顺从型与挑战型组织公民行为:基于情感体验与理性认知双路径  

Affiliative and Challeng-oriented Organizational Citizenship Behavior:An Integrated Model of Two Approaches Based on Cognition and Affection

作　　者：颜静[1,2] 樊耘[1,2] 张旭[1,2] 

机构地区：[1]西安交通大学管理学院,陕西西安710049 [2]西安交通大学过程控制与效率工程教育部重点实验室,陕西西安710049

出　　处：《管理工程学报》2016年第3期63-71,共9页Journal of Industrial Engineering and Engineering Management

基　　金：国家自然科学基金资助项目(70672052);国家社科基金项目资助项目(10BGL002);高等学校博士学科点专项科研基金(20130201110020)

摘　　要：中国员工对公平的低敏感性和对支持归因的私人情感性倾向导致针对不同对象的心理联系内涵不同,进而形成不同的行为产出,个体特质使组织氛围对行为的塑造作用更为复杂。本研究建立基于认知和情感产生的顺从型和挑战型组织公民行为的双路径整合模型,揭示中国情境中组织支持和公平对员工行为的作用机制并探索个体特质(他人取向)的影响。通过对372位员工的问卷调查,应用逐步回归分析和结构方程模型发现:(1)组织公平感通过影响员工的组织规范承诺促进其产生顺从型组织公民行为,组织支持感通过影响员工的主管情感承诺促进其产生挑战型组织公民行为;(2)情感路径影响认知路径;(3)他人取向正向调节对主管的情感承诺与挑战型OCB之间关系,但对组织的规范承诺与顺从型OCB关系的影响不显著。Organizations today operate in dynamic and changing environments. In order to respond to these challenges, organizations often need empoyees＇ own initiatives and efforts that are beyond job descriptions and can significantly contribute to the performance. There has been considerable amount of researches during the past few decades on the topic of organizational citizenship behavior （OCB）. Although most of them have focused on affiliation-orientedbehaviors that tend to maintain or enhance relationships, another form of OCB that has received an increasing amount of attention in recent years. This important form of COB is called challenge-oriented citizenship behavior. We developed a model to integrate affiliative and ehaUeng-oriented organizational citizenship behaviors based on cognition and affection in order to investigate the effect of two important organization climate （organizational justice and organizational support） on these two kinds of behaviors. Moreover, Chinese workers often form different kinds of pychological attachment to different objects in organizations. Different behaviors and waits of Chinese workers can make the process more complex. We add these factors to our model in order to better understand the situation. Our survey was created based on the studies of Moorman （1995）, Morrison （1999） and Daniel （2007）. We used 5 items to measure affiliative organizational citizenship behavior and 10 items to measure challenging organizational citizenship behavior. Questions used to measure these behaviors include ＂ I＇m willing to help the new task,＂ ＂ I often take time to help my coworkers,＂ and＂I＇m willing to taking responsibility in my work.＂ Accurately assessing other orientations is problematic becanse it describes a mode of behavior that has social desirability bias, which can seriously compromise the validity of the measure. We addressed this issue by employing 12 pairs of forced-choice measures of other orientations which require respondents to choose between

关 键 词：挑战型组织公民行为 顺从型组织公民行为 情感路径 认知路径 

分 类 号：F270[经济管理—企业管理]