An Empirical Study Of The Influence Of Employee Emotional Intelligence On Organizational Citizenship Behavior

Into the knowledge economy, knowledge workers become the mainstreamin in business field, their work performances behavior will directly affect the achievment of business goals. After scholars long-term studies, it found that although IQ and personality factors play a very important role in explaining humans'behaviors, it dose not represent everything, while EQ, which could seek a better way to explain the individual behaviors in a organization.Firstly, this paper introduced the definition, connotation and measurement of ability emotional intelligence and trait emotional intelligence spearately. And also introduced the research background,definition,connotation, influencing factors and characteristics of organizational citizenship behavior. Based on individual behavior theory of Wallbott and Seherer, combined with relative literature researches, we analysed the effects of emotional intelligence on organizational citizenship behavior. The research assumptions were proposed after the theoratical analyses.Based on the above proposal, convenience sampling were used to collect research data, and series of statistical analysis approaches, such as reliability and validity analysis, descriptive statistics, correlation analysis, multiple linear regression analysis, independent-sample T test and so on, were applied through runing SPSS and LISERAL statistical analysis software. According to the empirical evidences, we drew the following conclusions. In the first place, There is no significantly impact among gender, and emotional intelligence and organizational citizenship behavior , There is no significantly different among age,education,length of service and emotional intelligence and organizational citizenship behavior,while there is no significantly impact between jobs, business properties,their respective industries and organizational citizenship behavior Secondly, There is a positive correlation between employee EQ and self-training dimension,keeping workplace clean dimension, interpersonal harmony dimension,helping coworkers dimension, group activity participation dimension,protecting and saving company resources imension,promoting company image dimension,social welfare participation dimension. The results of our analysis reveals that employee EQ has a significant positive correlation with personal-level, social -lever respectively.In the last part of this paper, some applied implications of the results were discussed. In order to enhance the individual satisfaction to work and themselves in the context of interaction, we can take some measures, such as change the organization's environmental background, including working environment, living environment and hierarchical environment, thereby reducing the emergence of negative oaganizaitonal behavior by avoiding triggering the negative emotions; Emotional intelligence should be adopted as one of the standards for recruitment and promotion. Some lessons or training programmes should be designed to develop employees'emotional intelligence so as to improve their job performance. Additionally, managers should take account into their subordinates'task performance and contextual performance in balance in order to maximize the employees'job performance.