Organizational Citizenship Behavior In The Hotel Human Resources Management Application

With the development of reforms and opening up for30years and the arrival ofthe experience economy, hotel industry is facing more intense competition.Confronting the environment with enormous competitive pressures both internal andexternal, hotel needs employees actively engage in organizational citizenship behaviorto make up the shortage of work norms and distribution, by this way can we improveservice quality and enhance the hotel’s overall competitiveness.This paper mainly studies the hotel employees’ organizational citizenshipbehavior, and discusses the status and induction mechanism of it combined with thetheory of organizational citizenship behavior; the purpose is introducing organizationalcitizenship behavior theory to the hotel human resource management practice.Empirical researching method will be used in this paper, and we have214employees as subjects. Through questionnaires and statistical analysis, we explore therelationship between organizational citizenship behavior and practice of humanresources as well as organizational justice. The main conclusions are as follows:Human resources practice and three dimensions have significant positive impacton organizational citizenship behavior.Organizational justice and its three dimensions have significant positive impacton organizational citizenship behavior.The practice of human resource development dimension is the most significantpredictor of organizational citizenship behavior, organizational justice proceduralfairness dimension of organizational citizenship behavior predict different,significantly higher than the other two dimensions.Organizational justice have lower score in common. For human resource practicesand organizational justice, the higher the star, the higher the score, while in the studyof organizational citizenship behavior, and found the highest score of the four-starhotel employees’ organizational citizenship behavior, the five-star score, followed by three-star rating minimum. The three dimensions of human resource practices, thenormative dimension scored the highest star hotel development dimension andparticipation dimensions vary greatly. The organizational justice score average andrelatively low overall star the higher the higher the score, but each star hotel scoresvery different. Four levels of organizational citizenship behavior, self-level scorelowest score of the highest organizational level.5Difference Gender have significant differences on organizational citizenshipbehavior in the organizational level.Difference ages have significant differences on organizational citizenshipbehavior in the individual level.Difference education background have significant differences on organizationalcitizenship behavior in four level.Difference working years have significant differences on organizational behaviorin self-level, group level, social level.According to the conclusions, the application of measures of organizationalcitizenship behavior in the hotel, and focus on internal marketing, focusing on the staffdevelop, participation in decision-making and positive authorization, communicationand interaction, and focus on organizational citizenship behavior in recruitment, andoutstanding organizational justice, the three hundred and sixty degrees performanceappraisal...