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论文编号：	8705
作者编号：	2120142831
上传时间：	2016/12/7 14:56:30
中文题目：	员工组织公民行为的养成及对工作绩效的影响研究——以Z证券营业部为例
英文题目：	The Research on the Cultivation of Employee’s Organizational Citizenship Behavior and Its Effects on Job Performance: in the Example of Securities Business Department Z
指导老师：	王学秀
中文关键字：	组织公民行为;组织公民行为的养成;组织公民行为的特征维度;工作绩效
英文关键字：	OCB; the Formation of OCB; the Dimensions of OCB; Job Performance
中文摘要：	随着市场经济的发展，人力资源在企业中扮演着越来越重要的角色，员工的工作绩效对于企业目标的实现将会产生重要的影响。早期学者们在探讨员工在工作场所表现出的行为时，通常会将工作绩效与工作满意度联系起来，围绕二者的关系展开研究。随着理论研究的深入，学者们发现员工在工作场所的某些行为并非出于组织的要求，却有利于组织的发展，这种行为被定义为“组织公民行为”（Organizational Citizenship Behavior，简称OCB）。本文首先从组织公民行为的养成入手，在以往研究结果的基础上总结出组织公民行为的形成主要有三项动力：社会交换、心理契约以及印象管理；其次,分析组织公民行为在个体、群体、组织三个层面的养成以及不同因素对其产生的影响；然后对我国社会文化背景下组织公民行为具有的特点进行了总结，进而提出了我国企业员工的组织公民行为所具有的特征维度；最后从各个维度出发分析组织公民行为对员工个体工作绩效的影响机理，并以案例分析的方式探讨了上述理论在企业中的实际运作。在以上分析的基础上，本文得出如下结论：组织公民行为对员工个体的工作绩效具有一定的影响，它通过提升员工的工作能力、工作效率、形成良好的工作氛围来对工作绩效起到促进作用。这种影响是一个持续、动态的过程，该过程通过企业内部的绩效考核体系进行传导，进一步加强或弱化员工后续的组织公民行为。本文试图为企业管理者提供一个新的思路与视角，从激发员工的主动性与自发性入手，为改善员工的工作绩效提供参考。
英文摘要：	With the development of market economy, human resources play an important role in the enterprise and the work performance of employees will have a great effect on achieving business goals. The early studies on the performance of employees in the workplace is mainly about the relationship between job satisfaction and job performance. With the development of theoretical research, some researchers found that some behaviors which employees had in workplace were not commanded by organizations but were good for the development of organizations; this behavior is defined as "organizational citizenship behavior"(OCB). Firstly, this paper researched the cultivation of OCB. We summarized three driving force of OCB on the basis of previous studies: social exchange, psychological contract and impression management; secondly, this paper analyzed a variety of factors and their effects on the OCB in the level of individual, group and organization; thirdly, this paper summarized the characteristics of OCB under the social and cultural background in China and proposed Chinese employees’ dimensions of OCB; finally, this paper analyzed the mechanism of how the dimensions of OCB influenced the individual job performance and discussed how the theories above worked in actual operation in the way of case study. Based on the analysis above, we draw the following conclusions: OCB has a certain effect on the individual performance, which works by promoting the staff’s work capacity and work efficiency and creating a good atmosphere in workplace. This effect is a continuous and dynamic process and it is conducted through the internal performance appraisal system which will lead to strengthen or weaken the following OCB of employees. This paper attempts to provide a new way of thinking and a reference on how to improve the work performance of employees for business managers, which concerns with stimulating of initiative and spontaneity.
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