The Relationship between Job Resources and Organizational Citizenship Behaviors—The Mediating Effect of Affection Identification

• Main Authors: Hsu Yen-Teng, 許晏騰
• Other Authors: Chen Pi-So
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/ssyy55

碩士 === 國立高雄應用科技大學 === 人力資源發展系碩士班 === 101 === The healthcare industry has recently undergone a dramatic change, which demands more healthcare services. The notion of Organizational Citizenship Behaviors (OCBs) is therefore an important indicator of to what extent hospitals can effectively manage healthcare workers, and so raise revenue. OCBs encompass the concept of facilitating more effective financial and human resource management of the organization, which greatly influences the achievement of organizational goals. Moreover, healthcare personnel are central to the operation of hospital services; meanwhile, they play an important role to reputation of hospitals. As such, if the level of OCBs is heightened, it is believed to bring advantages for hospital operation and management. Previous studies also suggest that Job demand-resources (JD-R) model show great effect on employee performance. In the line, from the perspective of human resource management, the present study aims to explore whether the number of work resources from hospitals can cause any difference in affective identification and OCBs. The purpose of the current study is to investigate (1) whether the availability of job resources for healthcare personnel ensured by hospitals can influence affective identification (2) whether the availability of job resources for healthcare personnel ensured by hospitals can affect OCBs, (3) also the interaction of affective identification with OCBs, and (4) whether the availability of job resources for healthcare personnel ensured by hospitals can affect OCBs through mediating effect of affective identification. In particular, the exploration of job resources is operationalized as employee well-being, social support, and professional development, which can later reflect upon the existence needs, relatedness needs, and growth needs (ERG) of the healthcare personnel. A survey—questionnaire approach was employed as to the data collection. Followed by the convenience sampling method, the healthcare personnel in Taiwan were sampled and asked to respond to the given surveys. The total of 166 valid questionnaires was obtained. The findings of the present study suggest: A. The more job resources are ensured, the higher the level of employee affective identification can be. B. The more job resources are, the higher the level of OCBs . C. The higher the level of affective identification is, the easier OCBs can result. D. The mediating effect of affective identification is confirmed in the relationship between job resources and OCBs.