A Research On The Relationship Between Performance Manage And Organizational Citizenship Behavior

Performance Manage and Organizational Citizenship Behavior are the research fields which the foreign scholars have been paying close attention to extensively in recent years and have already caused the chinese scholars' research interests. On the basis of the analysis of the relevant concepts, theories of Performance Manage and Organizational Citizenship Behavior and their current situation at home and abroad, This research revised the scales of performance manage, organizational citizenship behavior and the working environment in Henan Province, it verified the assumption proposed in this research with the methods of questionnaires, interviews, and many kinds of statistics analyticalto. This research obtained conclusions mainly as follows: First, There are five dimensions of organizational citizenship behavior, including positive initiative, organization participation, expressing views, organization loyalty and assistant behaviors; The performance manage includes five dimensions: performance examination, performance control, performance feedback, performance application and objective management. The working environment includes three dimensions: resource conflict, work stress and behavior overflow. This research verified these scales have good level of reliability and validity. Second, variance analysis results indicate that there aren't remarkable differences on gender, age, academic credentials, academic scale in organizational citizenship behavior but there are remarkable differences on the length of service and working types variables in organizational citizenship behavior. There are remarkable differences on academic scale and academic nature variables in performance manage. Third, relevant analysis results indicate that there exist remarkable relevance between organizational citizenship behaviors and performance manage and emotion promise, but there exist negative relevance between organizational citizenship behaviors and working environment and behavior overflow of the working environment. The remarkable relevance emerge between performance manage of enterprises and working environment, resource conflicts and behavior overflow, but the remarkable relevance don't emerge between performance manage of enterprises and work stress. Fourth, regression analysis results indicate organizational citizenship behavior ,working environment and emotional commitment have stronger prediction function in performance manage; performance manage and working environment and emotional commitment have stronger prediction function in organizational citizenship behavior too; performance control, performance feedback and objective management have stronger prediction function in organizational citizenship behavior expect for performance examination and performance application. In addition, expressing views and organization participation have a relatively stronger prediction function in performance manage of enterprises. Author thinks that the innovations of this research embody as follows: Two questionnaires of employees' organizational citizenship behavior and performance manage have been modified in this study.From the view point of demonstration,we finds organizational citizenship behavior's influences and the causes of performance manage, explores the relations between organizational citizenship behavior and performance manage, the working environment and emotional commitment' impact on organizational citizenship behavior and performance manage.