We generate and test new theory on how organizations can use role interventions to increase employees' organizational citizenship behavior (OCB) such as helping and voice. In particular, we examine how interventions that employ supervisors and peers as change agents can independently and jointly motivate employees to engage in OCB by encouraging them to view their work roles more broadly. We propose that the effects of these interventions become apparent over two distinct temporal phases of change. In the early phase of the change process, when there is higher flux and uncertainty, supervisor-led interventions have relatively stronger positive influences on OCB change and peer-led interventions have limited effects. By contrast, during the later phase of the change process, as greater clarity about behavioral expectations emerges, peer-led interventions have a positive impact and work synergistically with supervisor-led interventions to increase OCB. Using a mixed methods approach, we found support for our theory in a longitudinal quasifield experiment-which tested when supervisor- and peer-led interventions induced changes in OCB-and we explored the processes and challenges underlying such changes in a qualitative follow-up investigation. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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创建组织公民：主管与同伴主导的角色干预如何以及何时改变组织公民行为。

我们生成并测试关于组织如何使用角色干预来增加员工的组织公民行为 (OCB) 的新理论，例如帮助和发声。我们特别研究了雇佣主管和同事作为变革推动者的干预措施如何通过鼓励员工更广泛地看待自己的工作角色来独立和共同激励员工参与 OCB。我们建议这些干预措施的效果在变化的两个不同时间阶段变得明显。在变革过程的早期阶段，当流动性和不确定性较高时，主管主导的干预对 OCB 变革的积极影响相对较强，而同行主导的干预效果有限。相比之下，在变革过程的后期，随着行为预期的更加清晰，同伴主导的干预措施具有积极影响，并与主管主导的干预措施协同工作，以增加 OCB。使用混合方法方法，我们在纵向准场实验中找到了对我们的理论的支持 - 该实验测试了主管和同行主导的干预何时引起 OCB 的变化 - 我们在定性后续调查中探索了这些变化背后的过程和挑战. （PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。我们在纵向准场实验中找到了对我们理论的支持 - 该实验测试了主管和同行主导的干预何时导致 OCB 发生变化 - 我们在定性后续调查中探索了这些变化背后的过程和挑战。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。我们在纵向准场实验中找到了对我们理论的支持 - 该实验测试了主管和同行主导的干预何时导致 OCB 发生变化 - 我们在定性后续调查中探索了这些变化背后的过程和挑战。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。