CAJ | 학술논문

文章将组织公民行为（OCB）的动机区分为理性利己和社会利他，以他人取向不同水平和回报的不同情境为切入点，运用情感事件理论和他人取向理论，结合问卷与实验心理学方法，对基于两种不同动机的OCB产生的机制进行了深入研究。结果表明：当存在回报期望，他人取向低的员工更有可能基于理性利己的动机而产生高水平OCB；当不存在回报或存在回报责任时，他人取向高的个体更有可能基于社会利他的动机产生高水平OCB。
문장장조직공민행위（OCB）적동궤구분위이성이기화사회이타，이타인취향불동수평화회보적불동정경위절입점，운용정감사건이론화타인취향이론，결합문권여실험심이학방법，대기우량충불동동궤적OCB산생적궤제진행료심입연구。결과표명：당존재회보기망，타인취향저적원공경유가능기우이성이기적동궤이산생고수평OCB；당불존재회보혹존재회보책임시，타인취향고적개체경유가능기우사회이타적동궤산생고수평OCB。
The research explores to classify organizational citizenship behavior (OCB) into rational self-interest motives and social altruism,and take two different levels of individual’s other orientation and three different scenarios of return as the start-ing point. It carries out the study on generating mechanisms of OCB in depth based on two different motives,by applying emo-tional events theory and other orientation theory,and sorting with questionnaires and experimental psychology method. The re-sults show that,when there is expectation of return,individuals with lower other orientation are more likely to produce higher OCB based on rational self-interest,while there is no return or return obligation exists,individuals with higher other orienta-tion are more likely to produce high levels of OCB based on social altruism.