组织公民行为负效应研究——整合广义交换、印象管理和进化心理学的分析

发布时间：2018-03-23 23:24

本文选题：组织公民行为　切入点：负效应　出处：《管理评论》2017年04期

【摘要】：组织公民行为是应用心理学和组织行为学领域被广泛研究的议题。研究的主流将组织公民行为假定为基于良好动机、对组织是有价值的角色外行为,主要关注于组织公民行为的前置变量,而对结果变量关注不够。有限的关于组织公民行为结果变量的研究主要涉及组织绩效,对其负效应研究尤为少见,而且关于组织公民行为可能恶化工作家庭冲突,导致绩效评价不公平、角色超载等负效应的观点实证结果并不统一,对组织公民行为负效应是否存在的认识仍不明确。本研究基于进化心理学结合广义交换和印象管理理论提出,在中国情境下,由于领导在组织资源配置、个人利益分配方面的重要地位,组织公民行为具有获取领导情感信任进而获取好的资源分配、利益分配地位的动机,从而并未必然导致工作家庭冲突和角色超载这些负效应,且与工作家庭冲突和角色超载负相关。此结论拓展了现有的关于组织公民行为与工作干涉家庭冲突、角色超载等负效应关系的认识,有助于加深对组织公民行为与其结果变量关系的认识。
[Abstract]:Organizational citizenship behavior is a widely studied topic in applied psychology and organizational behavior. The main focus is on the leading variables of organizational citizenship behavior, but not on the outcome variables. The limited research on organizational citizenship behavior outcome variables mainly involves organizational performance, especially the negative effects of organizational citizenship behavior. Moreover, the empirical results on the negative effects of organizational citizenship behavior that may aggravate work-family conflicts, lead to unfair performance evaluation and overload of roles are not uniform. This study is based on evolutionary psychology combined with the theory of generalized exchange and impression management. In the context of China, because of leadership in the allocation of organizational resources, there is no clear understanding of the existence of the negative effects of organizational citizenship behavior. The important position of personal benefit distribution, organizational citizenship behavior has the motive of obtaining leadership emotional trust and obtaining good distribution of resources, which does not necessarily lead to the negative effects of work-family conflict and role overload. This conclusion extends the existing understanding of the relationship between organizational citizenship behavior and family conflict of work interference and role overload, which is negatively related to work-family conflict and role overload. It helps to deepen the understanding of the relationship between organizational citizenship behavior and its outcome variables.
【作者单位】：中国地质大学(武汉)经济管理学院;
【分类号】：B848.4;F272.92

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