| Summary: | 碩士 === 國立東華大學 === 企業管理學系 === 96 === Most research in organizational citizenship behaviors (OCBs) indicates that employees display OCBs out of positive and altruistic motives. However, in recent years, scholars also pay attention to instrumental motives. Further, most research holds the perspective that OCBs are both good for employees and organizations. However, recent studies also notice the potential negative effects of OCBs on employees. Therefore, this study tries to explore the employees’ instrumental motives (including careerism and social desirability) on OCBs and the negative effects of these behaviors.
This study designed dyad questionnaires: employee questionnaire (including the measurement of careerism, social desirability, initiative behaviors, role overload, and job stress) and colleague questionnaire (including the measurement of helping behaviors). These questionnaires were distributed to 15 police stations in Taipei. Of the 800 pairs surveyed, 410 employee questionnaires returned, and 410 colleague questionnaures returned. After eliminating the unmatched questionnaires, this study yielded a valid response rate of 29.0 percent.
By means of SEM, the findings were derived as follows: (1) employees displayed the behaviors of individual initiative and helping others out of careerism and social desirability. (2) When employees displayed the behaviors of individual initiative, they would feel role overload and a high degree of job stress; however, displaying the behaviors of helping others would not lead to overload and job stress. Therefore, from the perspective of employees, while displaying OCBs satisfy the instrumental motives, but it may result in disadvantages for themselves.
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