An Empirical Research On The Effect Of Labor Relations Climate On Organizational Citizenship Behaviour:the Intermediary Role Of Job Satisfaction

In recent years, along with the rapid development of economy, labor and management contradictions in our country increasingly highlight, and the quantity of labor disputes increase year by year, which not only endanger the normal operation of a single enterprise, and even in some extent harm to social stability and development. As the dominant side of the labor relations, whether there is a motivation to improve the quality of its improving labor relations is significant for the whole society and the country. Basing on this, this paper focused on exploring the effect of the labor relations climate on organizational citizenship behavior and then analyzed the intermediary role of job satisfaction in this relation from the perspective of organizational behavior. First, questionnaire survey was conducted in the employees working in the mainland of China, and then collected284valid questionnaires. According to the factor analysis explored the specific dimensions of all variables. This paper used Excel2007, SPSS18.0to make statistical analysis like descriptive statistics analysis, independent samples T test, one-way ANOVA analysis and correlation analysis, regression analysis. At last, this research got results in4aspects below.(1) Through the validity and reliability test, labor relations atmosphere is divided into three dimensions like "working climate","emotional climate" and "institutional climate"; Job satisfaction is divided into two dimensions like "internal satisfaction","outer satisfaction"; Organizational citizenship behavior is divided into seven dimensions like "taking active","voice","participating in group activities"," promoting the enterprise image","social welfare activities participating","take good care of company resources and environment","interpersonal harmony".(2) Characteristic variables like gender and the nature of enterprise have significant effect on labor relations atmosphere, such as women’s feeling for labor relations climate is more optimistic than men’s in terms of the emotional climate; state-owned enterprise employee’s perception of labor relations climate on labor relations climate is more optimistic than the foreign enterprise and the private enterprise employees. But other variables have no significant effect on labor relations climate difference.(3) Labor relations climate and its dimensions like working climate and emotional climate all can significantly increase the organizational citizenship behaviors, but institutional climate has no effect on organizational citizenship behaviors. Furthermore, labor relations climate can significantly increase organizational citizenship behaviors like "taking active","voice","participating in group activities"," promoting the enterprise image","social welfare activities participating ","take good care of company resources and environment","interpersonal harmony".(4) Job satisfaction plays a partial intermediary role on the effect of the labor relation climate and its dimensions like emotional climate on and organizational citizenship behavior, and it plays a completely intermediary role of effect on working climate on organizational citizenship behavior.