經由檢視組織公民行為的前人文獻發現，諸多研究不是以個人層級的變項來對組織公民
行為進行探究，便是藉由組織層級的變項來進行組織公民行為的研究。為了擴展組織公
民行為之知識領域，本研究以群體層級的變項--團隊成員間之衝突為自變項，進行與組
織公民行為間關係之探討。而為了純化此二變項間之關係，本研究進一步控制了工作滿
意，組織公平，組織承諾等個人層級的變項，並以組織支持認知及領導者與部屬交換關
係為干擾變項，藉以釐清自變項與因變項間之真實關係型態。
經由 671份橫斷面的有效配對樣本資料分析之後，研究結果顯示:
一. 團隊成員間之衝突與組織公民行為之盡職行為，公民道德，事前知會，利他主義，
等構面之間，呈現顯著的負向關係。
二. 團隊成員間之衝突與組織公民行為之盡職行為及運動家精神構面間之關係會受到組
織支持認知變項之干擾。
三. 團隊成員間之衝突與組織公民行為之盡職行為，運動家精神，公民道德構面間之關
係，會受到領導者與部屬交換關係變項之干擾。

Previous studies on organizational citizenship behavior have focused their
potential antecedents on the individual-level or organizational context var-
iables. In order to extend the knowledge field of organizational citizenship
behavior, this present study tried to test the relationship between the gro-
up-level variable-intragroup conflict and organizational citizenship behavi-
or. On the one hand, this study controlled three individual-level variables,
job satisfaction, organizational justice, and organizational commitment, to
purify the relationship between independent variable and dependent variable.
On the other hand, the study used perceived organizational support and lead-
er-member exchange as moderators to test the conditional relationship betwe-
en independent variable and dependent variable.
Six hundred and seventy-one matched data were analyzed to test the research
hypotheses. The research results were as below:
1.Intra-group conflict was negatively related to conscientiousness, civic v-
irtue, courtesy, and altruism.
2.The relationship among intra-group conflict, conscientiousness and sports-
manship were moderated by perceived organizational support.
3.The relationship among intra-group conflict, conscientiousness, civic vir-
tue and sportsmanship were moderated by leader-member exchange.