A self-regulation approach to understanding citizenship behavior in organizations
A self-regulation approach to understanding citizenship behavior in organizations
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DOI：
10.1016/j.obhdp.2012.05.006
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发表时间：
2012-09-01
影响因子：
4.6
通讯作者：
Bachrach, Daniel G.
中科院分区：
文献类型：
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作者：
Bolino, Mark C.;Harvey, Jaron;Bachrach, Daniel G.
研究人员通常采取人与人之间的横断面方法来理解员工参与组织公民行为（OCB）的原因。然而，鉴于最近的工作表明，组织中的动机行为往往是更好地理解使用内部的人，纵向的方法，我们将公民绩效概念化为一个动态的周期，随着时间的推移而变化。具体来说，我们使用自我调节理论来解释员工如何通过他们的组织公民行为来实现目标，制定计划来实现这些目标，参与组织公民行为，并处理有关其公民行为的反馈。在此过程中，我们强调慢性和工作自我概念取向所发挥的作用。我们还探讨了情感状态影响自我调节和公民身份的方式，讨论了公民身份的无意识或习惯行为，并解决了自我调节和公民身份可能随时间而变化的方式。(C)2012 Elsevier Inc. All rights reserved.
Researchers have generally taken a between-person, cross-sectional approach to understand why employees engage in organizational citizenship behavior (OCB). However, in light of recent work indicating that motivated behavior in organizations is often better understood using a within-person, longitudinal approach, we conceptualize citizenship performance as a dynamic cycle that varies over time. Specifically, we use self-regulation theory to explain how employees seek to fulfill goals through their OCBs, make plans to achieve those goals, engage in OCBs, and process feedback regarding their citizenship behavior. In doing so, we highlight the role played by chronic and working self-concept orientations. We also explore the way affective states influence self-regulation and citizenship, discuss unconscious or habitual acts of citizenship, and address the ways in which self-regulation and citizenship may vary over time. (C) 2012 Elsevier Inc. All rights reserved.