Employee Involvement and Organizational Citizenship: Implications for Labor Law Reform and "Lean Production"
基于1992年八家公司员工及主管调查数据，研究两种员工参与形式如何影响组织公民行为，发现工作组织参与通过改变工作特征间接且直接提升该行为，而雇佣决策参与仅产生微小间接效应，为劳动法改革和精益生产机制提供实证依据。
Using data from surveys of employees and their supervisors in eight companies in 1992, the authors examine how each of two forms of employee involvement affected an important dimension of individual performance, organizational citizenship behavior (OCB), defined as individual discretionary behavior that promotes the organization and is not explicitly rewarded. Involvement in work organization increased OCB both indirectly, by changing the job characteristics of individual tasks, and directly, independent of such changes. In contrast, involve-ment in decisions governing employment practices had only small indirect effects on OCB and no direct effect. These results inform the contemporary debate in labor law concerning the appropriate scope for employee involvement plans as well as the debate about the mechanism through which new production systems affect employee performance. In this paper we explore the distinction, rooted in U.S. labor law, between em-ployee involvement in issues of work orga-nization and involvement in issues govern-*Peter Cappelli is Co-director of the National Cen-ter on the Educational Quality of the Workforce (EQW) of the University of Pennsylvania, and Nikolai