THE INFLUENCE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON JOB PERFORMANCE —THE MODERATING ROLE OF PERCEIVED SUPERVISOR SUPPORT AND INTERPERSONAL JUSTICE
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Abstract
Some organizational behaviors by employees that are liked and encouraged by organizational managers may also bring about negative effects. In particular, the negative impact of employees’ organizational citizenship behavior on their job performance has always been one of the important issues that organizational management scholars have paid attention to. The purpose of this study was to focus on exploring why employees’ organizational citizenship behavior could have a negative impact on their job performance. After sorting out the relevant literature, this research chose to propose a theoretical model to explain this phenomenon from the perspective of the object-relations theory. The research sample was collected from 472 valid questionnaires completed by ofce workers who worked in ofces, and implemented supervisors (responding to job performance) and their subordinates (responding to organizational citizenship behavior, leader-member exchange relationship, role ambiguity, perceived supervisor support, and interpersonal justice) for the paired questionnaire. The results of regression analysis showed that all the research hypotheses of the theoretical model were supported. The theoretical signifcance of the conclusion is that the negative impact of organizational citizenship behavior on job performance could be understood to be produced through the influence of leader-member exchange relationships and/or role ambiguity. In this process of influence, perceived supervisor support is a factor that strengthens the relationship, while interpersonal justice is a factor that weakens the relationship. The practical signifcance is that managers might not over-enhance employees’ perceived supervisor support, which will deepen the negative impact of organizational citizenship behavior on job performance. On the contrary, managers might strengthen the organization’s interpersonal justice, which can alleviate the negative impact of organizational citizenship behavior on job performance.
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