Failure Avoidance Motivation in a Goal-Setting Situation

Scholars have consistently identified contextual performance or organizational citizenship behavior as a core component of job performance. The current literature on this issue has been dominated by a single-level approach, typically conducted at the individual level of analysis. This study adopts a multilevel approach to simultaneously examine main effects of and cross-level interactions among individual- and group-level predictors of interpersonal helping behavior. Results from a large-scale longitudinal data set show that at the individual level, helping behavior was predicted by perceived organizational support (POS), fairness, and affective commitment. At the group level, helping behavior was predicted by trust among group members. Trust among members also significantly moderated the individual-level relationships between POS and helping behavior and between fairness and helping. These crosslevel moderations indicated that the group- and individual-level predictors were complementary (instead of mutually reinforcing) in predicting interpersonal helping behavior. This finding indicates that various antecedents of interpersonal helping are characterized by distinct dynamics at the individual and group levels of analysis.     

Effects of trusting and being trusted on team citizenship behaviours in chain stores

Previous studies showed a robust and positive relationship between subordinates' trust for leaders and their individual organizational citizenship behaviours. Building on this foundation, we examined two extensions. First, based on the team citizenship behaviours approach, we studied whether the same relationship held at the group level. Second, drawing from literature on leadership and self-efficacy, we studied whether leaders' perceptions of being trusted by their subordinates mattered in this trust relationship; we also examined how this perception affected team citizenship behaviours. Results showed that subordinates' trust for leaders and team citizenship behaviours were positively related at the team level. When leaders felt more trusted, teams showed more citizenship behaviours. Beyond these main effects, leaders' felt trust was found to negatively moderate the relationship between staff trust for leaders and team citizenship behaviours. Theoretical and practical implications of this research are discussed.     

领导职业支持对组织公民行为的影响:心理资本的作用

本研究探讨领导职业支持对工作团队成员组织公民行为的影响机制,研究采用问卷调查法,以10个地市的66个工作团队303名成员为调查对象,在控制被试的教育程度、工作经验及人口统计学变量之后,运用多层线性模型分析领导职业支持与团队成员心理资本及其组织公民行为的关系。结果发现：（1）领导职业支持对团队成员心理资本和组织公民行为有积极促进作用;（2）无论在团队层次还是员工层次,领导职业支持对成员组织公民行为有积极促进作用,成员心理资本在二者之间起完全中介作用。     

Work attitudes,career success and health: Evidence from China

Research on the determinants and implications of career success, and in particular on how they are related to health among Chinese workers is scarce. This research explores the impact and relevance of individual attitudes of trust and organizational citizenship behavior on objective and subjective career success, and their relevance to physical and mental health. Further, we explore the moderating role of a career system on the relationships between work attitudes and career success. Using a random sample of 10,372 people in China we used multi-level linear regression methodology to explore a mediation–moderation model based on organizational theories. We found support for the impact of organizational citizenship behaviors and trust, for both objective and subjective career success as mediators of mental and physical health, and for a career system as a moderator, with significant differences emerging between workers employed in the public and private sectors. The results are important as they shed light on the relationship between work and life attitudes on outcomes of high relevance at national level. The original contribution would be of interest to policy makers at both organizational and national level.     

Trust in the face of conflict: the role of managerial trustworthy behavior and organizational context

The authors explored the role of attributions in shaping employees' trust in their managers in the context of negative events. The authors examined how 2 forms of managerial trustworthy behavior (open communication and demonstrating concern for employees) and organizational policies relate to attributions, trust in the manager, and organizational citizenship behavior. Participants were 115 credit union employees who responded to a critical incident regarding a disagreement with their managers. As hypothesized, trustworthy behavior was negatively related to attributions of personal responsibility for negative encounters, and this relationship was stronger when human resource policies were perceived as unfair. Managerial trustworthy behavior was also positively related to trust in the manager and organizational citizenship behavior. Personal attributions partially mediated the relationship between trustworthy behavior and trust.     

