Study On The Influence Of Secondary Distribution In Team-based Rewards On The Organizational Citizenship Behavior

In recent years,in order to improve organizational flexibility and adapt to rapid changes of the environment,the structure of organization now is gradually turning to team-based.When the team wants to be effective,it must rely on team-based rewards to motivate team members,so as to promote team members' cooperation and hard-working,which is the requirement of the team.As a way of pay distribution,first of all,team-based rewards should settle the core which is how to allocate in the team.It is most different from organizational remuneration in the secondary distribution within the team.Some well-known companies,such as Amway and Lincoln Electric,increased organizational performance and decreased staff turnover rate,with implementation of team-based rewards.However,some studies have shown that team-based rewards didn't work well.Based on the occasion,this paper selected secondary distribution of team-based rewards as a breakthrough point,to study the impact which secondary distribution generate on organizational citizenship behavior.First,after sorting out and summarizing existing literatures,the shortcomings arose and resulted in the model of this paper,Secondary distribution?Reward justice?Organizational citizenship behavior,which explored the role of task interdependence in the relationship between compensation equity and organizational citizenship behavior.Furthermore,gender,age,education and team size were set as control variables and assumptions were tried to made.Relatively mature scales were chosen.And a small pre-test was conducted before the formal use,so as to verify the reliability of the measurement scale and validity of the study in line with research requirements.After the result reached prospection,issuance of questionnaire,descriptive statistical analysis,correlation analysis and regression analysis were done.Then according to the result,the assumptions were brought forward.The empirical analysis showed that there is no significant correlation between the selected control variables and other variables.Contributions-based distribution has a significant positive effect on organizational citizenship behavior.Average distribution has a significant negative effect on organizational citizenship behavior.Contributions-based distribution has a significant positive impact on reward justice.Average distribution has a significant negative impact on reward justice.Reward justice has a significant positive effect on organizational citizenship behavior.Reward justice acts as a partial intermediation between contributions-based distribution and organizational citizenship behavior.Reward justice plays a partial mediating role between average distribution and organizational citizenship behavior.Task interdependence plays a significant positive regulating in the relationship between reward justice and organizational citizenship behavior.According to the research,some suggestions on management were put forward,which include to attach importance to the choice of pattern of secondary distribution,the enhancement of employees' sense of fairness,attention and promotion of organizational citizenship behavior,improve the task interdependence of team.It is hoped that the research of this paper will promote the practical application of team-based rewards in enterprise.At last,it summarized the shortcomings of this paper and the prospect of future research.