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Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue.

A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4.

Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue.

To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.

The study aims to examine the moderating influence of perceived co-worker support in the nexus between compulsory citizenship behaviour, job involvement and social loafing amongst university interns.

Four hundred and sixty-two) respondents took part in the study by completing a self-reported questionnaire distributed via online WhatsApp platform. The respondents were selected using multistage sampling technique. The data were processed and analysed using IBM SPSS version 24 and PLS-SEM, respectively.

Results reveal interns’ experience of compulsory citizenship behaviour positively influences their social loafing and negatively influences their job involvement. Furthermore, the support received from co-workers’ reduces the negative influence of compulsory citizenship behaviour on interns’ (1) social loafing and (2) job involvement.

The study’s main limitations have been identified as the type of organisation in which the internship was completed and the number of years of internship experience. Future research may seek to address this problem by obtaining data from a cohort that is categorised based on the nature of the organisation and duration of the internship.

Perceived co-worker support has been found to reduce the negative effects of interns’ compulsory citizenship behaviour on their job outcomes. It is recommended that organisations establish a supportive work environment to assist interns. This can be achieved through various means, such as engaging in team-building activities and assigning mentors, among other strategies.

One of the first to have examined a model linking compulsory citizenship behaviour, job involvement, social loafing and perceived co-worker support amongst interns in a higher education environment.

The purpose of this paper is to examine the effect of compulsory citizenship behavior (CCB) on employees' attitudes and behaviors in the context of Chinese organizations, especially the mediating role of psychological contract violation and the moderating role of Chinese traditionality.

The study sample comprised matched surveys from 450 supervisor‐subordinate dyads in the People's Republic of China. The subordinates completed measures of CCB, psychological contract violation, organizational commitment and Chinese traditionality. The supervisors were asked to rate subordinates' task performance and contextual performance.

Results reveal that: CCB measurement tool of Western is also suitable for the situation in China; CCB has negative impact on contextual performance and organizational commitment, but it has no significant relationship with task performance; psychological contract violation has an partial mediation role between CCB and employees' contextual performance; Chinese traditionality has obvious function of adjusting the relationship between CCB and employees' contextual performance. For the employees with low level of Chinese traditionality, it was found that the relationship between CCB and employees' contextual performance was significantly related with each other, whilst for the employees with high level of Chinese traditionality, the relationship was not significant.

This empirical study provides preliminary evidence of the mediation effect of psychological contract violation and the moderating effect of Chinese traditionality in the relationship between CCB and employees' attitudes and behaviors. Additionally, the findings highlight the necessity of study on CCB in the context of China to help advance our theoretical understanding of the mechanisms that underlie the effect of CCB on employees' attitudes and behaviors.

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

The purpose of this paper is to explore the underlying influence of destructive leadership on hindrance stress and compulsory organizational citizenship behavior (CCB) by developing a moderated mediation model, which examines the mediating role of hindrance stress and the moderating role of supervisor–subordinate guanxi.

By using 324 samples collected from multiple companies in southeast China, the model is tested through multiple linear hierarchical regressions, correlation analysis, confirmatory factor analysis and PROCESS bootstrapping program in SPSS and AMOS software.

Results reveal that hindrance stress fully mediates the relationship between destructive leadership and CCB, and supervisor–subordinate guanxi moderates the strength of the indirect effect between destructive leadership and CCB (via hindrance stress), so that the mediated relationship is stronger when supervisor–subordinate guanxi is low rather than high.

The study contributes to display the influence path and contingency mechanism of destructive leadership as a stressor on employees’ negative behavior in the workplace. The moderated mediation model results not only develop the research on the relationship between negative leadership and employee behavior in terms of leadership effectiveness but also provide a new viewpoint to explore the relationship between leadership and employee behavior.

The study aims to investigate the direct and indirect effect of subordinate’s perceived abusive supervision (AS) on his/her work–family conflict (WFC) and family–work conflict (FWC). Although prior studies have empirically explored the direct effect, but the role of mediators like compulsory citizenship behavior, burnout and stress transfer explaining the indirect effect has seldom been reported.

The study draws cross-sectional dyadic data from multiple sources (both job incumbent and the spouse). A final sample of 188 was used to test the hypotheses using SmartPLS.

The result reports positive relationship between AS and inter-role conflict (WFC and FWC). The findings also reported compulsory citizenship behavior (CCB) partially mediating the positive relationship between AS and WFC and AS and FWC. Also, the positive relationship between AS and WFC is partially (serial) mediated by CCB and burnout, and similarly, the association between AS and FWC is partially (serial) mediated by CCB and stress transmission.

