Research Of The Organizational Citizenship Behavior Of Work Teams In Corporations

With the development of global economy, human resource has become one of the most important key competition factors. How to manage and use the human resource becomes one of the important tasks for organizations and the organizational citizenship behavior (OCB) is one among them.The research object of this thesis is the work teams of Chinese corporations and it will focus on the antecedents and consequences of OCB. The methods of this thesis are combining both quantitative and qualitative analysis. The author wants to advance the research of Chinese OCB from this thesis and can put forward some effective advice for Chinese corporations.This research has four main goals. First, analyze the relationship between team-level antecedents of OCB and team OCB, and the relationship between team OCB and team work performance by empirical analysis .Second, analyze the cross-effects between the multi-level antecedent variables and the team member individual OCB, i.e. analyze whether the relationship between the individual level antecedent variables and team member individual OCB is affected by the team-level antecedent variables, and what's the difference comparing with the result of single level antecedent variables. Third, analyze the relationship between the antecedent variables which researchers pay less attention to or the results are argumentative and OCB by empirical analysis. Four, difference from the analysis of individual level OCB, this research will use the method which is fit for the team-level OCB analysis. It will use the Rwg coefficient to add up the individual level data to the team-level. The structural equation model (SEM) and the hierarchical linear model (HLM) analysis technologies are used in this research.The thesis has four main contributions:(1)Proposes a "team-level antecedent variables→team-level OCB→team-level work performance" relationship model and analyze the antecedent and consequent variables of OCB in team-level. This research will strengthen the analysis of the cause and effect of team-level OCB in both theoretical and empirical research areas.(2)Proposes a "cross-effects between the multi-level antecedent variables and the team member individual OCB" relationship model and demonstrate the relationship between the individual level antecedent variables and team member individual OCB is affected by the team-level antecedent variables. More specifically, it will demonstrate that the team member individual OCB is affected by the team-level antecedent variables, then an exploring research is given to research how the multi-level antecedent variables affect the team member individual OCB.(3)Expends the research domain of the antecedent variables of OCB. It will analyze the relationship between the antecedent variables which researchers pay less attention to or the results are argumentative and OCB by empirical analysis. Those antecedent variables include task characteristics and personality characteristics.(4) Expends the research domain of OCB under Chinese culture and accumulate beneficial experience for the management and development of work teams. According to the Chinese culture speciality, this research develops a set of questionnaires and measurements.The conclusions of this thesis are as followings:(1)The OCB can be explained as a construct which is aggregated or composited by one or some dimensions through linear relationships.(2) Variables including team-empowerment, team-cohesiveness, organizational justice, task feedback, intrinsically satisfying tasks have significant positive effects to team-level OCB. And team-level OCB has significant positive effects to teams' work performance. Team members' personality of extroversion and agreeableness, organizational commitment, task feedback and intrinsically satisfying tasks have significant positive effects to individual OCB. But this research does not demonstrate that the task routinization has a significant positive effect.(3)Team-empowerment, team-cohesiveness, organizational justice don't have significant effect to the positive relationships between: (a) organizational commitment and team member individual OCB;(b) personality of extroversion and team member individual OCB. Team-empowerment organizational justice don't have significant effect to the positive relationships between personality of agreeableness and team member individual OCB. Team- cohesiveness has significant effect to the positive relationships between personality of agreeableness and team member individual OCB. That is to say, team-cohesiveness can strengthen the positive relationships between personality of agreeableness and team member individual OCB, and the agreeable members will show more OCB.(4) Task routinization, task feedback and intrinsically satisfying tasks don't have significant effect to the positive relationships between:(a) organizational commitment and team member individual OCB;(b) personality of extroversion and team member individual OCB. Task feedback and intrinsically satisfying tasks don't have significant effect to the positive relationships between personality of agreeableness and team member individual OCB. Task routinization has significant effect to the positive relationships between personality of agreeableness and team member individual OCB. That is to say, task routinization will weaken the positive relationships between personality of agreeableness and team member individual OCB, and the agreeable members will show less OCB.