Research on Negative Outcomes of Organizational Citizenship Behavior: Based on Generalized Exchange, Impression Management and Evolutionary Psychology

Abstract

Abstract:

Organizational citizenship behavior (OCB) is a hot research topic in the field of applied psychology and organizational behavior, but the existing researches focus on its antecedent variables based on the assumption that OCB is extra role behavior that is of benefit to organization development. Few researches look into the outcomes, especially the negative outcomes, of OCB. In addition, the results of existing empirical researches about OCB leading to work family conflict, unfair evaluation of performance, role overload and other negative outcomes are not unified. Whether there are negative outcomes of OCB is still unclear. Based on evolutionary psychological theories and using generalized reciprocity and impression management theories, this paper finds that, in Chinese situation, due to the leader's role of allocating organization resources, influencing employee's performance appraisal, benefits and development in the organization, OCB is of benefit to the performer to get leader's affective trust and then let the performer get more benefits from the organization, which does not necessarily lead to work interference with family conflict and role overload. This conclusion expands the knowledge on the relationship between OCB and work interference family conflict, role overload, and other negative outcomes, and is helpful to deepen the understanding of OCB and its outcome variables.

Key words: organizational citizenship behavior, negative outcomes, multiple motives, work-family conflict, role overload

Liu Jiaguo, Zhou Yuanyuan, Shi Qianwen. Research on Negative Outcomes of Organizational Citizenship Behavior: Based on Generalized Exchange, Impression Management and Evolutionary Psychology[J]. , 2017, 29(4): 163-180.

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