团队情境对人格与组织公民行为间关系的调节被引量：6

The Moderating Effect of Team Situation on the Relationship between Personality and Organizational Citizenship Behavior

原文传递

导出

摘要本文探讨了团队规范、团队凝聚力和程序公平氛围3种团队情境因素对责任感和宜人性与组织公民行为(OCB)间关系的调节作用。采用变异程度和平均值两种方法来整合团队情境特征,分别代表情境知觉一致性和情境知觉高低。通过对62个团队配对数据进行多层线性模型分析(HLM),结果表明,情境知觉一致性对宜人性与OCB间关系具有显著调节作用,而情境知觉高低则没有显著影响。团队情境强(情境知觉一致性高)的团队,宜人性对OCB的预测作用较弱。 In this study, we investigated the moderating etfect ot three set ot team situational variables （group norm, group cohesiveness, and procedural justice climate） on the relationship between two Big Five personality traits （conscientiousness and agreeableness） and organizational citizenship behavior （OCB）. According to the strong vs. weak situation theory, the team situational strength was operated as both the mean and the variance of team situational characteristics. Survey data was collected from a final sample set of 62 leaders and 263 team members in 62 teams. Hierarchical Linear Modeling （HLM） analysis showed that the variance （or consistency） of team situational characteristics demonstrated a significant moderating effect, while the mean level of team situational characteristics did not. The consistency of shared situational perceptions, including group injunctive norm, group cohesiveness, and procedural justice climate moderated the relationship between agreeableness and OCB. The stronger the situation, the weaker is the personality-OCB relation.

作者曾秀芹武欣

机构地区厦门大学北京航空航天大学

出处《经济管理》 CSSCI 北大核心 2009年第10期94-99,共6页 Business and Management Journal ( BMJ )

基金国家自然科学基金资助项目"基于直线经理参与度的人力资源管理有效性研究"(70802005)

关键词组织公民行为(OCB) 情境知觉一致性情境知觉高低多层线性模型(HLM) organizational citizenship behavior the consistency of shared situational perceptions mean of shared situational perceptions Hierarchical Linear Modeling （HLM）

分类号 F243.1 [经济管理—劳动经济]

引文网络
相关文献

参考文献19

1Barrick M R, Stewart G L, Neubert M J, et al. Relating Member Ability and Personality to Work-Team Processes and Team Effectiveness[J]. Journal of Applied Psychology, 1998, 83, (3).
2Beaty J C, Cleveland J N, Murphy K R. The Relation Between Personality and Contextual Performance in "Strong" Versus "Weak" Situations[J]. Human Performance, 2001, 14, (2).
3Bornmer W H, Miles E W, Grover S L. Does One Good Turn Deserve Another? Coworker Influences on Employee Citizenship[J].Journal of Organizational Behavior, 2003, 24, (2).
4Chan D. Functional Relations Among Constructs in The Same Content Domain at Different Levels of Analysis: A Typology of Composition Models[J]. Journal of Applied Psychology, 1998, (83).
5Chen X-P, Lam S S K, Naumann SE, et al. Group Citizenship Behavior: Conceptualization and Preliminary Tests of Its Antecedents and Consequences[J]. Management and Organization Review, 2005, 1, (2).
6Cialdini R B, Reno R R, Kallgren C A. A Focus Theory of Normative Conduct: Recycling the Concept of Norms to Reduce Littering in Public Places[J]. Journal of Personality and Social Psychology, 1990, (58).
7Costa P T, McCrae R R. Revised NEO Personality Inventory and New Five Factor Inventory: Professional Manual[M]. Psychological Assessment Resources, Odessa, FL, 1992.
8De Leeuw J, Kreft G G. Questioning Multilevel Models[J]. Journal of Educational and Bebavioral Statistics, 1995, (20).
9Ehrhart M G, Naumann S E. Organizational Citizenship Behavior in Work Groups: A Group Norm Approach[J]. Journal of Applied Psychology, 2004, 89, (6).
10Farh J L, Zhong C B, Organ D W. Organizational Citizenship Behavior in The People's Republic of China[J].Organization Science, 2004, 15, (2).

二级参考文献19

1Colquitt, J.A., "On the dimensionality of organizational justice: A construct validation of a measure", Journal of Applied Psychology, 2001,86 : 386-400.
2Colquitt, J.A. , Conlon, D.E. , Wesson, M.J. , Porter,C.O.L.H. ,& Ng,K.Y. ,"Justice at the millennium: A metaanalytic review of 25 years of organizational justice research",Journa of Applied Psychology, 2001,86 : 425-445.
3Albertlai, & Hwang Kwangkuo, "Procedural justice and distributive juetice: justice perceptions and work attitudes among business employees in Taiwan", Chinese Journal of Psychology, 2000, 42: (2) : 171-190.
4Farh, J.L. , Earley, P. C. , & Lin, S. C. , "Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society", Administrative Science Quarterly, 1997, 42: 421-444.
5Yang, G. S., Social Orientation of Chinese: A Social interactional perspective. In G. S. Yang, & A. B. Yu(ed), The mind and behavior of Chinese:Theory and methodology,Taipei :Guiguan Press, 1993, 87-141.
6Leventhal, G.S. ,Karuza,J. , & Fry, W.R. ,Beyond fairness: A theory of allocation preferences, In G. Mikula (Ed.), Justice and social interaction, NY: Springer-Verlag,1980,187--218.
7Sweeney, P. D., & McFarlin, D. B. , Workers evaluation of the ends and the means: An examination of four models of distributive and procedural justice, Organizational Behavior and Human Decision Processes, 1993,55,23-40.
8Bies, R.J. , & Moag, J. S., (1986), Interactional justice: Communication criteria of falrness. In R.J.Lewicki,B. H. Sheppard, M. H. Bazerman(Eds.), Research on negotiation in organizations,pp43-55.Greenwhch, CT: JAL.
9Colon, D.E. , "Some tests of the self-interest and group value models of procedural justice: Evidence from an organizational appeal procedure", Academy of Management Journal, 1993, 36, 1109-1124.
10Alexander, S., & Ruderman, M. , "The role of procedural and distributive justice in organizational behavior", Social Justice Research, 1987, 1,177--198.