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目的探讨企业员工自我和谐与组织公民行为的关系。方法采用自我和谐量表(SCCS)、中国组织公民行为量表(COCBS)对225名企业员工施测。结果自我和谐与组织公民行为的相关分析结果显示,①总体自我和谐与组织公民行为各维度显著负相关(r=-0.19～-0.44,P<0.01～P<0.001);②自我与经验的不和谐对组织公民行为的组织认同、尽职行为和人际和谐因素有显著负相关(r=-0.18～-0.27,P<0.01～P<0.001);③自我灵活性对组织公民行为的5个维度均有显著正相关(r=0.30～0.69,P均<0.001);④自我刻板性对组织公民行为的人际和谐(r=-0.26,P<0.001)和保护组织资源因素(r=-0.20,P<0.01)有显著负相关。自我和谐对组织公民行为的回归分析结果显示,①自我和谐对组织公民行为5个维度均有显著的正向预测作用(β=0.28～0.69,P均<0.001);②自我与经验的不和谐对组织公民行为的组织认同、尽职行为和人际和谐因素有显著的负向预测作用(β=-0.15～-0.17,P均<0.05);③自我刻板性对组织公民行为的人际和谐(β=-0.18)和保护组织资源因素(β=-0.19)有显著的负向预测作用(P均<0.05)。结论自我和谐对员工的组织公民行为有显著影响。
Objective To explore the relationship between employee self-harmony and organizational citizenship behavior. Methods SCCS and COCBS were used to measure 225 employees. Results The results of self-consistency and organizational citizenship showed that there was a significant negative correlation between overall self-harmony and organizational citizenship (r = -0.19-0.44, P <0.01-P <0.001) There was a significant negative correlation between the organizational identity of organizational citizenship and due diligence and interpersonal harmony (r = -0.18-0.27, P <0.01 ~ P <0.001) (R = -0.26, P <0.001) and protective tissue resource factors (r = -0.20, P <0.30, P <0.001). The correlation between self-stereotypia and organizational citizenship (r = -0.26, <0.01) was significantly negative correlation. The results of regression analysis of self-harmony on OCB show that self-harmony has a significant positive predictive value on all five dimensions of OCB (β = 0.28-0.69, P <0.001); ② Disharmony between self and experience (Β = -0.15 ~ -0.17, P <0.05 respectively); ③ The interpersonal harmony of self-stereotypia on organizational citizenship behavior (β = -0.18) and resource conservation factor (β = -0.19) (all P <0.05). Conclusion Self-harmony has a significant impact on employee’s organizational citizenship behavior.