| The enterprises are placed into an environment full of uncertainty and challengesin the ever fierce competition of the globalization due to the continuous progress ofscience and technology. In such background, it is not of great benefit to theimprovement of the enterprises in case that the working behavior of the employees islimited to his own narrow liability scope. Flattening organization structure is favorableto provide more autonomous right to the employees and the way they handle it mattersa great deal to the development of the enterprises. That is why the organizationalcitizenship behavior of the employees draws full attention of the organization managesand has become the spotlight in the study of organizational behavior and also humanresource studies in recent years.The accommodation model of the influence to the organizational citizenshipbehavior by the social support including four variations, namely: social support,organizational citizenship behavior, role ambiguity and role conflict based on thereview of the social exchange theory and perception organizational support theory.What’s more, the main study focus on the influence of the social support on theorganizational citizenship behavior from different sources and the influence change onthe organizational citizenship behavior and the specific functions from the socialsupport after adding the role stress as a variation. Social support includes fourvariations, that is boss support, colleague support, organizational policy support andpartner support, and the role stress consists of two variations, namely role ambiguityand role conflict. Statistical approach such as confirmatory factor analysis, regressionanalysis and the hierarchical regression are adopted in this study to perform the datacheck. It is proved by the statistics that the positive influence of the social support onthe organizational citizenship behavior and also the regulation function of the workingsupport part of the social support from the role stress and the organizational citizenshipbehavior. In the end, solutions and suggestions in six aspects are given such asincentive system for the employees and the establishment of the communicationsatmosphere within the enterprises.It is proved in this study that there is a prominent positive correlativity of theorganizational citizenship behavior by the social support based on the sample analysis of354managers and common employees from the state-owned enterprises, privateenterprises in the north east and east China, and among which the support form theboss remains to be the most influential to the organizational citizenship behavior; roleambiguity possess regulation function to the relationship between the social supportand the organizational citizenship behavior. However, the role ambiguity is onlyfunctional to the relationship between the working support within the social supportand the organizational citizenship behavior, not for the relationship of partner supportand the organizational citizenship behavior. Regulation functions exist in role conflictfor the relationship between the social support and organizational citizenship behavior,but the same as role ambiguity, it is quire beyond the role conflict to regulate therelationship between the partner support and the organizational citizenship behavior,what’s more, the regulation function of the role conflict is stronger than that of the roleambiguity. Therefore it is hard to handle the role conflict in real work. In a word for theenterprises, special attention shall be paid to focus on the role expectations of theemployees and build a sound communication atmosphere within the enterprises andmoreover a solution mechanism for the role conflict between employees shall beestablished to deal with role stress confronted by the employees promptly andsufficiently, which will be of great benefit to improve the working efficiency of theemployees, increase the organizational citizenship behavior and in return furtherimprove the performance of the enterprises. |
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