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组织公民行为这一概念源自西方,反映的是西方的社会文化和政治理念。然而,员工的组织行为受到社会文化的深远影响。在中国管理实践中,无论是国有企业还是私营企业都弥漫着浓厚的“家文化”氛围。在这种截然不同的文化影响下,根植于西方文化基础的组织公民行为,其概念本身的文字表达、内涵定义以及维度结构等均不适用于中国特定的文化背景和实际国情,而组织主人翁行为是产生于中国社会文化土壤并用于描述中国文化背景下组织中成员的自主性行为。组织主人翁行为的六个维度学习进取、敬业奉献、忠诚正直、乐于助人、人际和谐、顾全大局的提出,比源自西方管理学文献的组织公民行为更能反映出中国文化背景下积极进取的正向行为。
The notion of OCB originated in the West and reflects Western socio-cultural and political ideas. However, the organizational behavior of employees is deeply influenced by the social culture. In China’s management practices, both state-owned enterprises and private-owned enterprises are filled with a strong “home culture” atmosphere. Under the influence of this totally different culture, the organizational citizenship rooted in the western culture base, the expression of the concept itself, the definition of the connotation and the structure of the dimension do not apply to China’s specific cultural background and actual national conditions, and the organization of the ownership behavior Is generated in China’s social and cultural soil and used to describe the autonomy of members of organizations in the context of Chinese culture. Organizational ownership behavior of the six dimensions of learning enterprising, dedication, loyalty, helpfulness, interpersonal harmony, taking into account the overall situation, than from western management literature of organizational citizenship can better reflect the Chinese culture positive positive Behavioral.