Organizational citizenship behavior in work groups: A team cultural perspective
研究团队文化（集体主义与个人主义）如何调节组织公民行为与工作绩效评价的关系，发现针对个人的公民行为仅在高度集体主义团队中提升绩效，而针对组织的公民行为仅在高度个人主义团队中有效。
Summary Although researchers have often found positive relationships between organizational citizenship behavior (OCB) and performance rating, very few studies have scrutinized the team contexts in which such relationships exist. This study examines how OCB influences job performance ratings within different team cultures, as measured by team collectivism and individualism. On the basis of multilevel data collected from 81 teams working at a multinational bank in Hong Kong, team collectivism and individualism were found to moderate the OCB–performance rating relationship such that OCB targeting individuals improved rated performance in highly collectivistic teams only, whereas only organizational OCB produced a significant improvement in highly individualistic teams. The implications of these findings and directions for future research directions are discussed here. Copyright © 2012 John Wiley & Sons, Ltd.