An Empirical Study On The Influence Of Organizational Climate On Organizational Citizenship Behavior

Organizational citizenship behavior (OCB) refers to the individual behaviors that are performanced spontaneously and voluntarily by the organizational members. It can maintain and enhance the social and psychological environment of helping to promote task performance in organization. At present, how to motivate employees to show more OCB is a hot topic in the field of organizational behavior research.Organizational climate (OC) refers to the organizational member's individual feeling and perception of organizational objective characteristic of overall interal environment. It is a bridge between organizational system and internal personnel behavior, which has an important influence on the individual psychology and behavior. The study of organizational climate is very important to research the relationship between organization and individual behavior.This study, which is based on the literature review and through a survey of the staff in the Chinese mainland enterprises, has explored the dimensions structure of OC and OCB, and has analyzed the direct influence of OC on the every dimensions of OCB with a model including OC as the independent variable, OCB as the dependent variable, and also including individual characteristic variables and enterprise's characteristic variables as the moderator variable. The author has gained four conclusions hereinafter, hoping to offer some references, ideas and suggestions not only to further researcher but also to managers of Chinese enterprises.(1) Under Chinese cultural bachgrounds, the enterprise's OC can be divided into five dimensions, including management style, interpersonal relationship, work reward, work structure and individual autonomy, and it can be measured by a five-point scale which has 20 items. OCB can be divided into eight dimensions, including social welfare participation, promoting interpersonal harmony, protecting company resources and environment, group activity participation, self-training, voice, taking initiative and promoting company image, and it can be measured by a five-point scale which has 29 items.(2) The general hypotheses about the significant influnce of individual characteristic variables and enterprise's characteristic variables on OC and OCB both have been proved partly true.(3) There is an extremely significant posive correlation (P<0.001) between OC and OCB. (4) The results of multiple regression analysis show that, only "work structure", "interpersonal relationship" and "management style" have played as predictors of certain dimensions of OCB in turn, and each of the regression model Residual coefficients are greater than 0.9. Therefore, the author believe that OC has a limited direce influence on OCB, and it is likely through some attitude variables to impact OCB indirectly, such as organizational commitment, job satisfaction and so on.