The Research On Organizational Citizenship Behavior And Its Effects On Employee's Working Performance

The human resource is the key resource of enterprises; the performance of enterprise's staff influences the realization of enterprise's goal directly. The former researches, which probed into the performance of members in organizations, only put the focus on the correlation between employee's performance and working satisfaction. With the theoretical research becoming riper, scholars began to transfer their attentions to the employee's working behavior, and some researchers found some behaviors that the employees had in enterprises and not required by organizations, but these behaviors helped to the development of organizations. In 1988, Organ and his colleagues defined this kind of behavior of the employee's as "Organizational Citizenship Behavior, short for 'OCB'" clearly for the first time. This paper attempts to carry on the type subdivides on OCB, then examines the relevance between employees' OCB and working performance in Chinese enterprises, as well as the influence degree to employees' working performance of various kinds of OCB, in order to provide a new angle of view and the theory basis for enterprise administrators guiding employees' working performance improvements effectively. The paper has introduced the concept of OCB at first; On the basis of drawing lessons from past research results, it has proposed the characteristic symbols of OCB of enterprise's staff in our country, and subdivided OCB into "ideal employee", "loyal employee", "communicative employee" and "individualized employee" four kinds according to employees' actual behavior in the enterprises; divided influence factors of OCB into situation factor and factor of the specialty on the basis of the inherent or external correlation characteristics to enterprise employees; analyzed the mechanism of influences on employee's individual working performance of OCB theoretically. Then, the paper has put forward hypotheses relevant to OCB's decisive factor and its influences to the individual on the foundation of the above analysis; carried on the statistical investigation, and it has drawn out that: in our country's enterprises, employee's OCB is mainly decided by situation factors, such as organization, leadership and work duty; the employee's OCB and the employee's working performance are positive correlation; the power degree of four kinds OCB's influences on employees' performance are: "ideal employee", "individualized employee", "loyal employee "and "communicative employee" sequentially. Finally, the theory and empirical study's conclusions have put forward some countermeasure proposals to enterprise's administrators: establishing the positive attitude, approving and praising OCB highly; encouraging employees as required, managing them differentially, improving their working satisfaction; Paying attention to the planning of the careers of employees, in order to strengthen their sense of promises; making the working procedure and the remuneration assigning fair; caring of the staff, believing in and supporting them; by rotating and melting work to improve working appeal abundantly; regarding OCB as the corporate culture.