Why do Managers Engage in Trustworthy Behavior? A Multilevel Cross‐Cultural Study in 18 Countries

Drawing on theories of generalized exchange and the norm of indirect reciprocity, we conceptualize subordinates’ organizational citizenship behavior directed toward the organization (OCBO) and directed toward peers (OCBI) as antecedents of managerial trustworthy behavior and examine how managers’ affective trust in subordinates mediates this relationship. We also investigate the extent to which this mediation is moderated by the level of collectivism in a society. Data were collected from 741 managers and 2,111 subordinates in 18 countries representing all major cultural regions of the world. We find support for our hypothesized moderated mediation in that managers’ affective trust in subordinates mediates the relationships between both subordinates’ OCBO and managerial trustworthy behavior, and subordinates’ OCBI and managerial trustworthy behavior across the different countries studied. Further, managers’ affective trust in subordinates only mediates the relationships between both types of citizenship behavior and managerial trustworthy behavior when collectivism is low to medium but not when it is high. Implications for research on cross‐cultural psychology, trust, and organizational citizenship behavior are discussed.     

Forgotten but not gone: An examination of fit between leader consideration and initiating structure needed and received

We examined the effects of fit between leader consideration and initiating structure needed and received on employees' work-related attitudes (i.e., trust in the supervisor, job satisfaction, and affective commitment to the organization). Consistent with predictions that derive from the person-environment fit research tradition, results from Study 1 suggested that deficient amounts of both leadership behaviors were associated with unfavorable attitudinal outcomes. However, while excess levels of consideration were associated with favorable attitudinal outcomes, excess levels of initiating structure were associated with unfavorable attitudes, and for both forms of leadership, higher levels of absolute fit were associated with more favorable outcomes. Results from Study 2 suggested that attitudes generated by the fit between leadership needed and received influence employees' organizational citizenship behavior as reported by their supervisors. The relationship between consideration needed and received and subordinates' organizational citizenship behavior relating to individuals (OCBI) and organizational citizenship behavior relating to the organization itself (OCBO) was partially mediated by employees' trust in the supervisor, while the relationship between initiating structure needed and received and OCBI was fully mediated by trust in the supervisor, and for OCBO was partially mediated. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Can opposites attract? Personality heterogeneity in supervisor-subordinate dyads as a predictor of subordinate outcomes

Unlike the majority of research hypothesizing that similarity between individuals results in positive individual outcomes, this article examines whether dissimilarity results in positive outcomes. On the basis of interpersonal interaction theory, the authors hypothesized that dissimilarity in the personality dimension of control within supervisor-subordinate dyads is positively associated with the subordinate's satisfaction with the supervisor; results obtained with polynomial regression techniques were supportive. However, for 2 other outcomes, organizational citizenship behaviors and work withdrawal, neither similarity nor dissimilarity within the dyad was important; subordinate level of control was related to organizational citizenship behaviors reported by subordinates, and supervisor level of control was related to work withdrawal reported by subordinates. These findings portray the importance of examining relationship complexities beyond similarity in organizational dyad research.     

中国组织情境下的组织公民行为

该文针对中国组织情境下组织公民行为（organizationalcitizenshipbehavior,OCB）的研究进行了综述,作者首先分析了中国OCB的内涵结构,归纳得出中国组织情境下OCB存在着角色泛化、强调人际关系和个人积极主动性的特点,接着对OCB前因与后果变量有关的研究进行了分析,从个体层面和群体组织层面指出了中西方研究中的异同点,最后对中国OCB的研究范围和研究重点给出了建议     

Direct and indirect effects of third-party relationships on interpersonal trust

Past studies of the determinants of interpersonal trust have focused primarily on how trust forms in isolated dyads. Yet within organizations, trust typically develops between individuals who are embedded in a complex web of existing and potential relationships. In this article, the authors identify 3 alternative ways in which a trustor and trustee may be linked to each other via third parties: network closure (linked via social interactions with third parties), trust transferability (linked via trusted third parties), and structural equivalence (linked via the similarity of their relationships with all potential third parties within the organization). Each of these is argued to influence interpersonal trust via a distinct social mechanism. The authors hypothesized that network closure and structural equivalence would predict interpersonal trust indirectly via their impact on interpersonal organizational citizenship behaviors performed within the interpersonal relationship, whereas trust transferability would predict trust directly. Social network analyses of data gathered from a medium-sized work organization provide substantial support for the hypotheses and also suggest important directions for future research.     

