突发的公共卫生事件及复杂多变的市场竞争环境对组织的灵活性和适应性都提出了更高的要求，为此组织比任何时候都注重员工的组织公民行为，因为它能够提高组织的生存能力和核心竞争力，提升组织的绩效水平。作为一种自主决定的行为，如何保证员工持续性且高水平的组织公民行为便成为本项目关注的焦点。相较于以往的静态研究或短期动态研究方法，本项目拟采用长时间跨度的纵向数据收集法，从组织社会化的视角，探究员工组织公民行为相对长期的变化趋势，同时，结合AMO（能力-动机-机会）理论，分析员工组织公民行为动态变化趋势的内在机制和边界条件，以期为侦测员工行为模式的异常、培养和激发员工持续性高水平的组织公民行为提供可参考的框架。此外，考虑到组织公民行为是一个多维构念且可以由多个测量主体进行评价，本项目拟在组织社会化视角的基础上，对组织公民行为的类型和测量方式进行区分，以进一步细化组织公民行为理论。

The emergent public health events and the changeable market competition environment all put forward higher requirements on the flexibility and adaptability of the organization. For this reason, the organization pays more attention than ever to the organizational citizenship behavior (OCB) of employees, which can improve the viability, competitiveness, and performance of the organization. As a kind of self-determined behavior, the focus of this project is how to ensure that employees' continuous exhibit higher levels of OCB. Compared with the previous static or short-term dynamic research, this project intends to adopt longitudinal research with a long time span to investigate the relatively long-term trajectories of OCB from the organizational socialization perspective. To elucidate how OCB changes over time in their organization socialization process is an essential piece to understanding elementally longer term of career success. And also it can help the organization to develop some inventions to protect the potential hangover effect. Moreover, this project intends to explore the mechanism and boundary conditions of the OCB’s trajectory through combining with AMO theory. Such an exploration would enable us to understand how to achieve sustained levels of OCBs from employees so as to help both employees and organizations to benefit from the organizational socialization process. In addition, considering that OCB is a multidimensional construct and can be evaluated by multiple measurement sources, this project intends to distinguish the dimensions and measurement sources of OCB to explore the differences in trajectories between them. Through differentiating the dynamic model of OCB across the two dimensions and across the two measurement sources, we can deepen our understanding of how employees socialized to the environment by using different strategies, and also it enables researches and managers to choose more appropriate evaluation for employees during organizational socialization.