The Research Of The Impact Of Knowledge Workers’ Organizational Identity To Organizational Citizenship Behavior

With the development of times and market competition, capital and technologicaladvantages have been far from meeting the needs of business competition, talent playsan even more important in the development of enterprises. Knowledge workers as abusiness major human resources, their organizational identity and exhibitorganizational citizenship behavior, can contribute to the development of individualemployees, and maintain a good image of the organization, to foster social harmonyenterprises, and ultimately have a positive corporate performance affected. Therefore,it is important to study the relationship between organizational identification andorganizational citizenship behavior of knowledge workers and find the ways to toimprove the organizational identification and organizational citizenship behavior, sothat Therefore, the development of enterprises can be guaranteed.Many scholars at home and abroad were studied the relationship betweenorganizational identity and organizational citizenship behavior. Most scholars throughresearch proved the existence of a positive correlation between the two, but thecurrent studies focus on empirical research, the mechanism of its impact Researchinadequate, particularly domestic research, before they get more attention in recentyears. Especially domestic scholars study the relationship between the two started late.For the current status of research, this paper start from the theory, analyzes the effectof organizational identification on organizational citizenship behavior, and analyzesthe the impact mechanism of three dimensions of organizational identity: the survivalidentity, the vest identity and the successful identity to the six dimensions oforganizational citizenship behavior: organizational compliance, organizational loyalty,altruism, maintaining interpersonal harmony, self-development and maintenance ofpublic relations, as well as the intermediary role of job satisfaction and affectivecommitment, and ultimately form the mechanism model of the organizational identityand organizational citizenship behavior. Above the theoretical derivation, this studyalso use the empirical studies, as correlation analysis, regression analysis, to verify thepresent theory deduced hypothesis. Empirical studies show that:(1) organizationalidentification has a positive impact on organizational citizenship behavior, bothmoderate correlation.(2) In addition to the attribution of identity andself-development, organizational identity dimensions have positive effects on thevarious dimensions of organizational citizenship behavior, between dimensionsshowed moderate or low correlation.(3) organizational identification has a positiveimpact on job satisfaction; job satisfaction has a positive effect on organizationalcitizenship behavior; job satisfaction is the mediating variables of organizationalidentity and organizational citizenship behavior.(4) organizational identification has a positive impact on emotional commitment; emotional commitment has a positiveeffect on organizational citizenship behavior; emotional commitment is the mediatingvariables of organizational identity and organizational citizenship behavior.Finally, above the theoretical and empirical research, this study proposes tostimulate strategy for organizational citizenship behavior through organizationalidentity, and proposes the rationalization proposals to stimulate enterpriseorganizational citizenship behavior of knowledge workers based on organizationalidentity dimension, influencing factors of organizational identity and mediatingvariables.