两种社会交换对组织公民行为的影响: 组织认同和自尊需要的不同作用

从社会交换理论的角度探讨了组织支持感(POS)和组织外在声望感知(PEP)对组织公民行为的影响, 以及在这一影响过程中组织认同和自尊需要的角色和地位。采用结构方程建模和层次回归分析的方法, 通过对23家企业的员工和主管的配对问卷调查所获取的234份有效数据进行分析, 结果表明: (1)POS对组织认同有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为(注重个体的和注重组织的组织公民行为)产生间接的影响; (2)PEP对组织认同也有着直接的显著影响, 并完全通过组织认同的中介作用对两种组织公民行为产生间接的影响; (3)个体的自尊需要对POS和组织认同的关系有调节作用, 但对PEP和组织认同的关系没有调节作用。

The Impacts of Perceived Organizational Support and Perceived External Prestige on Organizational Citizenship Behavior: Organizational Identification as Mediator and Need for Self-esteem as Moderator

The last two decades have witnessed a surge in interest in the degree to what contribute to organizational citizenship behavior, which is viewed by some researchers as an important impetus to organizational effectiveness. A considerable amount of researches have shown that organizational citizenship behavior is largely derived from multiple determinants (i.e. organizational justice, perceived organizational support, organizational commitment, job satisfaction), yet the underlying mechanism of how those factors regulate OCB remains largely elusive. The present study introduced a social-exchange model of organizational citizenship behavior incorporating both direct exchange and indirect exchange, and explored the critical roles of organizational identification and need for self-esteem in the social exchange process.A sample of 234 supervisor-subordinate dyads collected in China was used for data analysis by structural equation modeling and hierarchical regression analysis. Results indicated that: (1) perceived external prestige (PEP) and perceived organizational support (POS) had significant direct impacts on two types of organizational citizenship behaviors (OCBI and OCBO) by the full mediating effect of organizational identification. (2) Individual's need for self-esteem moderated the relationship between POS and organizational identification. However, it didn't moderate the relationship between PEP and organizational identification.It is demonstrated that both indirect and direct social exchanges play important roles in determining employees' organizational citizenship behaviors and organizational identification. Both POS and PEP have impacts on organizational citizenship behavior through the mediating effect of organizational identification. Meanwhile, individual's need for self-esteem can moderate the relationship between POS and organizational identification, rather than the relationship between PEP and organizational identification. Results highlight the importance of organizational identification and need for self-esteem in enhancing the understanding of the links between social exchange and organization citizenship behavior.