The Study Of Relationship Between Compensation Strategy And Organizational Citizenship Behavior

With the development of economy, enterprises as the main body of the market economy played an important role in the society. The development of enterprises can not do without the organization of human resources, including the leaders and common staff in the company. The important staff of the company play an irreplaceable role in doing the work, but they just make decisions. The common staff have to implement the details based on the actual situation every day. Therefore, the development of company should rely on the contribution of them. On the one hand, the number of common staff accouts for70%.On the other hand, some of them may be core staff one day. In a word, the company should pay more attention to the situation of the common staff, especially the compensation of them. According to this, this article is to study the salary of the common staff in the company.Organizational Citizenship Behavior, its nature, antecedents, and consequences examines the vast amount of work that has been done on organizational citizenship behavior (OCB) in recent years as it has increasingly evoked interest among researchers in organizational psychology. No doubt some of this interest can be attributed to the long-held intuitive sense that job satisfaction matters.This study is based on empirical analysis research, especially aimed at the common staff between compensation strategy and organizational citizenship behavior. In this empirical research,we survey178common staffs. About the methods of this study,we use The factor analysis, ANOVA, correlation and regression analysis methods, and we use the SPSS16.0for the data processing and analysis.According to this study, the research had validated the suppositions and given the conclusion as follows:(1) The compensation strategy of common staff has three dimensions:the level of compensation; the work and performance;the policy of copensation. Organizational citizenship behavior also three dimensions:self level、group level、organizational level dimension.(2)The compensation strategy of the common staff and organizational citizenship behavior will be different by the each person, and showed significant differences.(3) There is a certain correlation between the compensation strategy and organizational citizenship behavior. There showed a week negative correlation between the level of compensation and self level; At the same time, there showed a weak positive correlation between the work and performance and self level; the pocily of compensation and three dimensions of organizational citizenship behavior were tested positive correlation.(4) The compensation strategy and organizational citizenship behavior have some causal relationship. Mainly by the dimensions of the organizational level dimensions and job performance dimensions of remuneration policy; group level dimension is affected by the pay policy dimension; self-pay level level, mainly by the dimensions of the dimension, job performance dimensions and the dimensions of pay policyIn conclusion, this thesis takes advices about improving the compensation strategy of the common staff in order to upgrade their organizational citizenship behavior, and also gives some advices to the latter researches according to the research conclusion.