Why should I be generous when I have valued and accessible alternatives? Alternative exchange partners and OCB
研究区分了替代就业机会的吸引力与易得性，发现高易得性下吸引力与组织公民行为负相关，低易得性下正相关，且对任务绩效无此交互作用。
Abstract An Erratum has been published for this article in Journal of Organizational Behavior 26(7) 2005, 873. Previous research on the relationship between alternative employment opportunities and cooperation has neglected the distinction between evaluations and restrictions. Thus, one cannot analyze the relationship between attractiveness of alternative employment opportunities and organizational citizenship behaviors (OCB) under different levels of perceived ease of finding alternative employment. In a pilot study with N = 149 German employees, we confirm the proposed distinction with confirmatory factor analyses. Based on power‐dependence theory and rational choice models, we predict that under high ease the relationship between attractiveness and OCB should be more strongly negative than under conditions of low ease. In addition, we hypothesize that the interaction between attractiveness and ease should be greater for OCB than for task performance because task performance is exchanged in a relationship with an enforceable, binding contract, while OCB is voluntarily. Results from moderated multiple regression analysis on N = 86 German professional–supervisor dyads support our prediction for a negative relationship between attractiveness and OCB under high ease. Under low ease, we find a positive relationship between attractiveness and OCB. Moreover, there was no relationship with the interaction and task performance. Implications of the findings both for extra‐role and job mobility theory formation and research are discussed. Copyright © 2004 John Wiley & Sons, Ltd.