基于自我效能与他人取向交互调节作用的工作场所心理依附与组织公民行为研究

Psychological Attachment in Workplace and Organizational Citizenship Behavior:The Interaction Effect of Self-Efficacy and Other-Orientation

把组织公民行为(OCB)细分成顺从型和挑战型作为研究出发点,以372位员工为样本,从心理来源的视角阐释2类OCB的不同性质,以此探索个体特质(他人取向和自我效能)与员工针对工作场所不同实体对象建立的具有不同内涵的心理依附(主管情感承诺和组织规范承诺)对其2类行为的交互影响。研究发现:组织规范承诺促进顺从型OCB,主管情感承诺促进挑战型OCB并影响组织规范承诺;他人取向增强主管情感承诺对挑战型OCB的提升,对组织规范承诺与顺从型OCB的关系无显著影响;自我效能加强主管情感承诺对挑战型OCB的提升,减弱组织规范承诺对顺从型OCB的提升;他人取向与自我效能的交互项对2种心理依附与OCB之间的关系均有正向影响。

Based on challenge-oriented and affiliative organizational citizenship behavior, this stud- y explored an integrated model to investigate the interaction effect of psychological attachment （affecrive commitment to the supervisor and normative commitment to the organization） and individual trait （other-orientation and self-efficacy） on OCB. Results show that normative commitment to the organi- zation has a positive effect on affiliative OCB, affective commitment to the supervisor has a positive effect on challenge-oriented OCB; other orientations only strengthen the relationship between affective commitment and challenge-oriented OCB; self-efficacy has a positive effect on the relationship between affective commitment and challenge-oriented OCB but has a negative effect on the relationship between normative commitment and affiliative OCB; interaction between other-orientation and self-efficacy has a positive effect on the relationship between attachment and OCB.