在政府「公營事業民營化」政策及國家發展會議決議「公營事業五年內完成民營化」之共識下，台灣電力公司（台電）已成立民營化決策、規劃及執行之相關組織，積極推展各項相關作業。而在這民營化的過渡期間，由於環境的「不確定」及資源的「稀少性」，會使員工的組織政治知覺增加，也會影響到員工的組織承諾及組織公民行為。
台電因應民營化之方法之一就是提升服務品質，但許多服務品質的提升需要依賴員工所謂「外角色行為」（Extra-role Behavior）的組織公民行為。因此，了解員工的組織政治知覺、組織承諾與組織公民行為間的關係，對台電公司管理層面上是有實質助益的。
本論文之主要研究目的如下：
一、探討員工個人特徵在組織政治知覺、組織承諾與組織公民行為之差異性。
二、探討組織政治知覺與組織承諾之關係。
三、探討組織政治知覺與組織公民行為之關係。
四、探討組織承諾與組織公民行為之關係。
五、根據研究結果提出建議，以提供各管理階層參考。
本論文以「台電台南區營業處」員工為對象，共發出631份問卷，回收有效問卷331份，回收率為52.5%。本研究之資料分析法有敘述性統計分析、因素分析、信度分析、t檢定、單因子變異數分析、皮爾森相關分析、典型相關分析及迴歸分析，並以SPSS for Windows統計軟體為研究工具。
本論文之主要研究結果發現：
一、台電台南區處員工的個人特徵（性別、年齡、年資、婚姻、教育程度、職務層級、宗教信仰及部門）在組織政治知覺、組織承諾及組織公民行為等構面上，除少部分具顯著差異外，大都不具顯著差異。
二、台電台南區處員工的組織政治知覺與組織承諾間呈顯著負相關。
三、台電台南區處員工的組織政治知覺與組織公民行為間呈顯著負相關。
四、台電台南區處員工的組織承諾與組織公民行為間呈顯著正相關。
五、台電台南區處員工的組織政治知覺、組織承諾對組織公民行為有顯著影響。

In compliance with the government’s privatization policy and a resolution of the National Development Conference suggesting that all government-owned enterprises be privatized in five years, Taiwan Power Company (Taipower) has established privatization-related committees and working groups to implement the policy and perform the relevant tasks. During the period of transformation, the employee’s perception of organizational politics will increase due to the “uncertainty” of environment and “scarcity” of resources. It will also affect employee’s organizational commitment and organizational citizenship behavior.
One of the best ways for Taipower to cope with the forthcoming new situation is to “promote customer’s service”. And the promotion of customer’s service depends on the “extra-role behavior” of employee’s organizational citizenship behavior. Therefore, it will be helpful for managers of Taipower to understand the relationship among perception of organizational politics, organizational commitment and organizational citizenship behavior.
The purposes of this study are as follows:
1. To examine the differences in perception of organizational politics, organizational commitment and organizational citizenship behavior with employees of different attributes.
2. To explore how perception of organizational politics influences organizational commitment.
3. To explore how perception of organizational politics influences organizational citizenship behavior.
4. To explore how organizational commitment influences organizational citizenship behavior.
5. To provide the results of study to related departments and managers for references.
There were 331 employees belonging to Taipower Tainan District Office completed questionnaires out of a total of 631 potential respondents and the effective return rate is 52.5%. The data analysis employed in this study includes the Descriptive statistics, Factor analysis, Reliability analysis, t-test, One-way ANOVA, Pearson‘s correlation, Canonical correlation analysis and Regression analysis, through SPSS for windows.
The results of this study indicate that:
1. Most employees of different attributes (gender, age, tenure, marriage, education, position, religion, and work department) have not significant differences in perception of organizational politics, organizational commitment and organizational citizenship behavior.
2. Perception of organizational politics has significant negative correlation with organizational commitment.
3. Perception of organizational politics has significant negative correlation with organizational citizenship behavior.
4. There is significant positive correlation between organizational commitment and organizational citizenship behavior.
5. Perception of organizational politics and organizational commitment has significant effect to organizational citizenship behavior.

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