本研究目的在探討領導者與部屬交換關係對教師組織公民行為之影響，並將重心放在組織公平、組織自尊與工作滿意度做為中介變項之效果所衍生之模型檢述。本研究利用AMOS進行資料分析，結果發現理論模型適配情形尚稱理想，本研究認為，適合學校組織的最佳模式是以「領導者與部屬關係」為前置變項，「組織公平」、「組織自尊」以及「工作滿意度」為中介變項，但前三個變項最後都需透過「工作滿意度」的中介，才對「組織公民行為」造成間接的影響，亦即，當教師「工作滿意度」愈佳時，其表現「組織公民行為」的可能也就愈高。 This research attempts to explore the effect of leadership and membership exchange (LMX) on organizational citizenship behavior (OCB) in schools, and focus on the models with organizational justice, organization-based self-esteem, and job satisfaction as mediators. Results of AMOS suggested that the proposed theoretical model fitted the data well, indicating a support of the hypotheses. It seems that organizational justice, organization-based self-esteem, and job satisfaction have mediating effect between leadership and membership exchange and organizational citizenship behavior. However, job satisfaction plays a mediator of the effect of leadership and membership exchange, organizational justice, and organization-based self-esteem on organizational citizenship behavior. Therefore, there is a positive correlation between job satisfaction and organizational citizenship behavior.