The Relationgship Between Perceived Supervisor Support And Organizational Citizenship Behavior

Perceived supervisor support is the employee's overall feelings about supervisor support behavior.A high level of perceived supervisor support can improve an individual's level of psychological cognition and make their work behavior more beneficial to the organization.Psychological empowerment,as an internal perception and experience of employees,is an important mature variable for analyzing the relationship between supervisor behavior and employee behavior.When employees have the support of relevant resources,they will make a positive judgment on various psychological experiences such as decision-making power and autonomy of their own work,thereby resulting in pro-organizational behaviors such as organizational citizenship behavior.Therefore,this study takes psychological empowerment as an intermediary variable,explores the process of how employees'sense of supervisory support affects their organizational citizenship behaviors,and also suggests how to promote employees to generate more organizational citizenship behaviors.First,considering that the current questionnaire for measuring the perceived supervisor support in China are controversial,this study has developed an perceived supervisor support questionnaire which based on 637 chinese employees.Secondly,the formal questionnaire was used to issue the 493 employees of Nanjing,Hefei and Qingdao together with the Employee Psychological Authorization Scale and the Organizational Citizenship Behavior Scale.Finally,the current situation of perceived supervisory support,psychological empowerment,and organizational citizenship behavior is analyzed through effective questionnaire data,and the relationship between the three variables is analyzed in depth.The results are listed as follow:(1)The perceived supervisor support questionnaire has 5 factors with 16 items,which named work support,emotional support,value recognized,safeguard interests and personal development.The cumulative variance contribution rate of the questionnaire is 63.46%;X~2/df=2.29,SRMR=0.032,RMSEA=0.045,and the model fitting indexes are all above 0.9(GFI=0.96,AGFI=0.94,CFI=0.98,IFI=0.98,NNFI=0.97),so the model fits well;The alpha coefficient value of the questionnaire is0.91,and the alpha coefficient of the sub-dimension is between 0.73-0.89,which has good reliability.Therefore,the reliability and validity of the perceived supervisory support questionnaire is good,which can be used as an effective tool to measure perceived supervisory support.(2)The test on the difference of demographic variables between perceived supervisory support,psychological empowerment and organizational citizenship behavior shows:On perceived supervisory support:the main effects of gender,position and unit nature are not significant and the main effect of age is significant;On psychological empowerment:the main effects of gender,age and unit nature are not significant,the main effect of position is significant,position and unit nature have significant interactive effects;On organizational citizenship behavior:the main effects of gender,position and unit nature are not significant,the main effect of age is significant.(3)According to correlation analysis and mediating effect test results,there is a significant positive correlation between perceived supervisory support and psychological empowerment,and a significant positive correlation between organizational citizenship behavior;There is a significant positive correlation between psychological empowerment and organizational citizenship behavior;The perceived supervisory support can significantly positively predict organizational citizenship behavior;The perceived supervisory support can significantly positively predict the level of psychological empowerment;The psychological empowerment can significantly positively predict organizational citizenship behavior;The psychological empowerment plays a mediating role in the influence of employees'perceived supervisory support on organizational citizenship behavior.