This study investigates the relationship between performance appraisal (PA) and organizational citizenship behavior (OCB) among Korean government employees, integrating social exchange theory, prosocial values, and impression management perspectives. It analyzes how employees respond to PA’s perceived effectiveness, focusing on both direct and indirect effects of PA components alongside traditional OCB antecedents. Surveying 3,336 employees, the findings indicate positive correlations between performance feedback adequacy, PA fairness, and OCB, but a negative link with PA leniency. Organizational commitment emerged as a key mediator, especially between PA leniency, performance feedback frequency, and OCB. The study emphasizes the importance of a well-structured PA system to foster employee engagement in OCB.

中文翻译：

---

将绩效考核与政府雇员组织公民行为联系起来

本研究综合社会交换理论、亲社会价值观和印象管理视角，探讨韩国政府雇员绩效评估（PA）和组织公民行为（OCB）之间的关系。它分析了员工如何应对 PA 的感知有效性，重点关注 PA 组成部分以及传统 OCB 因素的直接和间接影响。对 3,336 名员工进行的调查显示，绩效反馈充分性、PA 公平性和 OCB 之间存在正相关关系，但与 PA 宽大程度存在负相关关系。组织承诺成为关键的中介因素，尤其是在 PA 宽大、绩效反馈频率和 OCB 之间。该研究强调了结构良好的 PA 系统对于促进 OCB 员工敬业度的重要性。