Organizational Citizenship Behavior (OCB) is a kind of contextual performance.
组织公民行为是关系绩效的一种形式。
Personality and job characteristics are main factors that influence contextual performance.
人格和职务特征是影响关系绩效的主要因素。
ObjectiveTo investigate the relations between task performance and contextual performance and job performance.
目的探讨任务绩效、关系绩效与工作绩效的关系。
Interpersonal relationship of the organization socialization had positive effects on staff's contextual performance;
组织社会化中的人际关系社会化会正向影响员工的关系绩效；
The job performance of employee includes task performance and contextual performance represented by Voice Behavior in this study.
员工工作绩效分为任务绩效和周边绩效，周边绩效本研究以进谏行为为代表。
Two studies were conducted to explore the construct of leader-member exchange (LMX) and its impact on task performance and contextual performance of employees in Chinese context.
通过两项研究，对领导-部属交换的结构及其对员工的工作绩效和情境绩效进行了探讨。
This article holds that OCB is a contextual performance, it can be used as a third variable in order to improve the relationship between two variables (best practices and organizational performance).
本文认为，组织公民行为是一种关系绩效，它可以作为第三种变量存在于最佳实践作用于组织绩效的机制过程中，并且能够改善原有两个变量之间的关系。
This article holds that OCB is a contextual performance, it can be used as a third variable in order to improve the relationship between two variables (best practices and organizational performance).
本文认为，组织公民行为是一种关系绩效，它可以作为第三种变量存在于最佳实践作用于组织绩效的机制过程中，并且能够改善原有两个变量之间的关系。
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