通电和消耗?以组织为中心的公民行为的日常影响

IF 3.1 4区 管理学 Q2 MANAGEMENT
Thomas K. Kelemen, Samuel H. Matthews, Sarah E. Henry, Yejun Zhang, Bret Bradley
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引用次数: 0

摘要

目的先前的研究表明,组织公民行为对员工既有积极影响,也有消极影响;然而,目前尚不清楚这种关系的中介机制,以及挑战性和支持性强迫症的效果可能有何不同。基于主动性和OCB研究的双路径模型,作者推导了一个理论模型,试图揭示不同类型的员工日常以组织为中心的公民行为如何影响员工。设计/方法论/方法作者使用经验抽样方法(ESM)通过日常日记研究来检查关系。该调查包括72名员工,他们在10个工作日内每天完成三次调查,每天进行614次观察。研究结果:作者发现,倡导参与增加了对亲社会影响的感知,进而提高了日常工作满意度;作者还发现,倡导参与可以减少自我消耗,从而减少日常工作压力。日常声音同样增加了对亲社会影响的感知,这反过来又增加了日常工作满意度;然而,与倡导参与不同,声音会增加自我消耗,进而增加日常工作压力。独创性/价值这项研究是第一批同时考察日常组织性强迫症的个人感知和情绪的研究之一,并认识到不同类型的亲社会行为具有不同的结果。作者还通过记录OCB影响员工的机制来扩展先前的研究。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Energizing and depleting? The daily effects of organizationally focused citizenship behaviors
PurposePrior research suggests that organizational citizenship behavior (OCB) can have both positive and negative effects on employees; however, it is unclear about the mediating mechanisms of this relationship and how the effects of challenging and supportive OCB may differ. Drawing on the dual-pathway model of proactivity and OCB research, the authors derive a theoretical model that attempts to reveal how different types of employees' daily organizationally focused citizenship behaviors can affect employees.Design/methodology/approachThe authors examine the relationships using a daily-diary study using experience sampling methodology (ESM). The survey includes 72 employees who completed three surveys a day for 10 working days resulting in 614 daily observations.FindingsThe authors find that advocacy participation increases perceptions of prosocial impact, which in turn increases daily job satisfaction; the authors also find that advocacy participation decreases ego depletion, which then reduces daily job stress. Daily voice likewise increases perceptions of prosocial impact, which in turn increases daily job satisfaction; however, unlike advocacy participation, voice increases ego depletion, which then increases daily job stress.Originality/valueThe study is one of the first studies to simultaneously examine the personal perceptions and emotions of engaging in daily organizationally focused OCB and recognize the fact that different types of prosocial behavior have differential outcomes. The authors also extend prior research by documenting the mechanisms by which OCB impacts employees.
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来源期刊
CiteScore
5.50
自引率
6.20%
发文量
26
期刊介绍: ■Communication and its influence on action ■Developments in leadership styles ■How managers achieve success ■How work design affects job motivation ■Influences on managerial priorities and time allocation ■Managing conflicts ■The decision-making process in Eastern and Western business cultures
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