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随着时代发展,中日经济往来日益增多,研究中日员工的组织公民行为对中日跨国企业的管理来说具有重要意义。通过经济交换模型、集团价值模型、印象管理模型来探讨中日组织公民行为产生机制的异同。结果表明:中日组织公民行为分为援助行为和协调行为2维度,中国员工的援助行为高于日本员工,中日员工的协调行为没有明显差异性;中国员工的职务满足度、过程公平、对人公平、情绪的组织承诺、功利的组织承诺、公我意识、主动型印象管理策略均高于日本员工。组织公民行为产生机制中的相同点为中日员工如果感知到组织的尊重,受到组织的公平对待,就会产生对组织的归属感,从而易于援助行为的产生。其余的产生机制都因各自文化的影响表现出不同特点。
With the development of the times, the economic exchanges between China and Japan are increasing day by day. It is of great significance to study the organizational citizenship behavior of the employees in China and Japan for the management of multinational corporations in China and Japan. Through economic exchange model, group value model and impression management model, this paper explores the similarities and differences of the mechanism of citizenship behavior between China and Japan. The results show that: Citizenship behavior in China and Japan is divided into two dimensions: aid behavior and coordination behavior. Chinese employees ’aid behavior is higher than that of Japanese employees. There is no significant difference between Chinese and Japanese employees in their coordination behavior. Chinese employees’ job satisfaction and process are fair. People fair, emotional commitment to the organization, organizational commitment utilitarian, public awareness of me, the initiative type of impression management strategy are higher than Japanese employees. The same point in the mechanism of OCB is that if employees in Japan and China perceive the respect of the organization and receive the fair treatment of the organization, they will have a sense of belonging to the organization and thus ease the emergence of assistance. The rest of the mechanisms of production all show different characteristics because of their respective cultural influences.