Collectivism, propensity to trust and self-esteem as predictors of organizational citizenship in a non-work setting
研究在住房合作社的非工作情境中，发现集体主义和信任倾向能预测六个月后的组织公民行为，且组织自尊起完全中介作用，任期调节了信任与自尊的关系。
This study examined organizational citizenship of residents in a housing cooperative setting where roles were not influenced by traditional employee–employer work relationships. Results demonstrate that the individual differences of collectivism and propensity to trust predicted organizational citizenship (assessed six months later). In addition, organizational-based self-esteem fully mediated the effects of collectivism and propensity to trust on organizational citizenship, and tenure moderated the trust—self-esteem relationship. We discuss the implications of these results given the changing nature of work and the increasing importance of non-work organizations. Copyright © 2000 John Wiley & Sons, Ltd.