| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 107 === In recent years, organizational citizenship behavior has become one of the behaviors that companies encourage employees to engage in; however, whether engaging in organizational citizenship behavior is to make employees feel more fulfilled or more exhausted is still unclear. To address this issue, the present study distinguished different circumstances of citizenship behavior—proactive or not—and used the experience sampling method to examine the resource replenishment and depletion processes linking daily active organizational citizenship behaviors to subsequent organizational citizenship behaviors and deviance behaviors. Moreover, we explored whether interpersonal skill can moderate these effects. We collected data from various types of full-time employees across 10 working days, and the data is composed of 1717 daily-surveys from 206 employees.
The results of Mplus suggested that proactive engaged in organizational citizenship behaviors enhance employees’ work engagement state and leading them to demonstrating more organizational citizenship behaviors on the next day. And good interpersonal skill would strengthen this association; however, when employees with poor interpersonal skill who have more organizational citizenship behaviors will increase their deviation behaviors via increase the need of recovery. We discuss implications of these findings, limitation and directions for future research.
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