I 摘要 组织公民行为一直是管理学领域重点研究的问题，以往学者们对于组织公民 行为的研究大都集中于其积极的一面。但随着学者们对组织公民行为研究的日益 深入，组织公民行为的负面即强制性公民行为也逐渐引起学者们的广泛关注。相 比于组织公民行为，强制性公民行为的实施会对组织与组织成员带来一定的伤害。 尤其在中国文化情境之下，受中国传统文化的影响，员工普遍存在着“以和为贵”、 “集体主义”等思想，这就使得中国员工在面对强制性公民行为时具有更高的容 忍度，即使其面对领导不合理的工作要求时，大都会选择服从，这就使中国员工 的强制性公民行为更为普遍。强制性公民行为的存在会割裂组织与员工之间的关 系，对组织与员工产生巨大的伤害。 新生代员工反生产行为亦是近年来学者们所关注的研究重点之一。相对于老 一代员工而言，新生代员工大都学历水平较高，他们普遍追求自由平等，且具有 抗争精神，这就导致新生代员工在面对强制性公民行为时往往更易抗争，从而引 发其产生反生产行为等消极行为。目前，国内外相关研究已对强制性公民行为与 员工负面行为的关系展开了大量的实证研究，也有部分学者对强制性公民行为与 反生产行为的关系进行了一定的阐释，但很少有学者基于中国情境对二者间的关 系进行实证探讨。 本研究基于资源保存理论，构建了一个有调节的中介模型，通过收集了来自 不同地域、不同职业的360名新生代员工的问卷调查数据，在此基础上利用数据 分析软件SPSS24.0与AMOS24.0对数据进行处理，以对本文所提出的研究模型与 假设进行验证。本文验证结果如下：（1）强制性公民行为对新生代员工反生产行 为具有显著的正向影响；（2）情绪耗竭在强制性公民行为与新生代员工反生产行 为间起中介作用；（3）心理契约在强制性公民行为与情绪耗竭间起负向调节作用， 即组织积极履行与员工之间的心理契约时，强制性公民行为对情绪耗竭的影响较 弱，反之，则较强。（4）心理契约负向调节了情绪耗竭在强制性公民行为与新生 代员工反生产行为之间的中介效应。 关键词：新生代员工；强制性公民行为；反生产行为；情绪耗竭；心理契约 Abstract II Abstract Scholars always pay attention to organizational citizenship behavior (OCB). In the past, most scholars focused on its positive side. But with the development of the research, compulsory citizenship behavior (CCB) has gradually attracted wide attention of scholars. Compared with organizational citizenship behavior, the implementation of compulsory citizenship behavior will bring some harm to organizations and their members. Especially in the context of Chinese culture, influenced by Chinese traditional culture, employees generally have the ideas of "putting harmony first" and "collectivism", which make Chinese employees have higher tolerance in the face of compulsory citizenship behavior. Even faced with unreasonable job requirements of leaders, the majority of them choose to observe the rules, which makes the compulsory citizenship behavior of Chinese employees more popular. The existence of compulsory citizenship behavior will split the relationship between organizations and employees, and cause great harm to organizations and employees. Counterproductive work behavior is also one of the researches been paid attention to by scholars in recent years. Compared with the older generation of employees, most of the new generation of employees have higher educational level, and pursue freedom and equality, they have the spirit of resistance, which leads to the new generation of employees are more likely to fight in the face of compulsory citizenship behavior, which leads to negative behaviors such as counterproductive work behavior. At present, there are many studies have been carried out on the relationship between compulsory citizenship behavior and counterproductive work behavior, but few scholars have made empirical discussions on the relationship between them based on Chinese situation. This paper constructs a moderated mediation model. At the same time, this paper collects the questionnaire survey data of 360 new generation employees from different regions and occupations, using data analysis software SPSS24.0 and AMOS24.0 to process the data, so as to make a research model and hypothesis proposed in this paper. The conclusions of this paper are as follows: (1) compulsory citizenship behavior has a significant positive impact on the counter-productive behavior of the new generation of