Collectivism in Action
研究在中国情境下发现，集体主义倾向会削弱组织承诺与员工角色内及角色外绩效之间的正向关系，原因可能是集体主义者将组织视为内群体而产生义务感。
This study explores the role of collectivism as a moderator of the relationship between organizational commitment (OC) and employee performance in a Chinese setting. The relationships between OC and both in-role and extra role performance were found to be weaker for collectivists. These weaker relationships were thought to be because of feelings of obligation to the organization that may have been aroused in collectivists who considered the organization as an in-group. Limitations of the study, directions for future research, and implications of the findings are discussed.