摘要
组织公民行为一直被视为员工"心甘情愿"而为之,然而随着被加班、被捐款等"被"现象的不断出现,越来越多的研究证实强制性组织公民行为(即被迫无奈的组织公民行为)在组织中同样普遍存在,而且会导致劳资关系紧张,威胁企业内部和谐等,但相关研究较为匮乏。本研究以员工的强制性组织公民行为为研究对象,聚焦于对其形成机制的研究。具体地,使用特质激活、强制说服和自我决定等理论,分别从指向员工个体、领导和组织三个层次的影响因素揭示员工强制性组织公民行为的形成机制,建立员工强制性组织公民行为多层次形成机制的概念模型。研究结果实践上有利于本土企业构建和谐的劳资关系并实施更加人性化的管理,理论上有望为组织公民行为领域贡献新的知识,在一定程度上推动组织公民行为理论在中国的研究与应用。
Scholarly works have generally considered organizational citizenship behavior （OCB） as a kind of individual behavior that is discretionary. However, with the advent of ＂bei＂ phenomenon （e.g., involuntary donation and compulsory overtime） in organizations, a growing body of research suggests that compulsory OCB is still prevalent in workgroups. More importantly, such behaviors can hurt labor relations and threaten organizational harmony. However, empirical research exploring the related field is relatively limited. As such, in the present article, we will take Chinese employees＇ compulsory OCB as the research object and explore its formation mechanisms. In particular, based on trait activation theory, coercive persuasion theory, and self-determination theory, we aim to construct a multi-level formation model of employees＇ compulsory OCB from the levels of employee, leader, and organization. In practice, the research project is conducive to local enterprises to build a good and harmonious labor relation. In theory, the research results may contribute new knowledge to the field of OCB and promote the study and application of OCB theory in China.
出处
《心理科学进展》
CSSCI
CSCD
北大核心
2014年第8期1218-1225,共8页
Advances in Psychological Science
基金
国家自然科学基金项目(71302047)
教育部高等学校博士点专项科研基金项目(20133108120031)
上海市高校青年教师培养资助计划项目(B.37-0129-13-003)
上海市教育委员会"晨光计划"项目(13CG45)
关键词
组织公民行为
强制性组织公民行为
公民压力
形成机制
organizational citizenship behavior
compulsory citizenship behavior
citizenship pressure
formation mechanism
