而心理契约的违背则会导致员工低的工作满意度、组织承诺和组织公民行为。
However, psychological contract violation can leads lower working satisfaction, organizational commitment and organizational citizenship behavior.
近年来，组织公民行为(ocb)成为组织行为学研究的热点问题。
In recent years, OCB has become a hot point of the research on organization behavior.
本研究试图编制一套科学、规范的组织公民行为测量工具，并在此基础上对企业员工组织公民行为进行测量和比较。
This study try to develope a scientific and normative OCB questionnaire, then retest and compare Chinese Organizational Citizenship Behavior on the base of it.
组织公民行为(ocb)是一种对组织有利的员工自发行为，能够对组织的社会和心理环境提供维持和增强作用。
Being a spontaneous employee's behavior, Organizational Citizenship behavior (OCB) can contain and strengthen the social and psychological circumstance of the organization.
职业承诺对员工的心理行为的影响表现为对职业满意度、组织承诺、组织公民行为、工作绩效有促进作用；
There are significant positive effects of occupational commitment on career satisfaction, organizational citizen behavior, organizational commitment and job performance .
组织管理诚信对组织公民行为有显著的影响，其中一半是直接影响，一半是通过分配公平、工作投入来间接影响的；
Secondly, Organizational Citizenship Behavior is affected directly and indirectly by the Perceived Organizational Chengxin, Distributive Justice and Job Involvement as mediators.
组织公民行为是一种有利于组织的角色外行为，由一系列非正式的合作行为构成。
Organizational citizenship behavior is the role of behavior, which is conducive to the organization and formed by a series of informal cooperation ACTS constitute.
组织公平和组织公民行为都是组织行为学研究的热点问题。
Organizational justice and organizational citizenship behavior both are focus topics in the field of organizational behavior.
工作满意度和组织承诺在群体公民行为与个体组织公民行为间存在部分中介效应，在群体公民行为与个体任务绩效间的关系中存在完全中介效应。
Satisfaction and organizational commitment act as part mediators between GCB and individual-level OCB, as well as a full mediators between GCB and task performance of employees.
介绍了组织公民行为概念的来源，以及医务人员组织公民行为研究状况。
To introduce the origin of organizational citizenship behavior as well as the research situation of medical staff organizational citizenship behavior.
增加员工的组织公民行为可以弥补组织设计不可避免的缺陷，提升组织的全面绩效。
Increase the OCB of the staff can make up for the inevitable organizational designed flaws, and heighten the overall performance of the organization.
同时本文也将针对不同的个体统计变量考察企业员工的组织公平、组织信任、组织承诺和组织公民行为的状况。
Also the study analyzes the status of our employees' organizational justice, organizational trust, organizational commitment and organizational citizenship behavior.
在以上分析的基础上，提出了有关企业员工组织公民行为实施频率的决定因素和组织公民行为对个体绩效影响的理论假设。
Then, the paper has put forward hypotheses relevant to OCB's decisive factor and its influences to the individual on the foundation of the above analysis;
社会网络密度和集中度低时，组织成员表现出较少的组织公民行为，组织有效性亦相对较低。
The higher the density and concentration of social network is, the more organizational citizenship behavior the organization members show, organizational effectiveness is relatively high;
本文认为，组织公民行为是一种关系绩效，它可以作为第三种变量存在于最佳实践作用于组织绩效的机制过程中，并且能够改善原有两个变量之间的关系。
This article holds that OCB is a contextual performance, it can be used as a third variable in order to improve the relationship between two variables (best practices and organizational performance).
目前，单一地对个人-组织匹配或者组织公民行为进行研究的文献很多，但就个人-组织匹配对组织公民行为影响进行系统研究的较少。
Currently, many researches have been done on P-O Fit or OCB, but few researches on influences of P-O Fit to OCB.
组织公民行为(ocb)是普遍存在于组织中而又被忽略的重要行为，它对组织和个人提高工作成绩都有重要的作用。
Organizational citizenship behavior is very important behavior exist in organization but ignored. It can improve the performance of individuals and the whole organization.
组织公民行为(ocb)是普遍存在于组织中而又被忽略的重要行为，它对组织和个人提高工作成绩都有重要的作用。
Organizational citizenship behavior is very important behavior exist in organization but ignored. It can improve the performance of individuals and the whole organization.
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