组织公民行为对团队绩效的影响研究——基于组织文化的视角-research on the influence of organizational citizenship behavior on team performance —— based on the perspective of organizational culture.docxVIP

摘要 摘要 万方数据 万方数据 摘要 20 世纪 70 年代以来，团队作为一种先进的工作方式备受重视，凭借其凝聚成员 的能力与智慧、快速应对市场的变化、解决问题，来达到共同目标，越来越受到认可。 而提高团队绩效的有效方式是激发员工工作的主动性和积极性，因此，员工自发合作 行为（组织公民行为，OCB）的作用日显突出。有关组织公民行为与团队绩效的关系 研究，大多集中在组织公民行为的形成的原因和结果上，关于团队成员的组织公民行 为及其对团队绩效的影响研究却相对较少。 本文在国内外相关研究的基础上，以中国情境下的 OCB 研究框架为借鉴，以组 织文化为调节变量，构建了 OCB 与团队绩效的研究模型，界定了研究变量，提出 OCB、 组织文化和团队绩效的 3 个研究假设。通过发放问卷、SPSS 软件分析等方法，对组 织公民行为和团队绩效的关系进行了实证研究。 研究结论如下：组织公民行为的坚守本分维度与团队绩效的团队续存发展维度不 存在相关性，组织遵从维度对满意感维度不存在相关性，其余各维度彼此之间有很高 的相关性；不同的组织文化类型下，组织公民行为的各个维度之间均存在显著性差异， 团队绩效除了目标达成之外，满意感和团队续存发展维度之间存在显著性差异；不同 组织文化类型中 OCB 对团队绩效的影响作用不同。 根据研究结论，针对团队建设提出建议：管理者应该更加重视员工的组织公民行 为在团队绩效中的促进作用；根据企业的文化类型，有针对性的进行决策，来引导和 激发员工的组织公民行为，提高团队绩效，增强其市场竞争力。 关键词：组织公民行为；团队绩效；组织文化 I - Ab Abstract Abstract Since 1970s, the team as an advanced working method has been drawing lots of attention. It has appreciated by the cohesive ability, fast adapt the changeable of market, solve problems and achieve the goal. The effective way to improve the team performance is to arouse employees’ initiative and positivity. So, the function of Organization Citizen Behavior (OCB) is more and more important. These researches about the OCB and the team performance usually focused on the formation and result of OCB, and the study about the affection on team members’ OCB and team performance are little. This article based on the related literature and the background of Chinese culture. The author has taken the organization culture as the moderating variable and built the OCB and team performance model. Firstly, the author has defined these related variables. Secondly, the author has proposed 3 hypotheses about OCB, Organization Culture and Team Performance. At last, the author has distributed the questionnaires to collect date, and then used the SPSS software to analyze these dates. The results: there are no significant correlations between the stick to obligation dimensionality of OCB and the sustainable dimensionality of the team performance; there are no significant correlations betw