Study On The Impact Of Workplace Friendship On Organizational Citizenship Behavior

Informal structure,as a form of interpersonal relationship outside the formal structure,is formed in order to achieve personal goals.It exists widely in the organization,and the normal functioning of the organization can not be separated from these "relationships".Workplace friendship,as a key part of the informal structure of an organization,usually plays an important role.Especially,when team work has become an important way of working in organizations,workplace friendship has become more important.Organizational citizenship behavior is a necessary means for organizations to operate effectively and plays a positive role in improving organizational efficiency.In the context of organizational citizenship behavior in China,interpersonal harmony has been found to be an important factor.However,previous studies have demonstrated that the introduction of workplace friendship into China is relatively few and has not attracted much attention among scholars.Few scholars have explored the influence of positive interpersonal relationship in workplace environment on employees’ behavior in organizations.This paper attempts to explore the direct relationship between workplace friendship and organizational citizenship behavior,and the underlying mechanism between them.It makes some contributions to the development of workplace friendship theory and takes some advice for the modern enterprise about how to deal with the informal relationship between employees.The framework of this thesis is consisted of five parts.The first part is the introduction and it states the research background,research questions,theoretical and practical significance of the research.At the same time,it describes the research methods,research framework and possible innovation.The second part is literature review.It mainly sorts out the related literature at home and abroad,and summarizes the development status and theoretical gap of the research variables.The third part is the research hypothesis and model.The fourth part is the study design and empirical analysis.The fifth part is the conclusion and prospect of the research.According to the statistical analysis results,this paper summarizes the main conclusions of this paper,puts forward corresponding management suggestions and describes the shortcomings of this study and future prospects in the last part.After combing the research status of variables at home and abroad and the related theories of social psychology,the author concludes the possible logical relationship among variables,and takes the process of the relationship between workplace friendship,organizational identification and organizational citizenship behavior as the theoretical model.After that,a total of 338 samples were collected by means of questionnaire sampling,and the effective sample size was 265.By means of SPSS22.0 and AMOS21.0,descriptive statistics analysis,reliability and validity analysis,correlation analysis and regression analysis were carried out.Finally,the main conclusions are as follows:(1)The Workplace friendship can positively affect organizational citizenship behavior.(2)Workplace friendship is positively correlated with organizational identification,and the stronger the workplace friendship between employees,the higher the level of organizational identification.(3)Higher organizational identification will lead to higher organizational citizenship behavior.(4)Organizational identification has mediating effect on workplace friendship and organizational citizenship behavior.Based on the above conclusions,this paper presents the corresponding management suggestions:(1)The organization management should pay attention to the harmony of interpersonal relationship in the workplace consciously,and create a good interpersonal atmosphere for the employees.(2)The organization should take a series of measures necessary to improve employees’ organizational identification,so that employees’ workplace friendship is better transformed into organizational citizenship behavior.(3)Managers should pay attention to the importance of organizational citizenship behavior.The possible innovations in this paper are mainly the following three parts:(1)The current research on the influence factors of organizational citizenship behavior has been more abundant.Most of them are about individuals,organizations,leaders and other factors,however,few scholars have explored how workplace friendship plays a role in organizational citizenship behavior.Based on social identity theory and social exchange theory,this paper starts with the most common and universal friendship angle in employee’s workplace interpersonal relationship.It studies its effect on organizational citizenship behavior and test the applicability of workplace friendship inventory,so as to supplement the existing literature.(2)For the first time,this paper takes organizational identification as a mediating factor in the model of the relationship between workplace friendship and organizational citizenship behavior,and explores the mediating effect of organizational identification among them.Previous literature has explored the relationship between workplace friendship and citizenship behavior,but mainly concentrated in the Taiwan area.Just a brief discussion of their relationship,it fails to explain how workplace friendships have an impact on organizational citizenship behavior.This paper attempts to explain the mechanism of workplace friendship to organizational citizenship behavior from the perspective of organizational identification.(3)From the positive interpersonal level explored the influencing factors of organizational identification.Previous studies have mainly explored the individual identification of organizations from the aspects of organization,individual and environment,but little attention has been paid to the influence of positive interpersonal relationship on organizational identification in organizations.Through this study,we can find that workplace friendship has a positive impact on organizational identification,which to some extent enriches the antecedents research of organizational identification.