中文摘要：

本研究采用问卷调查法，以某国有企业在10个地市的66个工作团队369名企业员工为调查对象，在控制被试的教育程度、工作经验及人口统计学变量之后，运用多层线性模型技术分析团队领导心理资本与团队成员心理资本及其组织公民行为的关系。结果发现：（1）工作团队领导心理资本对团队成员组织公民行为存在积极影响，团队成员心理资本是领导心理资本与团队成员组织公民行为之间跨层次的中介变量；（2）工作团队领导心理资本对团队成员心理资本与组织公民行为关系的调节效应不显著。

英文摘要：

The increase of global competition, consolidation, and innovation brought up pressures and urged the emergence of work teams as basic building blocks of organizations. As consequence, more and more organizations shifted from work organized around individual-base job to team-based work structures. Recent organizational researches confirmed that work team members＇ organizational citizenship behavior had unique meaning to facilitate the effective functioning of work team. The purpose of this article was to explore how work team leaders＇ psychological capital influenced on their direct followers＇ organizational citizenship behavior. Sixty-six work teams （66 work team leaders and their 303 followers） were sampled from a large State-owned enterprise in eastern China. Data were collected from leaders and their direct followers respectively. Both work team leaders and their followers self-rated their own level of psychological capital. Besides, work team members also finished an organizational citizenship behavior self-report questionnaire. Structural equation model （SEM） and hierarchical linear mode （HLM） were applied to analyze the survey data. After controlling demographic and human capital variables, such as, gender, age, marriage, educational level and organizational tenure, hierarchical linear modeling results revealed that work team leaders＇ psychological capital was positively related to their direct followers＇ organizational citizenship behavior, work team members＇ psychological capital was a cross-level mediator between work team leaders＇ psychological capital and their followers＇ organizational citizenship behavior. However, this research didn＇t support the hypothesis that the relationship between work team members＇ psychological capital and organizational citizenship behavior was moderated by work team leaders＇ psychological capital such that the relationship was stronger when work team leaders＇ psychological capital was perceived to be high versus low. This finding was d