Abstract
The mechanism that team conflict on organizational citizenship behaviors is far from conclusive in the context of Chinese culture. In order to further clarify this mechanism, this study examines the role of organizational justice in the relationship between two types of team conflict and organizational citizenship behavior. Drawing on the samples of 138 management team members in the 14 colleges and universities, the results show that: relationship conflict has significantly negative effect on organizational citizenship behavior and organizational justice respectively; organizational justice has significantly positive effect on organizational citizenship behavior, and organizational justice fully mediates the relationship between relationship conflict and organizational citizenship behaviors. Furthermore, task conflict has significant “inverted U” impact on organizational citizenship behavior and organizational justice respectively; organizational justice mediates the relationship between task conflict and organizational citizenship behavior.
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