第五章 結論與建議
第三節 研究限制與建議
一、由於健保局服務據點遍布全台，基於時間及成本之考量，只能針對高屏業務組 進行便利抽樣，樣本代表性略嫌不足。同時因每位受測主管對工作績效的認定 與評估水準可能不一致，可能造成主管填答時的偏誤。建議後續研究可考慮將 健保局全部員工納入調查對象，較能反應出健保局整體員工的工作績效。同時 亦可針對其他公務部門進行調查，是否會有不同之研究結果。
二、本研究系針對健保局高屏業務組所進行之研究，而健保局為一公務機關，因此 建議後續研究可考慮私部門之一般企業，或是具公益性質之非營利組織，其研 究結果是否有效適用於所有組織，有待後續實證支持。
三、本研究之問卷分為員工自評與主管評員工兩份問卷，員工在填寫問卷時，因怕 所填寫之資料外洩，造成主管對其有不良印象，形成員工心理上之負擔，對於 問卷題項之填答有所保留，而無法反應實際之狀況。
四、本研究選擇量化的研究方法，以問卷調查之方式，探討研究對象在組織公民行 為與工作績效之關係，後續研究者可嘗試使用其他研究方法，例如個案研究、
專家訪談與實驗設計等，以不同的角度深入探討相關議題。
五、本研究的自變數-組織公民行為與因變數-工作績效之問卷皆由員工之直屬主管填 答，因此可能會產生同源偏差問題，因此，未來研究可以將員工自評與同事他 評納入研究之評量來源，以避免產生同源偏差之問題。
六、在研究設計上，本研究採橫斷面之設計，所獲得的相關資料僅能解釋各變項在 施測當時的相關情況，因此，建議後續研究可採縱斷面研究深入進行探討以驗 證變項間的真正因果關係。
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附錄ㄧ
第二部份：本部分旨在瞭解主管支持之個人認知
附錄二
(續上頁)