本文關(guān)鍵詞：組織公民行為的研究:三種視角的分析　出處：《科技與經(jīng)濟》2016年03期 　論文類型：期刊論文

  更多相關(guān)文章： 組織公民行為 概念 定義 動機 影響效應(yīng)

【摘要】：Organ提出"組織公民行為"這一概念至今已經(jīng)有20多年的時間了,但是學(xué)者們對于組織公民行為概念的爭論一直都未曾停歇。雖然Organ于1997年在分析了以往學(xué)者的質(zhì)疑之后提出可以根據(jù)"關(guān)聯(lián)績效"的概念來對組織公民行為進行重新定義,但是學(xué)者們對于這一新的定義還未達成一致的認識。而與此同時,學(xué)者們認為員工組織公民行為的動機及其影響效應(yīng)也存在著容易被人忽視的"陰暗面"。因此,關(guān)于組織公民行為的準確定義、動機和影響效應(yīng)都還有待于廣大學(xué)者們?nèi)ミM行更深一步的探索和研究。
[Abstract]:Organ put forward the concept of "organizational citizenship behavior" for more than 20 years, but scholars have never stopped arguing about the concept of organizational citizenship behavior. Although Organ analyzed the queries of past scholars in 1997, it proposed that we can redefine organizational citizenship behavior according to the concept of "relational performance", but scholars have not yet reached a consensus on this new definition. At the same time, scholars believe that the motivation and effect of employee organizational citizenship behavior also exist in the "dark side" which is easily ignored. Therefore, the exact definition, motivation and effect of organizational citizenship behavior have yet to be further explored and studied by the majority of scholars.
【作者單位】： 華僑大學(xué)工商管理學(xué)院;
【基金】：國家社會科學(xué)基金青年項目——“社會轉(zhuǎn)型期職業(yè)人群工作不安全感研究”(項目編號:13CSH070,項目負責(zé)人:胡三Z，

本文編號：1339633