組織公民行為之跨層次分析：層級線性模式的應用

林鉦棽

doi:10.6504/JOM.2005.22.04.06

山西大学，您好！

感谢采购，人社期刊库｜人社论文库，期间：2024/01/01~2024/12/31

感谢试用，科学期刊库｜科学论文库，期间：2024/10/20~2025/01/20

浏览高级检索

关闭
检索检索高级检索出版物检索
浏览期刊主题浏览核心期刊浏览期刊拼音浏览

关闭

查询符号(半角)	查询符号意义说明
空格	表示为「AND」两个查询词之交集
双引号 ( " " )	片语以双引号标示开始及结束，而且只寻找出现顺序相同的字词，例： " image process "
?	表示一个字母切截，输入两个?表两个字母，依此类推，例：输入「Appl?」，查得结果应为appl e , appl y … ( 常用于英文字查询 )
*	表示不限字母切截，由0~n. 例：输入「appl*」，查得结果应为appl e , appl es , appl y , appl ied , appl ication … ( 常用于英文字查询 )
AND、OR、NOT	布尔逻辑组合关键字，用来扩大或缩小查询范围的技巧。 (1) AND ：缩小查询范围 (2) OR ：扩大查询范围(3) NOT：排除不相关的范围

DOI 是数位物件识别码（ D igital O bject I dentifier ）的简称，
为物件在网路上的唯一识别码，可用于永久连结并引用目标物件。

使用DOI作为永久连结

每个DOI号前面加上「 http://dx.doi.org/ 」便成为永久网址。
如以DOI号为 10.5297/ser.1201.002 的文献为例，此文献的永久连结便是： http://dx.doi.org/ 10.5297/ser.1201.002 。
日后不论出版单位如何更动此文献位置，永久连结所指向的位置皆会即时更新，不再错失重要的研究。

引用含有DOI的文献

有DOI的文献在引用时皆应同时引用DOI。若使用APA、Chicago以外未规范DOI的引用格式，可引用DOI永久连结。

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。如想对DOI的使用与概念有进一步了解，请参考（）。

ACI:

数据来源：Academic Citation Index，简称ACI

台湾最大的引用文献资料库，目前收录台湾与港澳地区所出版的人文学、社会学领域学术期刊之书目资料与参考文献，总期刊量超过690种，每年定期公布收录期刊的影响指数(Impact Factor)等指标给大众，并提供专家学者与学术单位实用的计量与分析功能。

五年影响指数（5-Year Impact Factor）：某一期刊前五年所出版的文章在当年度的平均被引用次数。

公式：（前五年发表论文在统计年的被引用次数）÷（前五年论文产出论文总篇数）

例如：A期刊2017年之五年影响指数

(A期刊2012-2016年发表论文在2017年的被引总次数)/(A期刊2012-2016年发表的论文总数)

什么是预刊文章？

为提供读者最前线之学术资讯，于期刊文献获同意刊登后、纸本印制完成前，率先于网路线上发表之文章即为预刊文章。预刊文章尚未有卷期、页次及出版日期资讯，但可藉由DOI号识别。 DOI号是文献的数位身份证字号，不论预刊或正式出版皆不会改变，读者可点击DOI连结，或于DOI号前面加上「 http://dx.doi.org/ 」连结到文献目前最新版本。

如何引用预刊文章？

请使用预刊文章的线上发表日期及DOI号来引用该篇文献。

引用范例(视不同引文格式规范可能有所差异)：

作者姓名。文章篇名。期刊名称。 YYYY/MM/DD线上预先发表。

doi:DOI 号

来源数据

P503 - 524

社会科学 > 管理学

DOI： 10.6504/JOM

书目管理工具

相关连结

问题回报

全文下载

组织公民行为之跨层次分析：层级线性模式的应用

A Cross-Level Examination of Organizational Citizenship Behavior: An Analysis Using Hierarchical Linear Modeling (HLM)

林钲棽(Cheng-Chen Lin)

管理学报； 22 卷 4 期 (2005 / 08 / 01) ， P503 - 524

繁体中文 DOI： 10.6504/JOM.2005.22.04.06

组织公民行为；多层次研究；层级线性模式； Organizational Citizenship Behavior ； Multilevel Research ； HLM

