【作者】 闫一鸣；

【导师】 王益明； 薛庆国；

【作者基本信息】 山东大学 ， 企业管理， 2008， 硕士

【摘要】 组织公民行为OCB(Organizational Citizenship BehaVior)是一种有利于组织的角色外行为和姿态,既非正式角色所强调的,也不是劳动报酬合同所引出的,而是由一系列非正式的合作行为所构成。随着竞争加剧,组织结构的扁平化,员工的组织公民行为越来越为组织管理者重视。近年来在西方国家,组织公民行为研究逐渐成为热点。但是我国对这一领域的研究尚在起步阶段,组织公民行为在很大程度上受文化的影响,西方已有的研究成果不能平移到中国文化中。本论文旨在研究在中国背景下,企业新进员工组织公民行为的作用,特别是企业新进员工的组织公民行为和其绩效及离职倾向之间的关系。本研究在对组织公民行为、员工绩效、离职倾向的相关概念、理论及国内外研究现状评述的基础上,通过查阅文献、实地考察、参加咨询公司项目等多种渠道,采用了问卷调查法并辅之以访谈法以及多种统计分析方法,对我国企业新进员工的组织公民行为的特征维度、企业新进员工组织公民行为和绩效及离职倾向之间的关系进行了研究。本研究部分验证了研究提出的假设,所获得的结论主要有:在中国的环境下,企业新进员工的组织公民行为主要包含认同组织行为、帮助同事行为、敬业精神行为、人际融治行为和保护组织资源行为五个特征维度;描述性统计分析表明,在员工个人特性因素里面,各种个性因素对企业新进员工的组织公民行为都有一定的影响,但造成的差异并不显著:相关分析表明,企业新进员工的组织公民行为和绩效成显著正相关,和离职倾向成显著负相关。最后针对研究的结论对企业管理者提出了几点对策性的建议:认识到组织公民行为的重要性;将组织公民行为视为企业文化;重视企业新进员工职业生涯的规划;注重激励的公平和激励体制的完善;注重加强对员工的组织支持。更多还原

【Abstract】 Organizational Citizenship Behavior (OCB) refers to the individual behaviors that is discretionary ,not directly or explicity recognized by the formal reward system, and in the aggregate promotes the effective functioning of the organization. With the deepening competition among enpertises and the flattening of organizational structure, more and more managers pay attention to OBC. In China,OBC has also gained a lot of attention, and this paper’s main research objects are new employees in corporations.This paper attempts to examine the correlation among new employees’ OBC, performance and turnover intention. The paper has introduced the concept of OBC, performance and turnover intention at first. On the basis of correlative research, this paper has educed the characteristic symbols of OCB of enterprise’s new staff in our country ,and then testified the hypotheses by questionnaire survey and analysing the data.The main conclusion of this paper including: in our country, the OCB of enterprise’s new staff is formed by organizational compliance, helping behavior, sportsmanship, interpersonal harmony and protecting company resource; Studied the relationship between the staff characteristic and OCB, and the testing showed there was little correlation; Studied the relationship between the OCB and performance, it showed there was positive correlation; Studied the relationship between the OCB and turnover intention, it showed there was negative correlation.Finally, the theory and empirical study’s conclusions have put forward some countermeasure proposals to enterprise’s administrators: establishing the positive attitude, approving and praising OCB highly, regarding OCB as the corporate culture and so on.更多还原