人際關係在工作環境中的重要性與日俱增，要以單打獨鬥完成所有工作或任務已經幾乎不可能，即使是日常性的工作，也時常需要與他人溝通、協調、合作，以共同達成組織的目標。因此企業無論是對於尚未進入企業的應徵者，或已經任職於企業的正式員工，均應更加重視其人際關係之狀況。透過了解可能影響員工人際關係的因素，企業可減少錯誤錄取人際關係可能較差之應徵者的機會，並透過管理面與制度面的控制，減少正式員工產生人際關係問題的可能性。本研究目的即在於探討組織犬儒主義、內外控人格特質與人際關係間之關係，並進一步探討成就動機之干擾效果，以供實務界參考。本研究以員工人數200人以上之企業為研究對象，並針對研究對象發放問卷，發出問卷524份，回收有效問卷194份，無效問卷26份，有效回收率37.02%，並進一步以統計軟體針對問卷資料進行驗證性因素分析、差異分析、相關分析、迴歸分析、層級迴歸分析等，得以下之實證研究結果：

(一) 不同教育程度、產業別、工作部門的員工，在組織犬儒主義傾向上有顯著差異。
(二) 不同教育程度、工作資歷、產業別、在目前公司的工作年數之員工，在對人際關係上有顯著差異。
(三) 組織犬儒主義與人際關係之間存在顯著的負相關；內外控人格特質與人際關係之間存在顯著的正相關。
(四) 組織犬儒主義對人際關係有顯著的負向影響力；內外控人格特質對人際關係有顯著正向影響力。
(五) 組織犬儒主義與成就動機「精熟」因素之交互作用對人際關係之「情感」因素有顯著影響。

Interpersonal relationship in workplace becomes more and more important. It is almost impossible to finish all tasks and miossions assigned by the organization alone. Even in daily works, one has to spend a lot of time on communicating, negotiating, and cooperating with others to achieve the goals of the department or the organization. Therefore, enterprises should pay more attention on interpersonal relationship. Through understanding the factors that could affect interpersonal relationship, enterprises can reduce the opportunity to recruit employees may have poor interpersonal relationship in the future. Moreover, through controling these factors, enterprises can also reduce employees’ interpersonal relationship problems which are caused by these factors. Therefore, this research attempts to analyze the relationships between organizational cynicism, locus of control, and interpersonal relationsip, while achievement motivation as the moderator of these relationships.
We use random sampling as the methodology. A total of 524 questioinnaires are issued, 194 effective and 26 ineffective questiuonnaires are collected with effective responding rate of 37.02%. We analyze the datas through t-test, ANOVA, Pearson’s product-moment correlation, and multiple regression. Empirical findings are as follows:

1. Significant difference exsists in organizational cynicism for employees with different domogrphic variables, such as education, industry, and department.
2. Significant difference exsists in locus of control for employees with different domogrphic variables, such as education, industry, and working years.
3. There is a significant negative correlation between organizational cynicism and interpersonal relationship. And organizational cynicism has significant impact to interpersonal relationship.
4. There is a significant positive correlation between locus of control and interpersonal relationship. And locus of control has significant impact to interpersonal relationship.
5. The moderating effect of achievement motivation is partial supported.

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