| With the rapid rise and flourish of C hinese society and economy, paternalistic management of human resources(HRM) in the Eastern organizations are increasingly attracted by more and more administrators and researchers. Paternalistic HRM is rooted in traditional C hinese culture of paternalism, which symbolize with kindness to employees and cultivation of virtue in leaders. While Organizational citizenship behavior is a kind of positive behavior caused by the environment they live in and happens consciously, it can help to improve the effectiveness of the organization. In the context of traditional C hinese culture, the practices of paternalistic HRM in C hinese organizations emphasizes family atmosphere and emotional relationships, which would affect the motivation of employees and the relationship between employees and organizations, and thus regulate the behavior of employees. Therefore, the focus of this article is to analysis the influence mechanism b etween patriarchal HRM and organizational citizenship behavior, and learn to how to improve the leadership behavior of business leaders and how to promote its organizational citizenship behavior in order to maintain and enhance the vitality of the enterprise development.Based on domestic and foreign literature review and research, this paper explore and analyze the relationships between patriarchal HRM, organizational citizenship behavior, felt-obligation and organizational trust within the context of trad itional Chinese culture. It does tentative factor analysis, correlation analysis and regression analysis, analysis of adjusting effects by spss16.0 statistical software with the recovery questionnaire data. The results showed that patriarchal HRM make a significant difference in promoting and facilitating organizational citizenship behavior and felt-obligation plays an obviously intermediary role. In addition, organizational trust strengthened the relationship between patriarchal HRM and organizational citizenship behavior. |
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