Yaakobi Erez, Weisberg Jacob
Business Administration, Ono Academic College, Kiryat Ono, Israel.
Business Administration, Bar-Ilan University, Ramat Gan, Israel.
Front Psychol. 2020 Apr 24;11:758. doi: 10.3389/fpsyg.2020.00758. eCollection 2020.
Although numerous studies have shown that prosocial behavior impacts performance within organizations, the mechanisms that encourage or discourage these effects have rarely been explored. Two studies were conducted to shed light on the role of psychological beliefs on prosocial dynamics in predicting organizational performance. In Study 1, employees' beliefs in their inner job-related resources (Occupational Efficacy - OE) were examined as a predictor of OCB. It was posited that OE, which is an inner resource, should positively predict OCB. Study 2 examined whether Collective Efficacy (CE), which is an external resource over which employees have less control, would moderate the OCB-performance prediction. Overall, performance and three core dimensions of performance (quality, creativity and efficiency) were assessed to better capture the specific influence of OCB effects on performance. In Study 1, employees completed inventories measuring their OE, OCB and performance. In Study 2, employees completed inventories measuring their CE and OCB. In addition, their managers completed inventories measuring the CE of their employees' teams and their employees' performance. The results of Study 1 revealed that OE emerged as an antecedent of OCB in predicting performance. In Study 2, OCB positively predicted employee performance above and beyond and the effects of their managers' tenure in position, and CEs. In addition, both employees' and managers' CEs moderated the effects of OCB on performance: the performance effects of OCB increased as employees' and managers' CE increased, and specifically performance efficiency and performance creativity. These findings contribute to a better theoretical and practical understanding of the core factors that affect the organizational dynamics of prosocial behaviors that can lead to higher performance, and the ways in which OCB positively predicts performance in organizational settings.
尽管众多研究表明亲社会行为会影响组织内的绩效，但鼓励或抑制这些影响的机制却很少被探讨。我们进行了两项研究，以阐明心理信念在预测组织绩效时对亲社会动态的作用。在研究1中，考察了员工对其内在工作相关资源（职业效能感 - OE）的信念，将其作为组织公民行为（OCB）的预测指标。研究假设，作为一种内在资源的职业效能感应该对组织公民行为产生正向预测作用。研究2考察了集体效能感（CE），这是一种员工控制程度较低的外部资源，是否会调节组织公民行为对绩效的预测作用。总体而言，我们评估了绩效以及绩效的三个核心维度（质量、创造力和效率），以更好地捕捉组织公民行为对绩效的具体影响。在研究1中，员工完成了测量其职业效能感、组织公民行为和绩效的量表。在研究2中，员工完成了测量其集体效能感和组织公民行为的量表。此外，他们的经理完成了测量其员工团队的集体效能感和员工绩效的量表。研究1的结果表明，在预测绩效时，职业效能感是组织公民行为的一个先行因素。在研究2中，组织公民行为对员工绩效有正向预测作用，且超出了其经理任期和集体效能感的影响。此外，员工和经理的集体效能感都调节了组织公民行为对绩效的影响：随着员工和经理集体效能感的增加，组织公民行为对绩效的影响也增加，特别是在绩效效率和绩效创造力方面。这些发现有助于从理论和实践上更好地理解影响亲社会行为组织动态从而带来更高绩效的核心因素，以及组织公民行为在组织环境中正向预测绩效的方式。
