The Research About The Relationship Between Perceived Organizational Support, Psychological Capital And Organizational Citizenship Behaviors

In nowadays,enterprises are facing many challenges. To maintain the effective operation and form a sustainable competitive advantage, enterprises should give full play to the advantages of talent, motivate employees, in order to make more profit organization behaviors. Organizational citizenship behaviors have an important role in enhancing the operational efficiency of the organization, fostering organizational climate and organizational cultural harmony, and improve organizational performance. Therefore, how to stimulate organizational citizenship behaviors of employees, has been a hot issue of management and practitioners. With the development of psychology, the influence of cognitive factors and psychological factors on organizational citizenship behaviors has caused widespread concern of scholars. Based on theories about psychological, when employees perceive the support from organization, they’ll be more tough, self-confident and full ot hope of success. And show more positive behaviors, try their best to seek all possible methods to accomplish organizational goals. Therefore, based on this idea, considering Chinese cultural background, combined with organizational support theory and psychological capital theory. This paper construts the model of ―perceived organizational support---- psychological capital----organizational citizenship behaviors‖, in order to investigate the relationship among POS, psychological capital and OCB.On the basis of the in-depth description of organizational theory, psychological capital theory and organizational citizenship behaviors theory. And combines the methods of literature, interviews and data analys is. This paper studies the relationship among perceived organizational support, psychological capital and organizational citizenship behaviors, based on a questionnaire survey of 467 employees from different areas. We have conclusions:(1)Perceived organizational support has a significant positive impact on organizational citizenship behaviors. Identifying value has a significant positive impact on the organizational citizenship behaviors point to individuals, the organizational citizenship behaviors point to colleagues and the organizational citizenship behaviors point to organization.Work support only has a significant positive impact on the organizational citizenship behaviors point to individuals. Concern about interests have no signif icant positive impact on organizational citizenship behaviors.(2)Perceived organizational support has a signif icant positive impact on psychological capital. Both identifying value and work support have significant positive impact on s elf efficacy, hope, tenacity and optimism. Concern about interests only has a significant impact on hope and optimism.(3)Psychological capital has a significant positive impact on organizational citizenship behaviors. Hope has a significant impact on each dimension of organizational citizenship behaviors. Tenacity has a signif icant positive impact on the organizational citizenship behaviors point to organization. Both self efficacy and optimism have no significant impact on organizational citizenship behaviors.(4)Psychological capital plays a partial mediating role in the relationship between perceived organizational support and organizational citizenship behaviors. In the test of mediation role of the dimensions of psychological capital, only hope plays a mediating role between work support and the organizational citizenship behaviors point to individuals.Basedon the conclusions,this paper finally puts forward the suggestions.First is to provide strong organizational support for employees.Second is to fos ter and develop employees’ psychological capital. And the third is through a variety of ways to strengthen the employee’s organizational citizenship behaviors.