Analysis Of The Influence Of Organizational Culture On Organizational Citizenship Behavior

Organizational citizenship behavior (OCB) has been of increasing interest to both scholars and managers, because it suits the changing competitive environment of the market and autonomous team-based work structure. Among the growing research on OCB, most has been focused on the individual-level antecedences and little attention has been paid to organizational-level, such as organizational culture. Management relies on culture to some extend, some research has proved that organizational culture does exert influence on OCB, however, it doesn't achieve consistent conclusions due to different analyzing aspects. So it is essential to study the influence of organizational cultures on OCB intensively and extensively.Based on a broadly review of relevant literatures on OCB, we begin with the survey on 221 samples from nine different organizations, results of the present study indicate the following:1. The differences among the 4 domains of OCB are greatly significant in employers. Self and interpersonal domains are the most dominant OCB, and social domain is the least important.2. The differences among the six dimensions of OCB are significant. Civic virtue got the highest score, followed by learning initiative and well interpersonal relationship. Public welfare participation got the lowest score.3. The aspects of sex, woman employers got higher score than men on the two dimension of OCB, which are civic virtue and learning initiative respectively.4. There is significance in the social domain of OCB for the employers of different ages. People under 25 years old have more social organizational citizenship behavior and show more learning initiative than the other three age sections.5. There is significant difference of OCB on factor work life. People who work in the organization less than half an year got higher scores in the dimension of improving company's image6. There is significant difference of OCB on factor position. Compared with employers of different positions, managers in higher level conduct more OCB in organizational domain. 7. There is no significant difference of OCB on factors marriage and education.8. There is significant difference of OCB on factor organization type. Foreign enterprises got the highest scores on all of the four domains of OCB, while state organization got the lowest. Private enterprises got higher scores on the individual and interpersonal domains of OCB than state-owned enterprises but lower scores on the organizational and social domains of OCB.9. The different culture contents play different predictable roles in different OCB domains and dimensions.(1) Organizational culture plays a relatively important role in the organizational domain of OCB, while have little impact on the social domain of OCB.(2) There is significantly difference in relationship between contents of organizational culture and diverse domains of OCB. The first predictor related to different domains of OCB is varied. The dimension of teamwork is a significant predictor to the individual domain of OCB; the dimension of system and norms is a great predictor to the interpersonal domain of OCB; the dimension of objective is a significant predictor to the organizational and social domains of OCB.(3) There is significantly difference in relationship between contents of organizational culture and diverse dimensions of OCB. The first predictor related to different dimensions of OCB is varied: the dimension of system and norms is a significant predictor to good interpersonal relationship; the dimension of objective is a significant predictor to organizational participation and public welfare participation ; teamwork is a significant predictor to civic virtue; strategic vision is a significant predictor to learning initiative and promoting the company image.