The Effects of Perceived Organizational Support, Organizational Identification and Job Satisfaction on Organizational Citizenship Behavior: the Case of Knowledge Workers

• Main Authors: YI HSI CHUCHEN, 益西曲珍
• Other Authors: none
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/67230923829415503514

碩士 === 國立臺灣科技大學 === 管理學院MBA === 97 === In the time of globalization and knowledge economy, the technologic industry in Taiwan not only has been part of global economic system but also played an important role in development of economy. With the improvement of business performance, company takes their employees as the crucial asset. Technological industry release high rate of stock ownership in order to appeal excellent employees, which can help maintain their competition in business. However, profit of the companies has declined since the employee stock ownership plans started to work. Within the time of knowledge economy, how the company strengthens employees’ perceived organizational support to promote their organizational citizenship behavior is a hot issue. Recently, national journals and researches present the positive relationship between perceived organizational support and job satisfaction, and the closer relationship within organizational Identification, organizational citizenship behavior, cooperation behavior and will of staying job. This research shows that knowledge workers in technologic industry are sensible in “Perceived Organizational Support”, “Organizational Identification”, “Rate of Job Satisfaction” and “Organizational citizenship behavior”. Additionally, the workers more sensible in perceived organizational are more sensible in organizational identification. It explains that the organization which put much focus on employees’ welfare and working environment can get royal feedback and good performance from employees. Furthermore, the workers who have high organizational identification have high organizational citizenship behavior and high job satisfaction. From the perspective of personal, it explains the higher organizational identification make employee benefit the company. From the perspective of organization/ viewpoint of social exchange, the higher job satisfaction makes employees perform well in organizational citizenship behavior. 　　After the employee stock ownership plans, how the enterprises encourage the employees with non-financial rewards becomes a very important issue. Strengthening the perceived organizational support of employees is a good way for enterprises to improve their organizational citizenship behavior. This study offers the management of technological industry some perceived organizational supports to help employees benefit company automatically.