组织公民行为与员工绩效的相关性分析

组织公民行为虽然是员工的一种职责外行为,但因发生在工作过程中,从而对员工工作绩效有一定的影响。通过以“利于组织”和“利于他人”2种行为倾向为基本维度,将组织公民行为细分为理想员工、忠诚员工、交际型员工、个性化员工4种类型。然后,实证研究得出以下结论: 组织公民行为与员工工作绩效成正相关关系;4类组织公民行为对员工绩效有不同程度的影响。     

Revisiting the mediating role of trust in transformational leadership effects: Do different types of trust make a difference?

This study examines the mediating effects of cognitive and affective trust on the relationship between follower perceptions of transformational leadership behavior and their work outcomes. Using data obtained from 318 supervisor–subordinate dyads from a manufacturing organization located in mainland China, structural equation modeling results revealed that affective trust fully mediated the relationships between transformational leadership and the work outcomes of followers, including their affective organizational commitment, organizational citizenship behaviors (OCBs), and job performance. In contrast, cognitive trust negatively mediated the relationship between transformational leadership and follower job performance, and had insignificant effects on their affective organizational commitment and organizational citizenship behaviors. These findings highlight the importance of affective trust as a mechanism which translates transformational leadership into positive work outcomes for the organization.     

Trust: Missing Piece(s) in the Safety Puzzle

While trust is increasingly recognized as a factor that impacts on safety behavior, the exact nature of trust and its role in shaping organizational safety is poorly understood. This special issue contains six articles that examine the relationship between trust and safety behavior in a range of high-risk work contexts. The issue begins with two articles that introduce the complex nature of trust and the positive and negative roles that trust can play in shaping an organization's safety culture. This background is then developed by two articles that explore the role of trust and distrust in safety performance, and uncover a range of significant but often counterintuitive relationships between forms of trust and safe behavior. Finally, the issue concludes with two articles that examine the role that leadership may play in developing trust. These articles examine the conditions important for the development of trust in leaders, and the trust-promoting actions that leaders can employ to influence employees' engagement in safety participation.     

Transformational Leadership,Organizational Clan Culture,Organizational Affective Commitment,and Organizational Citizenship Behavior: A Case of South Korea's Public Sector

The present study examines whether transformational leadership is associated with clan culture, affective commitment, and organizational citizenship behavior and whether affective commitment is positively related to organizational citizenship behavior. The study also examines whether affective commitment mediates the effects of clan culture on organizational citizenship behavior and whether clan culture mediates the effects of transformational leadership on affective commitment. The results of this study indicate a positive relationship between transformational leadership and clan culture as well as between transformational leadership and affective commitment; no significant relationship between clan culture and organizational citizenship behavior as well as between transformational leadership and organizational citizenship behavior; and a significant positive relationship between affective commitment and organizational citizenship behavior as well as between clan culture and affective commitment . Thus, the results clearly show that affective commitment fully mediates the relationship between clan culture and organizational citizenship behavior and that clan culture partially mediates the relationship between transformational leadership and affective commitment. Theoretical and practical implications of these findings as well as interesting avenues for future research are discussed.     

高绩效工作系统、人际信任和组织公民行为的关系——分配公平的调节作用

在实证研究方法基础上,引入认知信任和情感信任作为中介变量,分配公平感作为调节变量,着重探讨高绩效工作系统是否能够通过2种信任对组织公民行为产生积极影响,以及分配公平感能否调节到2种信任对组织公民行为的作用机制。研究结果表明,高绩效工作系统通过认知信任和情感信任对组织公民行为产生积极影响,同时2种信任与组织公民行为之间的相关关系受到分配公平感的调节作用。     

Examining the effects of trust in leaders: A bases-and-foci approach

Little empirical research has explored the implications of different bases and foci of trust in leadership within the same study. To rectify this substantive void in the trust literature, we conceptualized variants of employee trust in organizational leadership in terms of two bases (cognitive and affective) and two foci (management and supervisor). Using this dual perspective, we examined the effects of trust in leaders on two work-related attitudes (organizational commitment, job satisfaction) and two work-related behaviors (in-role behavior, extra-role behavior). Using data collected from 210 employees and their supervisors, we found that the four variants of trust in organizational leadership were distinguishable, and had differential effects on employee outcomes. Affective trust in supervisor was a significant predictor of in-role and extra-role behaviors. Affective trust in management and affective trust in supervisor explained variance in affective organizational commitment. Cognitive trust in management and affective trust in supervisor explained variance in job satisfaction.     

