跨層次觀點下印象管理動機與主管導向之組織公民行為的關係：社會互動與組織政治氣候的調節角色

A Cross-level Examination on Relationships between Impression Management Motive and Organizational Citizenship Behavior toward Supervisors: Moderating Roles of Social Interaction and Organizational Political Climate

除傳統的利他動機外，近年來，組織管理學者開始從自利動機的角度分析組織公民行為之形成歷程。總而言之，在自利觀點的推論下，員工會表現組織公民行為的原因在於追求自身的利益，這樣的說法與傳統組織公民行為的論述大相逕庭。然而就實徵觀點而言，這一個自利議題大都僅止於理論面的陳述，實徵上的研究不多。因此，本研究的目的在於從實徵的角度探討自利動機與組織公民行為的關係。本研究引入印象管理動機的概念，分析其是否可以解釋組織公民行為的形成。此外，由於在少數的研究中，學者發現印象管理動機與組織公民行為的關係並不一致，因此本研究也討論社會互動與組織政治氣候是否在印象管理動機與組織公民行為之間扮演調節的角色。為避免共同方法變異的問題，本研究從主管與員工的兩個來源收集樣本；此外，由於本研究所討論的變數跨及兩個分析層次（個體層次與部門層次），故於分析方法上採用層級線性模式進行分析。研究結果顯示，在控制組織公正與正面情緒的影響之後，印象管理動機的確對組織公民行為有顯著且正向的影響，同時本研究也發現當組織政治氣候越強時，印象管理動機與組織公民行為之間的關係也越強。然而，與本研究預期相反的是，當社會互動越高時，印象管理動機與組織公民行為之間的關係越弱。針對上述結果，本研究提出許多建議供後續研究者參考。

OCB (organizational citizenship behavior) has been one of important topics in the fields of organizational behavior and human resource management. Most of studies take the standpoint of other-oriented perspective. However, recently researchers propose the different perspective from self-interest argument. In spite of some researchers have advocated the importance of self-interest perspective on the formation of citizenship behavior, however, few researchers have reconsidered the antecedents of OCB from the viewpoint of such a suggestion. Based on the gap between theoretical argument and empirical effort, the present study addresses this issue through the empirical examination. We expect that the present study will add the new academic viewpoint to the OCB study. Under the logics of self-interest perspective, one of the driving forces of performing citizenship behavior is ensuring the benefit of performer. Following the inference, we hypothesized that the self-interest motive has the positive impact on the performance of citizenship behavior. After reviewing the related literatures, however, few empirical studies had addressed this issue. Base on the purpose of fulfill the gap existed in the present academic efforts, we investigated the relationship between impression management motive and citizenship behaviors. In addition to the directed influence of impression management motive on citizenship behavior, we also examined the moderating roles of social interaction and organizational political climate in the relationship between independent variable and dependent variable. To sum up, the main research questions in the present study were to address that the main effect of impression management motives and moderating effects of social interaction and organizational political climate from the perspective of multi-level research design. To avoid the problem of CMV (common method variance), we collected data from the employees and their supervisors. Because of level of analysis in the present study were at the individual level and department level, we used hierarchical regression method to examine the moderating effect of social interaction, and HLM (hierarchical linear modeling) to test the moderating effect of organizational political climate. The result indicated that there was a positive relationship between impression management motive and citizenship behavior. As our perditions, the moderating effect of organizational political climate was found. In details, the higher degree of organizational political climate, the stronger relationship between impression management motive and citizenship behavior. The moderating effect of social interaction also was found to be significant, however, the pattern of interaction was contrary to our prediction, the higher degree of social interaction, the weaker the relationship between impression management motive and citizenship behavior. Based on the result, some implications and suggestions for the academic fields and practical managers were offered for future research.