ABSTRACT

Despite existing scholarly progress in organizational citizenship behavior (OCB), prior research has predominantly investigated OCB using Baby Boomers and Generation Xers. As Millennials who possess different sets of workplace values and beliefs are entering the workforce, there is a need for conceptualizing OCB and developing an OCB scale suitable for Millennials. In this study, we conceptualize OCB in Millennials as voluntary behaviors that promote the prosperity of oneself, coworkers, the organization, and the community. Additionally, we employ exploratory factor analysis and identify a four-factor model of OCB, including empathetic responsiveness, role modeling, professional development, and social responsibility. We then conduct confirmatory factor analysis and construct a 13-item measurement scale for Millennial OCB. Finally, we assess and find evidence for the construct validity of the 13-item measurement scale. We conclude this study with an overview of theoretical and managerial implications.

摘要

尽管目前在组织公民行为 (OCB) 方面取得了学术进展，但先前的研究主要使用婴儿潮一代和 X 世代来调查 OCB。随着拥有不同工作场所价值观和信念的千禧一代进入劳动力市场，需要对 OCB 进行概念化并制定适合千禧一代的 OCB 量表。在这项研究中，我们将千禧一代的 OCB 概念化为促进自己、同事、组织和社区繁荣的自愿行为。此外，我们采用探索性因素分析并确定 OCB 的四因素模型，包括移情反应、角色建模、职业发展和社会责任。然后，我们进行验证性因素分析，并为千禧一代 OCB 构建了一个 13 项的测量量表。最后，我们评估并找到了 13 项测量量表的结构效度的证据。我们以对理论和管理意义的概述来结束这项研究。