在策略性人力資源管理的議題中，高績效工作系統可以是組織競爭優勢的來源，當員工感受到組織高績效工作系統的實施，並認為對自己具有公平性時，會較願意表現出組織公民行為。高績效工作系統之各項人力資源管理措施則有助於形成不同的組織文化，有效的組織文化可以正向影響員工態度與行為，使其表現出利於組織的組織公民行為。 本研究旨在探討組織文化在知覺高績效工作系統的實施之下，是否對組織公民行為產生調節效果。因此本研究採用便利抽樣，針對各種不同產業的人力資源管理部門進行問卷調查，回收之有效問卷共計224份。 經由信度分析、相關分析與階層迴歸分析後，得出研究結果：(1)支持性文化、團隊導向文化對知覺高績效工作系統與組織公民行為有正向調節效果；(2)結果導向文化對知覺高績效工作系統與組織公民行為有負向調節效果；(3)創新文化對知覺高績效工輟系統與組織公民行為不存在調節效果。 ;High performance working system (HPWS) can be a source of competitive advantage for organization in the strategic human resource management issue. When employee perceive the effect of HPWS, and think they are treated with justice, they are willing to present organizational citizenship behavior (OCB). Human resource management practices in HPWS can form different type of organizational culture (OC). Effective OC can positively influence employee attitude and behavior, and foster then to present OCB benefiting organization. This study aims to figure out whether OC is a moderator between perceived HPWS and OCB. Therefore, the study conduct a survey and human resources in different industry are the main subject. There are 224 questionnaires returned effectively. Through consistency analysis, relationship analysis and hierarchical regression analysis, the results indicated: 1.Supportive OC and team orientated OC can positively moderating the relationship between perceived HPWS and OCB. 2.Outcome orientated OC can negatively moderating the relationship between perceived HPWS and OCB. 3.Innovative OC have no moderating effect between perceived HPWS and OCB.
