The Effect Of Giving-reward Imbalance On Teachers' Organizational Citizenship Behavior

Since ancient times,the social orientation of teachers has not only the reputation of "Prince of heaven","soul engineer",but also the worries of "there are three buckets of grain in the family not to be the king of children","when the silkworms die in spring,the wax torches will dry up in tears".At present,with the implementation of the strategy of "invigorating the country through science and education",the industry requires teachers to be willing to contribute,set a good example for the society,take on responsibilities and be competent,and become a general standard of teachers'profession.But teachers are not sages,but also workers with emotions.Therefore,in recent years,research shows that teachers' occupational mental health is not good and psychological problems emerge in an endless stream.So,where does the problem come from?In 1967,American sociologist hormans put forward the theory of social exchange in his book social behavior as exchange,It means that people's time and energy spent in work must be compensated by salary,respect,development concept and other aspects.Once the organization fails to provide corresponding feedback to employees or the feedback is lower than employees' psychological expectations,employees will change their work status,and then have an impact on the organization's public behavior.Based on the model of pay back imbalance proposed by Siegrist in 1960,this paper explores the influence of pay back imbalance on organizational citizenship behavior of teachers.In addition,it takes psychological contract as the intermediary variable,and teacher engagement as the moderating variable between psychological contract and organizational citizenship behavior.This study is divided into two parts.Research 1 is based on the employee engagement measurement table revised by Chinese scholars Zeng Hui(2009),rich(2010),Wang Wei,Fang Guozhong(2015),etc.,to revise the engagement measurement table suitable for Chinese primary and secondary school students and high school teachers.Exploratory factor analysis and confirmatory factor analysis were carried out for the samples collected twice.There are 19 items in the revised scale,including three dimensions of cognitive engagement,emotional engagement and behavioral engagement.The reliability and validity of the scale are good.In the second study,800 Through the statistical analysis of spss25.0 and amos24.0,the following conclusions are drawn:(1)Pay back imbalance can negatively predict psychological contract and organizational citizenship behavior;(2)Psychological contract plays a part of mediating role between pay back imbalance and organizational citizenship behavior;(3)In the state of pay back imbalance,both the high level of psychological contract and the low level of psychological contract,the high engagement group showed more organizational citizenship behavior than the low engagement group;Through the study of the effect of pay-back imbalance on organizational citizenship behavior,we find that:although teachers have great professional responsibility,heavy task,long time,pay more and high demand,there is a general situation of pay back imbalance,but teachers' engagement and organizational citizenship behavior are in the upper middle level.Not only the teachers may accept the imbalance of pay back in the teacher industry,but also they may compensate for the imbalance of pay through other ways,such as family care,group interpersonal support or other material or spiritual compensation.This study found that by increasing the level of teachers' psychological contract,and teachers' engagement as a moderating variable between psychological contract and organizational citizenship behavior,it can effectively alleviate the decrease of organizational citizenship behavior caused by pay back imbalance.Therefore,from the organizational level,we can enhance the level of psychological contract between school and teachers,improve teachers' engagement,and reduce the negative impact of pay back imbalance on organizational citizenship behavior by improving teachers' welfare,unblocked development channels and paying attention to the intermediary role of psychological contract.