Research Of Organizational Citizenship Behavior Of Civil Sevants In Suzhou Area

As a extra-role behavior, Organizational Citizenship Behavior(OCB) is not in a formal salary system. Moreover, a growing number of organizations have recognized OCB can be a significant boost function for performance of the organization, especially the team performance. The civil servants as executor of the state administrative system, whose OCB will undoubtedly affect the results of the national administrative affairs. Civil’s Job Characteristics(JC) significantly affect their OCB condition,which includes skill variety, task identity, task importance, autonomy and feedback.The thesis researches servants’ OCB in Suzhou as the goal by statistical theory and methods, to explore the situation and problems of it, and to improve it, and to enhance job performance. The conclusion of the study shows that lower OCB of civil servants in Suzhou area, especially lower organizational identity. OCB of married civil servants and women civil servants are more obvious, ordinary civil servants have a higher OCB than management, the 39 years old is the boundary point of OCB, and so on. Then as the perspective of operating JC, the thesis analyzes the reasons from the ideological and institutional level behind it.This thesis starting to pay attention to the OCB in the source from the civil service selection. Second, emphasizing training and incentiving to promote the role of OCB from processing management to proceed. Furthermore, the thesis presents an enhanced civil OCB suggestions from the perspective of the five dimensions of JC. rotation method can be taken to enhance their skills and diversity, focusing on transformational leadership style rather than transactional leadership style to enhance the importance of the task, stressing the overall responsibility for the task of improving the integrity of the civil service, motivating civil servants working to enhance the autonomy of self play, improving performance feedback system allows civil servants to better understand their work results. Finally, strengthening organizational culture, the psychological contracts to build a solid foundation reinforce civil OCB appearing.