Individual - Organizational Values ​​match The Relationship With Organizational Citizenship Behavior

The importance of Organizational citizenship behavior (OCB) for organization has been investigated deeply. Generally, it has been noted that OCB may increase organizational performance because they reduce the need to devote scarce resource to purely maintenance functions; free these resource up for more productive purpose; serve as an effective means of coordinating activities between team members and across work groups; For an organization, how to improve the OCB of employees at all seems the key point.After having systematically introduced the theory of Person-Organization fit, OCB and Social Identity, the paper analyses the relationship of State-Owned enterprise between the Employee-Organization value fit and Organizational Citizenship Behavior. After empirical analyses, major results can be concluded as follows:(1)Personal attributes will influence OCB, especially the employee's working age and duty influence OCB significantly.(2)Among State-Owned enterprise, Employee-Organization value fit significantly influences four dimensions of OCB: "Identification with the Company", "Altruism toward Colleagues", "Impersonal Harmony", "Conscientiousness". At the same time, five dimensions of Employee-Organization value fit including: employee and team tropism, performance tropism, innovation and development tropism, science tropism, social responsibility tropism influences OCB significantly.