The Relationships Between Organizational Citizenship Behavior And Role Ambiguity, Job Stress And Work Family Conflict

Organizational citizenship behavior (OCB) has been defined as"contributions to the maintenance and enhancement of the social and psychological context that supports task performance". Several studies have indicated that OCB facilitates the effective functioning of organizations by lubricating its social machinery. However, since its original connection with a desirable job attitude, OCB has almost always been depicted in a positive manner in subsequent research. Previous studies have emphasized the positive influence of OCB while overlooking the potentially negative aspects of such behaviors. The purpose of this research is to explore the potentially negative outcome for employees who exhibit OCB.By reviewing the related concepts, theories and contemporary studies in the base of OCB, role ambiguity, job stress and work-family conflict, their questionnaires was modified to examine the relationship between OCB and role ambiguity, job stress and work-family conflict. We investigated the employees from Beijing, Shenzhen, Hangzhou, Zhengzhou and Kaifeng by questionnaire method, three conclusions were found.First, OCB scale has three dimensions: civic virtue, altruism, initiative. The one-factor model of Role ambiguity scale, job stress scale and work-family conflict scale are best supported by confirmed factor analysis. These scales have suitable reliability and validity.Second, there is significantly positive correlation between OCB and role ambiguity, and OCB can predict role ambiguity. There is significantly positive correlation between OCB and work-family conflict, and OCB can predict work-family conflict.Third, OCB and three dimensions have no significant difference on the employee's gender, marital status and schooling, but the employee's age only affects altruism dimension.At last, constructive advices about management are presented.