Study On Organizational Citizenship Behavior Of Medical Staff In The Context Of Chinese Culture

Organ(1988a) defined Organizational Citizenship Behavior (OCB) as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization". In recent years, the theory of organizational citizenship behavior that originated in western business organization was introduced into Chinese enterprises by Chinese scholars and managers, who have done much research on it and achieved some results. This study aims to explore organizational citizenship behavior of the medical staff in the Chinese medical service organizations.Firstly, the purpose of the paper is to summarize and review the extant literature on the organizational citizenship behavior which includes its definition, structure, influencing factors, methods of measurement, its influence on organizational performance as well as the relevant theories of OCB. In the literature, we find that, due to the great differences between Chinese and Western culture, the organizational citizenship behavior in the context of Chinese culture differs greatly from that of the Western culture in terms of its content, dimension structure and influence on organizational performance. Therefore, in Study1, we modified the organizational citizenship behavior scale by Podsakoff, Mackenzie, Moorman and Fetter (1990) to be more applicable in the Chinese medical context. Through exploratory factor analysis and confirmatory factor analysis, we obtained a new organizational citizenship behavior scale with5dimensions and21items.From the literature review, we find that procedural justice is a widely recognized predictor variable. The behavior of employees will not only be influenced by their own characteristics and emotional factors, but also by many factors in the work environment. In Study3, we use regression method to explore how the characteristics of the work environment influence the organizational citizenship behavior of employees. We choose three variables of organizational constraints, organizational ethical environment and procedural justice. The results show that there is a significant negative correlation between organizational constraints and organizational citizenship behavior, but with a significant positive correlation between organizational ethical environment, procedural justice and organizational citizenship behavior, which verify our hypothesis.In study4, we study the mechanism of environmental variables affecting organizational citizenship behavior from motivation. Focusing on the variable of the procedural justice, introducing the organization orientation with the components of motivation variables, and using the structural equation modeling technique, we examine the mediating role of organizational orientation between procedural justice and organizational citizenship behavior from motivation. The results show that the organization orientation plays a mediating role between procedural justice,and each dimension of OCB.Organizational citizenship behavior is not only affected by the individual level variables, but also by higher level ones such as team level, organizational level variables. In the final study, by introducing ethical leadership variables, we attempt to construct a multi-level model which centers around the theory of motivation and leadership, and investigate the influence mechanism of organizational citizenship behavior from the individual level and team level. The results show that, whether it is at the individual level or team level, procedural justice, organizational orientation,and ethical leadership have a positive and significant correlation to organizational citizenship behavior respectively. This suggests that these variables have predictive effect on organizational citizenship behavior.This paper also examines the limitations of this study and some suggestions are put forward for the future research.