The Impact Of Self-monitoring On Organizational Citizenship Behavior

In the study of organizational behavior,many scholars suggest that employees'different personality traits cause the difference of organizational behavior,now widely discussed personality is self-monitoring.Snyder(1974)pointed out that the typical characteristics of high self-monitoring,namely the individuals focus on social situation and the expression of others,tending to use these clues to monitor and guide their verbal and nonverbal behavior,care about the suitability of their actions and have good ability to render themselves.Alexandeder(1977)thinks,according to the objective demand of the social relationships,people are expected to meet social suitability,so self-monitoring is a kind of common social psychological phenomenon.In social activities,individuals not only need to understand the meaning of the behavior of others consciously,but also need to maintain face and self-expression,so they are willing to use impression management techniques to achieve the goal.A high self-monitoring person has a strong desire to achieve positive impression management,they give self-image higher psychological meaning.One of the ways to achieve impression management for self-monitoring individual is to implement valuable organizational citizenship behavior.Organizational citizenship behavior refers to spontaneous voluntary organization members did not directly clear reward behavior,Podsakoff(1993)studied that,in addition to the evaluation investigation about the performance of employees at ordinary times,director's performance evaluation of subordinates will consider the employee's organizational citizenship behavior.In China,keeping "face",maintaining "interpersonal harmony" and the "relationship"with others makes workers more inclined to play self-monitoring ability,doing more performance,implementing organizational citizenship behavior out of selfish motives.Through collecting the related literatures,this paper introduces the theory of social exchange theory and resource conservation theory,builds "self-monitoring-emotional labor-organizational citizenship behavior" research framework.This article uses the emotional labor in two dimensions,namely the surface acting and deep acting.Under the condition that their own emotions do not agree with social expectations,employees will carry out the surface performance and just change the overt behavior,without changing the inner feelings;but deep acting employees will actively experience social expectations,actively adjust the mood,make the heart and behavior into line.This study will further study the relationship of self-monitoring,emotional labor,organizational citizenship behavior and organizational climate.Using AMOS and SPSS to analysis the 233 valid questionnaires,the empirical results indicate that self-monitoring has a positive impact on organizational citizenship behavior;self-monitoring has a positive impact on emotional labor;emotional labor has a positive impact on organizational citizenship behavior;emotional labor is a partial mediator between self monitoring and organizational citizenship behavior,organizational climate positively moderates the relationships between self-monitoring and organizational citizenship behavior.