Study On The Influence Of Organization Of Reciprocity Behavior On The Employee's Job Satisfaction

As the live productivity of enterprises, employees are the maker and performer of enterprise strategy, planning, target and policy, are the architect, successor and develop person, are the necessary elements of forming core competitive capacity of enterprises. So it would certainly enhance the enterprise overall performance and sustainable growth ability if employees' job satisfaction being improved. However, employees' job satisfaction has lots of influence factors including material, physical, mental, psychology and so on, in different circumstances has different performance, it has no general methods which can improve all the enterprises and employees at the same time, so it has significant meaning to research the effect factors of job satisfaction from the respect of employee behavior.Based on the western academic research on organization reciprocity theory, the paper verifies the influence mechanism of organization reciprocity to job satisfaction from the viewpoint of behavior effect, and then empirically testifies the mechanism. Firstly, the research puts organization reciprocity into three categories:general reciprocity, balance reciprocity and negative reciprocity, job satisfaction into five categories:job itself satisfaction, job environment satisfaction, compensation and benefit satisfaction, leadership satisfaction and interpersonal relationship satisfaction. After that, a theory model reflecting the relationship between reciprocity categories and job satisfaction dimensions is established and the theory framework and research hypothesis are put forward. Secondly, based on 201 valid investigation questionnaire data, the paper empirically testifies above research hypothesis through statistic methods including principal component analysis, multivariate linear regression, T test and ANOVA. More specifically, it covers the effect of organization categories on job satisfaction, the effect of organization categories on job satisfaction dimensions and the effect of demography variables on organization reciprocity and job satisfaction.According to theory analysis and empirical test, the paper comes to research conclusions as follows:(1) Data analysis result supports the hypothesis that general reciprocity and balance reciprocity can significantly reinforce job satisfaction, yet negative reciprocity significantly decays job satisfaction. (2) Balance reciprocity significantly exerts positive influence on all job satisfaction dimensions; general reciprocity significantly and positively effects job itself satisfaction, compensation and benefit satisfaction and leadership satisfaction, yet doesn't significantly effect job environment satisfaction and interpersonal relationship satisfaction; negative reciprocity significantly and negatively effects job itself satisfaction, leadership satisfaction and interpersonal relationship satisfaction, yet doesn't significantly effect job environment satisfaction and compensation and benefit satisfaction. (3) Education background and job position significantly effect the relationship among three reciprocity categories, and age, education and job position significantly effect job satisfaction. More specifically, age factor negatively effects job itself satisfaction, compensation and benefit satisfaction and leadership satisfaction; education background negatively effects job itself satisfaction, leadership satisfaction and interpersonal relationship satisfaction; job position positively effects job itself satisfaction.Finally, based on the research conclusion, the paper comes up with the management suggestions of building up new reciprocity encourage mechanism to raise job satisfaction.