Transformational leadership and performance outcomes: Analyses of multiple mediation pathways

Transformational leadership (TFL) has been shown to affect employees' job performance, and the literature offers a large variety of explanatory processes. Integrating the diverse literature related to the mechanisms that mediate the TFL-performance relationship, the current study identified five core mechanisms—affective, motivational, identification, social exchange, and justice enhancement—that are consistent with established social and psychological theories. Meta-analysis involving > 600 samples was conducted to test these mechanisms. General support was found for each of the five mechanisms. The findings showed that TFL was related to variables that represented these mechanisms, which in turn were associated with non-self-report measures of employees' task performance, citizenship behavior, and innovative behavior. An integrative model was further proposed and tested to show the central role of leader-member exchange in the relationships between TFL, other mediating variables, and performance outcomes. This study contributes to the literature by strengthening researchers' theoretical understanding of the major social and psychological processes by which transformational leaders promote followers' job performance.     

人际公民行为及其前因和结果变量的研究与评价

人际公民行为是基于社会网络视角所提出的组织公民行为特定的表现形式,指的是同事之间在非工作需要情况下的帮助行为,其结果直接或间接的提高了个人的工作成绩并最终促进团队和组织的运行。文章首先提出人际公民行为概念的由来及其发展,并介绍了人际公民行为结构的发展演化,然后对人际公民行为的前因变量和结果变量的相关研究进行了分析和归纳。最后指出未来要立足于本土文化做出进一步的理论和实证研究。     

Contextualizing Cultural Orientation and Organizational Citizenship Behavior

This research attempts a more contextualized approach to examining organizational citizenship behavior (OCB). Borrowing from theory in international and cross cultural management as well as organizational behavior, context is conceptualized as multi-level and as a shaper of meaning and variability in employee citizenship behaviors. By centralizing the unique socio-cultural, political and historical national context (i.e., omnibus context) of Lebanon at the core of our theorizing, we hypothesize, contrary to previous research, a positive relationship between idiocentrism and employee engagement in organizational citizenship behaviors. Furthermore, we explore the influence that unit level OCB (i.e., discrete context) has on the idiocentrism–OCB relationship. Our analysis confirms the positive relationship between idiocentrism and OCB in this unique context. In addition, our cross-level analysis suggests that in workgroups with higher levels of unit level OCB, idiocentrism is more strongly related to employee engagement in OCB. The findings highlight the value added in contextualizing research on OCB and employee behavior in general.     

劳动关系氛围和员工工作满意度:组织承诺的调节作用

本文从组织行为层次探讨劳动关系氛围与员工态度之间的关系。基于60家企业1607名员工的问卷调查,本文探讨了劳资双赢、劳资对立和员工参与三种劳动关系氛围对员工内在和外在满意度的直接影响,以及员工组织承诺在上述关系中的调节作用。研究发现,劳资双赢氛围显著地提升员工的内在和外在满意度,劳资对立氛围显著地降低员工的内在和外在满意度,员工参与氛围仅能显著提升员工的内在工作满意度。同时,员工组织承诺中的情感承诺能显著增强劳资双赢氛围对内在和外在工作满意度的积极影响,但仅能显著降低劳资对立氛围对内在工作满意度的消极影响,而对员工参与氛围的影响不具有调节作用。此外,研究还发现交易承诺不存在调节效果。     

Structural impacts on the occurrence and effectiveness of transformational leadership: An empirical study at the organizational level of analysis

