Department of Psychology, University of Georgia.
Department of Management, University of Texas at Arlington.
J Appl Psychol. 2015 Jul;100(4):1275-85. doi: 10.1037/a0038628. Epub 2015 Jan 19.
Although mentoring has documented relationships with employee attitudes and outcomes of interest to organizations, neither the causal direction nor boundary conditions of the relationship between mentoring and organizational citizenship behaviors (OCBs) has been fully explored. On the basis of Social Learning Theory (SLT; Bandura, 1977, 1986), we predicted that mentoring received by supervisors would causally precede OCBs, rather than employee OCBs resulting in the receipt of more mentoring from supervisors. Results from cross-lagged data collected at 2 points in time from 190 intact supervisor-employee dyads supported our predictions; however, only for OCBs directed at individuals (OCB-Is) and not for OCBs directed at the organization (OCB-Os). Further supporting our theoretical rationale for expecting mentoring to precede OCBs, we found that coworker support operates as a substitute for mentoring in predicting OCB-Is. By contrast, no moderating effects were found for perceived organizational support. The results are discussed in terms of theoretical implications for mentoring and OCB research, as well as practical suggestions for enhancing employee citizenship behaviors.
尽管指导与组织感兴趣的员工态度和结果之间存在文献记载的关系，但指导与组织公民行为（OCB）之间的关系的因果方向和边界条件都尚未得到充分探讨。基于社会学习理论（SLT；Bandura，1977 年，1986 年），我们预测主管接受的指导将从因果关系上先于 OCB，而不是员工的 OCB 导致主管从他们那里获得更多的指导。从 190 对完整的主管-员工对中在两个时间点收集的交叉滞后数据支持了我们的预测；然而，这仅适用于针对个人的 OCB（OCB-Is），而不适用于针对组织的 OCB（OCB-Os）。进一步支持我们期望指导先于 OCB 的理论依据，我们发现同事支持在预测 OCB-Is 方面充当了指导的替代物。相比之下，感知到的组织支持没有发现调节作用。讨论了这些结果对指导和 OCB 研究的理论意义，以及增强员工公民行为的实际建议。
