A Study On The Influence Of Social Network Degree Centrality On OCB

In the context of the current knowledge economy environment, the improvement of the performance of the modern enterprise organization, not only need reasonable organization structure, optimize the allocation of resources, but also need the rational development of human resources. The mobilization of people’s initiative and enthusiasm plays an important role in the achievement of enterprise performance, and the formation of organizational citizenship behavior of employees is the key to sustainable development. Employees "organizational citizenship behavior formation,development is affected by a lot of factors, but the network analysis method to study on organizational citizenship behavior is not a lot, this paper in combining Chinese traditional" relationship "cultural background, through theoretical analysis and empirical research to study individual network degree centrality on employees’ organizational citizenship behavior, find out some strategies and methods, to provide certain reference and guidance for the enterprise human resources management,training and development.Firstly, with a staff of Internet financial enterprises as the research object, through literature review and theoretical views were collected and analyzed,and defined the related concepts used in this paper.Foreign scholars divided the dimensions of organizational citizenship behavior is divided into 5 categories:Altruism,Notify in Advance, Sense of responsibility, Spirit of the athletes, Civic Morality.This paper,mainly based on our own national culture, and rely on the national scholars’ s definition of the dimensions of organizational citizenship behavior,and under Chinese cultural background,divided the dimensions of organizational citizenship behavior into: Initiative, Civic Morality, Help colleagues, Spirit of the athletes,interpersonal harmony, and the interpersonal harmony is the unique dimension of organizational citizenship behavior in Chinese local enterprises. Secondly, through the review and analysis of the theory of social network theory "mosaic theory", “weak relation theory"and"structural hole theory",found the importance of the existence of the informal organizations in enterprises, realize social network embeddedness influence on employee behavior, and to find out two large social networks influence on the employee behaviors in organizations: Emotional network and Consulting network,and according to the review of the network theory, defined the specific meaning of the network.Finally, using the exploring factor analysis, revised and the established the organizational citizenship behavior scale table, using social network analysis method, and use the center degree index to measure the individual position in social network structure, regard emotional network degree centrality and consulting network degree centrality as the independent variables and the dimensions of organizational citizenship behavior as the dependent variable, then through statistical methods of variance analysis and correlation analysis to find out individual network centrality degree influencement about organizational citizenship behavior, and find out their inner relationship.The main conclusions of this paper are as follows:First, the individual social network within the enterprise employees are divided into emotional network and network consulting, the dimensions of organizational citizenship behavior is active, civic morality, help colleagues, sportsmanship and interpersonal harmony. Through the questionnaire analysis of organizational citizenship behavior has been revised scale has good reliability and validity, in line with the contents of this paper.Second, population statistics variables and employee individual network degree centrality, organization citizenship behavior correlation analysis, we find that they all have certain degree of influence, and through variance analysis identify the differences between demographic variables and consultation network degree centrality of emotion network degree centrality were investigated. It was found that gender less influence on the network center, and age, work time were of two large networks have had a significant effect, and the level of education only to consultation network centrality has differential effects.Third, correlation analysis showed that in addition to emotional network centrality degree on the dimensions of "sportsmanship" does not exist significant effect, the individual network degree centrality are to the various dimensions of organizational citizenship behavior exist significant positive correlation.According to the results of this paper, given relevant recommendations from the perspective of organizational behavior management for our enterprise human resources management: First, improve employee individual network degree centrality,through adherence to the "people-oriented" as the core concept, attaching importance to the role, guides the staff foster their sense of ownership, expand the influence ofemployees in the organization of internal network, through the dissemination of positive energy to cultivate their initiative, arouse the enthusiasm of the staff. Second,the internal organization construction employee affective and consulting relationship network platform, through formal or informal group activities, enhance the emotional connection between employees and mutual learning, consulting and frequency, so as to enhance staff cohesion between, making everybody’s strength to make a, actively to organizational goals reached to make rules and regulations and organizational citizenship behavior. Third, discovery and found within the organization has the effect of employee role model, age and long years of work, educated people mainly from the demographic characteristics, and find out the degree of center of higher staff, such as network, density of strong staff were to encourage and support, although they within the organization as leading figure in, on the one hand to meet the employee pride and mission sense and increase my work enthusiasm and initiative, on the other hand can stimulate other employees, imitation, simulation and produce certain organizational citizenship behavior for. Fourth, learn to use informal organization promote organizational goals reached by employees understand interest hobbies, personality characteristics, the the relationship closer and full of positive energy of the staff arranged together, through the network of relationships between them to certain employees positive and proactive behavior to pass to the other members, exerts a subtle influence to influence other employees, thus affecting drive other employees have a positive, initiative behavior, to the job responsibility and make more organizational citizenship behavior, promote the rapid realization of the goal of enterprise performance.