We meta-analytically test the extent to which positive and negative affect predict change-oriented citizenship behaviors (OCB-CH). More importantly, we examine the predictive power of affect versus established predictors, including (a) job satisfaction and (b) the five-factor model (FFM) personality traits. For comparative purposes, we include as outcomes two affiliative forms of citizenship: directed at other individuals (OCB-I) and directed at the organization (OCB-O). Meta-analytic results show three noteworthy findings. First, OCB-CH is significantly more strongly related to positive affect ($\widehat{\overline{\rho }}$ = 0.27, k = 28) than to negative affect ($\widehat{\overline{\rho }}$ = −0.11, k = 23), and positive affect is more strongly related to OCB-CH ($\widehat{\overline{\rho }}$ = 27, k = 28) than to OCB-I ($\widehat{\overline{\rho }}$ = 0.17, k = 12) and OCB-O ($\widehat{\overline{\rho }}$ = 0.17, k = 9). Second, a large portion of the explained variance in OCB-CH is dominated by positive and negative affect (47%), substantially more than by the FFM personality traits (31%) or by job satisfaction (23%). Third, the incremental validity for predicting OCB-CH above and beyond the other predictors is the largest for (a) positive and negative affect in combination, followed by (b) the FFM personality traits and then (c) job satisfaction. These findings indicate that affect (in particular, positive affect) is a relatively stronger driver of OCB-CH compared to the FFM traits and job satisfaction.

我们通过元分析测试积极和消极影响预测面向变革的公民行为 (OCB-CH) 的程度。更重要的是，我们检查了情感与既定预测因素的预测能力，包括（a）工作满意度和（b）五因素模型（FFM）人格特征。出于比较的目的，我们将两种附属形式的公民身份作为结果：针对其他个人 (OCB-I) 和针对组织 (OCB-O)。元分析结果显示了三个值得注意的发现。首先，OCB-CH 与积极情绪的相关性显着更强（$\widehat{\overline{\rho }}$ = 0.27, k  = 28) 而不是负面影响 ($\widehat{\overline{\rho }}$ = −0.11, k  = 23)，并且积极影响与 OCB-CH 的相关性更强（$\widehat{\overline{\rho }}$ = 27, k  = 28) 比 OCB-I ($\widehat{\overline{\rho }}$ = 0.17, k  = 12) 和 OCB-O ($\widehat{\overline{\rho }}$ = 0.17，k  = 9）。其次，OCB-CH 的大部分解释方差由正面和负面影响 (47%) 主导，远远超过 FFM 人格特质 (31%) 或工作满意度 (23%)。第三，对于（a）正面和负面影响的组合，其次是（b）FFM 人格特质，然后是（c）工作满意度，用于预测 OCB-CH 的增量有效性高于和超越其他预测因子。这些发现表明，与 FFM 特征和工作满意度相比，情感（尤其是积极情感）是 OCB-CH 的一个相对更强的驱动因素。