论文部分内容阅读
组织公民行为是指员工主动从事的非正式但对组织有利的行为。这一概念的出现,使组织行为学在“工作满意感—工作绩效”这个问题的研究上,出现了较明确的中介变量。既有的以整体组织为背景的研究已揭示了工作满意感—工作绩效的内在机理:员工工作满意感提升之后导致组织公民行为的增加,从而导致了工作绩效的提高。这在次级组织—群体背景下同样成立。可见,研究群体满意感与组织公民行为之间的关系,可以为提高群体的协作、自主和认同程度,提高群体效能开辟新的思路。
Organizational citizenship behavior refers to the informal but organizationally proactive behavior of employees. The emergence of this concept, organizational behavior in the “job satisfaction - job performance,” the issue of the study, there have been more clear intermediary variables. The existing research on the background of overall organization has revealed the inherent mechanism of job satisfaction: job performance: the increase of employee satisfaction leads to the increase of organizational citizenship behavior, resulting in the improvement of job performance. This is also true in the context of a sub-group-group. It can be seen that researching the relationship between group satisfaction and organizational citizenship behavior can open up new ideas for enhancing the collective cooperation, autonomy and recognition, and enhancing the effectiveness of groups.