Transcript 下載/瀏覽

Deviance and OCB
偏差與組織公民行為
碩專教評一甲 黃語均
2013/10/20
1
Deviance and OCB
After examining the origins of negative workplace
behaviors the next logical step would be to
observe how these behaviors influence the
performance of the work group.
檢查負面職場行為的來源後，下一個合乎邏輯
的步驟就是觀察這些行為如何影響工作小組的
績效。
2
Deviance and OCB
The latest job performance literature reveals that
within the job performance sphere there are three
distinct components of work behavior; task
performance, OCB, and workplace deviant
behavior (Rotundo and Sackett, 2002).
最新工作績效文獻顯示影響工作績效可分為三
方面行為來探討：任務績效、組織公民行為和
職場偏差行為。
3
Deviance and OCB
Until recently most researchers believed that task
performance was synonymous with overall job
performance.
直到最近，大部份的研究人員認為任務績效就
是整體工作績效的代名詞。
4
Deviance and OCB
It is now clear that both types of work behavior,
OCB and workplace deviant behavior play a role
in determining overall job performance at the
individual and group level.
現在可以清楚知道在個人及團體中，OCB的工
作行為和職場偏差行為此兩者扮演了評估整體
工作績效的角色。
5
Deviance and OCB
OCB is voluntary behavior of an employee that
goes beyond what is expected of them in order to
promote overall organizational efficacy.
OCB是員工自發性超越預期的行為表現，這些
行為是為了提升整體組織的成效。
6
Deviance and OCB
Since OCB is not always job specific, it can be
used in almost any work setting and would have a
positive influence on overall organizational
performance (Appelbaum et al., 2003, 2004).
由於OCB並非全然為具體的工作，但可用在任
何工作環境且在整體組織績效有正面的影響。
7
Deviance and OCB
In contrast, deviant behavior among group
members would have a negative influence on
overall group performance. A recent study has
shown that deviant behavior has a stronger effect
on performance than OCB has.
反之，在團體成員中的偏差行為對整體績效具
有負面的影響。最近研究顯示，績效上偏差行
為比OCB有較強的效應。
8
Deviance and OCB
This suggests that given an organization that has
work groups that exhibit deviant behavior and
other work groups exhibit OCB, the overall
performance of the organization will be negatively
affected.
這表明組織中存在表現出偏差行為的工作團隊
及表現出組織公民行為的工作團隊，就整體績
效來說將受到負面影響。
9
Deviance and OCB
Another way of looking at this is that deviant
behavior cannot be overcome by OCB unless it is
really the minority. For example, if a number of
employees started to demonstrate OCB in a toxic
organization there would not be much of a positive
effect on the overall performance.
另一方面來說，偏差行為無法藉由OCB來克服
，除非偏差行為極為少數。例如：一些員工於
毒素組織中開始示範OCB，對整體績效將不會
有多大正面影響。
10
Deviance and OCB
On the other hand, if employees begin to exhibit
deviant behavior in a healthy organization there
would be noticeable negative effects on the overall
performance (Dunlop and Lee, 2004).
另一方面來說，健康的組織中若員工開始出現
偏差行為，整體績效將有明顯的負面影響。
11
Deviance and OCB
Deviant behavior is a fairly new topic and
researchers are just beginning to envisage links
between deviant behavior and an organization’s
climate, its employee’s attitudes, personalities, and
perceptions (Mercer, 2001; Reichers and
Schneider, 1990).
偏差行為是相當新的課題，研究人員正開始設
法建立偏差行為和組織氣候、員工態度、個性
以及觀念的連結。
12
Deviance and OCB
It is difficult to find ways to deal with deviant
behavior in the workplace. Measures to handle
deviance will depend on what type of deviance is
being practiced and what treatment the employees
would respond to (Victor and Cullen, 1987;
Peterson,2002).
在職場上找到處理偏差行為的方法並不容易。
處理偏差的措施將取決於發生何類的偏差行為
以及員工所反映的論述。
13
Deviance and OCB
Adjustments may have to be directed at those
specific employees, to the organization’s or
group’s climate, or even to organizational policies
and regulations.
調整對象可能要針對那些特定的員工、組織或
團體的氣候，甚至組織的政策法規。
14
Deviance and OCB
An interesting way to try to avoid the development
of deviant behavior is to implement a specific
training and development program to address the
problem and solutions (Darley and Batson,
1973).
為避免偏差行為的擴展，一個有趣方式是實施
具體培訓和發展計畫來解決問題。
15
Deviance and OCB
To ensure that this program is successful the
employees need to be monitored regularly and
have the opportunity to give feedback.
為了確保計畫成功，須定期的監測員工，並適
時的給予機會回饋。
16
Deviance and OCB
This system is important because if new
employees are not carefully managed, early
adjustment problems may lead to them to quit, or
result in dysfunctional or deviant behavior should
they choose to stay (Jenkins, 1988; Robbins,
1992).
這個系統是非常重要的，若新進員工管理不慎
，及早調整問題可導致他們離職/放棄，或導致
工作障礙，或偏差行為依然保持原狀。
17
報告完畢 謝謝聆聽
18
何謂OCB?
組織公民行為(Organizational Citizenship
Behavior, OCB)一詞由Organ所提出，係指“…
一種不直接或明白標示在正式職務說明書中的
自願性行為，卻能促進組織的功能績效。”它
包含構七大構面：
19
何謂OCB?
1.利他主義(altruism)
2.勤勉正直(conscientiousness)
3.運動家精神(sportsmanship)
4.殷勤(courtesy)
5.公民德行(civic virtue)
6.鼓舞他人(cheerleading)
7.保持和諧(peacekeeping)
20