教师组织公民行为:结构与影响因素的研究

文章采用自编教师组织公民行为问卷对796名中小学教师进行了测查。研究结果表明:教师组织公民行为由学校认同、利他行为、责任意识、人际和谐和资源保护等五个因素构成;职称和学校等级对教师的组织公民行为有显著影响;高级职称教师的组织公民行为高于低级职称教师;省一级学校教师的组织公民行为高于市一级学校教师,而市一级学校教师的组织公民行为高于区一级学校教师。     

组织信任对员工态度和离职意向、组织财务绩效的影响

为了探讨组织信任对个体和组织的作用,在全国不同地区43家企业进行了问卷调查,得到801份有效问卷。结果表明,在个体方面,多层线性模型（HLM：hierarchical linear modeling）分析的结果显示：组织信任对个体的工作满意度、情感承诺有显著的正向预测效果,对离职意向具有显著的负向预测效果;组织信任对工作满意度、情感承诺与离职意向之间的关系都具有显著的调节（加强）作用。在组织方面,结构方程模型的分析结果显示：组织信任通过组织学习和组织创新的完全中介作用于组织的主观财务绩效,即一方面分别通过组织学习和组织创新的完全中介作用于财务绩效,另一方面直接通过组织创新的完全中介作用于组织的财务绩效     

Organizational justice and mental health: A multi‐level test of justice interactions

We examine main and interaction effects of organizational justice at the individual and the organizational levels on general health in a Kenyan sample. We theoretically differentiate between two different interaction patterns of justice effects: buffering mechanisms based on trust versus intensifying explanations of justice interactions that involve psychological contract violations. Using a two‐level hierarchical linear model with responses from 427 employees in 29 organizations, only interpersonal justice at level 1 demonstrated a significant main effect. Interactions between distributive and interpersonal justice at both the individual and the collective levels were found. The intensifying hypothesis was supported: the relationship between distributive justice and mental health problems was strongest when interpersonal justice was high. This contrasts with buffering patterns described in Western samples. We argue that justice interaction patterns shift depending on the economic conditions and sociocultural characteristics of employees studied.     

Leader trustworthy behavior and organizational trust: the role of the immediate manager for cultivating trust

Drawing from both trust‐building theory and interpersonal trust literature, we investigate how trust between a leader and follower may be leveraged to influence organizational trust. We also explore the mediating mechanisms of this link and test a potential moderator. A cross‐sectional, multifoci design was adopted and participants were 201 employees within a public sector organization. Leader trustworthy behavior was found to predict organizational trust, mediated by trustworthiness perceptions and trust in the leader. Support for the boundary condition was found; namely, when leaders were more senior, the relationship between trustworthy behavior and organizational trust was stronger. The findings suggest that leaders can meaningfully influence organizational trust perceptions through the enactment of trustworthy behavior, although the strength of this effect varied as a function of their position.     

Event justice perceptions and employees' reactions: perceptions of social entity justice as a moderator

Building on 2 paradigms in organizational justice research and on fairness heuristic theory, the author argues that employees' perceptions about the fairness of social entities (their supervisor and their organization) moderate the relationship between their perceptions about the fairness of specific events and their reactions. A survey of 265 supervisor-employee pairs in 4 companies was conducted to test this argument. Hierarchical linear modeling analyses showed that when employees perceived their organization to be generally fair, this perception moderated the relationship between the perceived justice of a particular event and their reactions to the organization (organizational commitment and organization-directed citizenship behavior). In addition, employees' perceptions of the fairness of their supervisor were found to moderate the relationship between the perceived justice of a particular event and their supervisor-directed responses (trust in managers and supervisor-directed citizenship behavior) and their organization-directed responses. The results suggest that employee attitudes and behavior can be better understood when both event justice perceptions and social entity justice perceptions are considered together.     

