Research On The Relationship Of Discretionary Human Resource Practice And Organizational Citizenship Behavior Of Enterprise’s Employees

Organizational citizenship behavior(OCB)is one kind of extra-role behavior beyond formal role descriptions which can be conducted to enforce company’s competency to copy with external competitive pressures as well as internal flat organizational hierarchies. This research builds a mediating model to examine the mediating effects of organizational justice between discretionary human resource practice and organizational citizenship behavior based on the social exchange theory and the organizational justice theory. The research illustrates how the different dimensions of discretionary human resource practice affect employee’s organizational citizenship behavior through the organizational justice and statistically tests the data form 335 employees in 10 enterprises with multiple regression modeling, structural equation modeling and other statistical methods. The variable of discretionary human resource practice is divided with selective staffing, promotional opportunities, and performance management as well as participate decision making. The variable of perceived organizational justice is divided as procedural justice, distributive justice and interactional justice. The variable of organizational citizenship behavior is divided as OCB-Organizational and OCB-Individual.The results show that promotional opportunities in the discretionary human resource practice variable have significant positive impacts on the OCB-Organizational. Selective staffing, performance management and decision making have significant positive prediction function on employee’s procedural justice and distributive justice. Selective staffing and performance management have significant positive prediction function on interactional justice. It also shows that procedural justice and interactional justice have significant positive prediction function on OCB-individual. And interactional justice has significant positive prediction function on OCB-organizational. Moreover, organizational justice mediates the relationship between relationship between discretionary human resource practice and employee’s OCB. It also demonstrates that employee’s procedural justice and interactional justice are played as mediate variables in the relationship between selective staffing, performance management and OCB-individual. And procedural justice could totally mediate the relationship between decision making and OCB-organizational. Thus, organization can promote employee’s organizational citizenship behavior through enforcing its discretionary human resource practice as well as enhancing perceived organizational justice.