Organizational Citizenship And Realistic Leadership A Dual Path Model Of Employee Mandatory Citizenship Behavior

In the workplace there are a lot of the existence of Compulsory citizenship behavior(CCB).These behaviors not only damage the staff’s mental health and physical health,also may affect the organization’s long-term performance. To weaken the negative influence of this kind of behavior, it is necessary to understand how this kind of behavior work, this study mainly discusses the generation mechanism of it.Through literature analysis, we think authentic leadership and organizational citizenship pressure may affect employees’ compulsory citizenship behavior as the leadership level and organizational level factors, psychological safety and role stress may play intermediary role. A dual-process model was proposed and tested in this study,drawing from job demands-resources model and resource conservation theory: authentic leadership as a kind of resource, positively influenced on employees’ psychological safety, negatively influenced on employee role stress, then affects compulsory citizenship behavior, this is a gain path; Organizational citizenship pressure as a demand factor, positively influenced on employee role stress,negatively influenced on employees’ psychological safety, then affects compulsory citizenship behavior, this is a loss of path; At the same time, authentic leadership could buffer the negative influence of organizational citizenship pressure on employees, reduce the compulsory citizenship behavior, this is a buffering effect. Through literature analysis and questionnaire survey, test the validity of the questionnaire of organizational citizenship pressure, it consists of a dimension, there are eight projects and has good structure validity and reliability. At the same time, the small sample measured examines relevant authentic leadership questionnaire,psychological safety questionnaire, role stress questionnaire and compulsory citizenship behavior questionnaire,their reliability and validity are good..221 employees from different company comprise our sample.The results indicated that:(1) authentic leadership had a significantly negative influence on CCB;(2) role stress and psychological safety partially mediated such relationship;(3) organizational citizenship pressure positively influenced on CCB; and(4) role stress and psychological safety partially mediated such relationship(5) Furthermore, it was also found that authentic leadership can not be a positive factor to weaken organizational citizenship pressure’ effect.