A Restatement of the Satisfaction-Performance Hypothesis
回顾支持满意度与组织公民行为相关而非与传统绩效相关的证据，并解释满意度测量中的公平认知是主要关联因素，为理论、研究和管理实践提供启示。
This article reviews recent evidence in support of Organ's (1977) argument that satisfaction more generally correlates with organizational prosocial or citizenship-type behaviors than with traditional productivity or in-role performance. An attempt is then made to interpret just what it is in satisfaction measures that provides this correlation, leading to the suggestion that fairness cognitions comprise the major factor. Implications of this interpretation for theory, research, and management practice are offered.