ABSTRACT

Recent studies have attempted to clarify the detrimental consequences of compulsory citizenship behaviors (CCB; employees are pressured or forced to engage in extra-role activities). Based on the retributive justice and impression management perspectives, we simultaneously examine potentially harmful outcomes (i.e., destructive voice, DSV) and constructive outcomes (organizational citizenship behaviors, OCB) of CCB, and propose justice and impression management mechanisms and boundaries to explain the dark and potential bright sides of CCB. Data was collected from 276 supervisor-subordinate pairs across various industries at different time points. The results show that CCB increases DSV through increased perceived distributive injustice, while employees’ equity sensitivity further enhances such effects. Moreover, the indirect effect of CCB on OCB via increased impression management motive depends on employees’ self-monitoring: it becomes positive when employees rate high in self-monitoring. Theoretical and practical implications are discussed.

摘要

最近的研究试图澄清强制性公民行为（CCB；员工被迫或被迫从事角色外活动）的有害后果。基于报应正义和印象管理视角，我们同时考察建行的潜在有害结果（即破坏性声音，DSV）和建设性结果（组织公民行为，OCB），并提出正义和印象管理机制和边界来解释黑暗以及建行的潜在光明面。数据是从不同时间点的不同行业的 276 对主管-下属对中收集的。结果表明，建行通过增加感知分配不公来增加DSV，而员工的股权敏感性进一步增强了这种影响。而且，CCB通过增加印象管理动机对OCB的间接影响取决于员工的自我监控：当员工的自我监控率高时，它变为正数。讨论了理论和实践意义。