Research On Relationship Between Organizational Citizenship Behavior And Knowledge Sharing Performance

Knowledge is the core resources of the organizations, whether the employees share tacit knowledge will affect the formation of core competitiveness of the organizations, thus affecting the achievement of business goals, ultimately affect the long-term development of the organizations. In recent years, in order to adapt to fierce competition brought by economic globalization, the organization structure has changed from pyramid to flat gradually. Compared to the pyramid-like organizational structure, the flat team work style emphasis on employees’ spontaneous and initiative. In this context, organizations, managers asked employees to complete tasks within the terms of reference, they also hope that the employeers’ can do something beneficial to organizations outside the purview of the development work, namely, organizational citizenship behavior. Organizational citizenship behaviors can act as a "lubricant" when organizations are running, which can reduce conflicts and interpersonal conflict,also can build kinds of harmonious environment and increase the "compatibility" and increase social tendency. Organizational citizenship behaviors characterized by cooperation and good will, the interests of individual interests are subordinate to the organization, the overall objective of the organization shall be the goal of individuals, we are in a common goal-oriented, in theory, if employees were told that knowledge-sharing plays an important role on organizational goals, they will implement such act, share knowledge with others. However, each person is different between organizational citizenship behaviors, whether the relationship between organizational citizenship behavior and knowledge sharing performance exists, if so, how much, as well as how to improve the staffs organizational citizenship behavior, and promote knowledge-sharing issues,which will be important to the study of knowledge-sharing influencing factors. Therefore, exploring the relationship between organization citizenship behavior and knowledge-sharing performance is of profound significance.This article first reviewed relevant literature about knowledge sharing and organization citizenship behavior. After, combining the theoretical basis about organizational citizenship behavior and knowledge sharing, this paper analysis the impact mechamism organizational citizenship behavior to knowledge-sharing performance in theory, the impact of organizational citizenship behavior from managers and staff, respectively, from managers and employers.In the foundation of above analysis, this paper put forward hypothesis the influences of organizational citizenship behavior to knowledge-sharing performance. Designing questionnaires from two parts:organizational citizenship behavior and knowledge-sharing performance, this article examed the relationship betweent organizational citizenship behavior and knowledge-sharing performance of, but also tested the differences individual variables on organizational citizenship behavior, and the regulation between the two.through empirical analysis.Carried on the statistical investigation, and it has drawn out that:(1)The OCB and the knowledge-sharing performance are positive correlation;(2)The dimensions of OCB and the knowledge-sharing performance are positive correlation;(3)Different sex is different in the dimensions of OCB;(4)Different age is different in the dimensions of OCB;(5)Different length of service is different in the dimensions of OCB;(6) Different education level is different in the dimensions of OCB;(7)The sex can mediate the relationship between OCB and knowledge-sharing performance;(8)The age can mediate the relationship between OCB and knowledge-sharing performance;(9)The lenth of service can mediate the relationship between OCB and knowledge-sharing performance;Finally, the theory and empirical study’s conclusions have put forward some countermeasure proposals to organization’s administrators: (1)In the knowledge management, the organization should import the concept of knowledge-sharing performance;(2)The organization administrators must face the stimulation affection of OCB to knowledge sharing performance, and take some steps to guide this behavior of employers’efficiently;(3)When the managers want to found knowledge-sharing teams, they should consider the mediation role of age、sex and length of service;(4)Establishing the positive attitude, approving and praising OCB highly;(5)Paying attention to fair, improving their feeling to fair;(6)Caring of the staff, believing in and supporting them;(7)Regarding OCB as the organization culture...