Organizational citizenship behavior (OCB) is often hailed for its positive linkages to individual outcomes and organizational effectiveness. Despite these findings, research on OCB often fails to consider how an individual's past OCB may influence the outcomes stemming from current OCB performance. Such a contextually bland image truncates our understanding of the impact of these behaviors. Furthermore, the theories that drive literature on OCB (e.g., social exchange, expectancy, and conservation of resources) are socially focused. However, there is limited research examining how coworkers' responses to others' OCBs, in light of past OCB performance, may alter the nature of their perceptions and behavioral reactions to changes in OCB. Recent literature on OCB also calls for consolidation of OCB-related typologies, but few efforts test the efficacy of composite frameworks. Accordingly, this effort investigates the impact that fluctuations (increase vs. decreases) in different types of OCB (orientation vs. direction) have on coworker perceptions and responses to OCB performers. This effort also explored the impact that coworker's assumptions regarding another employee's motivations for OCB has on the outcomes that stem from OCB. Limitations, implications, and future directions are discussed.

中文翻译：

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旁观者眼中的帮助：OCB 类型和 OCB 波动对同事对乐于助人员工的看法和评价的影响

组织公民行为 (OCB) 通常因其与个人成果和组织有效性的积极联系而受到称赞。尽管有这些发现，但对 OCB 的研究往往没有考虑个人过去的 OCB 如何影响当前 OCB 表现所产生的结果。这种语境平淡的图像截断了我们对这些行为影响的理解。此外，推动有关 OCB 文献的理论（例如，社会交换、期望和资源保护）以社会为重点。然而，根据过去的 OCB 表现，检查同事对他人 OCB 的反应如何可能改变他们对 OCB 变化的感知和行为反应的性质的研究很有限。最近关于 OCB 的文献也呼吁整合与 OCB 相关的类型，但很少有努力测试复合框架的功效。因此，这项工作调查了不同类型的 OCB（方向与方向）的波动（增加与减少）对同事对 OCB 执行者的看法和反应的影响。这项工作还探讨了同事关于另一名员工的 OCB 动机的假设对 OCB 结果的影响。讨论了局限性、影响和未来方向。OCB 的动机对源于 OCB 的结果有影响。讨论了局限性、影响和未来方向。OCB 的动机对源于 OCB 的结果有影响。讨论了局限性、影响和未来方向。