结 论
本文通过理论研究和实证研究，详细论述了组织公民行为和人-岗匹配之间的影响作用和组织支持对人-岗匹配和感知义务之间关系的影响作用，以及人-岗匹配影响组织公民行为产生的内部机制。本文最终得到如下几个结论：
结论一，人-岗匹配对组织公民行为有正向的影响作用。根据社会认知理论，当岗位满足了员工的各种需求和愿望，员工和工作岗位之间形成了一致匹配，员工认识到组织对其的重视和关系员工的利益，员工将会产生角色之外的行为，即组织公民行为来加强对组织的认可程度。
结论二，感知义务在组织公民行为和人-岗匹配之间起部分中介作用。根据社会认知理论，员工和岗位达成了一致匹配，员工可以完全胜任组织的工作，岗位也同时满足了员工的种种需求。员工认识到了组织重视员工的利益和个人贡献，促使员工对工作态度的转变，员工认为到自己有责任做好组织的工作，加强了员工对岗位的感知义务。由于员工感知义务的加强会提升员工对组织的认可程度，员工由此产生了更多的组织公民行为。
结论三，组织支持在人-岗匹配对感知义务的影响过程中起调节作用。根据社会交换理论，在人-岗匹配的过程中，员工会受到来自组织的支持，比如工资福利的提高、更多的晋升机会等。员工感觉到来自组织的支持，根据互惠原则，员工将会展现出更多的组织公民行为来报答组织的支持。
综上，人-岗匹配对组织公民行为的影响过程受到许多因素的影响，人-岗匹配在一定程度上通过感知义务来影响组织公民行为的产生，组织支持和人-岗匹配的交互作用共同促进了员工感知义务的产生。
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