组织社会化视角下员工组织公民行为动态变化趋势及其形成机制

doi:10.3724/SP.J.1042.2021.02105

摘要/Abstract

摘要：

日益复杂多变的市场竞争环境对组织的灵活性和适应性都提出了更高的要求, 员工的组织公民行为在这一背景下显得尤为重要, 因它能有效提高组织在不确定环境下的生存能力和核心竞争力、提升组织的绩效水平。虽然已有大量研究关注员工的组织公民行为, 但研究者多采用相对静态的研究范式, 而忽视了组织公民行为的长期动态变化趋势。基于组织社会化视角, 本研究重点关注新员工和工作变更员工组织公民行为的长期动态变化趋势、探索影响组织公民行为动态变化趋势的内在机制和边界条件, 以期为培养和激发员工持续性高水平的组织公民行为提供可参考的理论依据。

关键词: 组织公民行为, 动态性, 组织社会化, 机制

Abstract:

The highly competitive and uncertain external environment requires higher levels of organizational flexibility and adaptability. Therefore, organizations and scholars have paid more attention than ever to employee's organizational citizenship behavior (OCB), as it can improve viability, competitiveness, and performance of the organization. Although scholars have exerted considerable efforts to investigate OCB, the dominant approach in the existing literature frames OCB as a relatively stable variable, omitting a dynamic understanding of OCB in the workplace. From the organizational socialization perspective, the current study particularly focuses on how OCB changes over time in newcomers' or job changers' organizational socialization processes as well as its associated mechanism and boundary conditions. This study contributes to a comprehensive theoretical framework of how to motivate employees to continuously show higher levels of OCB.

Key words: organizational citizenship behavior, dynamic, organizational socialization, mechanism

中图分类号:

B849: C93

张靓婷, 王斌, 付景涛. (2021). 组织社会化视角下员工组织公民行为动态变化趋势及其形成机制. 心理科学进展 , 29(12), 2105-2118.

ZHANG Liangting, WANG Bin, FU Jingtao. (2021). Exploring the trajectories of organizational citizenship behavior and its mechanism from the organizational socialization perspective. Advances in Psychological Science, 29(12), 2105-2118.

图/表 2

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研究方法	代表性文献	研究属性	研究局限(方法)	研究局限(理论)
交叉滞后法	Raver et al., 2012; Vigoda-Gadot & Angert, 2007; Blakely et al., 2003; Koys, 2001; Donaldson et al., 2000;	通过获得变量自身和变量间随时间变化的相关系数, 来探究变量间严谨的因果关系	以线性研究为主且通常仅测量员工组织公民行为在前后两个时点间的变化, 容易产生错误的研究结论, 从而增大了第二类错误发生的概率。	现有的动态研究较为分散, 缺乏统一的理论框架来解释员工组织公民行为的动态变化性
经验取样法	Hafenbrack et al., 2020; Chuang et al., 2019; Koopman et al., 2016; Dalal et al., 2014; Glomb et al., 2011; Ilies et al., 2006;	通过探讨相对短期的(如几分钟、几小时、几天或几周)员工情感或情绪等对员工组织公民行为的影响, 来论证组织公民行为的动态变化性	以线性研究为主且仅能描绘组织公民行为在相对较短时间内的变化, 变化幅度会存在较大波动, 无法准确反映员工组织公民行为相对长期的变化模式	现有的动态研究较为分散, 缺乏统一的理论框架来解释员工组织公民行为的动态变化性

研究方法	代表性文献	研究属性	研究局限(方法)	研究局限(理论)
交叉滞后法	Raver et al., 2012; Vigoda-Gadot & Angert, 2007; Blakely et al., 2003; Koys, 2001; Donaldson et al., 2000;	通过获得变量自身和变量间随时间变化的相关系数, 来探究变量间严谨的因果关系	以线性研究为主且通常仅测量员工组织公民行为在前后两个时点间的变化, 容易产生错误的研究结论, 从而增大了第二类错误发生的概率。	现有的动态研究较为分散, 缺乏统一的理论框架来解释员工组织公民行为的动态变化性
经验取样法	Hafenbrack et al., 2020; Chuang et al., 2019; Koopman et al., 2016; Dalal et al., 2014; Glomb et al., 2011; Ilies et al., 2006;	通过探讨相对短期的(如几分钟、几小时、几天或几周)员工情感或情绪等对员工组织公民行为的影响, 来论证组织公民行为的动态变化性	以线性研究为主且仅能描绘组织公民行为在相对较短时间内的变化, 变化幅度会存在较大波动, 无法准确反映员工组织公民行为相对长期的变化模式	现有的动态研究较为分散, 缺乏统一的理论框架来解释员工组织公民行为的动态变化性