A Research On The Influence Of Perceived Organizational Support On Organizational Citizenship Behavior

Early in1983, Professor Organ and his colleagues firstly created" organizationalcitizenship behavior ", which is defined as “generally beyond the compensation system’sdirectly and clearly defined scope, completely voluntary, both with the formal reward systemwithout any contact, and a role within the desired behavior.” The definition mainly emphasisthat the behavior is a independent behavior, beyond the rules and regulations. Along with thechange of enterprise employment relations, enterprises pay more and more attention to thebenefits and effectiveness of the operation brought by the organizational members, so how topromote the organizational citizenship behavior has become the focus of enterprises.By analyzing the impact of organizational citizenship behavior factors, found that theperceived organizational support as a single independent variable to be studied, and whetherthere are other variables between the two roles is unclear. On the basis of this, this article firstuses organizational justice as a moderator, focusing on it in organizational support andorganizational citizenship behavior relationship in regulation, and with a view to themanagement of enterprises to provide new ideas and directions.In the course of the study, this article firstly use the single factor analysis of variance ondemographic variables (including individual characteristic variables and organizationalvariables) to find whether it has the significant influence among perceived organizationalsupport, organizational justice and organizational citizenship behavior; secondly, use theregression analysis to research the relation between the perceived organizational support andorganizational citizenship behavior of each dimension; finally, use hierarchical regressionanalysis study of organizational justice in all dimensions of perceived organizational supportand organizational citizenship behavior relationship between regulation. Among them,perceived organizational support as a single dimension; organizational justice divided intoprocedural justice, distributive justice, leadership, and informational justice; organizationalcitizenship behavior is divided into personal organizational citizenship behavior (OCBI) andthe organizational citizenship behavior (OCBO).On the review of previous researches, this research use the questionnaire survey way, ondifferent levels of staff conducted a sample survey, and then use the SPSS statistics softwareto the collects and analyzes the data, finally get the following conclusions: 1, perceived organizational support, organizational justice and organizational citizenshipbehavior all have different degrees of difference in employee age, working life, job, companytypes;2, the perceived organizational support have no significant effect on OCBI and havepositive influence on OCBI;3, procedural justice and informational justice have positive moderating effect onperceived organizational support and OCBO; distributive justice and leadership justice haveno significant effect on perceived organizational support and organizational citizenshipbehavior.In view of the enterprise human resource management practice, this study suggests that,managers should pay attention to organizational support needs, and on this basis, from themultidimensional performance support behaviors to improve the employees’ perceivedorganizational support, while ensuring that the resource allocation in the process of justiceand informational justice, in order to enhance employees’ organizational citizenship behavior.