坏心情与工作行为：中庸思维跨层次的调节作用

本研究探讨工作中坏心情与3种工作行为(组织公民行为、反生产行为和任务绩效行为)在个体内水平的关系, 以及中庸思维在二者间跨层次的调节作用。采用经验抽样方法, 通过对72名员工历时两周的追踪调查, 获取被试每日心情状态和每日工作行为的数据。HLM 6.02分析表明：(1)每日坏心情显著地负向影响每日的组织公民行为和任务绩效行为, 而对反生产行为无显著影响; (2)中庸思维在“心情-行为”的联系间发挥调节作用, 高中庸思维者的坏心情对组织公民行为的负向影响较弱, 低中庸思维者的坏心情对组织公民行为的负向影响较强; 高中庸思维者的坏心情对任务绩效行为产生正向影响, 低中庸思维者的坏心情对任务绩效行为产生负向影响。     

Expanding the criterion domain? A quantitative review of the OCB literature

The authors investigate the construct validity of the organizational citizenship behavior (OCB)-task performance distinction by providing a quantitative review of the OCB literature. The authors extend previous meta-analytic reviews of the OCB literature by (a) using confirmatory factor analysis (CFA) to investigate the dimensionality of OCB, (b) using CFA to examine the distinction between OCB and task performance, and (c) examining the relationship between a latent OCB factor and task performance and attitudinal variables. Results support a single factor model of OCB that is distinct from, albeit strongly related to, task performance. In addition, results show that OCB consistently relates more strongly to attitudes than does task performance and shares a modest amount of variance with attitudinal correlates beyond task performance.     

Conscientiousness,Its Facets,and the Prediction of Job Performance Ratings: Evidence against the narrow measures

This study empirically tested the predictions of the three basic perspectives on the bandwidth debate about the relationship between personality and job performance, regarding the validity of conscientiousness and its facets. The sample consisted of 226 police officers. Conscientiousness and three facets (order, industriousness, and self‐control) were correlated with three performance criteria (overall job performance, task performance, and orderliness). A Schmid–Leiman transformation made it possible to residualize the variance of the facets and to isolate their unique contribution to the prediction of performance measures. The results showed that conscientiousness predicted the three criteria (true validities of.25,.28 and.37, respectively) and that the facets neither predicted job performance nor showed incremental validity over conscientiousness. Finally, the implications of the findings for theory and practice are commented on, and future research is suggested.     

Re-examining Citizenship: How the Control of Measurement Artifacts Affects Observed Relationships of Organizational Citizenship Behavior and Organizational Variables

We examined the impact that measurement artifacts (antithetical items that overlap counterproductive work behavior (CWB), agreement response, halo in supervisor ratings) in organizational citizenship behavior (OCB) measures has on observed relationships between OCB and 15 predictors. Respondents were 146 employees and their supervisors who completed surveys that included OCB measures with and without artifacts. Predictors (conscientiousness, emotional stability, empathy, distributive justice, procedural justice, role ambiguity, role conflict, leader–member exchange, affective organizational commitment, job satisfaction, negative and positive emotion, turnover intention, CWB, and task performance) were chosen that related to OCB in prior meta-analyses. Results with the OCB scale with artifacts were consistent with meta-analyses, whereas results with the artifact-controlled OCB scale were not, suggesting that accepted conclusions about OCB’s relationships with many other variables should be reexamined.     

The effect of state core self-evaluations on task performance,organizational citizenship behaviour,and counterproductive work behaviour

Although the personality–performance relationship has been studied extensively, most studies focused on the relationship between between-person differences in the Big Five personality dimensions and between-person differences in job performance. The current paper extends this research in two ways. First, we build on core self-evaluations (CSEs): an alternative, broad personality dimension that has proven to be a good predictor of job performance. Second, we tested concurrent and lagged within-person relationships between CSEs and task performance, organizational citizenship behaviour (OCB), and counterproductive work behaviour (CWB). To this end, we conducted two experience sampling studies; the first one assessing the relationship between state CSEs and levels of momentary task performance and OCB, and a second study in which employees reported on their level of state CSEs and momentary CWB. Results showed that there is substantial within-person variability in CSEs and that these within-person fluctuations relate to within-person variation in task performance, OCB, and CWB towards the organization, and CWB towards the individual. Moreover, CSEs prospectively predicted within-person differences in task performance and CWB towards the organization, whereas the reversed effect did not hold. These findings tentatively suggest that state CSEs predict performance, rather than the other way around.     

Temporary Employees as Good Citizens: Factors Influencing Their OCB Performance

Companies utilizing contingent workers face a dilemma between the need to employ a flexible (i.e., low fixed-cost) work force and the need to employ a work force providing performance above and beyond the call of duty. One potential solution to this dilemma is to determine ways to promote the commitment and high performance of temporary employees. To that end, we conducted a study examining factors influencing organizational citizenship behavior (OCB) performance in temporary employees. Our results support or partially support hypotheses proposing that 1) job attitudes held by the temporary employee about the client organization were related to OCB performance in the client organization, 2) job attitudes held by the temporary employee about the staffing agency were related to OCB performance in the client organization, and 3) the employee's motivation for taking an assignment is related to OCB performance. Implications for enhancing OCB performance in temporary employees are discussed.     

