The Study On The Relationship Between Working Values,Organizational Identification And Organizational Citizenship Behavior

In the 40 years of reform and opening up,with the further expansion of China's opening up,the competition faced by modern enterprises has become increasingly fierce.If an enterprise wants to survive and develop in this complex environment,it must have its core competitive advantage,which comes from talent.As the main force in the labor market,the new generation employees has unique personality characteristics and diversified values,which are different from the older generation employees.Therefore,companies put forward higher requirements for the new generation employees,which are not enough for them to complete their jobs,and they must actively perform and make more out-of-role behavior.Their organizational identification and organizational citizenship behaviors are not only beneficial to realize of self-worth,promote the good development of careers,but also maintain human relationship harmony and achieve corporate goals.Therefore,in order to improve the organizational identification and organizational citizenship behavior of the new generation employees,companies should cultivate employees' good working values.This paper explores the relationship between the working values,organizational identification and organizational citizenship behavior of the new generation employees,which has certain theoretical and practical significance for the enterprise to enhance its management capabilities.Based on this,this article firstly summarizes relevant literature on working values,organizational identification,and organizational citizenship behavior by combining related theoretical foundations.By summarizing the deficiencies of previous literature,theoretic models and assumptions about the influence of working values and organizational identification on organizational citizenship behaviors are proposed.Secondly,combined with the purpose of this study,we select domestic and foreign mature scales to carry out questionnaire design,pre-survey and questionnaire correction to ensure the reliability and validity of the scale.Finally,using SPSS22.0 and AMOS21.0 software to statistically analyze large sample data,using empirical analysis methods to analyze the impact of working values on organizational citizenship behavior and the mediating role of organizational identification,and draw the main conclusions of this paper.Firstly,there was no significant difference in gender and marital status in the organizational identification and the two dimensions of organizational citizenship behavior.New generation employees with different levels of education and years of work have a significant impact on organizational identification,and have no significant effect on the two dimensions of organizational citizenship behavior.There are significant differences in organizational identification,OCB-I,and OCB-O among new generation employees with different ranks.Secondly,each dimension of working values has a significant positive impact on OCB-I and OCB-O.Each dimension of working values has a significant positive impact on organizational identification.Organizational identification has a significant positive impact on OCB-I and OCB-O.Thirdly,organizational identification plays a partial mediating role in the influence of each dimension of working values on each dimension of organizational citizenship behavior.This paper takes the new generation employees as the research object and discusses the influence mechanism of working values and organizational identification on organizational citizenship behavior.This research has on the one hand deepened the study of the influence of working values on organizational citizenship behavior,and on the other hand,it provides certain management suggestions for corporate human resource management practices.Not only can companies cultivate good working values for new generations employees,but they can also promote organizational citizenship behavior through the promotion of organizational identification of new generation employees to improve overall operating efficiency.