本研究以資源保存理論為基礎，探討同事無禮對待對離職傾向與組織公民行為的影 響，因此，本研究的目的有三：首先，探討國軍成員知覺同事無禮對待對其離職傾向與 組織公民行為的影響；其次，探討國軍成員知覺同事無禮對待對表層偽裝的直接效果。 最後，分別探討表層偽裝對同事無禮對待與離職傾向及組織公民行為之間關係的中介效 果。本研究以國防組織內服役滿一年以上的官、士、兵為研究對象，共獲得有效樣本314 份。研究結果顯示同事無禮對待與國軍成員離職傾向之關係呈正相關；同事無禮對待與 組織公民行為之關係呈負相關。其次，同事無禮對待與表層偽裝之關係呈正相關。第三， 表層偽裝對國軍成員知覺同事無禮對待與其離職傾向及組織公民行為間具有部分中介 效果。最後，討論本研究意涵、研究限制及未來研究方向。

Drawing from the conservation of resources theory, this study has three objectives: first, to assess the effect of the individual perception of coworker incivility on their turnover intention and organizational citizenship behavior, respectively. Second, to examine the effect of the individual perception of coworker incivility on their surface acting. Finally, to explore the mediating effect of surface acting on the relationship between individual perception of coworker incivility and their turnover intention, organizational citizenship behavior, respectively. Data was collected from a sample of 314 in the Taiwanese military. Results indicated coworker incivility positively related to staff turnover and negatively related to organizational citizenship behavior. Second, coworker incivility also positively related to surface acting. Third, surface acting partially mediated the relationship between individual perception of coworker incivility and their turnover intention, organizational citizenship behavior, respectively. Finally, the implications, limitations and suggestions for future research were discussed.