A meta-analytic investigation of conscientiousness in the prediction of job performance: examining the intercorrelations and the incremental validity of narrow traits

Researchers of broad and narrow traits have debated whether narrow traits are important to consider in the prediction of job performance. Because personality-performance relationship meta-analyses have focused almost exclusively on the Big Five, the predictive power of narrow traits has not been adequately examined. In this study, the authors address this question by meta-analytically examining the degree to which the narrow traits of conscientiousness predict above and beyond global conscientiousness. Results suggest that narrow traits do incrementally predict performance above and beyond global conscientiousness, yet the degree to which they contribute depends on the particular performance criterion and occupation in question. Overall, the results of this study suggest that there are benefits to considering the narrow traits of conscientiousness in the prediction of performance.     

Mastery approach and performance approach: the differential prediction of organizational citizenship behavior and workplace deviance,beyond HEXACO personality

Goal orientation has become one of the most studied motivational constructs in the psychology literature. However, in organizational contexts, the research focus to date has largely centered on the relationship between goal orientation and task performance—neglecting the valuable contribution of non-task work behaviors, such as workplace deviance and organizational citizenship behavior (OCB) to organization functioning. In this paper, we addressed this gap in the literature by investigating the differential prediction of performance approach and mastery approach goal orientation on workplace deviance and OCB, beyond personality correlates. We hypothesize that performance approach orientation is positively associated with workplace deviance and mastery approach orientation is positively associated with OCB. A sample of employed participants (n = 114) provided self-reports of goal orientation, workplace deviance, OCB and personality. Additionally, participants nominated a well-acquainted peer to provide peer-reports of their personalities. When controlling for personality, performance approach orientation positively predicted workplace deviance whereas mastery approach orientation positively predicted organizational citizenship behavior. This study is the first to our knowledge to explore the relationships between goal orientation and non-task work behaviors and to show that goal orientation adds to the understanding of workplace deviance and OCB, beyond personality. Practical implications and directions for future research are discussed.     

The nature and dimensionality of organizational citizenship behavior: a critical review and meta-analysis

This article reviews the literature on organizational citizenship behavior (OCB) and its dimensions as proposed by D. W. Organ (1988) and other scholars. Although it is assumed that the behavioral dimensions of OCB are distinct from one another, past research has not assessed this assumption beyond factor analysis. Using meta-analysis, the authors demonstrate that there are strong relationships among most of the dimensions and that the dimensions have equivalent relationships with the predictors (job satisfaction, organizational commitment, fairness, trait conscientiousness, and leader support) most often considered by OCB scholars. Implications of these results are discussed with respect to how the OCB construct should be conceptualized and measured in the future.     

Performance appraisal process and system facets: relationship with contextual performance

Because appraisal-related interactions between supervisors and employees may influence more than task performance, the authors considered the potential effects of social and interpersonal processes in performance appraisal on contextual performance. They hypothesized that performance appraisal process and system facets were associated with employees' contextual performance as well as with their perceptions of appraisal accuracy. After controlling relevant variables, they found that appraisal process facets explained variance in contextual performance and perceived accuracy beyond that accounted for by the system facets. However, when the order of entry for the process and system variable sets was reversed, only for perceived appraisal accuracy, as hypothesized, did the system facets account for variance beyond that explained by the appraisal process facets.     

Helpful Today,But Not Tomorrow? Feeling Grateful as a Predictor of Daily Organizational Citizenship Behaviors

This research extends the existing theoretical understanding of what predicts organizational citizenship behavior (OCB). Using experience sampling techniques, we examine the within‐person relation between OCB and a novel, theoretically relevant predictor: state gratitude. Using 4 independent samples with a total of 210 working adults and 173 undergraduate students, we developed a reliable and valid measure of state gratitude. Drawing upon the moral affect model of gratitude and affective events theory, we conducted 2 experience sampling studies with data collected from 67 (Study 2) and 104 (Study 3) working adults to test the effects of state gratitude on OCB, beyond the effects of several relevant constructs (i.e., state positive affect, dispositional gratitude, and social exchange). Our results advance OCB research and explanations of OCB by modeling OCB as a dynamic, time‐variant construct and by demonstrating that feelings of gratitude, a discrete positive emotion, can be an effective predictor of OCB.     

Organizational citizenship behaviour and employee's strain: Examining the buffering effects of leader support and participation in decision making

Investing in citizenship behaviours could entail personal costs for the employee. Specifically, we argue that OCB contributes to employee's strain above and beyond the impact of role conflict, role ambiguity, and role overload. To study the buffering role of leader support and participation in decision making (PDM) on this relationship, we collected data from 457 employees at various organizations at different time points from multisources. The results supported our hypotheses: Higher levels of OCB were related to higher levels of employee's strain, above and beyond the impact of role overload, role ambiguity, and role conflict; and the relationship between OCB and strain was weaker for those enjoying a high degree of leader support or PDM.     

