The Impact Of Citizenship Pressure On Organizational Citizenship Performance:A Three-way Interactive Model

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 in the fields of conceptual framework,causes,results and influencing conditions,which can further understand the driving mechanism of organizational citizenship behavior,help organizational leaders fully understand the duality 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 conditions of citizenship pressure affecting 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 pressure on organizational citizenship performance,and analyzes the 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 SPSS23.0and 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:Citizenship pressure has a positive impact on employees’ organizational citizenship performance.The connection between citizenship pressure and organizational citizenship performance is positively moderated by transformational leadership.The better the transformational leadership,the greater the influence of citizenship pressure on organizational citizenship performance.Furthermore,the impact of transformational leadership on the link between citizenship pressure and organizational citizenship performance is dependent on the political skill of employees.When individuals with high political skill encounter transformational leadership,the relationship between citizenship pressure and organizational citizenship performance is minimal.On the contrary,this relationship is enhanced when individuals with low political skill are confronted with transformational leadership.Finally,this paper summarizes the research,discusses the relevant theoretical progress and the limitations of this research,and puts forward suggestions on the practice of the organization based on the conclusion,emphasizes that organizations and leaders should correctly understand the impact of citizenship pressure on organizational citizenship performance,correctly manage employees’ work pressure,stimulate employees’ internal motivation,make them regard pressure as the driving force,and then encourage employees to show more organizational citizenship behaviors.