The Impact of Perceived Corporate Citizenship on Organizational Cynicism,OCB, and Employee Deviance

This study examines the effects of corporate citizenship at the individual employee level. Four distinct contributions beyond the existing literature are offered. First, the relationship between perceived corporate citizenship (PCC) and employee organizational citizenship behavior (OCB) is further clarified. Second, the negative job behavior of employee deviance is considered as an outcome. Third, the attitude of organizational cynicism is positioned as a mediator of the relationships between PCC and the job related behaviors of OCB and employee deviance. Fourth, we disaggregate the PCC measure and explore its relationships with organizational cynicism, OCB and employee deviance. Findings illustrate that the four separate dimensions of PCC have differential relationships with the outcome variables.     

The Relative Importance of Correlates of Organizational Citizenship Behavior and Counterproductive Work Behavior Using Multiple Sources of Data

Many correlates of organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) have been established, but their relative importance has rarely been investigated. A dominance analyses based on data from 375 participants and 214 of their supervisors indicated that individual differences accounted for more of the variance associated with OCB and with CWB than did organizational attitudes. Confirmatory factor analysis and dominance analyses provided discriminant validity for a four-factor model based on the target of these behaviors that included interpersonal OCB, organizational OCB, interpersonal CWB, and organizational CWB. A comparison of supervisor- and self-report data indicated that relationships were stronger when using self-report data, but the overall pattern of results was similar.     

超越个体：组织公民行为跨层次研究

以往的研究认为组织公民行为是个人行为,并且大多数研究是在个体层次上展开的。事实上,由于组织中的个体嵌入在群体和组织中,组织公民行为会受到群体和组织等不同层次因素的影响。本文从层次问题入手,对国外文献深入系统研究的基础上,对组织公民行为的研究层次和研究模型进行梳理,以期明晰组织公民行为的层次研究现状,并在此基础上探讨中国本土化情境下开展组织公民行为跨层次研究的必要性和可行性。     

工作团队领导心理资本对成员组织公民行为的影响机制：多层次模型

本研究采用问卷调查法, 以某国有企业在10个地市的66个工作团队369名企业员工为调查对象, 在控制被试的教育程度、工作经验及人口统计学变量之后, 运用多层线性模型技术分析团队领导心理资本与团队成员心理资本及其组织公民行为的关系。结果发现：(1)工作团队领导心理资本对团队成员组织公民行为存在积极影响, 团队成员心理资本是领导心理资本与团队成员组织公民行为之间跨层次的中介变量; (2)工作团队领导心理资本对团队成员心理资本与组织公民行为关系的调节效应不显著。     

大学生网络社会支持与网络利他行为的关系:一个有调节的中介模型

以武汉三所高校大一至大四491名全日制大学生为被试,采用《大学生网络社会支持问卷》、《自尊量表》、《网络空间人际信任问卷》和《大学生网络利他行为量表》进行问卷调查,对大学生的网络利他行为、网络社会支持、自尊以及网络人际关系情况进行调查,探讨自尊是否在网络社会支持和网络利他行为之间存在中介作用,以及这个过程是否受到网络人际信任的调节。结果显示： （1）大学生网络社会支持能够显著正向预测网络利他行为;（2）自尊在网络社会支持和网络利他行为的关系之间起部分中介作用;（3）网络人际信任在网络社会支持与自尊之间起调节作用。即在高网络人际信任水平下,网络社会支持能正向影响个体自尊水平;在低网络人际信任水平下,网络社会支持对个体自尊的影响不显著。