Overwhelming evidence suggests that job satisfaction and organizational citizenship behavior (OCB) are positively related. Although researchers have generally assumed that satisfaction has a genuine relationship with OCB, we argue that the satisfaction–OCB relationship may be largely spurious. We tested the degree of spuriousness within the satisfaction–OCB relationship in two studies—a meta-analysis (Study 1) and a two-wave primary study (N = 420; Study 2). In both studies, we examined the strength of the satisfaction–OCB relationship after controlling for environmental variables (i.e., job characteristics, job stressors, and leader behaviors) and personality variables (i.e., five factor model characteristics and core self-evaluations). Across the two studies, we observed several instances in which the satisfaction–OCB relationship was significantly weaker after we controlled for a third variable, but a meaningful relationship was still present. And in some instances, the satisfaction–OCB relationship was rendered statistically nonsignificant or practically nonsignificant once controls were included. These findings suggest that satisfaction and OCB is at least partially spurious.

中文翻译：

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工作满意度-组织公民行为关系中的虚假程度

压倒性的证据表明，工作满意度和组织公民行为 (OCB) 呈正相关。虽然研究人员普遍假设满意度与 OCB 有真正的关系，但我们认为满意度与 OCB 的关系可能在很大程度上是虚假的。我们在两项研究中测试了满意度-OCB 关系中的虚假程度——一项荟萃分析（研究 1）和一项两波初级研究（N = 420; 研究 2)。在这两项研究中，我们在控制环境变量（即工作特征、工作压力源和领导行为）和个性变量（即五因素模型特征和核心自我评价）后检查了满意度-OCB 关系的强度。在这两项研究中，我们观察到在控制第三个变量后满意度-OCB 关系显着减弱的几个实例，但仍然存在有意义的关系。在某些情况下，一旦纳入对照，满意度与 OCB 的关系在统计上不显着或实际上不显着。这些发现表明满意度和 OCB 至少部分是虚假的。