The study makes several valuable contributions to the extant literature; first, it is the only study to explore the direct and indirect effect of AS on inter-role conflict (WFC and FWC) in Indian organizations. Second, the mediational role of CCB (as explained by the conservation of resources theory) and burnout and stress transmission (as explained by the spillover and crossover theory) offers rare insight about the process that explains the relationship between the focal constructs.

Drawing on uncertainty management theory, the purpose of this paper is to propose that experiencing the authoritarian leadership (AL) will weaken followers’ self-efficacy, which induces their compulsory citizenship behaviors (CCBs), defined as workers’ unwilling prosocial behaviors in helping colleagues.

Survey/regression: data collected from Taiwanese workers supports the proposal.

The results not only support the proposal but also show that supervisor support will exacerbate the negative effect of AL with workers’ self-efficacy. Further, workers’ political skill will attenuate the above relationship.

This study complements scholarly knowledge about how AL, supervisor support, and political skill together influence workers’ self-efficacy, which then induces CCBs. The findings also remind supervisors not to offer support while at the same time demonstrating an AL style.

This study investigates how compulsory citizenship behavior (CCB) restricts police employees from fulfilling their family responsibilities [i.e. work–family conflict (WFC)] and affects their psychological health. The authors also examined putting family first (PFF) as a conditional variable on the association between CCB and WFC.

This quantitative study collected data from 341 police employees on convenience basis. Further, the authors tackled the issue of common method bias (CMB) by collecting data in two waves.

The data were analyzed through structural equation modeling (SEM), and the result revealed that WFC mediates the association between CCB and police employees' psychological health. In addition, the authors noted that individuals high in PFF were less likely to experience WFC in the presence of CCB.

This study contributes to the scant literature on police employees' psychological health. Specifically, this study is the first to investigate the mediating role of WFC between CCB and psychological health with the boundary condition of PFF.

This study aims to examine the causes of citizenship pressure and to investigate the relationship between citizenship pressure, job stress and turnover intentions. Specifically, the current study examines the effects of the personality trait of neuroticism and the organizational cultures of bureaucracy and the market.

Data were collected from 224 hotel employees in the People’s Republic of China using a self-administered survey questionnaire. The participants completed measures examining citizenship pressure, personality, organizational culture, job stress and intention to quit. Structural equation modeling was used to test the research hypotheses.

The results showed that employees who are more neurotic are more likely to experience citizenship pressure. Moreover, citizenship pressure was found to increase job stress and turnover intentions. However, a bureaucratic culture, which prizes stability, was found to reduce citizenship pressure.

This study presents factors that may influence hotel employees’ perceptions of citizenship pressure and reveals the negative consequences of such pressure. Thus, the study results contribute to a better understanding of citizenship pressure and can be used to develop guidelines to reduce citizenship pressure in work environments.

To the best of the authors’ knowledge, the current study is the first empirical study to examine the antecedents and consequences of citizenship pressure in the hotel industry. Moreover, previous citizenship pressure studies have mainly been conducted in a Western cultural context; it is unclear whether citizenship pressure can be similarly observed in China, where the nature and form of employment relationships differ significantly from those in Western countries.

Although organizational citizenship behaviour (OCB) is a concept associated with significant values within the modern workplace, many employees find it challenging to exhibit some necessary extra-role behaviours, such as helping co-workers complete their duties when a situation demands it. Currently, in the South African workspace, fostering OCB among employees is a concern to people practitioners. Specifically, extra-role types of behaviour are declining among professionals as 21st-century technologies promote remote-working policy, leaving employees to work robotically with computers and having no colleagues around to seek or render assistance with their duties. Moreover, professionals are overwhelmed with the timely and endless obligations received frequently and hardly have time and energy for extra-role behaviours. In addition, physical and psychological health-related concerns such as technology stress and career worries are among the contemporary issues affecting human resource (HR) management in this present time. This necessitates more scholarly actions in the niche of OCB, especially identifying and arresting its hindrances. However, a thorough review of the literature on OCB revealed a paucity of scientific reports in the areas of relationships between technostress, career concerns and OCB. Hence, the proposed chapter seeks to bridge the gap in the literature of OCB by theoretically exploring the relationships between technostress, career concerns and OCB in the professional services context in South Africa.