I-Huai Lu

Department of Industrial Management, Yang-En University, 

Quanzhou City, Fujian Province, China

b13925065727@qq. com

Wei-Chen Tung

Orvis School of Nursing, University of Nevada- Reno, Reno, NV, USA 89557

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This study focuses on the research on the superorganizational citizenship behavior and formation mechanism of individual nodes in the context of blockchain. Through the discussion of organizational citizenship behavior and the characterization of the characteristics of super organizational citizenship behavior, the role of digital rights incentives and superorganizational structures to manage is discussed. The influence of the formation mechanism of superorganizational citizenship behavior. This topic takes H Group as an example to conduct empirical research, combines the Bitcoin network to solve problems such as the superorganizational structure of management and the superorganizational citizenship behavior of participants, and proposes countermeasures and suggestions to provide new ideas for building a more perfect adaptive organization. ideas. It also provides a reference for future theoretical circles and practitioners to conduct in-depth research on the organizational behavior of super citizens. This study draws on the research results of digital equity incentives and management superorganizational structure, conducts theoretical analysis and grounded theoretical qualitative analysis on the superorganizational citizenship behavior mechanism, and constructs a digital equity incentive and superorganizational management structure. Management and Beyond Organizational Citizenship Behavior. The relational and adaptive organization hypothesis model assumes that the antecedent variables have an impact on the outcome variables, and the mediating variable adaptive organization plays a mediating role in the study of supra-organizational citizenship behavior and its formation mechanism. 

In the hypothesis testing stage, this study conducted formal coding of the interview records after interviews with 8 employees of Group H, including open coding, main axis coding, and relevance coding, etc., to obtain the initial concepts and items of the reasons for the formation of superorganizational citizenship behavior. Such as equity incentives, technology, decentralization, etc. ; comparative analysis with the research results of superorganizational citizenship behavior. Through the initial concept coding, the main shaft coding with high relevance and high frequency is extracted. Among the conceptual categories that have been discovered, the core categories are summarized and further summarized as core codes. The scale is composed of main categories (core codes) and subcategories. Then established the main model and hypothesis of the research, used the maturity scale of organizational citizenship behavior for reference, modified the scale according to the interview code, and designed the measurement scale of digital equity incentives and superorganizational management based on the maturity scale. After distributing 392 questionnaires and collecting data from the employees who are working in the blockchain, using SPSS statistical tools to pass hypothesis testing and empirical analysis, the main research conclusions are: 

In the context of blockchain: 

  1. Digital equity incentive X has a significant positive impact on super - organizational citizenship behavior Z. 
  2. Digital equity incentive X has a significant positive impact on going to management and beyond organization Y. 
  3. Demanagement superorganizational structure Y has a significant positive impact on superorganizational citizenship behavior Z. 
  4. Going to the management superorganizational structure Y plays an intermediary role in the influence of digital equity incentive X on super - organizational citizenship behavior Z. 

According to the research conclusion, this paper, the first of its kind, puts forward an outline of supra-organizational citizenship behavior in the context of blockchain development, mainly introducing its concept, structure, and theoretical model on the effects of influence. Besides, it utilizes digital equities to motivate and manage the supra-organizational structure, adaptive organizational structure, and influence relations. Based on research findings, this paper proposes to improve the team performance and the overall performance in Group H by effectively promoting the supra-organizational citizenship behavior of employees. Furthermore, this paper provides suggestions for people outside Group H who work in the blockchain industry on how to take advantage of the benefits of supra-organizational citizenship behavior. 

Keywords: Blockchain; Digital equity incentive, Equity-incentive, Demanagement and Superorganizational Structure, Organizational Citizenship Behavior, Deinstitutionalized Self-management. 

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