The Influence Of Idiosyncratic Deals On Organizational Citizenship Behavior

In recent years,under the background of social and economic development,various employers pay more and more attention to how to scientifically select,train,appoint and motivate talents,and various welfare policies formulated by employers for talents tend to be diversified and personalized.In this situation,the concept of idiosyncratic deals arises at the historic moment.Idiosyncratic deals is an informal negotiation existing in the employment relationship,which is an incentive given by the organization to some employees who make special contributions at work or talents with certain special skills,and sometimes used for special work needs;Organizational citizenship behavior(OCB)is a kind of work-related autonomous behavior and attitude of enterprise employees,which has nothing to do with the formal reward system and is not required by the role,but it can effectively improve the organizational efficiency as a whole.This study mainly discusses the internal impact mechanism of idiosyncratic deals on organizational citizenship behavior,that is,organizations negotiate idiosyncratic deals with employees,so that employees have organizational identification,thus making organizational citizenship behavior at work and ultimately improving organizational efficiency.Whether employees have proactive personality also plays an important role in the above mechanism.Organizational identity is a process in which members of an organization have a sense of belonging and behavioral consistency based on their perceptions and emotional characteristics of the organization.This process includes two levels of ideology and action.Proactive personality is a stable personality attribute.Individuals with this attribute are not restricted by situational resistance,and influence the external environment by adopting active behaviors and exploring new ways.Therefore,the purpose of this study has four points: First,clarify the concepts,dimensions,measurement and related research of idiosyncratic deals,organizational citizenship behavior,organizational Identification and proactive personality;The second is to explore the influence of idiosyncratic deals on organizational citizenship behavior and organizational Identification;The third is to explore the mediating role of organizational Identification in the influence of idiosyncratic deals on organizational citizenship behavior;Fourthly,it discusses the moderating role of proactive personality in the influence of idiosyncratic deals on organizational citizenship behavior and idiosyncratic deals on organizational Identification.In this study,the grass-roots and middle-level employees,mainly from private enterprises in some areas of China,are taken as research objects,and qualitative analysis and quantitative analysis methods are used flexibly,among which qualitative analysis mainly includes literature research,while quantitative research mainly includes questionnaire survey and statistical analysis.This study investigates the employees of wholesale,retail,Internet,software and hardware,fast-moving consumer goods and other industries in production,sales and other positions.SPSS 22.0,AMOS 21.0 and other statistical analysis software were used for data analysis.The results show that: 1.idiosyncratic deals have a positive predictive effect on organizational citizenship behavior,and employees who negotiate idiosyncratic deals with organizations will produce organizational citizenship behavior.2.idiosyncratic deals have a positive predictive effect on organizational Identification.Employees who negotiate idiosyncratic deals with organizations will have organizational identity,and they will classify their organizations as inner groups emotionally and behaviorally,resulting in inner group preferences.3.In the influence of idiosyncratic deals on organizational citizenship behavior,organizational Identification plays an mediating role.Individuals who negotiate idiosyncratic deals with the organization produce organizational identity in emotion and behavior,and then produce organizational citizenship behavior,and they will show a tendency beneficial to organizational development in their behavior;4.In the influence of idiosyncratic deals on organizational citizenship behavior and organizational identity,proactive personality plays a moderating role.Compared with employees without proactive personality,employees with proactive personality produce significant organizational citizenship behavior and organizational identity.They classify their organizations as internal groups,and at the same time,they are more willing to make behaviors beneficial to organizational development,and will prevent others from making words and deeds that are not conducive to organizational development or damage organizational reputation.This study shows that in human resource management,managers should take full care of employees’ personality,psychological and emotional needs.On the basis of daily rules and regulations management,they should pay attention to and meet employees’ individualized needs and development,give employees a certain degree of freedom,which will deepen the emotional connection between employees and organizations,therefore employees will work more actively and hard to play a positive role in promoting the long-term development of organizations.