組織公民行為的多元目標對象：相關理論議題與研究方法建議

Multiple Targets of Organizational Citizenship Behavior: Relevant Theoretical Issues and Methodological Suggestions

組織公民行為的研究已發展出許多行為向度。由於組織公民行為的範圍廣泛，因此實證研究中所採用與衡量的行為向度經常具有不同性質，且行為之目標對象也不同。若忽略了這些向度之間的差異，研究中就可能會出現理論推導、資料分析與結果解釋的問題或錯誤。本研究以行為之目標對象為分類依據，將組織公民行為分為六類：針對工作任務、同事、主管、組織、顧客、以及環境的行為。依據行為目標對象的不同，員工在表現公民行為時也會有角色界定、心理動機與自主程度的不同。組織行為領域與其他學術領域的學者已發展出眾多公民行為的衡量量表，包括多向度一般公民行為量表、單向度一般公民行為量表與特定公民行為量表。本研究建議，未來的組織公民行為研究需先思考組織公民行為目標對象與行為者職業之間的邏輯關係，然後再選擇適當的公民行為向度與相應的衡量量表。

Research in organizational citizenship behavior (OCB) has developed many behavioral dimensions. Because of the broad scope of OCB, the behavioral dimensions adopted and measured in empirical studies are different in their nature and targets. Neglecting the differences among OCB dimensions may results in problems or even mistakes in theoretical derivation, data analysis, and result explanation. This article uses behavioral targets to classify OCBs into six categories: OCB-T (aimed at tasks), OCB-P (aimed at peers), OCB-S (aimed at supervisors), OCB-O (aimed at organization), OCB-C (aimed at customers), and OCB-E (aimed at environment). Based on the differences in behavioral targets, employees would also have differences in their role definition, psychological motives, and degree of spontaneity when they perform OCBs. Researchers in organizational behavior and other academic disciplines have developed many citizenship behavior scales, including multi-dimensional general OCB scales, one-dimensional general OCB scales, and specific citizenship behavior scales. This article suggests that future OCB researchers consider the logical relationship between an OCB target and the occupation of an OCB actor to choose appropriate OCB dimensions and the corresponding measure in their studies.