There is significant difference of OCB on organizational culture types.
员工组织公民行为在组织文化类型方面有显著差异。
Organizational Citizenship Behavior (OCB) is a kind of contextual performance.
组织公民行为是关系绩效的一种形式。
In recent years, OCB has become a hot point of the research on organization 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。
This paper discusses the OCB 's inspiration for the library reader service and human resource management.
以组织公民行为理论为基础，探讨了OCB对图书馆读者服务及人员管理的意义。
Currently, many researches have been done on P-O Fit or OCB, but few researches on influences of P-O Fit to OCB.
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。
In this paper, we analyzed how to compensate OCB mode and get the optimal parameters of the compensation films for high contrast ratio.
本文研究如何对该模式进行膜补偿，给出最佳的参数配置，实现高对比度。
The manager should pay attention to the recognition and lead active OCB to make it have more active function and restrain its negative behavior.
作为管理中的一把双刃剑，管理者应当注意识别和引导积极的组织公民行为，使之更多地发挥积极作用，警惕和抑制其消极行为。
The OCB material has different porosity characteristics compared with BCB and it might become another valuable heterogeneous bone graft material.
OCB材料具有与BCB不同的孔隙特点，有望成为另一类有价值的异种骨替代材料。
The results of our survey reveal that leader integrity is associated with subordinates' OCB, and that this relationship is fully mediated by leader effectiveness.
我们的调研结果显示领导者的正直品格与其下属的组织公民行为正相关，而且领导者有效性在这个关系中起着完全中介作用。
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.
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。
This paper describes AES and Rijndael algorithm, a ciper suite based on the AES and Offset Codebook (OCB) mode, the implementation of AES in WLAN, and some attacks on the ciper AES.
文章主要讲述了AES加密算法，在分支编码本（OCB）模式下的AES加密机制原理，AES算法在WLAN中的应用，以及现有的一些针对AES算法的攻击方法。
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).
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).
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。
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