This article empirically investigates the role of organizational structure in the transformational leadership (TFL) process. We examine organizational centralization, formalization, and size as antecedents of an organization's TFL climate, and as moderators of the relationship between TFL climate and productive organizational energy (POE). Hypotheses are tested using a sample of 125 organizations. Results show that both the centralization and size of an organization are negatively related to its TFL climate, whereas formalization has a positive association. Further, while there is a positive linkage between TFL climate and POE, both centralization and formalization moderate this relationship. The TFL climate–POE linkage is diminished under conditions of high centralization, and it is enhanced under conditions of high formalization. These findings point to the role of organizational structure as a boundary condition for both the occurrence and the effectiveness of TFL in organizations. The paper concludes by acknowledging its limitations and discussing its implications for practice and research.     

Initiating structure leadership and employee behaviors: The role of perceived organizational support,affective commitment and leader–member exchange

The aim of this study was to examine the mediating role of perceived organizational support (POS) and affective organizational commitment (AOC) in the relationship between initiating structure (ISL) and employee behaviors. In addition, we also analyzed the moderator role of leader–member exchange in this relationship along three dimensions (affect, loyalty and professional respect). We conducted a survey-based study of 484 employees of a retail business and the results of the multiple regression analyses indicate that POS and AOC act as mediators in the relationship between ISL and two employee behaviors (extra-role organizational citizenship behaviors and turnover). Further, our results support the moderator effect of professional respect in the positive relationship between ISL and POS. This study makes an interesting contribution to the literature on ISL and its effects by construing POS as a consequence of this leadership style, and by adding professional respect among the possible moderators. Research avenues, limitations, and the practical implications of our findings are discussed.     

Perceptions of ethical climate and organizational justice as antecedents to employee performance: The mediating role of employees' attributions of leader effectiveness

The primary purpose of this study was to investigate the mediating role of employee attributions of leader effectiveness on relationships between perceptions of (a) ethical climate and (b) organizational justice and both positive and negative types of performance. We argue that these relatively under-investigated perceptions are critical antecedents to effective productivity in the workplace. Accordingly, this study is the first to examine the associations of both ethical climate and organizational justice on both positive and negative performance within the context of mediation via employee attributions of leader effectiveness. Based on online survey data from 2486 Romanian employees, our SEM-based findings reveal that the attribution of leader effectiveness functions as a mediator between the associations of ethical climate and justice perceptions on two distinct types of performance: (1) Organizational Citizenship Behavior (OCB) and (2) Counterproductive Work Behaviors (CWB).Additionally, the results revealed that trait negative affect moderates the mediating role of leader effectiveness with OCB but not with CWB. This study contributes to the recent and growing interest in the mediating role of attributions regarding work performance. Several theoretical contributions and practical implications are discussed concerning leader-specific attributions, employee empowerment, and employee performance. Most prominently, we discuss why individuals with strong trait negative affect may engage in CWB without the influence of ethical climate or organizational justice.     

Exploring the role of supervisor trust in the associations between multiple sources of relationship conflict and organizational citizenship behavior

We develop and test a model that builds directly on social exchange theory to predict different roles for supervisor trust in the relationships between organizational citizenship behavior and relationship conflict occurring between supervisors and subordinates and between peers. Specifically, we posit that the association between citizenship behavior and relationship conflict between employees and supervisors is mediated by supervisor trust, while the association between citizenship behaviors and relationship conflict occurring between peers is moderated by supervisor trust. We test our dual role for supervisor trust in a field study of 160 supervisor–employee dyads. Results support the different roles played by supervisor trust. We close by discussing the implications of our results for theory and practice in the relationship conflict and citizenship domains.     

Operant leadership and employee citizenship: A question of trust?

