Organizational citizenship behaviors (OCBs) represent a specific class of prosocial behaviors observable in the organizational environment. This study examined the longitudinal relations among regulatory emotional, social and work self-efficacy beliefs, and their relations to Organizational Citizenship Behaviors directed at specific individuals (OCBIs) at work, using a Latent State-Trait Model with Autoregressive effects (LST-A). The LST-A decomposes variance into trait, autoregressive, and occasion-related components, and allowed for testing of all hypotheses at the within-worker level. The model was tested using longitudinal data from N = 562 italian workers. Results supported the hypotheses that both social and work self-efficacy fully mediated the longitudinal relations between regulatory emotional self-efficacy in managing negative emotions at work and OCBIs. Theoretical and practical contributions of the findings are discussed.

组织公民行为（OCB）代表在组织环境中可观察到的一类特殊的亲社会行为。这项研究使用具有自回归效应的潜在国家特质模型（LST-A），研究了监管情绪，社会和工作自我效能感信念之间的纵向关系，以及它们与针对特定工作个体（OCBI）的组织公民行为的关系。 。LST-A将方差分解为特征，自回归和与场合相关的组成部分，并允许在工作人员内部测试所有假设。使用来自N的纵向数据对模型进行了测试 = 562名意大利工人。结果支持以下假设，即社交和工作自我效能感都充分介导了管理工作中负面情绪的调节情绪自我效能感与OCBI之间的纵向关系。讨论结果的理论和实践贡献。