The purpose of this study is to develop and test a theoretical model that distinguishes how death anxiety and death reflection influence organizational citizenship behavior (OCB) directed towards the organization (OCB-O) and individuals within it (OCB-I). We draw from terror management and posttraumatic growth (PTG) theories to argue for prosocial motivation as a mediator for these relationships. We also examine organizational identification (OI) as a potential moderator. Data were collected from 241 employees every month for 3 months. Our findings support the mediating role of prosocial motivation. Death anxiety was negatively related to prosocial motivation, whereas death reflection was positively related to prosocial motivation. In turn, prosocial motivation was positively related to OCB-I and OCB-O. Regarding moderation, lower levels of OI strengthened the indirect effects of death anxiety on OCB-I and OCB-O through prosocial motivation. However, OI did not moderate the indirect effects of death reflection on OCB-I or OCB-O. These results highlight the conceptual differences between death anxiety and death reflection. In addition, these results emphasize the need to explore death anxiety and death reflection in organizational research.

本研究的目的是开发和测试一个理论模型，该模型区分死亡焦虑和死亡反思如何影响针对组织 (OCB-O) 和组织内个人 (OCB-I) 的组织公民行为 (OCB)。我们借鉴恐怖管理和创伤后成长 (PTG) 理论来论证亲社会动机作为这些关系的中介。我们还将组织认同 (OI) 视为潜在的调节者。每月从 241 名员工那里收集数据，为期 3 个月。我们的研究结果支持亲社会动机的中介作用。死亡焦虑与亲社会动机呈负相关，而死亡反思与亲社会动机呈正相关。反过来，亲社会动机与 OCB-I 和 OCB-O 呈正相关。关于适度，较低水平的 OI 通过亲社会动机加强了死亡焦虑对 OCB-I 和 OCB-O 的间接影响。然而，OI 并没有缓和死亡反映对 OCB-I 或 OCB-O 的间接影响。这些结果突出了死亡焦虑和死亡反思之间的概念差异。此外，这些结果强调了在组织研究中探索死亡焦虑和死亡反思的必要性。