Abstract
Based on the social exchange theory and the boundaryless career perspective, this study used a questionnaire method to examine the mechanism by which employees' preferences for organizational mobility influence their obligatory citizenship behavior. The results showed that: (1) employees’ organizational mobility preference positively predicted their compulsory citizenship behavior; (2) employees’ preference for organizational mobility had negative and positive effects on employees’ relational and transactional psychological contracts, respectively; (3) both relational and transactional psychological contracts partially mediated the influence of employees’ preferences for organizational mobility on their compulsory citizenship behavior, with the mediation effect of transactional psychological contract being stronger; (4) organizational development support positively moderated the mediation effect of transactional psychological contract, but the moderating effect of organizational development support on the relationship between employees’ preferences for organizational mobility and relational psychological contract was not significant.
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