Relationships of role stressors with organizational citizenship behavior: a meta-analysis

Several quantitative reviews have documented the negative relationships that role stressors have with task performance. Surprisingly, much less attention has been directed at the impact of role stressors on other aspects of job performance, such as organizational citizenship behavior (OCB). The goal of this study was to therefore estimate the overall relationships of role stressors (i.e., role ambiguity, conflict, and overload) with OCB. A meta-analysis of 42 existing studies indicated that role ambiguity and role conflict were negatively related to OCB and that these relationships were moderated by the target of OCB, type of organization, OCB rating source, and publication status. As expected, role conflict had a stronger negative relationship with OCB than it did with task performance. Finally, we found support for a path model in which job satisfaction mediated relationships of role stressors with OCB and for a positive direct relationship between role overload and OCB.     

Development of Indirect Measures of Conscientiousness: Combining a Facets Approach and Network Analysis

Because indirect measures of personality self‐concepts such as the Implicit Association Test (IAT) allow tapping into automatic processes, they can offer advantages over self‐report measures. However, prior investigations have led to mixed results regarding the validity of indirect measures of conscientiousness. We suggest that these results might be due to a failure to consider the different facets of conscientiousness. These facets are of crucial importance because they are associated differentially with other psychobiological constructs and they are also characterized by different mechanisms. Therefore, focusing on facets while developing indirect measures of conscientiousness may improve the validity of such measures. In Study 1, we conducted a psycholexical investigation to develop one IAT for each conscientiousness facet. In Study 2, we examined the convergent and discriminant validities of each facet IAT in relation to self‐report measures, peer‐report measures and self‐report behavioural indicators, and we investigated differential associations of the conscientiousness facets with working memory capacity and self‐control. We employed network analysis as a novel approach to elucidate differential relationships involving personality facets. The results corroborated the convergent and discriminant validity of the conscientiousness facet IATs with self‐reports and showed that the conscientiousness facets were differentially associated with working memory capacity and with self‐control. Copyright © 2015 European Association of Personality Psychology     

Organizational citizenship behavior and social loafing: the role of personality, motives, and contextual factors

The present study integrates the literature on social loafing and organizational citizenship behavior (OCB). The authors examined the roles of personality, motives, and contextual factors in influencing the work behaviors of OCB and social loafing. In a sample of 341 individuals working in project groups, with data collected over 3 time periods, the authors found that conscientiousness was negatively related to social loafing. They also found the known positive relation of OCB with conscientiousness. Felt responsibility was negatively related to social loafing. The authors found no significant relations between social loafing and OCB motives.     

The Interaction Effects of Leader and Follower Conscientiousness on Person-Supervisor Fit Perceptions and Follower Outcomes: A Cross-Level Moderated Indirect Effects Model

ABSTRACT

The primary purpose of this study is to examine how the cross-level interaction between leader and follower conscientiousness influences person-supervisor (PS) fit perceptions, which in turn impact follower work attitudes and organizational citizenship behavior (OCB). Based on a sample of 1,204 participants in 167 work teams, the results of our cross-level moderated indirect effects model show that highly conscientiousness followers whose leaders also have high levels of conscientiousness experience enhanced perceptions of PS fit which result in higher levels of job satisfaction and OCB and lower levels of intention to quit. The study suggests that high leader conscientiousness serves as a supportive situational cue that motivates followers to more fully express their conscientiousness and act in ways consistent with their conscientiousness.     

A META-ANALTTIC REVIEW OF ATTITUDINAL AND DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR

A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self- versus other-rating of OCB; self-ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.     

Leader-Member Exchange and Employee Creativity: Test of a Multilevel Moderated Mediation Model

Using multisource data, this article examined the relationship of two types of employee perceptions of overall fairness (i.e., fairness of the organization and fairness of the department), with supervisor ratings of in-role task performance and organizational citizenship behaviors (OCB). We also examined whether high-quality leader-member exchange (LMX) relationships compensate for negative effects of fairness on job performance and citizenship behaviors. Focusing on a sample of 154 health care workers, we found that only employee perceptions of overall fairness regarding the department were related to supervisory ratings of OCB and in-role task performance. Moreover, LMX moderated the relationships between fairness perceptions and (a) task performance, (b) organization-focused OCB, but not (c) individual-focused OCB. We discuss implications for research and the potential for reducing negative effects of low fairness perceptions on job performance through positive LMX.     

Conscientiousness and Ability as Predictors of Accounting Learning

Whereas research documents the relation between conscientiousness and performance criteria, little research has studied the temporal stability of that relation. We address the stability of the conscientiousness-performance relations in a learning environment, as well as address the relation of conscientiousness with learning after removing the effects of ability and prior learning. We predicted that the strength of the relation between conscientiousness and performance would increase over time. Data from 274 students enrolled in an accounting course reveal a Time ? Conscientiousness interaction. Although conscientiousness was not related to initial performance, it predicted later performance. Other findings show that conscientiousness added unique performance variance above and beyond the effects of ability and prior learning. These data support theory implying that a single correlation coefficient between a noncognitive predictor and a performance criterion may not capture the nature of the relation between the two variables.