| Group citizenship behavior(GCB) is conceptualized as a distinct group-level variable concerning the extent to which work group engage in behaviors as a whole that support itself and its members, the organization which it belongs, other work groups and their members and the relevant public outside. The study on GCB in China could enrich the theory of Organizational citizenship behavior (OCB) more and makes for the reform of team-based structure in Chinese enterprises.Based on the literature review, interview, open-ended questionnaire survey and questionnaire survey in advance, group citizenship behavior survey questionnaire was developed. In a samples collected from the China (contain south China, east China, north China and northeast China mainly), we examined the antecedents and consequences and their consensus model of GCB. Besides of these examinations, we also collected two typical Chinese enterprises as cases and made a careful analysis of their characters. At the same time, we discussed the simulative and counteractive factors in the progress of GCB formed and developed.Firstly, in the sample of 1299 employees, the result of exploratory factor analysis and confirmatory factor analysis indicated that the structure of GCB in china comprises four factors:"group morality", "organizational loyalty", "team spirit" and "help-giving behavior". The reliability and validity of the GCB scale is high enough.Secondly, the results of one-way ANOVA, one-sample T test and multiple comparison analysis indicated that except gender and the scale of organization variables, we found the significant differences on the employees'perceptions of GCB compared on other demographic and organizational variables.Thirdly, in the sample of 69 work groups in Chinese enterprises (a total of 750 employees), Chinese CPM leadership has significant effects on GCB. It indicated that the "M factor" and "C factor" have positive effects on GCB and "P factor" has negative effects on GCB. Procedural justice climate, cognitive trust and emotional trust act as total mediators between Chinese CPM leadership and GCB. At the same time, task interdependent variable moderates the relationship between Chinese CPM leadership and GCB.Fourthly, cognitive trust has a significant effect on "group morality" factor and emotional trust has a significant effect on "organizational loyalty", "team spirit" and "help-giving behaviors" factors. Group cohesiveness acts as a total mediator between interpersonal trust and GCB. At the same time, "goal congruence between group and organization" variable moderates the relationship between interpersonal trust and GCB.Fifthly, GCB has significant positive effects on satisfaction of employees, individual-level OCB, organizational commitment and task performance of employees. Although GCB was found that it is negatively related to turnover intention, but it is not significant in this research. The result of Canonical correlation analysis indicated that the degree of effects is different. Organizational commitment, satisfaction of employees and individual-level OCB is greater than task performance of employees. Satisfaction and organizational commitment act as part mediators between GCB and individual-level OCB, as well as a full mediators between GCB and task performance of employees.Sixthly, GCB has significant positive effects on group effectiveness. Individual task performance acts as a part mediator between GCB and group effectiveness. At the sane time, the scale of group and the scale of organization could moderate the correlation between GCB and group effectiveness.Seventhly, the result of case analysis indicated that GCB in different enterprises resembles each other in common, but the details have some differences. The research result of "grounded theory" showed that the progress of GCB formed and developed could be effected by different factors which be derived from organization, group, person and itself.
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