0 个人觉得这篇文章赞

摘要 │ 参考文献 (92) │ 被引用文献 (30) │ 国际计量

摘要〈TOP〉

并列摘要〈TOP〉

Based on the importance to the effectiveness of organizations, in recent three decades, organizational citizenship behaviors (OCBs) and related constructs have received much attention from organizational behavior and human resource management researchers. Traditional OCBs scholars took the research design at the individual level to investigate the antecedents of OCBs, however, the effects of group level constructs on outcome variables were neglected by researchers. In order to connect the gap between theoretical claims and empirical strategies, the purpose of present study is to investigate the relationships among organizational justice, group cohesiveness, and organizational citizenship behaviors. There were three ways to examine the above relationships. Firstly, the main effects of distributive justice, formal procedural justice, and interactional justice on OCBs, citizenship behaviors toward individuals (OCBI) and an organization (OCBO), were investigated both at the individual level. Secondly, the main effects of group cohesiveness at group level on OCBs at the individual level also observed in this study. At last, the moderating effects of group cohesiveness on the relationship between perception of organizational justice and OCBs were analyzed under cross-level framework.
Through reviewing the related literatures, three hypotheses were developed by the present study. There were the main effects of organizational justice on OCBs both at the individual level, the main effect of group cohesiveness at the group level on OCBs at the individual level, and the moderating effect of group cohesiveness at the group level on OCBs at the individual level.
In the part of research design, to avoiding the problems of common method variances, the present study collected data from supervisors, coworkers, and employees of administration departments in the setting of small-median business. Total 507 employees within 51 work units participated this investigation. Employees rated the perception of organizational justice and group cohesiveness. The coworker evaluated OCBI of the focal employee, and OCBO rated by immediate supervisor. After the coding process, we aggregated the evaluation of group cohesiveness from the individual level into the climate of group cohesiveness under the criterion of inter-rater agreement (r(subscript wg)＞.70). 
Using HLM software, for hypothesis 1, the results indicated there were significant and positive main effects of formal procedural justice and interactional justice on OCBO and OCBI, and not significant effects of distributive justice on two dimensions of OCBs was found. Beside, the influence of interactional justice on OCBs is the highest among three dimensions of organizational justice. What is surprise to me is hypothesis 2 was not supported based on my empirical result. There was not cross-level directed effect of group cohesiveness upon OCBs. However, regarding to hypothesis 3, the cross-level moderating effects of cohesion on the relationship between organizational justice and OCBs were supported. In details, I found the moderating effects of group cohesiveness existed within the relationships between distributive justice and OCBI, interactional justice and OCBI, and interactional justice and OCBO.
Based on the empirical results of the present study, I discussed some implications and suggestions generated from the present investigation. Firstly, compared to the results of the present study to the conclusion of Kidwell et al. (1997), the present study extended the academic viewpoint beyond the concern by Kidwell and his colleagues. I discussed the implications generated from these two similar studies. Secondly, for the contribution of the present study to OCBs theory, the present effort extended the research scope at different analysis levels. In theoretic thinking, the formation process of work behaviors of employees in an organization is a multilevel-oriented in nature. However, the empirical strategy was not matched with the essence of this claim in the past academic efforts. The present study may be one of the attempts to bridge with theoretic claims and empirical design. Following the conclusions of this study, the moderating effect of different group level variables should be taken into consideration in the research design, such as organizational climate and culture, for example. For the sampling strategy is concerned, the traditional OCBs studies usually take the supervisor-rating method as the main source of data-collection. However, based on the possible problems inhere in supervisor-rating method, the present study used coworker as the alternative of OCBs rating besides the traditional collecting strategy in order to understand the mechanism of OCBs formation process. The results under this measurement consider would have more confidence before we accept any empirical conclusion. Thirdly, respected to managerial practices, I suggest the managers may take more attention on the group level variables. If the managers put their emphasis on individual causes and neglect the importance of other level constructs, the expected effectiveness would not ensure. At last, some limitation should be noticed. The generalization of the present conclusion ought to be confirmed because of single setting in the present study. I suggest future study may take other group level constructs and different research setting in order to understand the formation of OCBs more deeply and clearly.

参考文献 ( 92 ) 〈TOP〉

Adams, J. S.(1965).Advances in experimental social psychology.New York:Academic Press.
Ambrose, M. L.,Schminke, M.(2003).Organization structure as a moderator of the relationship between procedural justice, interactional justice, perceived organizational support, and supervisory trust.Journal of Applied Psychology,88,295-305.
Armstrong-Stassen, M.(2004).Managers` Perceptions of Their Work Group and Their Own Performance and Well-being Following a Job Transfer.Public Personnel Management,33,47-60.
Ashkanasy, N. M.,Wilderom, C. P. M.,Peterson, M. F.(2000).Handbook of organizational culture and climate.Thousand Oaks, CA:Sage Publications, Inc..
Bateman, T. S.,Organ, D. W.(1983).Job satisfaction and the good soldier: The relationship between affect and employee “citizenship.”.Academy of Management Journal,26,587-595.

被引用文献 ( 30 ) 〈TOP〉

国际计量

〈TOP〉

E-mail ：

文章公开取用时，将寄通知信至您填写的信箱地址