A Study On The Relationship Among Perceived Organizational Support, Supervisor-subordinate Guanxi And Organizational Citizenship Behavior

Since Eisenberger in1986proposed the perceived organizational support theory, domestic and foreign scholars in the theoretical and empirical research on it has carried out extensive and in-depth study. These studies mainly include:how to measure the effect of perceived organizational support, perceived organizational support factors, and perceived organizational support on employee behavior and organizational performance will have what effect. Research shows that, perceived organizational support contributes to organizational citizenship behavior, including help the organization to avoid the risk, obtain beneficial knowledge and skills to organizational, it helps to improve the effectiveness of the whole organization function. The great value especially in human resources management has been noticed by the managers, but its relationship with the organizational citizenship behavior in the domestic cultural background still need further empirical research. Therefore, based on this research, focus on Dalian foreign enterprises as the research object; rise up this hypothesis in the perceived organizational support function on organizational citizenship.This paper uses prove research methods, base on the survey data collected by the Dalian foreign enterprise employees, and then analyze the data by using SPSS19.0software, research the relationship between the industry perceived organizational support, leadership of the staff and organizational citizenship, check out their function works. This study is divided into four parts; the specific contents as follows:Firstly:per this paper reseach background raised up the great value of perceived organizational support in modern company and organizational citizenship, also explains the research methods and etc.The second part:base on the review of perceived organizational support, supervisor-subordinate guanxi, organizational citizenship behavior and the relationship between these three parts and other related theories, research hypotheses and empirical was proposed in this chapter. The third part:give out the empirical research model and research hypotheses of this paper, and using the best skills both in China also abroad to survey and data collection on Dalian foreign enterprises, statistical analysis of the collected data using SPSS19.0statistical software.The fourth part:summary of the review and main conclusions of this research, propose some recommendations for management practices and futher directions for other researchers.Getting the main conclusions through the emperical data analysis:(1) Dalian foreign enterprise employees perceived perceived organizational support belongs to the medium level showed that the respondents perceived perceived organizational support is not good enough, it indicats that Dalian foreign enterprise managers should work on it in the futher.(2) The demographic variables works on the perceived organizational support, supervisor-subordinate guanxi and organizational citizenship behavior, the influence are different. The fact of income level, job level and work experience in the perceived organizational support and organizational citizenship behavior are significant differences, but gender, age, education on this study are not big different.(3) It was a important relationship between perceived organizational support, supervisor-subordinate guanxi and organizational citizenship behavior. The perceived organizational support dimensions and the dimensions of organizational citizenship behavior have profound positive correlation relationship with the supervisor-subordinate guanxi on perceived support dimensions there are significant positive correlation, were positively related to each dimension of leadership and organizational citizenship behavior.(4) Perceived organizational support and supervisor-subordinate guanxi dimensions of leadership ability to predict the various dimensions of organizational citizenship behavior of different. The support and identifying value to predict a positive role, significantly on individual behavior; care benefits to predict a negative effect on individual behavior; job support and identifying value has significant positive predictive effect on interpersonal behavior; and profits have negative prediction effect on interpersonal behavior; work support has positive significant predictors of organizational behavior. In addition, the results of regression analysis showed, three dimensions have positive prediction leadership on organizational citizenship behavior.(5) Supervisor-subordinate guanxi plays a moderating role in the relationship between perceived perceived organizational support and organizational citizenship behavior.In the regression equation, interpersonal behavior as the dependent variable, The interaction term of the work support and supervisor-subordinate guanxi, reached in to a significant level, and the interaction term βvalue is positive, It’s show that supervisor-subordinate guanxi plays a positive regulatory role in it. But the β value of the interaction term between the interest of care and supervisor-subordinate guanxi is negative; It shows that the supervisor-subordinate guanxi plays a negative regulatory role in it. It means when the employee’s interpersonal behavior decrease because of the interest of care, High supervisor-subordinate guanxi can effectively weaken this adverse effect.In the regression equation, organizational behavior as the dependent variable, the interaction term of the value of staff identification and supervisor-subordinate guanxi reached in to a significant level, and the interaction term P value is positive, It shows that the supervisor-subordinate guanxi plays a positive regulatory role in it. It shows that when employee’s good supervisor-subordinate guanxi can effectively enhance employee’s value identity, make a positive effect on organizational behavior, the interaction term of the interest of care and supervisor-subordinate guanxi reached in to a significant level, and the interaction term β value is negative, It’s show that the supervisor-subordinate guanxi plays a negative regulatory role in it. It means high supervisor-subordinate guanxi can effectively weaken this adverse effect.