研究基于整体公平理论和印象管理理论,探讨关系行为对组织公民行为的影响,以及整体公平感的中介作用。采用问卷调查法,以北京等12个城市22家企业的274名员工为样本,通过结构方程建模选择最优模型,并在此基础上检验研究假设。结果表明:(1)关系行为对组织公民行为产生显著的正向影响;(2)关系行为对整体公平感产生显著的负向影响;(3)整体公平感对组织公民行为产生显著的正向影响;(4)整体公平感在关系行为与组织公民行为之间起到部分中介作用。研究发现关系行为不仅直接对组织公民行为产生正向效应,而且还会通过整体公平感的中介作用间接的对组织公民行为产生负向效应,关系行为对组织公民行为具有双刃剑效应。 Based on the theory of overall fairness and impression management, this study explores the impact of relationship behavior on OCB and the intermediary role of the overall sense of fairness. Using questionnaire survey, taking 274 employees from 22 enterprises in 12 cities including Beijing as samples, the optimal model was selected through structural equation modeling and the research hypothesis was tested. The results show that: (1) the relationship behavior has a significant positive impact on organizational citizenship behavior; (2) the relationship behavior has a significant negative impact on the overall sense of fairness; (3) the overall sense of fairness has a significant positive effect on organizational citizenship behavior Influence; (4) The overall sense of fair play a part of the intermediary role between the relationship behavior and organizational citizenship behavior. The study finds that the relationship behavior not only has a direct effect on the organizational citizenship directly, but also has a negative effect on the organizational citizenship indirectly through the intermediary function of the overall sense of fairness. The relationship behavior has a double-edged sword effect on the organizational citizenship behavior.