Effect Of Employee In-Organization' Social Captial On Organizational Citizenship Behavior

Organizational citizenship behavior (OCB) is the actions which individual acts with free decision, voluntary, and these actions have not been paid in the formal system of return, directly or explicitly, but these actions generally enhance the efficiency of the organization. It is able to enhance the efficiency of production in the cooperation and management, integrate more management resources, and enhance the stability of the organization to adapt to environmental changes, so under the guidance of Academia, administrators in organizations use various of ways and means to stimulate staff's organizational citizenship behavior. Researchs on organizational citizenship behavior's antecedents are about staff characteristics, task characteristics, organizational characteristics,and leadership, and research on employee in-organization's social capital is a blank field.This thesis do exploratory research in this blank field. First, design a questionnaire survey for the measurement of employee in-organization's social capital. Based on previous research on social capital, referring to the surveys of Wuhan City laid-off workers by Yan-Dong Zhao (2002), This thesis take model of social capital by Nan (2003), and take network size, network density, resources embedded in network, whether the use of the social network approach as four dimensions of employee in-organization' social captial questionnaire. This study obtains latitudes from experts in theoretical circle and entrepreneurs by an open questionnaire.And This study test he discernment of the distinction, the factors of fitness, reliability, validity of the item of the questionnaire, using 128 effective questionnaires' data from enterprises in Zhejiang.Secondly,This thesis do applicability measures on the questionnaires of organizational citizenship behavior and cohesion, including the identification and distinction of items, the fitness of factors analysis, questionnaires' reliability and validity .Thirdly, This thesis discusses the impact of employee in-organization' social captial to organizational citizenship behavior and verifies the idea of this study, using 350 enterprises' primary, secondary, senior staff sample.The result is as below:1,The social dimension of the staff's organizational citizenship behavior has the lowest score, and self- dimension, inter-personal dimension, organizational dimension have higher scores, the three do not exist significant differences in the dimension.2, "Resources embedded in network", "network density",this two dimensions scored lower; "Network-scalea"and "whether or not to use the 'social networking'means", this two dimensions scored higher.3, Employee in-organization' social capital has prediction to employees organizational citizenship behavior,and different dimensions of employee in-organization' social capital have different levels of prediction.4,Cohesion has prediction to organizational citizenship behavior.5, Employee in-organization' social capital has prediction to cohesion.6, Dimensions of employee in-organization' social capital have indirect prediction to all levels of organizational citizenship behavior through the cohesion.