社会与工程心理学研究室知识库

采用主客位相结合的研究方式，再归纳整理国内外有关组织公民行为结构的研究成果的基础上，探讨了我国大陆地区.企业员工的,1.织公民行为结构，试图发现基于我国转型期文化和管理制度背景下企业员工的组织公民行为结构的独特要素和形态，并开发出相应的测量工具。在此基础上，探讨变革型领导风格对组织公民行为的影响作用，为企业员工的激励机制和]组织文化的建设提供理论依据和管理对策。本研究分为两部分来完成:第一部分探索组织公民行为的结构，第二部分考察变革性领导、对领导者的信任与本研究获得的组织公民行为结构要素的关系。研究结果表明:
第一，通过对163名被试的开放式问卷调查，总计回收条目描述为887条。内容分析发现，我国大陆地区员工的组织公民行为结构可以大致分成三大类、11个维度:与已有的国内外研究结果共有的维度是:主动尽责，自我充实、帮助他人、勇于进一言、组织参与以及维护企业利益、保护企业形象;西方文献没有提及，但与其他有关中国文化背景下的组织公民行为研究(Farh, 2000)结果相近的维度包括:人际协调、参与公益活动。本研究还发现了与西方、我国港台学者的同类研究结果不同的维度，主要包括:患难与共和维系各部门和谐，这两个维度均属于组织层面的组织公民行为的独特维度。在此基础上开发的组织公民行为问卷，验证性因素分析表明结构良好。
第二，通过对112名管理者及其224名员工(每组包括1名管理者，2名员工)进行的问卷调查，考察了变革性领导与组织公民行为的关系。结果发现，变革型领导的四个维度对不同的组织公民行为维度均产生了直接或间接的影响。具体而言，德行垂范和领导魅力通过认知信任对主动尽责产生正向的影响;个性化关怀对帮助他人有直接作用。需要注意的是，没有发现对领导者的信任(包括认知信任和情感信任)的中介作用，而变革性领导对人际协调的影响作用却达到了显著性水平。在组织层面上，德行垂范对于维护部门和谐有直接正向作用，德行垂范、愿景激励、领导魅力通过认知信任这一中介变量对患难与共、保护企业利益等组织公民行为发挥正向的作用;而德行垂范、领导魅力通过认知信任的中介作用，对维护企业形象产生正向作用;个性化关怀对参与公益活动有正向作用。

Tne study explored the structure of organizational citizenship behavior (OCB) in Ch117eSe C017teXl by the 1711Xed 117ethOd 117C1ud111g the E1711C S1Lldy and Btic study. The study made an initial exploration to the OCB in the group and organizational dimension. Based on the work, we developed the measurement instrument of OCB under the Chinese context. Besides, we explored the direct and indirect effects of transformational leadership to the OCB. The research contributed to the fundamental work about the theory and research method of OCB and the transformational leadership The study could be divided into two parts. One is about the study of the structure of OCB; another is about the study of the relationship with the transformational leadership and trust in leader.
Firstly, inductive methods was used to explored the structure of OCB. By investigating 163 subjects and through the rigorous content analysis, the results showed that there were 11 dimensions of OCB. Seven dimensions were similar to those of previous studies, including conscientiousness, self-development, Altruism, voice, organizational pauticipation, keeping company images and protecting the company benefit. Two dimensions were not evident in Western literature but in the Chinese literature，including interpersonal harmony and social welfare participation. Two dimensions were total different from the existing literature, including Coexist in adversity and keeping the departmental harmony. Confirmatory factor analysis showed that the structure of OCB was quite good.
Secondly, by investigating 111 managers and 224 employees, the results showed the four dimensions of transformation leadership had the direct and indirect effects on the different dimensions of OCB. Specifically, the morale modeling and charisma, the dimensions of transformation leadership, had the positive effects on the conscientiousness, the dimension of OCB, mediated by Cognition-Based trust, the dimension of trust in leader. Individual consideration has the direct effect on altruism and social welfare participation. The morale modeling had the positive effect on keeping the departmental harmony. The morale modeling, the articulate vision, and charisma has the positive effects on the Coexist in adversity and protecting the company benefit by the mediator Cognition-Based trust.