Research On The Influence Of Non-economical Rewards On New Generation Staff’s Organazational Citizenship Behavior: Test On Mediating Effect Of Affective Commitment

Nowadays,Chinese economy is in the period of transformation and upgrading,which is a special time for corporate’s survival and development.However,hoping to get a good result in the battle of corporates’ survival and development,the corporate must do its best to retain fabulous employees,making this group of people feel their sense of belonging when they work.Facing this problem,most of corporates adopted the economical encourage,which is effective way in that period of deprivation.But with the continually rising living standard,people pay more attention on their spiritual level,especially to the ones born after 1980 s.When came to 1980 s,the newly born babies material living standard is abundant,pursuing a higher living standard is more meaningful to them.From the aspect of corporate,paying more attention on the employees,the corporate can create centripetal force influencing on their staff.It has a far-reaching significance to theoretically study this kind of problem for corporates.However,among nowadays theoretical researches of economic encourage is counting a large number,while the number of study of non-economical encourage is quite small.The present study of non-economical reward focus on the affection of employees’ job satisfaction,paying less attention on the aspect of the affection of non-economical reward to the staff behavior.Based on the Social Exchange Theory,Social Identity Theory and Affective Events Theory,the thesis takes the three dimensions of non-economical rewards and three dimensions of organizational citizenship behavior as the empirical research.At the same time,the thesis examines the mediation of the affective commitment in the relationship,which offers a good reference for corporates to get to know their employees’ emotional behavior change.Based on the review of systems of non-economical reward,organizational citizenship behavior,new generation staff related records in this thesis,the writer build research model and adopt hypothetical theory.The article takes the way of empirical research to study the relation between the non-economical reward and organizational citizenship behavior,in this way,and the thesis can keep the study continually carrying on.In detail: firstly,according to the experimental result,all the three dimensions of non-economical reward have the positive affection on the employee’s organizational citizenship behavior.secondly,analysis of questionnaire made a further prove to show that element of reward to work has the positive affection on all the three dimensions of organizational citizenship behavior;the element of self development reward has positive effect on organizational citizenship behavior,which has no influence on the other twodimensions of organizational citizenship behavior;the element of environment of working place has no effect on all the three dimensions on organizational citizenship behavior.Thirdly,according to the result,all the three dimensions of non-economical rewards have shown the positive effect on affective commitment,and the affective commitment also has adopted the positive effect on organizational citizenship behavior.Fourly,In addition to the theoretical assumptions,we found that element of reward to work fully mediates the impact of element of environment and affective commitment;The element of self development reward has partly mediated the relationship between element of reward to work and affective commitment。Based on the result above,improving the new generation staff’s reliance on their corporate in the aspects of emotion and in behavior,here are the tips: firstly,strengthening the attention which the manager paid on non-economical reward,they should take the non-economical rewards into their human resources management strategy;secondly,manager should pay more attention on the exchanging idea of staff,knowing better about their employee’s right wish;Thirdly,designing the career plan for their workers,the manager need to do them a favor;forthly,the manager should strengthen the effect on their staff’s affective commitment.