sample of 119 contingent workers, and 104 regular workers from more than 10 banking institutions in Taiwan. We also collected self-reported and supervisory-reported questionnaires from these workers and their immediate supervisors.
Our data support or partially support our hypotheses that 1) there is an association between the perceptions of organizational commitment and OCB of the workers, 2) there is an association between perceptions of psychological contract and OCB, 3) contingent workers engage less in psychological contract than regular workers, 4) there is an association between work satisfaction and OCB. Policy implications of these findings are also discussed in the final section of this thesis.

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