Research On The Relationship Between The Total Rewards Satisfaction And Organizational Citizenship Behaviors Of The Employees With Different Ages

The organization citizen behaviors of employees are useful for business efficiency and effectiveness. So, it’s certainly worth making out that how to improve the organizational citizenship behaviors for improving the efficiency and effectiveness of the company,which is one of the most important issues in the academia and enterprise management field.This paper bases on the method of by literature analysis, questionnaire analysis,and explors which the most important factors of “Total Rewards Model” is for improving organizational citizenship behaviors. The employee has different remuneration preference with different personal characteristics. So, this paper studies on the different mechanism about how Total Rewards Satisfaction impacts the organizational citizenship behaviors of different ages, based on Shanxi non-state-owned enterprises.600 questionnaires were issued in this research, with 535 valid questionnaires. And analysis data by SPSS21.0 and LISREL8.80 softwares. Finally,the author obtained the diferences of the relationship of total rewards satisfaction and organizational citizenship behavior in the after 60s、after 70s、after 80 s and after 90 s employees by comparative analysis. Though empirical analysis,this paper get the main conclusions as following:First,the total rewards satisfaction and its various dimensions all have a significant positive effect on organizational citizenship behaviors. And then,the incentive factors of organizational citizenship behavior in different ages employees are not the same. To the after 60 s,the most important factors are work-life and performance & recognition. To the after 70 s, the most important factors are compensation, development&career opportunities. To the after 80 s,the total rewards satisfaction’s various dimensions all have a significant positive effect on organizational citizenship behavior.And the compensation is the most part to the after 90 s. At the last, based on the results of empirical research, the author puts forward three management advice, such asoptimizing of total compensation compensation system,integrating the ages deferences and improving the implementation of OCB. This paper also describes the limitations of the study and the prospects for further research.