| The greatest characteristic of the 21st century is informatization, and in line with the requirement of "take people as the foremost" in this era, all kinds of enterprises should be exceeding with the purpose of taking the social welfare maximization and The long-term interests of mankind into account. According to Luthans’theory, if enterprises want to achieve their goals, their employee must get more better and performance more positive organizational behavior(POB). Because POB which could promote the development of enterprises and meet the need of the era and the long-term development of enterprises of our country is not only has the advantages which include higher loyalty, more devoting, lower turnover rate and so forth, but also has more initiative and creativity compare to OCB. Family enterprise as an important part of our country’s enterprises, whether we should take its own specialty into account or not, when we study their employee’s POB. As is known to all, China has strong nepoitstic culture, and the family business of China’s pearl river delta which is our research objects of this paper has strong culture. They often combine rules with Guanxi to manage their enterprises, to encourage staffs to perform more positive organizational behavior to promote the development of enterprises. Different performance level of those family businesses show that they have different level of rules and Guanxi management, so the performance of positive organizational behavior level is different which leads to different level of development. In view of this, making the mechanism of action of Guanxi management and the connotation of positive organizational behavior clear, and taking conditions as cultural tradition and non-family employees without formal ownership into consideration, which undoubtedly not only has meaning of academic significance and the practice of great realistic significance.The actual situation of the present study are:(1) Although there are many researches on Guanxi management which mostly focus on the changes of employee, not explore psychological factors behind those behavior change; (2) For non-family employees, it is necessary for us to find out how they perform POB and what’s content of POB (3) the existing studies have shown that good Guanxi between family business owners and professional managers will improve managers’ psychological ownership which could lead to housekeeper behavior and OCB. For non-family employees without formal ownership, whether good Guanxi management can enhance employee’s psychological ownership and prompt them to show more POB and Whether those results will be affected by employees’ traditional disposition or not, all the problems need to be sure.Purpose of this research is to study relationship between Guanxi management, psychological ownership and POB on the condition of considering the individual traditional character. The paper mainly make those problems clear through literature review which help to put forward relevant models and assumptions and using the software of Lisrel and SPSS to deal with collecting data analysis to validate related models and assumptions. Providing suggestions for practical application at last.By hypothesis testing and analysis, we get the following conclusions:1. The non-family members without formal ownership’s POB includes four dimensions, active input, dedicated to duty, seek innovation, seek harmony.2. Guanxi management has a positive effect on employees’ positive organizational behavior.3. Guanxi management has a positive effect on psychological ownership.4. Psychological ownership has a positive effect on positive organizational behavior.5. Psychological ownership of employees mediates the relationship between Guanxi management and POB6. The employee’s traditional character has not adjust effect between Guanxi management and psychological ownership of employees. |
