While substantial research demonstrates that personal attributes and the manner with which people construe their work roles both play important antecedent roles in predicting organizational citizenship behavior (OCB), there has been very little examination of the process by which these distinct factors jointly affect the performance of OCB. We apply the principles of role theory and identity theory to articulate how an understudied personal attribute (interpersonal skill) influences OCB as well as the boundary conditions for this relationship. We posit role cognitions as a key mechanism through which interpersonal skills ultimately facilitate OCB. We also examine how work contexts characterized by demands from social contingencies placed on an individual's work role by other people shape this role enactment process, specifically situational differences in accountability, routinization, interdependence, and external interactions. Results support the proposed mediating effects of role cognitions and show the indirect effects of interpersonal skills through role cognitions are amplified when contexts are high in accountability and interdependence and are attenuated in contexts high in routinization.

虽然大量研究表明，个人属性和人们解释其工作角色的方式在预测组织公民行为 (OCB) 方面都发挥着重要的先行作用，但很少有人对这些不同因素共同影响绩效的过程进行研究。华侨银行。我们应用角色理论和身份理论的原则来阐明未充分研究的个人属性（人际交往能力）如何影响 OCB 以及这种关系的边界条件。我们将角色认知视为人际交往能力最终促进 OCB 的关键机制。我们还研究了以其他人对个人工作角色的社会突发事件的需求为特征的工作环境如何塑造这个角色制定过程，特别是问责制、常规化、相互依存和外部互动方面的情境差异。结果支持了所提出的角色认知的中介效应，并表明当责任感和相互依赖程度高的环境中，通过角色认知的人际交往技能的间接影响被放大，而在常规化程度高的环境中则减弱。