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论文编号：	677
作者编号：	2120062114
上传时间：	2008/6/20 10:58:41
中文题目：	个人主义/集体主义、工作满足和
英文题目：	Research on the relationships
指导老师：	崔勋
中文关键字：	个人特征变量，个人主义/集体主<
英文关键字：	demographic factors individual
中文摘要：	自从Organ(1983)正式提出组织公民行为的概念以来，二十多年来，国内外对组织公民行为的研究受到越来越多的关注。组织公民行为是一种角色外行为，能在很大程度上发挥组织人力资源的效能，对组织成果产生积极的促进作用。随着市场经济的深入发展，我国企业所面临的竞争环境也日益严峻，组织竞争力的所在已不仅仅靠员工完成分内的工作，更需要依赖员工角色外的行为(Extra-role Behavior)。在这一时代背景下，了解中国员工的OCB就成为一个具有实践意义的课题。 由于组织公民行为对组织效能提高的重要性，研究其影响因素也就成了组织行为学领域的焦点所在。工作满足是研究最早的能预测员工组织公民行为的重要变量之一， 而大量实证研究也表明，个人主义/集体主义文化价值观对组织公民行为有影响。所以，本研究的出发点就在于，员工的工作满足与组织公民行为，能不能由人力资源管理的各种实践，通过招聘与选拔过程中对员工的文化价值取向，即个人主义/集体主义(Individualism/Collectivism)文化价值观的评估以及对员工个人特征变量的评价，从而雇佣到符合组织要求，更倾向于表现出组织公民行为的员工。 本研究将结合国内外学者的研究，对个人主义/集体主义、工作满足和组织公民行为的相关研究进行理论回顾，然后在此基础上提出假设模型，采用问卷调查和文献调查的方法，考察个人主义/集体主义、工作满足和组织公民行为的关系，最后结合研究结果为人力资源管理实践提出建议。 本研究以中国企业员工为实证对象，经由统计分析之后，归纳出下列重要的研究结论： 一、个人特征变量对员工的个人主义/集体主义取向、工作满足感和组织公民行为有显著影响。 二、与国外研究相反的是，本研究结果认为个人主义取向与个体层组织公民行为正相关，而集体主义取向与组织公民行为无相关性。 三、工作满足与组织公民行为正相关，表明员工的工作满足感越高，则其展现组织公民行为越多。 四、个人主义/集体主义能在工作满足对组织公民行为的影响中起到调节作用，表明在同样的工作满足情况下，具有集体主义取向的员工展现出的组织公民行为比具有个人主义取向的员工要多。 综合上述结论，本研究建议组织管理者应重视影响员工态度的相关因素与措施，以提升员工的工作满足，进而激发员工的组织公民行为。同时，企业应在组织中营造集体主义文化氛围，借由集体主义的文化来形成合作、心理认同等功能，提升员工的工作满足，增加员工的组织公民行为。
英文摘要：	During the twenty years, the research on organizational citizenship behavior (OCB) is paid more and more attention by the researchers. OCB refers to job behaviors that are beneficial to the organization but not formally or directly recognized by the organizational reward system (Organ, 1990). Studying in this area has been accumulating very rapidly because OCB are recognized as very important to the success of organizations. So, under this time background, get to know the OCB of Chinese employees makes sense to the practical field. Because of the importance on organization efficiency, OCB becomes the focus of organization behavior field. Job satisfaction is one of the most important antecedents of OCB, and many empirical researches show that Individualism/Collectivism has effect on OCB. So, the research aims to test that, the job satisfaction and OCB, can or not through the practice of human resource management, such as evaluation the culture value of the employees among all the recruitment process, in order to employ the most suitable employees, who like to show more OCB. Researchers are interested in testing the antecedent of OCB. Empirical evidence supports that the facts about work attitude were related to OCB. For example, job satisfaction, organization commitment, and organization justice were related to OCB. Moreover, OCB is related to task characteristics (Farh, Podsakoff, and Organ, 1990), and interpersonal trust (Podsakoff, Mackenzie, 1990). In this research, first, it does literature review on Individualism/Collectivism, job satisfaction and OCB. And then, it proposes the research model, with the questionnaire investigation to test the relationship among Individualism/Collectivism, job satisfaction and OCB. In the end, combining the research result, it proposes some suggestions on the human resource management field. With the literature review and the empirical research, the conclusions are described as follows: 1. Demographic factors have significant influence on Individualism/Collectivism, job satisfaction and OCB. 2. Individualism has positive effect on individual level OCB, and Collectivism has no effect on OCB, the result is opposite to the former researches. 3. Job satisfaction has positive effect on OCB, it shows that the higher the job satisfaction, the more the OCB showed. 4. Individualism/Collectivism has moderation effect on job satisfaction and organizational citizenship behavior. In a word, the study suggests that managers should pay more attention to the attitude of the employees and take more ways to promote the job satisfaction of employees in order to let them show more OCB. At the same time, enterprises should create the collectivism atmosphere in order to make the employees more satisfied with the organization and show more OCB.
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