Research On The Relationship Between Employees’ Psychological Contract And Organizational Citizenship Behavior In Family Business

Family business as one of the oldest forms of enterprise, its management modehas improved continuously with the course of history. After thirty years of reform andopening up, family businesses have a huge development in China. On December12,2011, the first Chinese family business development report released in Beijing, itmade a comprehensive and objective analysis of present survival situation anddevelopment process of Chinese family business. In the survey of3847privateenterprises, the family-owned enterprises accounted for about85.4%, the data showedthat family business in all private enterprises played an important role. However, afterthe start-up phase, at the same time of expansion, more and more family business feltthe huge pressure in human resource management, because they need more nonfamilytalents. Due to simple management and little thinking of nonfamily employees, familybusiness often appeared departure or even to join the competitor. And scholarsgenerally concerned in family members, lack of system research and combing ofnonfamily members behaviors. Therefore, analysis of the psychological, attitude andbehavior of nonfamily members has become an important issue in family businesshuman resource management.A large number of empirical research results show that employees’ psychologyhas significant effect on their behaviors, but it is still faced with many problems inexploring the specific mechanism. Scholars investigated the influence of employees’psychology to their behaviors via psychological contract and organizationalcitizenship behavior. But the studies are mostly in general analysis between the wholevariables, lack of the analysis of the relationship between each dimension of variables.In existing research, most people have focused on the direct effect of psychologicalcontract to organizational citizenship behavior, less considering whether there areother variables or the actual environment of the enterprise to influent the direct effect.Based on this, this dissertation mainly made the nonfamily members as the researchobject, empirically test the structure of nonfamily employees’ psychological contractstructure. It built a conceptual model of the relationship among psychological contract, organizational citizenship behavior, organizational identification and family cultureatmosphere. Through data collection and statistical analysis, this dissertation testedthe direct prediction effect of psychological contract to organizational citizenshipbehavior, the mediating effect of organizational identification and the moderatingeffect of family culture atmosphere.Compared with the existing research, the innovation points of this dissertationmainly are represented by the following aspects:(1)This dissertation not only reveals the direct prediction effect of psychologicalcontract to organizational citizenship behavior, but also tests the impact among thedimensions of variables in the process of the influence. The literature just found therelationship between psychological contract and organizational citizenship behavior,but not analyzed the direct effect of organizational responsibility and employeeresponsibility to organizational citizenship behavior. Based on the verifying of thedirect effect, this dissertation detailed analyzed the relationship among dimensions ofpsychological contract and organizational citizenship behavior. The empirical analysisresults showed that in organizational and employee responsibility, developmentdimension of organizational responsibility, relationship dimension and developmentdimension of employee responsibility have significant influence on organizationalcitizenship behavior. It provides more targeted suggestions for family business humanresource management.(2)This dissertation reveals that organizational identification has mediating effectbetween psychological contract and organizational citizenship behavior. Most existingresearch found that psychological contract has important influence to organizationalcitizenship behavior, but not explored the internal mechanism of the influence fromthe perspective of organizational identification. This dissertation built a conceptmodel of psychological contract→organizational identification→organizationalcitizenship behavior. The empirical analysis results show that organizationidentification has mediating effect between psychological contract and organizationalcitizenship behavior. In addition, this dissertation further analyzes the mediating effectin three dimensions of organizational identification (interest identification, belongingidentification, successful identification). Empirical analysis results show that interestidentification and belonging identification have partial mediating effect betweenpsychological contract and organizational citizenship behavior pointed to organization;successful identification has partial mediating effect between organizational responsibility of psychological contract and organizational citizenship behaviorpointed to individual; it also has partial mediating effect between psychologicalcontract and organizational citizenship behavior pointed to organization.(3)This dissertation reveals that family culture atmosphere has moderating effectto the relationship between psychological contract and organizational citizenshipbehavior. Previous literature for the moderating effect focused on the individual level,such as personality traits, attribution, etc., there is lack of research the moderatingeffect of enterprise culture, especially the proper family culture atmosphere in familybusiness. This dissertation built the model for the moderating effect of family cultureatmosphere in the relationship between psychological contract and organizationalcitizenship behavior. The empirical analysis results show that family cultureatmosphere plays a weakening role in the positive relationship between psychologicalcontract and organizational citizenship behavior: the stronger the family cultureatmosphere, the weaker effect of the psychological contract to organizationalcitizenship behavior. And, in each dimension of psychological contract andorganizational citizenship behavior, it tests the moderating effect of family cultureatmosphere respectively. Results show that family culture atmosphere has aweakening moderating effect except between the organizational responsibility ofpsychological contract and organizational citizenship behavior pointed to individual.