ISSN 1671-3710
CN 11-4766/R

心理科学进展 ›› 2021, Vol. 29 ›› Issue (12): 2105-2118.doi: 10.3724/SP.J.1042.2021.02105

• 研究构想 • 上一篇    下一篇


张靓婷1, 王斌2(), 付景涛1   

  1. 1海南大学管理学院, 海口 570228
    2上海大学管理学院, 上海 200444
  • 收稿日期:2021-01-14 发布日期:2021-10-26
  • 通讯作者: 王斌
  • 基金资助:

Exploring the trajectories of organizational citizenship behavior and its mechanism from the organizational socialization perspective

ZHANG Liangting1, WANG Bin2(), FU Jingtao1   

  1. 1Management School of Hainan University, Haikou 570228, China
    2School of Management, Shanghai University, Shanghai 200444, China
  • Received:2021-01-14 Published:2021-10-26
  • Contact: WANG Bin


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


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