Organizational Study Of The Relationship Between Political Perception And Organizational Citizenship Behavior: The Intermediary Role Of Organizational Justice

Team spirit, mutual help and deep devotion to organizations are advocated in Chinese culture.From the perspective of management, these should be included in Organizational Citizenship Behavior (OCB).OCBs always contain social and organizational norms, which are perceived mainly through the observation of the behavior of people around. In this way, individuals decide what to do, and what not to do. Through comparison, people can easily find out the behavior against organizational norms, and evaluate whether they themselves should help maintain the norms according to the consequences of those negative conducts, including the consequence of organizational political behavior.Although political behavior widely exists in organizations, members seldom overlook these conducts, since they are closely related to their own interests. In contrast, they may feel unfair, because even the well documented system, policies and measures have been broken tacitly. Afterwards, they may gradually adjust their conducts to make up for the loss caused by organizational politics. Some may also involve themselves in activities against organizational norms, while others may reduce their acts beneficial to the organizations, including organizational citizenship behavior.Hence, this research adopts the perception of organizational justice as the mediator, and the relationship between perception of organizational politics and OCB as the study object, and uses the localized scales measuring the POP (perceptions of organizational politics) and OCB, and the commonly recognized scales measuring organizational justice. By analyzing the questionnaires filled by respondents from several organizations as well as students from two MBA classes, the author uses SPSS to find out the relationship among the three main variables and the relationship among different dimensions of the variables.It is verified that perception of organizational justice is significantly negative with POP and significantly positive with OCB,and that one dimension of POP, Salary and Promotion, is significantly negative with several dimensions of OCB.It is also verified that procedural justice partially mediates the relationship between the Salary and Promotion dimension of POP and the three dimensions of OCB, Altruism, Harmony and Organizational Resource Maintenance. Also, interactional justice partially mediates the relationship between the Salary and Promotion dimension of POP and the two dimensions of OCB, Altruism and Organizational Resource Maintenance. It is indicated that in practice, when the spontaneous political behavior is difficult to control, managers can increase the perception of justice of organizational members by involving them in the decision-making process,providing members with more channels to express themselves, remaining polite when communicating with subordinates, so as to minimize the negative effect of POP on OCB.