摘要
近年来，公民压力作为组织公民行为领域的重要研究内容，这一范畴引起了许多
学者的重视，在概念框架、原因、结果、影响条件等方面都取得了一些突破，从而可
以进一步认识组织公民行为的驱动机理，并帮助组织领导者充分地认识组织公民行为
的两面性，进而在管理实务中扬长避短。但是,目前关于公民压力的研究还存在着许
多不足之处，有待进一步的探索：一、目前的公民压力研究主要集中于西方的企业与
文化背景，而在中国的组织情境下，公民压力的影响方向和程度仍需进一步的检验；
其次，公民压力对企业的作用效果还不够明确，目前的研究还没有形成一个统一的结
论，公民压力对员工后续组织公民行为的影响只是一个理论上的设想，并没有通过实
证研究对其进行验证。最后，本文认为，公民压力作为一种新型的概念，其是否存在
并适用于不同的组织环境及文化背景尚未有统一的结论，需要对此进行更进一步的验
证。并且，我们也应在理论的指导下，通过实证研究，探索公民压力影响组织公民行
为的边界条件。因此，本研究采用期望理论，构建了公民压力影响组织公民绩效的理
论模型，剖析变革型领导和政治技能在其中的调节作用机制。
本研究通过线下的形式向海南十家企业的员工及他们的直属领导发放了问卷，领
导负责评估员工的组织公民绩效，员工本人负责填写公民压力、变革型领导和政治技
能。最终，本研究共收集了 297份领导—员工配对的有效问卷，采用SPSS23.0和
AMOS24.0软件对所得问卷进行了处理分析，检验了量表的信效度、模型的拟合度，
并对数据结果进行了描述性统计，再运用线性回归等统计方法检验了本文提出的假设，
得出以下结论：
公民压力对员工的组织公民绩效有积极影响；变革型领导正向调节了公民压力和
组织公民绩效之间的关系，即变革型领导越强，公民压力对组织公民绩效的正向影响
越明显；并且变革型领导对公民压力与组织公民绩效关系的影响取决于员工的政治技
能，即政治技能水平高的员工面对变革型领导时，将弱化公民压力与组织公民绩效之
间的联系；而政治技能水平低的员工面对变革型领导时反而会强化公民压力与其组织
公民绩效之间的联系。
最后，本文对研究进行了总结，讨论了相关理论进展以及本研究存在的局限，并
基于结论对组织的实践提出了建议，强调组织和领导要正确认识公民压力对组织公民
绩效的影响，正确管理员工压力，激发员工的内在动机，使其将压力视为前进的动力，
进而促使员工表现出更多的组织公民行为。
关键词：公民压力；组织公民绩效；变革型领导；政治技能；期望理论
Abstract
In recent years, as a critical research content of organizational citizenship behavior,
citizenship pressure has attracted the attention of many scholars. Some breakthroughs have
been made inthe fields of conceptual framework,causes, results and influencing
conditions, which canfurther understand thedriving mechanism oforganizational
citizenshipbehavior, helporganizationalleadersfully understandtheduality of
organizational citizenship behavior, and develop their strengths and avoid their weaknesses
in management practice. However, there are many problems worthy of further exploration
in the existing research on citizenship pressure: first, the current research on citizenship
pressure mainly focuses on the western organizations and cultural background, while in the
organizational context of China, the direction and degree of citizenship pressure need to be
further tested; secondly, the effect of citizenship pressure on organizations is not clear
enough. The current research has not formed a unified conclusion.The impact of
citizenship pressure on employees' subsequent organizational citizenship behavior is only a
theoretical assumption, which has not been verified by empirical research. Finally, this
paper holds that as a new concept, whether citizenship pressure exists in different
organizational environments and cultural backgrounds and applies has not yet reached a
unified conclusion, which needs to be further verified. Moreover, we should also explore
the boundary conditionsof citizenship pressureaffecting organizational citizenship
behavior through empirical research under the guidance of theory. Therefore, using the
expectancy theory, this study constructs a theoretical model of the impact of citizenship
pressureon organizationalcitizenshipperformance, andanalyzesthe moderating
mechanism of transformational leadership and political skill.
This study distributed questionnaires to employees and their direct leaders of ten
enterprises in Hainan in the form of offline. Leaders are responsible for evaluating
employees' organizational citizenship performance, and employees are responsible for
filling in citizenship pressure, transformational leadership and political skill. Finally, a total
of 297 effective questionnaires of leader-employee pairing were collected, using SPSS23.0
and AMOS24.0 software processed and analyzed the questionnaire, tested the reliability of
the scale and the fitting degree of the model, made descriptive statistics on the data results,
and then tested the hypotheses proposed in this paper by using statistical methods such as
linear regression, finally, the following conclusions were drawn: