For decades, scholars and practitioners have paid serious attention to how to facilitate extra-role behaviors of employees. While many studies have been conducted, it is not yet clear what factors facilitate or suppress those behaviors within organizations and how those factors interact with each other. The current research focuses on two extra-role behaviors of employees: innovative behavior and organizational citizenship behavior (OCB). Both behaviors have been discussed as determinants of individual and organizational performance. Filling the gap of the existing studies, the current research comprehensively considers organizational characteristics, task characteristics, and motivational factors in explaining those behaviors. Integrating two data sets, the 2015 and 2016 Perception of Public Officials Surveys administered by the Korea Institute of Public Administration (KIPA), we conducted a hierarchical linear model (HLM) analysis to examine the effects of determinants in the Korean context. Based on the multi-level analysis, this research demonstrates the positive influence of autonomy and PSM on both behaviors. Among organizational-level variables, cooperative culture increases the innovative behavior, whereas the lack of organizational support decreases it. We provide several managerial implications based on the findings.

几十年来，学者和从业人员一直非常关注如何促进员工的角色外行为。尽管已经进行了许多研究，但尚不清楚哪些因素促进或抑制组织内的这些行为以及这些因素如何相互影响。当前的研究集中在员工的两种角色外行为：创新行为和组织公民行为（OCB）。两种行为都被讨论为个人和组织绩效的决定因素。填补现有研究的空白，当前的研究在解释这些行为时综合考虑了组织特征，任务特征和动机因素。整合两个数据集 在韩国公共行政学院（KIPA）进行的2015年和2016年公职人员感知调查中，我们进行了分层线性模型（HLM）分析，以考察决定因素在韩国语境中的影响。在多层次分析的基础上，本研究证明了自主性和PSM对这两种行为的积极影响。在组织级别的变量中，合作文化会增加创新行为，而缺乏组织支持则会减少创新行为。根据调查结果，我们提供了一些管理方面的建议。在组织级别的变量中，合作文化会增加创新行为，而缺乏组织支持则会减少创新行为。根据调查结果，我们提供了一些管理方面的建议。在组织级别的变量中，合作文化会增加创新行为，而缺乏组织支持则会减少创新行为。根据调查结果，我们提供了一些管理方面的建议。