A Study On The Relationship Between Enterprise Culture And Knowledge Employee Performance On The Organizational Citizenship Behavior

As market competition becomes more intense, the external challenge and the internal pressurewhich many enterprises faced are increasing. The enterprise culture core manifests for the commonconsciousness and behavior standards that all the members shared. It plays a very pivotal role invarious aspects of the enterprise management. Because of this, how to create a healthy enterpriseculture and how to promote the corporate performance through enterprise culture always catch themanagers and the scholar’s attention. However, in management practice, enterprise cultureconstruction still remains some problems with achievements. It behaves as follows: The enterpriseconstruction is often a mere formality and can’t deeply influence employees; many companies onlycare for short-term financial gains and often neglect long-term performance; the most of companieslack of attention to affective commitment and organizational citizenship behavior of employee.Theoretically, the problem of relationship among enterprise culture, organizational citizenshipbehavior, employee performance and affective commitment is still a “black box”, which can notgive management practice a better guide.For the above reasons, this paper will discuss the mechanism among enterprise culture,organizational citizenship behavior, employee performance and affective commitment, and takethese conceptions into a unified analysis framework. The study will also analyze the intermediaryrole of organizational citizenship behavior and the regulatory role of affective commitment in therelationship, in order to enrich the theory of the crossover study and thus describe the relationshipmore clearly. Moreover, knowledge workers as the carrier of technology and knowledge, havegreater autonomy and initiative. Their strong sense of enterprise culture will make the study moremeaningful, so they will be the participants in the study.This research is divided into six chapters. First, the study review and conclude previoustheories so as to build the research framework of enterprise culture, organizational citizenshipbehavior, employee performance and affective commitment. Based on the previous studies analysisto propose the corresponding research hypothesis and clear the overall design. Then, issuequestionnaire and collect totally217feedbacks. The research use spss18.0to conduct datacorrelation analysis, regression analysis and variance analysis. Verify the hypothesis and improvethe research model through empirical research. Specifically, this paper found the following results:(1) Supportive culture, innovative culture positively predict organizational citizenship behavior,while bureaucratic culture can’t obviously predict organizational citizenship behavior;(2)Organizational citizenship behavior positively predict employee performance and its dimensions;(3)Enterprise culture and its dimensions positively predicte task performance;(4) Supportive culture, innovative culture and bureaucratic positively predicte contextual performance;(5) Organizationalcitizenship behavior partial mediated the relationship between enterprise culture and employeeperformance;(6) Affective commitment had moderating effect t on the relationship betweenenterprise culture and organizational citizenship behavior, also, the higher the level of the affectivecommitment, the influence form enterprise culture to organizational citizenship behavior is stronger,on the contrary, the influence is weaker.