A Study On The Relationship Between Organizational Identification And Organizational Citizen Behaviors According To The Classification Of Human Resources

Organizational identification and organizational citizenbehaviors have gradually become very important in assessingemployees and improving achievement in companies. Consequently,they have always been hot topics for administrators. As differenttypes of employees share different inter-relationship betweenorganizational identification and organizational citizen behaviors,the thesis means to explore the relationship between organizationalidentification and organizational citizen behaviors among four typesof employees, trying to find out effective managing methods toimprove working efficiency of different types of employees.In this study, the author puts forward some hypotheses afterreading plenty of literature, and then conducts a survey in the formof questionnaires which are of domestic authority in the field. Afterthat, SPSS is employed to systematically analyze the results ofquestionnaires by means of reliability analysis, descriptive analysis,correlation analysis as well as regression analysis. In this way,those hypotheses which are proposed in the thesis are tested.According to the questionnaire results and statistic analysis, conclusions of this research can be listed as follows:(1) As to organizational identification, knowledge-orientedemployees enjoy the highest degree of value realizationidentification, but with the lowest degree of organizational imageidentification. Cooperation-oriented staff shares the highest degreeof cognitive identification, with assessing identification at thelowest point. Work-oriented employees have the highest degree ofcognitive identification, with assessing identification coming at last.Contract-oriented staff has the highest degree of assessingidentification, and followed by organizational image identificationat last.(2) As far as organizational citizen behaviors are concerned,knowledge-oriented staff enjoys the highest degree of voluntarystudy, but has the least desire to foster a good organizational image.Cooperation-oriented employees pay the most attention tointerpersonal harmony, with display of their opinions at the lowestpoint. Work-oriented staff shows the most willingness to conserveorganizational resources, but has the least desire to take part inpublic activities. Contract-oriented employees are the mostvoluntary ones to harmonize interpersonal relationship, with settingup organizational image coming at last.(3) There is remarkably positive correlation between thosedimensions of organizational identification and organizationalcitizen behaviors in knowledge-oriented staff. Organizationalidentification existed in cooperation-oriented staff shares positivecorrelation with their willingness to foster organizational image,maintain harmonious interpersonal relationship, help their counterparts, take part in public activities and conserveorganizational resources. Besides, there is positive correlationamong organizational citizen behaviors, cognitive identification,assessing identification, emotional identification, as well as valuerealization identification which are all elements of organizationalidentification. Contract-oriented workers show obviously positivecorrelation between organizational identification and someelements of organizational citizen behaviors such as taking part inpublic activities, setting up organizational image, observing socialrules, displaying their opinions and maintaining harmoniousinterpersonal relationship. In addition, there is positive correlationamong organizational citizen behaviors, cognitive identification,organizational image identification, and assessing identificationwhich are included in organizational identification. Work-orientedstaff displays extraordinarily positive correlation betweenorganizational identification and some elements of organizationalcitizen behaviors such as participating in public activities, fosteringorganizational image and maintaining harmonious interpersonalrelationship, but has significant negative correlation with theconservation of organizational resources. What’s more, there ispositive correlation among organizational citizen behaviors, valuerealization identification, assessing identification, emotionalidentification and cognitive identification which are constitutionalparts of organizational identification.The internal administrative relation is essential to thedevelopment of the organization. Through relevant administrativemeasures towards different types of employees in the aspects of organizational identification and organizational citizen behaviors,administrators could effectively upgrade workers’cognition of theorganization, improve their initiative, enthusiasm and creativity inorder to promote the sound development of the organization.