職場友誼與組織認同的關係，在職場友誼的相關文獻上目前仍然不清楚，本研究以調查法檢測此關係，樣本包括不同的產業，資料經由問卷調查方式蒐集而來，總計有223 位員工填答問卷，問卷填答者所服務的行業包括製造業，批發業，零售業，服務業與教育界，本研究由組織觀點進行分析，發現工作滿意與群體凝聚力對於職場友誼與組織認同的關係具有中介效果，除此之外，此理論可以作為實務界應用參考（例如：平均分配的報酬給付，團隊規模以及團隊成員的人身距離），然而結論部分也提及本研究之缺點（例如：外部效度，自變數與因變數之純化，橫向資料蒐集）以及未來研究範圍（例如：領導方式，年齡與性別之干擾效果）。

The relationship between workplace friendship and organizational identification remains largely unknown in the literature on workplace friendship. This study examined this relationship using samples from different industries using a survey method. Data were collected via a questionnaire survey of 223 employees in the manufacturing, wholesaling, retailing, service, and educational sectors. Our findings provide an organizational perspective. The results show that the relationships were significantly mediated by the effects of job satisfaction and group cohesiveness. In addition, this manuscript discusses the results in terms of implications for theory (for example, equality payment, team size, and
physical distance between team members). The paper concludes with limitations (for example, external validity, purification between independent and dependent variables, and cross sectional data collection)
and offers recommendations for future research (for example, leadership and the moderating effects of age and gender).