The Research Of Organizational Ownership Behavior In Chinese Enterprise

In the Internet age characterized by different resource factors constantly fusing,and along with the increasing uncertainty of the external environment of enterprises,the traditional management mode that employees accomplish tasks merely relying on the basis of post responsibility has difficulty meeting organizational requirements in this period.Then how to stimulate initiative and spontaneity of workers has become a serious problem to be solved urgently.Besides,the importance of human capital highlighting in this era requires that the individual value and potential capacity can be achieved at the extreme through effective management.Facing this global challenge,western scholars put forward a theory,that is,Organizational Citizenship Behavior.However,too much dependent on contextual elements such as culture also means that this theory must be rechecked in different circumstances,and ignoring this point has yielded many questions when applied in Chines enterprise.In terms of this situation,some Chinese scholars put forward a local theory-Organizational Ownership theory.Compared with that western theory,this native theory has more explanatory powers and normative effects.While,except for some differences,what should be noticed is that these two theories both share an identical aim.Researchers and entrepreneurs wish that under the guideline,relevant management systems and measures will enhance staff behavior to an optional level.But since that construction,the shortage of following studies has been bringing the development of this theory to a standstill.Given this dilemma,this study is trying to transform this situation to some extend.Therefore,the first section of this paper is to discriminate three similar concepts,Organizational Ownership Behavior,Organizational Citizenship Behavior and migrant workers behavior,which will lay a solid foundation for the further study.Then the construction and logic of this behavior is analysed from the perspective of Enlarged Familism.The last and the most important part in this study is a process about how this behavior evolving from rural society to nowadays,which will provide experience for helping us construct a mechanism.Several following conclusions can be reached through this process.Firstly,joyful labor is the essence of migrant workers’ behavior,and the native behavior’s essence is to make a living,so the connection between these two behaviors is a transition process from end to end,where Organizational Citizenship Behavior belongs to.Secondly,affected by Enlarged Familism,behavior logic of this theory is a result of emotional logic and rational logic,and the behavior presents a structure of difference.Thirdly,Organizational Ownership Behavior has experienced a transformation process from rural society to post earthbound community.Fourthly,the key to the mechanism is the conjunction of two contradictory behavior logics.Based on these views,it’s believed that constant promotion of the value of human resource and decline of population bonus being both an opportunity and a requirement for local companies to stimulate this behavior emerging.Above all,trinity,dynamic cycle of Organizational Ownership Behavior mechanism has been finished including the exchange mechanism,education mechanism and the authoritative mechanism.