本研究探討南部一般從業人員之組織認同、組織溝通以及組織公民行為之影響，加入組織創新氣候為干擾變項進行研究，透過問卷發放的方式，先進行前測問卷發放30份，回收確定問卷達到一致性信效度後進行正式問卷調查，初步先進行網路問卷發放，一共回收182份有效問卷後進行紙本發放，為確保填寫對象不重複，僅針對兩家企業進行問卷發放，一共發放95份紙本問卷，回收78份，合計共回收257份有效問卷，後續進行驗證性因素分析、信度分析、敘述性統計、Pearson相關、個變數間跑迴歸分析了解各變數之間的影響效果；結果顯示員工對組織有越高度認同者越傾向表現組織公民行為，且擁有較優的組織溝通越傾向表現組織公民行為；顯示出組織認同、組織溝通對組織民行為有顯著的正向影響力。加入組織創新氣候為干擾變項後，僅顯示此變項在組織認同與組織公民行為間無干擾作用；在組織溝通與組織公民行為間亦顯示無干擾作用影響。

The study draws on a general framework of the relationship between organizational identification and organizational citizenship behavior. Also, the relationship between organizational communications. In this model, organizational innovation climate (group operation, group learning, leadership efficiency, working methods, leader supportiveness, organizational value and sources) act as moderator variables. First of all, collecting 30 Taiwanese employees and doing pretest, then using a sample of 257 Taiwanese employees. The framework indicates that the research results show hypotheses are significant. But, the moderator shows the hypotheses’ are invalid. Although the moderators hypothesis are invalid, the relationship between organizational identification and OCB, the relationship between organizational communications and OCB confirm the results of previous study that organizational identification and organizational communication has effect on organizational citizen behavior.

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