中文摘要：

本研究探讨领导职业支持对工作团队成员组织公民行为的影响机制，研究采用问卷调查法，以10个地市的66个工作团队303名成员为调查对象，在控制被试的教育程度、工作经验及人口统计学变量之后，运用多层线性模型分析领导职业支持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）领导职业支持对团队成员心理资本和组织公民行为有积极促进作用；（2）无论在团队层次还是员工层次，领导职业支持对成员组织公民行为有积极促进作用，成员心理资本在二者之间起完全中介作用。

英文摘要：

Today, most organizations, if not all, use team - based work structures to organize its employees. Researchers and entrepreneurs focus on the issue in terms of how to cuhivate organizational resources to build effective work teams to improve organizational performance. Recently, the value of a supportive organizational climate has been recognized. Although previous research has shown a direct relationship between supportive climate and other desirable individual and organizational outcomes, there was little research involving the relationship between supportive climate and employees＇ attitudes and behavior in the work team - based organizational context. The purpose of this article is to explore how career supports offered by supervisors influence their immediate subordinates＇ organizational citizenship behavior in the work team - based organizational context. Sixty - six work teams （ totaling 303 work team members） were sampled from a large state - owned enterprise in a province in East China. Each sampled work team consisted of 3 to 11 members, with an average of 5 persons. The leadership of superior - subordinate relationship in a work team was at least one year. Work team members completed a questionnaire consisting of supervisor career support, psychological capital and organizational citizenship behavior scale. Hierarchical linear modes were applied to analyze the data. When demographic and human capital variables （i. c. , gender, age, marriage, educational level and organizational tenure） were controlled, psychological capital was found to be positively related to organizational citizenship behavior. In addition, work team members＇ supervisor career support was positively associated with both their psychological capital and organizational citizenship behavior. Hierarchical linear modeling results revealed that work team members＇ psycho- logical capital was a mediator between supervisor career support and organizational citizenship behavior at both group level and individual level. Therefo