employees; (2) Emotional exhaustion plays an intermediary role between compulsory citizenship behavior and counterproductive behavior of new generation employees; (3) Abstract III Psychological contract plays a negative role in regulating the relationship between compulsory citizenship behavior and emotional exhaustion, that is, when organizations actively fulfill psychological contract with employees, the effect of compulsory citizenship behavior on emotional exhaustion is weak, on the contrary, it will be strong. (4) Psychological contract negatively regulates the mediating effect of emotional exhaustion between compulsory citizenship behavior and new generation employees' counterproductive work behavior. Keywords: new generation employees; compulsory citizenship behavior; counterproductive work behavior; emotional exhaustion; psychological contract 目 录 IV 目 录 摘要 ... I Abstract .............................. II 第1章 绪论 ....................... 1 1.1 研究背景 ............... 1 1.2 研究意义 ............... 2 1.2.1 理论意义 ..... 2 1.2.2 现实意义 ..... 2 1.3 研究内容与研究框架 .......................... 3 1.3.1 研究内容 ..... 3 1.3.2 研究框架 ..... 3 1.4 研究方法 ............... 4 1.5 本文创新点 ........... 5 第2章 国内外研究综述 ... 6 2.1 关于新生代员工的研究综述 .............. 6 2.1.1 关于新生代员工概念的研究 .... 6 2.1.2 关于新生代员工特征的研究 .... 7 2.2 关于强制性公民行为的研究综述 ...... 8 2.2.1 强制性公民行为的概念 ............ 8 2.2.2 强制性公民行为的维度与测量 9 2.2.3 强制性公民行为的实证研究 .... 9 2.3 关于反生产行为的研究综述 ............. 11 2.3.1 反生产行为的概念 ................... 11 2.3.2 反生产行为的维度与测量 ...... 12 2.3.3 反生产行为的实证研究 .......... 13 2.4 关于情绪耗竭的研究综述 ................ 15 2.4.1 情绪耗竭的概念 ...................... 15 2.4.2 情绪耗竭的维度与测量 .......... 16 2.4.3 情绪耗竭的实证研究 .............. 17 2.5 关于心理契约的研究综述 ................ 19 目 录 V 2.5.1 心理契约的概念 ...................... 19 2.5.2 心理契约的维度与测量 .......... 20 2.5.3 心理契约的实证研究 .............. 21 2.6 文献评述 ............. 23 2.7 本章小结 ............. 23 第3章 研究假设与模型构建 ........................ 24 3.1 研究假设 ............. 24 3.1.1 强制性公民行为与新生代员工反生产行为的关系 ............................ 24 3.1.2 强制性公民行为与情绪耗竭的关系 ..................... 25 3.1.3 情绪耗竭与反生产行为的关系 ............................. 26 3.1.4 情绪耗竭的中介效应 .............. 27 3.1.5 心理契约的调节效应 .............. 27 3.2 理论模型的构建 . 29 3.3 本章小结 ............. 29 第4章 研究设计 ............. 30 4.1 问卷设计与测量工具 ........................ 30 4.1.1 问卷设计 ... 30 4.1.2 测量工具 ... 30 4.2 问卷的初试 ......... 31 4.2.1 预调研问卷的样本特征 .......... 31 4.2.2 初始量表的信度分析 .............. 32 4.2.3 初始量表的效度分析 .............. 34 4.3 正式问卷的形成 . 38 4.4 本章小结 ............. 38 第5章 数据分析与假设检验 ........................ 39 5.1 正式问卷的数据收集与处理 ............ 39 5.1.1 数据收集与样本特征 .............. 39 5.1.2 正式量表的信度分析 .............. 40 5.1.3 正式量表的效度分析 .............. 43 5.1.4 同源方差检验 .......................... 46 5.2 描述性统计分析 . 46 5.3 人口统计特征的方差分析 ................ 47 5.3.1 关于性别的独立样本T检验 .. 48 5.3.2 关于婚姻的独立样本T检验 .. 48 目 录 VI 5.3.3 关于年龄的单因素方差分析 .. 49 5.3.4 关于学历的单因素方差分析 .. 50 5.3.5 关于工作年限的单因素方差分析 ......................... 51 5.3.6 关于职位层级的单因素方差分析 ......................... 52 5.3.7 关于收入水平的单因素方差分析 ......................... 53 5.3.8 关于企业类型的单因素方差分析 ......................... 54 5.4 相关分析 ............. 55 5.5 假设检验 ............. 55 5.5.1 强制性公民行为与反生产行为间的假设检验 ..... 56 5.5.2 强制性公民行为与情绪耗竭间的假设检验 ......... 57 5.5.3 情绪耗竭与反生产行为间的假设检验 ................. 57 5.5.4 中介效应检