「員工幸福感」在近年逐漸成為企業界重視的議題，提升員工幸福感更是為臺灣打造幸福企業的基石，透過提升員工幸福感能使企業的生命延續，同時增加企業在全球的競爭力。因此，企業若想要營造友善的職場環境，應先瞭解影響員工幸福感之原因，並針對這些項目進行管理和改善，進而達成有效提升員工幸福感之目的。
本研究主要探究職場友誼、知覺主管支持與員工幸福感之間的相關性，並以組織認同為中介變項，透過層級迴歸方式來分析組織認同在職場友誼、知覺主管支持與員工幸福感之間的中介效果。本研究對象為3C家電流通服務業A個案公司之從業人員，採用便利抽樣方式以郵寄或委託人力發放問卷來進行實證資料的蒐集，共計回收350份有效樣本。
經研究後發現：(1)職場友誼對於組織認同具正向影響；(2)知覺主管支持對於組織認同具正向影響；(3)組織認同對於員工幸福感具正向影響；(4)職場友誼對於員工幸福感具正向影響；(5)知覺主管支持對於員工幸福感具正向影響；(6)組織認同對於職場友誼與員工幸福感間不具中介效果；(7)組織認同對於知覺主管支持與員工幸福感間具部分中介效果。期許本研究之結果能提供企業管理者在人力資源分配調度及經營規劃中，作為參考之依據，用以達到提升企業員工之幸福感，進而增加企業整體之高績效競爭力。

" Employee well-being" in recent years has gradually become important business issues, enhance employee well-being but also for Taiwan companies to build the cornerstone of happiness, can extend the life of enterprises enhance employee well-being through, while increasing the competitiveness of companies in the world. Therefore, if you want to create a business friendly environment in the workplace, you should understand the impact of employee well-being of reason, and manage and improve on these programs in order to achieve the purpose of effectively enhance the well-being of employees.
This study was to explore the correlation between workplace friendship perceived supervisor support and employee well-being, and to organize the identification of intervening variables, by way of hierarchical regression analyzes organizational identification in the workplace friendships, perceived supervisor support and employee well-being between intermediary results. This study is 3C appliances distribution industry A company's employees in the case, the use of convenience sampling method or by mail questionnaires to entrust manpower to collect empirical data, the total recovery of 350 valid samples.
The results showed: (1) Workplace friendships has a positive impact on organizational identification. (2) Perceived supervisor support has a positive impact on organization identification. (3) Organization identification has a positive impact on t employee well-being.(4) Workplace friendships has a positive impact on employees well-being. (5) Perceived supervisor support has a positive impact on employee well-being. (6) Organizational identification has no mediation on workplace friendships influencing employee well-being . (7) The mediation of organizational identification in perceived supervisor support effecting on employee well-being is only partial. The results of this study hopes to provide business managers in scheduling and allocation of human resources management plan, as a basis for reference to enhance the well-being of employees to achieve the, thus increasing their overall high performance competitiveness.

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