組織公民行爲已經成爲組織行爲學中之重要主題，本研究推論在組織當中，員工若 能與組織、主管、同事間維持良好信任關係，應能自發性的爲組織做更多貢獻，將會爲 組織長期帶來更高的績效。本研究的目的爲針對國軍外派回任人員在不同階級(組織、主 管與同事)之信任關係對組織公民行爲影響的研究。 本研究，以目的取樣方法進行問卷之發放。共發放450份問卷，有效問卷390份。 經由統計研究結果發現對國軍外派回任人員組織的信任與組織公民行爲在迴歸係數中呈 顯著的正向影響、國軍外派回任人員對主管的信任與組織公民行爲在迴歸係數中呈顯著 的正向影響、國軍外派回任人員對同事的信任與組織公民行爲在迴歸係數中呈顯著的正 向影響。國軍外派回任人員人口統計的各變數與組織公民行爲之間的關係，以相關分析 發現在國軍服務總年資、薪資、外派時的職位、學歷與國軍外派回任人員組織公民行爲 也是呈現正向關係。

Organizational Citizenship Behavior (OCB) became an important subject of organizational behavior. We suspected that if employees make contribution to the organization voluntarily, the more they contribute, the higher they will bring efficiantly about to the organization in good trust relationship among organization, manager, and peers. The objective of this study is to investigate on OCB and trsut for military repatriates. The findings of this study are that trsut of military repatriates in different orders (organization, manager and peers) is a basic element of team coop eration to the adhesive of interpersonal relationship. In this study, the questionnaires survey has been carried out by purposive sampling. A total of 450 questionnaires have been distributed and the number of effective questionnaires is 350. Through statistics analysis, we find that trsut of organization positive effects positively to military repatriaters' OCB, positive effects between trust of manager(s) and their OCB; and this is the same case between employees' trust in their peer(s) and their OCB. From correlation analysis, we find there are positive relationship among seniority of revolutionary Army, salary, the position of the expatriate, educational background and military repatriates' OCB.