Revision with unchanged content. Organizational Citizenship Behaviour
(OCB) and a special form of it, the participation in the Continuous
Improvement Process (CIP), are prospective key factors and
qualifications that differentiate a successful from an average company.
They represent the most important part of the human capital that gets
more and more important and relevant for the economical success in times
of the information society and numerous "lean strategies". OCB or the
participation in the CIP can not be influenced directly or even be
demanded. The constructs organizational identification and
organizational commitment are supposed to be the most important
predictors for a strong OCB. Unfortunately, there are only less holistic
approaches to systematically strengthen identification and commitment in
an enterprise - a holistic approach based on long term considerations is
necessary. Therefore, the aim of this paper is (a) the empirical proof
of a positive connection between OCB respectively CIP efforts among
employees and identification or rather commitment. (b) the development
of a holistic consulting approach to increase the participation in the
CIP. Via a quantitative survey in the shop floor level of an automobile
manufacturer it was proved that mainly the affective and cognitive
dimensions show positive correlations with the participation in the CIP.
