地位作为组织中突出的资源优势对于员工行为具有显著的激励作用。然而，先前研究仅针对员工工作场所地位的影响展开探讨，忽略了个体对地位不同关心水平的差异及其对员工工作态度和行为的影响。基于此，本研究基于社会交换理论和资源保存理论，采用多项式回归与响应面分析方法，将工作场所地位和地位关心水平的一致性概念化为地位感知-需求匹配，通过两个子研究探讨了员工地位感知-需求匹配对组织公民行为的影响机制及边界条件。

本研究的研究一为情景操纵实验。通过见数平台收集500名有工作经验的员工的数据，对工作场所地位、地位关心水平及领导支持进行操纵，测量受试员工的组织承诺，验证了员工地位感知-需求匹配的一致性和组织承诺的关系以及领导支持在这其中的调节作用。研究二为多时点量表研究，在为期三个月的数据收集中，最后共获有效被试403人，每两次数据收集之间相隔一个月，共收集三次。时间点一收集了员工的人口学变量、工作场所地位、地位关心水平及领导支持，时间点二收集了员工的组织承诺，时间点三收集了员工的组织公民行为。通过多项式回归和响应面分析验证了员工地位感知-需求匹配的一致性和组织承诺的关系、组织承诺在员工地位感知-需求匹配和组织公民行为之间的中介作用以及领导支持的调节作用。

本研究结果发现：(1)相比工作场所地位低-地位关心水平低的员工，工作场所地位高-地位关心水平高的员工的组织承诺较高；(2)相比工作场所地位低-地位关心水平高的员工，工作场所地位高-地位关心水平低的员工的组织承诺较高；(3)组织承诺在地位感知-需求匹配和员工组织公民行为之间起中介作用；(4)领导支持在地位感知-需求匹配和员工组织承诺关系之间存在调节效应；(5)领导支持调节了员工地位感知-需求匹配和组织承诺的关系并因此进一步影响到员工组织公民行为。

本研究以更加全面的视角揭示了员工地位感知-需求匹配和组织公民行为之间的复杂关系，拓展了员工地位影响的相关研究架构，有效验证了社会交换理论和资源保存理论在员工地位影响研究中的应用，提升了理论应用广度。同时，本研究对组织管理如何更好地激发员工的积极行为也具有一定的启发和借鉴意义。

Status as a prominent resource advantage in the organization has a significant incentive effect on employee behavior. However, previous studies only explored the impact of employees’ workplace status, ignoring the differences in individual levels of concern about status and its impact on employees' work attitude and behavior. This study is based on social exchange theory and conservation of resources theory, using polynomial regression and response surface analysis methods, conceptualizing the (in)congruence of workplace status and concern for status as status perception-demand matching, through two sub-studies discusses the influencing mechanism and boundary conditions of employee status perception-demand matching on organizational citizenship behavior. 

Study 1 was a scenario-based experiment. Collecting the data of 500 employees with work experience through the Credamo platform, manipulating the workplace status, concern for status and perceived supervisor support, measuring the organizational commitment of employees, and examining the relation between status perception-demand matching and organizational commitment and the moderating role of perceived supervisor support. Study 2 was a time-lagged study. During the three-month data collection, 403 valid subjects were collected. One month apart between each two data collections, a total of three times were collected. Time 1 collected employees’ demographic variables, workplace status, concern for status, and perceived supervisor support, Time 2 collected employees' organizational commitment, and Time 3 collected employees' organizational citizenship behavior. The relation between employee status perception-demand matching consistency and organizational commitment, the mediation role of organizational commitment between employee status perception-demand matching and organizational citizenship behavior, and the moderation role of perceived supervisor support were examined.

The results of this study found that: (1) compared to employees with low workplace status-low concern for status, organizational commitment is higher when employees have high workplace status and high level of concern for status; (2) compared to employees with low workplace status-high concern for status, organizational commitment is higher when employees have high workplace status and low level of concern for status; (3) organizational commitment plays an mediating role between the status perception-demand matching and the employee organizational citizenship behavior; (4) perceived supervisor support has a moderation effect between status perception-demand matching and employee organizational commitment; (5) perceived supervisor support moderates the relation between status perception-demand matching and organizational commitment, and thus further affects organizational citizenship behavior.

This study reveals the complex relation between employee status perception-demand matching and organizational citizenship behavior from a more comprehensive perspective, expands the research framework around the impact of employee status, effectively validates the theory of social exchange theory and conservation of resources theory in the research of employee status influence, and improves the breadth of theoretical application. This study also has some inspiration and reference significance for how to better stimulate the positive behavior of employees in organizational management.