The role of other orientation in organizational citizenship behavior
基于社会交换理论和他人导向理论，研究了工作满意度与个体差异如何共同影响组织公民行为，发现他人导向越高，工作满意度与组织公民行为的关系越弱。
Abstract This article draws on social exchange theory and the theory of other orientation to examine how job satisfaction and individual differences are related to organizational citizenship behavior (OCB). Previous research specifying a direct effect for individual differences on OCB has yielded disappointing results. In contrast, this study examines the moderating role of individual differences in the relationship between job satisfaction and OCB. As hypothesized, results show a weaker relationship between job satisfaction and OCB for persons who are higher in other orientation. We discuss the theoretical implications of this finding and directions for future research. Copyright © 2007 John Wiley & Sons, Ltd.