Organizational Citizenship Behavior Of Employees Influencing Factors

Organizational citizenship behavior (OCB) refers to the individual behaviors that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization (Organ, 1988). With the deepening competition among enterprise organizations, and the flattening of organizational structure, OCB are more and more valued by the managers and becoming a hot topic in organization research.It's a well-established fact in western literature that justice perception and other job attitude variables are causally related to OCB, but it's unlikely that they are the only causes of the important organizational behaviors, and it's unlikely that the correlation between justice and OCB is robust under any condition, especially in Chinese culture which stress less on the individual interest exchange. The current research concerns some other possible predictors of OCB, as well as the moderators between justice perception and OCB. We propose that three kinds of variables beyond justice would play significant roles in OCB, including impression management (IM), cultural values and a personality trait conscientiousness. We hypothesize that IM and cultural values would predict OCB, M, cultural values, and conscientiousness would moderate the relationship between justice perception and OCB.Using data collected from 188 .employees and their supervisors and their coworkers from 9 companies in south-east China, we find support for the unique effect of IM, power distance (PD), and masculinity-femininity (MF) on the supervise-rated OCB beyond justice perception. Individualism-collectivism (IC) not only accounts for the unique amount variance beyond justice perception in both supervise-rated and coworker-rated OCB, but also serves as mediator between justice perception and OCB. Further, results demonstrate that PD moderates the relationship between procedure justice (PJ) and OCB, IC moderates the relationship between PJ and supervisor-rated OCB, and conscientiousness has strong moderate effect on the relationship between two kinds of justice perception and two other-rated OCB. This means that organizational justice perception is most strongly related to OCB for individual who bear high PD value, for people who have more individualism tendency or less conscientiousness.What the current research goes beyond past research in OCB is that firstly we find justice perception is not the only or the most robust predictor of OCB, IM and cultural values are also significant predictors, among which IC is even more robust than justice perception; secondly we find that correlation between justice perception and OCB is moderated by conscentiousness and some cultural values including IC and PD.The limitation and further research direction are discussed.