The Influences Of Citizenship Pressure On Organizational Dissent In The Workplace:Based On Self-Categorization Perspective

Under the current economic environment,the market is increasingly fiercely competitive.More and more enterprises are hoping to promote the growth of themselves by requiring employees to engage in organizational citizenship behaviors(OCBs)outside the scope of their responsibilities without increasing the operating costs.The issue of pressure on OCB has increasingly become a common phenomenon in the workplace.The academic community describes this phenomenon as citizenship pressure and defines the sense of pressure experienced by employees in engaging in OCBs.At present,there are two different views on the relationship between citizenship pressure and OCB: one is that citizenship pressure can improve OCB of employees;the other point out that citizenship pressure will lead to the original spontaneity,altruism and other characteristics of OCB occur variation,and formate an "involuntary" OCB,and thus reduce employee follow-up citizenship behavior.Therefore,the relationship between citizenship pressure and OCB needs to be further studied.In particular,it is necessary to pay attention to a specific form of OCB from the perspective of behavior type.This article mainly focuses on organizational dissent,mainly because: As a specific type of OCB,the study of organizational dissent has just begun,and China has "remonstrance" culture and pays attention to relationships with people since ancient times.These may make organizational dissent become more abundant in Chinese context.In addition,organizational dissent can not only improve employee organizational self-esteem,but also increase their work engagement,which is crucial to the development of the organization.In addition to paying close attention to the direct relationship between citizenship pressure and organizational dissent,this article also makes an in-depth study on the specific internal mechanism of the two.Specifically,the mediating effect of citizenship fatigue and work engagement is explored based on the theory of self-determination theory and the moderating role of self-efficacy is discussed based on the job demand-resource model.In this paper,questionnaires were distributed and collected by means of on-the-spot investigation.The research objects involved employees from different regions and industries,and finally got 309 effective samples.The results of data analysis show that:(1)Citizenship pressur has significant(negative and positive)influence on employees' organizational dissent(articulated dissent and latent dissent);(2)The study of mediating effect finds that the impact of citizenship pressure on employee organizational dissent is mainly through employee citizenship fatigue and work engagement;(3)The study of moderating effect finds that self-efficacy plays a negative moderating role between citizenship pressure and citizenship fatigue(work engagement).That is,the lower level of self-efficacy,the stronger relationship between citizenship pressure and citizenship fatigue(work engagement).(4)Through a moderated mediation model,we find that the mediating effect of work engagement as a mediating variable is affected by employees' self-efficacy.That is,the lower level of self-efficacy,the stronger relationship between citizenship pressure and work engagement,and affecting employees' organizational dissent is also stronger finally.The above conclusions have some significance for both theory and practice.Specially,for theoretical aspect:(1)To enrich the theoretical research of citizenship pressure in cross-cultural context;(2)To further explain the impact results of citizenship pressure,and to strengthen the guiding significance of citizenship pressure for practice;(3)The results show that each measurement scale has a good reliability,which provides a reference for the follow-up study in the choice of variable measurement scale.In practice:(1)To reduce the production of citizenship pressure so as to promote the opposition of employees' organizational dissent;(2)To promote subordinates to raise more organizational dissen,not only concerned about how to reduce citizenship pressure,but also need to focus on the level of subordinates' citizenship pressure and work engagement,two-pronged approach to achieve better results;(3)Organizations and managers can reduce citizenship pressure and promote organizational dissent through the establishment of incentives,authorization and other mechanisms.