The Influence Of Employees' Psychological Capital On Their Organizational Citizenship Behavior

Organizational citizenship behavior is a kind of behavior outside the organization which is conducive to the organization.Employees actively invest in work and bring a positive output,showing an initiative.Organ(1988)formally proposed the concept of organizational citizenship behavior.He believes that organizational citizenship behavior is individual willing demonstrated spontaneous,non direct or obvious is not the formal reward system required,to improve overall organizational effectiveness,promote the benign development of organizational behavior.At present,it is especially important to cultivate the core competitiveness of the enterprise under the background of the organizational structure tending to flattening.From the perspective of human resource management,organizational citizenship behavior has become an important source of core competitiveness of enterprises.Organizational citizenship behavior has gradually become a hot topic in human resource management.Organ(1988)suggests that organizational citizenship behavior can improve organizational performance.PodsakoffP.M.et al(2000)research results show that there is a close relationship between more organizational citizenship behavior and high performance.The study found that in order to cultivate employee's organizational citizenship behavior,recent research focus of organizational citizenship behavior gradually shifted from early concern to outcome variables.In the discussion of the antecedent variables,some scholars discuss from the situation factors and some from individual factors.Whether it is situational or personal,these attributes do not explain the organizational citizenship behavior itself well.In the discussion of individual factors,psychological capital has become the focus of research.Combing existing literature,we find that we don't know exactly how psychological capital influences organizational citizenship behavior.We also don't know what factors affect the degree of psychological capital's impact on organizational citizenship behavior.Employees with the same psychological capital level will produce different organizational citizenship behavior,which must be influenced by some factors.We speculate that this factor is a sense of professional mission.Because psychological capital is not targeted and passive.The employees with high psychological capital do not actively invest in organizations or units,and there are not enough resources to play.The sense of vocation is the expression and Realization of the meaning of the initiative.The sense of career mission has strong directivity and pertinence,and it has a sense of mission for this job.To this end,we introduce the variable of professional mission to explain the impact of psychological capital on organizational citizenship behavior.This paper mainly studies the influence of employee psychological capital on its organizational citizenship behavior tendency.Helping employees improve their psychological capital not only helps to increase their organizational citizenship behavior,but also can enhance their core competitiveness and enable enterprises to develop for a long and long term.There are many empirical studies on the impact of psychological capital on organizational citizenship behavior,but there is no study on the sense of professional mission as a variable.Therefore,this article studies the active factor is not to induce the passive factors to play a role.In addition,it is of great significance to study occupational sense of mission and how to play psychological capital in a high and low level to bring a benefit to an enterprise.The related theory literature based on psychological capital,occupation mission,organizational citizenship behavior and makes analysis of the concept of variables,measurement tools and dimensions,the author believes that psychological capital has significant influence on organizational citizenship behavior,and the occupation mission adjusted the effects of psychological capital on organizational citizenship behavior.First,a questionnaire survey was conducted among 524 employees in more than 20 enterprises in Southwest China.After screening incomplete questionnaires with a regular rule,460 valid samples were obtained.Then use the SPSS20.0 statistical software for data analysis,the study found that a positive correlation relationship between employee's psychological capital and its dimensions of self-efficacy,hope,optimism and resilience and organizational citizenship behavior variables;occupation sense of mission as a moderator to strengthen the positive effects of psychological capital and its dimensions of self-efficacy,hope,optimism and resilience on organizational citizenship behavior;psychological capital and organizational citizenship behavior of employees there is no significant difference in the demographic characteristics of gender,marital status,education and other demographic variables,differences in age,job and work experience significantly.At the end of the study on enterprise management implications are as follows: first,to enhance the level of psychological capital of employees through a variety of ways;second,by looking for ways to increase organizational citizenship behavior tendency of employees;third,enterprises should pay attention to the employee occupation training mission.