This research expands knowledge of individual tendencies to “pay it forward,” as a result of commitment to the organization. It is desirable for organizations to have employees who go above and beyond their prescribed work duties, resulting in positive outcomes and increased organizational performance. The critical role that organizational citizenship behavior plays in providing internal and external benefits for the organization highlights the importance of research in this field. This is particularly important in dynamic work environments with an increase in non-traditional (e.g., decentralized and remote) working arrangements. This work conceptually confirms that the generalized social exchange driven behavior of paying it forward (PIF) is an organizational citizenship behavior distinct from other conceptualizations. The research proposes and empirically tests a conceptual model contributing to literature examining individual tendencies to engage in social exchange and organizational citizenship behavior in organizations. The research uses a single, cross-sectional descriptive research design and data are analyzed using regression analyses. The findings confirm that a positive relationship exists between organizational commitment and PIF. Age and gender are confirmed moderators of this relationship, with younger respondents and males exhibiting the highest levels of PIF. Key practical implications from this research relate to furthering the understanding of individual tendencies to engage in organizational citizenship behavior, as a result of their commitment to the organization. This provides managers insight into fostering desired behavior, which assists with the creation of a self-reinforcing, positive behavioral cycle.

中文翻译：

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谁支付的最多？检查工作场所的组织公民行为

由于对组织的承诺，这项研究扩展了对“向前推进”的个人倾向的了解​​。组织希望员工能够超越其规定的工作职责，从而产生积极的结果并提高组织绩效。组织公民行为在为组织提供内部和外部利益方面发挥的关键作用凸显了该领域研究的重要性。这在非传统（例如，分散和远程）工作安排增加的动态工作环境中尤为重要。这项工作在概念上证实了普遍的社会交换驱动行为（PIF）是一种与其他概念化不同的组织公民行为。该研究提出并实证检验了一个概念模型，有助于文献研究个人在组织中参与社会交换和组织公民行为的倾向。该研究使用单一的、横断面的描述性研究设计，并使用回归分析对数据进行分析。研究结果证实，组织承诺和 PIF 之间存在正相关关系。年龄和性别是这种关系的确定调节因素，年轻的受访者和男性表现出最高水平的 PIF。这项研究的关键实际意义涉及进一步了解个人参与组织公民行为的倾向，这是他们对组织的承诺的结果。这为管理人员提供了有关培养所需行为的洞察力，