A moderated mediation model of the relationship between organizational citizenship behaviors and job performance.
A moderated mediation model of the relationship between organizational citizenship behaviors and job performance.
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DOI：
10.1037/a0023644
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发表时间：
2011-05
期刊：
影响因子：
--
通讯作者：
Muammer Ozer
中科院分区：
文献类型：
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作者：
Muammer Ozer
为了解决未来对理解组织公民行为与工作绩效之间关系的理论机制的诸多需求，本研究侧重于员工与同事的关系如何调解其组织公民行为与工作绩效之间的关系。它还研究了任务自主性如何调节这种中介关系。一项涉及364名珠宝设计师、310名同事和284名主管的实证研究结果表明，同事关系在公民行为与工作绩效之间起中介作用。此外，任务自主性正向调节了这种中介关系的两条路径。最后，这些结果适用于以个人为目标的组织公民行为，而不适用于以组织为目标的组织公民行为。
Addressing numerous calls for future research on understanding the theoretical mechanisms that explain the relationship between organizational citizenship behaviors (OCBs) and job performance, this study focused on how an employee's relationships with coworkers mediate the relationship between his or her OCBs and his or her job performance. It also looked at how task autonomy might moderate this mediated relationship. The results of an empirical study involving 364 jewelry designers, 310 coworkers, and 284 supervisors indicated that coworker relations mediated the relationship between OCBs and job performance. In addition, task autonomy positively moderated both paths of this mediated relationship. Finally, these results hold for OCBs that are targeted at individuals but not for OCBs that are targeted toward organizations.