组织公民行为负效应研究——整合广义交换、印象管理和进化心理学的分析

Research on Negative Outcomes of Organizational Citizenship Behavior:Based on Generalized Exchange,Impression Management and Evolutionary Psychology

组织公民行为是应用心理学和组织行为学领域被广泛研究的议题。研究的主流将组织公民行为假定为基于良好动机、对组织是有价值的角色外行为,主要关注于组织公民行为的前置变量,而对结果变量关注不够。有限的关于组织公民行为结果变量的研究主要涉及组织绩效,对其负效应研究尤为少见,而且关于组织公民行为可能恶化工作家庭冲突,导致绩效评价不公平、角色超载等负效应的观点实证结果并不统一,对组织公民行为负效应是否存在的认识仍不明确。本研究基于进化心理学结合广义交换和印象管理理论提出,在中国情境下,由于领导在组织资源配置、个人利益分配方面的重要地位,组织公民行为具有获取领导情感信任进而获取好的资源分配、利益分配地位的动机,从而并未必然导致工作家庭冲突和角色超载这些负效应,且与工作家庭冲突和角色超载负相关。此结论拓展了现有的关于组织公民行为与工作干涉家庭冲突、角色超载等负效应关系的认识,有助于加深对组织公民行为与其结果变量关系的认识。

Organizational citizenship behavior （OCB） is a hot research topic in the field of applied psychology and organizational behav- ior, but the existing researches focus on its antecedent variables based on the assumption that OCB is extra role behavior that is of benefit to organization development. Few researches look into the outcomes, especially the negative outcomes, of OCB. In addition, the results of existing empirical researches about OCB leading to work family conflict, unfair evaluation of performance, role overload and other nega- tive outcomes are not unified. Whether there are negative outcomes of OCB is still unclear. Based on evolutionary psychological theories and using generalized reciprocity and impression management theories, this paper finds that, in Chinese situation, due to the leader＇ s role of allocating organization resources, influencing employee＇ s performance appraisal, benefits and development in the organization, OCB is of benefit to the performer to get leader＇ s affective trust and then let the performer get more benefits from the organization, which does not necessarily lead to work interference with family conflict and role overload. This conclusion expands the knowledge on the rela- tionship between OCB and work interference family conflict, role overload, and other negative outcomes, and is helpful to deepen the un- derstanding of OCB and its outcome variables.