Spanouli Andromachi, Hofmans Joeri
Work and Organizational Psychology, Department of Psychology, Faculty of Psychology and Educational Sciences, Vrije Universiteit Brussel Brussels, Belgium.
Front Psychol. 2016 Oct 3;7:1530. doi: 10.3389/fpsyg.2016.01530. eCollection 2016.
Amidst a struggling economy, organizations are ruled by the survival of the fittest paradigm but it is the employees who tend to pay the price, with increased demands which, oftentimes, fall outside their job scope. In the present paper, we examined whether pressuring people to engage in such organizational citizenship behaviors (OCB) might in fact backfire and lead to increased Counterproductive Work Behavior (CWB) because of compensatory mechanisms. We propose a typology of OCB that distinguishes between discretionary and elicited OCB, hypothesizing that elicited but not discretionary OCB, positively relates to CWB. By doing so, we wanted to examine if such a distinction can explain conflicting past results concerning the within-person OCB-CWB link, and to test whether increased citizenship demands can have an adverse effect for the organization. Our hypothesis was tested by asking 29 employees twice a day for 10 consecutive working days to report on the elicited and discretionary OCB and CWB they performed ( = 210 responses). Multilevel logistic regression analyses showed that elicited OCB was positively related to CWB, whereas discretionary OCB was not related to CWB. This finding steers theorizing away from the conventional classification of employees as bad apples versus good soldiers, by revealing that CWB can positively relate to OCB as a result of compensatory mechanisms. From a practical point of view, our results imply that employers should be mindful of the unintended consequences that OCB might entail when employees perceive that they are expected to engage in such behaviors.
在经济不景气的情况下，组织遵循适者生存的模式，但往往是员工为此付出代价，他们面临的要求不断增加，而且这些要求常常超出他们的工作范围。在本文中，我们研究了迫使人们从事此类组织公民行为（OCB）是否实际上可能适得其反，并由于补偿机制导致反生产工作行为（CWB）增加。我们提出了一种OCB的类型学，区分了自主的OCB和诱发的OCB，假设诱发而非自主的OCB与CWB呈正相关。通过这样做，我们想检验这种区分是否可以解释过去关于个体内部OCB-CWB联系的相互矛盾的结果，并测试增加的公民行为要求是否会对组织产生不利影响。我们的假设通过连续10个工作日每天询问29名员工两次，让他们报告自己表现出的诱发和自主的OCB以及CWB来进行检验（共210份回复）。多层次逻辑回归分析表明，诱发的OCB与CWB呈正相关，而自主的OCB与CWB无关。这一发现使理论研究摆脱了将员工传统地分类为害群之马与优秀士兵的观点，揭示了由于补偿机制，CWB可能与OCB呈正相关。从实际角度来看，我们的结果意味着雇主应该注意到当员工认为他们被期望从事此类行为时，OCB可能带来的意外后果。