The present study replicates and extends previous research examining the relationship between operant leader behavior and organizational citizenship behavior (OCB). Drawing on recent theory proffering trust as an important explanatory mechanism, we hypothesized that employee trust mediates the relationship between operant leader behaviors and OCB. Further, we argue that the valences associated with reward and punishments augment the effects of both contingent and non-contingently administered behaviors. Using data collected from 475 employees of a United States manufacturing firm, results indicate that trust fully mediates the relationship between operant leadership and OCB. Further, results confirmed that contingently based reward and punishment leader behaviors are more constructive in engendering trust and citizenship than non-contingent leader behaviors.     

企业薪酬管理公平性对员工工作态度和行为的影响

作者对广东省七家饭店的员工及他们的主管进行了前后两次问卷调查,通过纵断数据分析,探讨员工的薪酬公平感和满意感与他们的情感性归属感、工作积极性和工作绩效之间的因果关系。数据分析结果表明,企业薪酬管理公平性是影响员工薪酬满意感的重要因素,员工的薪酬公平感和满意感会影响他们的情感性归属感,薪酬管理信息公平性会影响员工的工作积极性和工作绩效,员工的薪酬满意感与他们的工作积极性和工作绩效存在双向因果关系。     

The missing link? Investigating organizational identity strength and transformational leadership climate as mechanisms that connect CEO charisma with firm performance

In this paper, we suggest that CEO charisma is related to firm performance via its effect on two important mediators. First, charismatic CEOs are expected to raise the transformational leadership climate within an organization. Second, both CEO charisma and transformational leadership climate are proposed to increase a firm’s organizational identity strength (OIDS), which in turn, relates positively to firm performance. We tested these propositions on a sample of 150 German companies (20,639 employees) with a three-path mediation model at the organizational level of analysis, utilizing four independent data sources. Our study helps open the black box of organizational leadership and organizational performance by demonstrating top-level leadership’s (CEO charisma) cascading effect on the TFL climate throughout the organization and by showing that OIDS mediates both leadership levels’ relationships with firm performance. Further, our study is the first to investigate the relationship between OIDS and performance at the organizational level of analysis.     

绩效评价对组织公民行为的影响:组织承诺的中介作用

本文构建了一个结构方程模型,探讨了组织承诺在绩效评价和组织公民行为关系之间的中介作用。研究结果显示：绩效评价对组织公民行为产生正向影响,而组织承诺对绩效评价和组织公民行为间的关系具有中介作用。组织承诺的中介作用在绩效评价的不同层面上有所区别：对绩效评价系统与组织公民行为的关系,具有完全中介作用;对绩效评价程序与组织公民行为的关系,具有部分中介作用。以此为基础,本文对今后同类研究的方向和管理实践提出了建议。     

员工社会化、组织认同与组织公民行为——基于中国科技制造企业的实证研究

组织社会化的策略、内容及其对员工态度和行为影响的研究已经比较丰富,但在结果变量上对组织公民行为的分析和实证研究都很不足。本文选取了组织社会化中的历史、语言、价值观和目标社会化三项内容,考察它们对组织公民行为的影响及其机制,尤其是组织认同在其中的中介作用。层级回归、结构方程建模分析的结果表明,历史、语言、价值观和目标社会化正向影响组织公民行为,组织认同在语言、价值观和目标社会化与组织公民行为的关系中起完全中介作用,在历史社会化与组织公民行为的关系中起部分中介作用。     

Crescendo Model of Career Motivation and Commitment: Identity, Insight, and Resilience

This paper provides an experiential exercise to increase understanding of employees' career motivation and commitment and its relation to employees' perception of identity, insight, and resilience. Three separate conditions influencing employee attraction to career orientation are self-identity, insight, and resilience. These three component dimensions of employee career motivation are outlined and used to define an eight-phase crescendo model through which individuals tend to pass in their decision to form an affective career commitment. The analysis supports the notion of a stepwise movement from identity to insight to resilience in strengthening employees' career motivation and demonstrates how progressive phases are associated with career commitment. Although the levels and phases are progressively prepotent and valenced in predicting employee propensity to form an enduring career commitment, different patterns and paths through the phases for individuals are indicated.