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ResearchProposal:AStudyoftheRelationshipbetweenOrganisationalCitizenshipBehaviours,PsychologyContractandOrganisationalJustice:FocusingontheChineseWorkers[Note:Thisproposalhasbeenreproducedinanonymisedfromwithfullpermissionfromthestudent.Itisreproducedusingsinglelinespacingtosavepaper].Name:????StudentNumber:????Dateofsubmission:ddmmmyyyyWordaccount:2122excludingreferencesContents1ResearchBackground12Researchaimandobjectives13Literaturereview23.1Organisationalcitizenshipbehaviours23.2Psychologicalcontract33.3Organisationaljustice44Methodology54.1Questionnairesurvey54.2Sampleselectionanddatacollection54.3Researchethics64.4Dataanalysis65Timetable66Conclusions77References711ResearchBackgroundFuelledbyincreasingglobalizationandinternationalcompetition,manyenterpriseshaverealisedtheimportanceofrecruiting,retaining,andmanaginghumanresources,whichcontributetoincreasingcompetitivenessoforganisationsandgainingsustainablecompetitiveadvantages(Nadiri&Tanova,2010).Recently,manyscholarsandpractitionersdevotemultipleeffortstoorganisationalcitizenshipbehaviours.Thereasonisthatorganisationalcitizenshipbehaviourscontributetoimprovingorganisationalperformancebymaximizingtheirjobefficiencyandproductivity(Organ,1988;Wagner&Rush,2000).Jahangiretal.(2004)assertthat“successfulorganisationshaveemployeeswhogobeyondtheirformaljobresponsibilitiesandfreelygivetheirtimeandenergytosucceedattheassignedjob”(p.75).Fromtheseperspectives,organisationalcitizenshipbehavioursactasanessentialroleinstrengtheningorganisationaleffectiveness.Givenitsimportance,thisstudyaimstoexamineorganisationalcitizenshipbehavioursofChineseworkersinordertoimproveresearchgeneralizability.Eitherinacademicstudyorinpractice,organisationalcitizenshipbehaviourshavegainedmuchattention.Hence,manyscholarsexamineandexplorethedefinition,structure,antecedentsandconsequencesoforganisationalcitizenshipbehaviours.Amongallantecedents,organisationaljusticeandpsychologicalcontracthavereceivedmuchattentioninthefieldoforganisationalpsychologyandorganisationalbehaviours.Theexistingstudieshaveillustratedthatorganisationaljusticeandpsychologicalcontractarepositivelyrelatedtoorganisationalcitizenshipbehaviours(Cohen-Charash&Spector,2001;Turnleyetal.,2003).ThroughsurveyingsamplesfromUnitedKingdom,mainlandChina,FranceandtheUnitedStates,Foketal.(1996)alsofoundthatemployeeswithdifferentculturalbackgroundhaddifferentperceptionoffairnessandorganisationalcitizenshipbehaviours.Concerningforthedifferenceofculture,itisnecessarytoexamineorganisationalcitizenshipbehavioursanditsantecedentsintheChineseculturalbackground.Atthesametime,Huietal.(2004)pointoutthatemploymentrelationshipisdifferentduetodifferentpsychological,social,andinterpersonalmechanism.Furthermore,theexistingstudiesassociatedwithorganisationaljustice,psychologicalcontract,andorganisationalcitizenshipbehavioursarerootedinwesternculturalbackground.WhethertheyworkornotintheChineseculturalbackgroundhasnotbeenknown.Therefore,inordertoimproveresearchgeneralisability,thisstudyattemptstoidentifytheeffectoforganisationaljusticeandpsychologicalcontractonorganisationalcitizenshipbehavioursfocusingontheChineseworkers.Thisproposalisarrangedasfollows:sectiontwoprovidesresearchaimandobjectives.Assuch,sectionthreereviewsliteraturesassociatedwithorganisationaljustice,psychologicalcontract,andorganisationalcitizenshipbehaviours.Sectionfourpresentsdatacollectionmethods.Sectionfiveprovidestimetable.Thisproposalendswithconclusions.22ResearchaimandobjectivesTheaimofthisresearchistoexamineandunderstandtherelationshipbetweenorganisationaljustice,psychologicalcontract,andorganisationalcitizenshipbehaviours.Toaddressresearchaim,thespecificresearchobjectivesarepresentedasfollows:(1)ToexaminetherelationshipbetweenorganisationaljusticeandpsychologicalcontractfocusingontheChineseworkers;(2)ToexaminehoworganisationaljusticeaffectsorganisationalcitizenshipbehavioursfocusingontheChineseworkers;(3)ToexaminehowpsychologicalcontractaffectsorganisationalcitizenshipbehavioursfocusingontheChineseworkers.3Literaturereview3.1OrganisationalcitizenshipbehavioursThetermorganisationalcitizenshipbehaviour(OCB)wasintroducedbyOrgan(1977).In1988,Organdefineditas‘‘discretionary,notdirectlyorexplicitlyrecognizedbytheformalrewardsystem,andthatintheaggregatepromotestheeffectivefunctioningoftheorganisation’’(Organ,1988).Subsequently,Organ(1995)redefinedOCBas‘‘performancethatsupportsthesocialandpsychologicalenvironmentinwhichtaskperformancetakesplace”(p.95).Intermsofthisdefinition,OCBisapartofjobperformance.ThedefinitionofOrgan(1995)hasgainedconsiderableattentionfromscholars.AccordingtoBolinoetal.(2002),OCBisdefinedas“thewillingnessofemployeestoexceedtheirformaljobrequirementsinordertohelpeachother,tosubordinatetheirindividualinterestsforthegoodoftheorganisation,andtotakeagenuineinterestintheorganisation’sactivitiesandoverallmission”.ThisdefinitionhasgainedthesupportofAppelbaumetal.(2004),whodefineditas“adiscretionarybehaviourthatisnotpartofanemployee’sformaljobrequirement,but-isthatwhichp