组织公民行为/organizational citizenship behavior

在工业心理学和组织心理学中，组织公民行为是指一个人在组织或公司内部的自愿承诺，而这种承诺不属于合同任务的一部分。

自20世纪70年代末以来，组织公民行为一直被研究。在过去的30年里，人们对这些行为的兴趣大大增加。组织行为与组织的整体效率有关，因此这类员工行为在工作场所具有重要的影响。

「应用场景」

虽然用于衡量各种领导风格的问卷调查看似有很大差异，但是它们彼此却高度相关，而且全都与LAQ高度相关。这一证据表明，下属对领导力评级的潜在共同因素是他们对自己领导的喜爱程度。如果下属喜欢他们的领导，他们也会表示他们的领导具有变革精神、有道德、真诚、不爱骂人，而且他们的领导-员工关系稳固。我们还发现，LAQ与其他评测手段一样，可以预测下属满意度、组织公民行为（即，超越本人的工作职责）、幸福感及表现等结果。当然，如果领导深受喜爱，员工就会更加满意，表现就会更好，这一点是有道理的。

Although the questionnaires used to measure the various leadership styles appear to be very different, they are highly correlated with each other, and all highly correlated with the LAQ. This evidence indicates that the common factor underlying subordinates’ leadership ratings is their liking of their leader. If subordinates like their leaders, they will also say that their leaders are transformational, ethical, authentic, not abusive, and that they have strong leader-employee relations. We also found that the LAQ predicted outcomes such as subordinate satisfaction, organizational citizenship behavior (i.e. going above and beyond one’s job description), well-being and performance about as well as the other measures. Of course, it makes sense that employees will be more satisfied and perform better if their leader is well-liked.

以上文字选自《哈佛商业评论》中文版2020年1月刊《讨喜领导力》

查恩·麦卡利斯特（CharnMcAllister）谢里·莫斯（Sherry Moss）马克·马丁科（Mark J.Martinko）丨文

马冰仑 丨编辑