Enterprises estimate employees¡¦ job performance, should not only pay attention to in-role performance but also take notice of extra-role performance, and that is organizational citizenship behavior. Because employees have their own right in organizational citizenship behavior, they are easy to express. It is extremely important to explore the reason why employees present organizational citizenship behavior, how the employees show their willing to perform, and that is conducive to the performance of organization. This has become one of the most important issues for organization. If enterprises can understand the employees¡¦ motivation and guide them, then the enterprises can get their expectation and respect as well as improving the performance of organization from the employees.
In this study, organizational climate is used as the independent variables, organizational commitment is used as the intervening variable, and organizational citizenship behavior is the dependent variable. The purpose of this research is mainly to find out the relationship and the difference among organizational climate, organizational commitment, and organizational citizenship behavior. Furthermore, using the individual variable as the interfered variable to investigate the effect of interference to organizational climate, organizational commitment, and organizational citizenship behavior. This research used the method of questionnaire survey as the C case factory. After analyzing the data with quantitative analysis, together with various kinds of statistic methods, the following important discoveries are stated separately as follows:
1. The different individual variables to organizational climate, organizational commitment, and organizational citizenship behavior come out a partly remarkable discrepancy.
2. A significant positive correlation was identified among organizational climate, organizational commitment, and organizational citizenship behavior.
3. Organizational climate and organizational commitment were positively significant to organizational citizenship behavior.
4. Organizational commitment was found to have a significant mediating effect between organizational climate and organizational citizenship behavior.
5. Individual variables were found to have a significant moderating effect among organizational climate, organizational commitment, and organizational citizenship behavior.
According to the results of research, organization that were enable to promote organizational climate and increasing employees¡¦ organizational commitment, the workers displayed organizational citizenship behavior to advance the performance of organization, in order to maintain enterprise¡¦s continuous competitive advantages.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0703102-145822 |
| Date | 03 July 2002 |
| Creators | Chiang, Ching-Ching |
| Contributors | Shyh-Jer Chen, Bih-Shiaw Jaw, Liang-Chih Huang |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0703102-145822 |
| Rights | unrestricted, Copyright information available at source archive |
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