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Article
Publication date: 1 March 2001

Matthew S. O'Connell, Dennis Doverspike, Christina Norris‐Watts and Keith Hattrup

The present study examined multiple antecedents of organizational citizenship behaviors (OCB) in a Mexican sample of retail salespeople. Although a quota based measure of…

Abstract

The present study examined multiple antecedents of organizational citizenship behaviors (OCB) in a Mexican sample of retail salespeople. Although a quota based measure of sales performance was correlated with OCB, the correlation was relatively low. However, personality and attitude measures, with conscientiousness having the cleanest relationship, were significantly correlated with OCB. A situational judgment measure was significantly correlated with sales performance. These findings indicate that individual personality facets may be stable predictors of OCB in Mexican samples.

Details

The International Journal of Organizational Analysis, vol. 9 no. 3
Type: Research Article
ISSN: 1055-3185

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Article
Publication date: 19 November 2021

Flavio Urbini, Antonio Chirumbolo, Emanuela Caracuzzo and Antonino Callea

The purpose of this paper is to investigate the effects of intrinsic job satisfaction (JS) on organizational citizenship behaviors (OCBs) directed toward individuals (OCBs

Abstract

Purpose

The purpose of this paper is to investigate the effects of intrinsic job satisfaction (JS) on organizational citizenship behaviors (OCBs) directed toward individuals (OCBs-I) and OCB directed toward organization (OCBs-O) via organizational identification (OID). Based on social exchange and social identity theories, it is hypothesized that OID may play a mediator role in the relationship between JS and OCBs-I and OCBs-O.

Design/methodology/approach

A questionnaire investigating JS, OID and OCBs dimensions was administered to 719 Italian employees. The mediation hypotheses were analyzed through structural equation model, via bootstrap analysis, after preliminary analyses as correlations and measurement model.

Findings

Results showed a positive relationship between JS, OID and OCBs dimensions. Furthermore, OID partially mediated the positive effects of JS on OCBs-I and OCBs-O. These findings supported hypotheses, suggesting that OID may explain the psychological mechanism through which an employee intrinsically satisfied about own job will fulfill more extra-role performance, i.e. OCBs-I and OCBs-O.

Practical implications

Implications for human resource management policies are discussed: to HR professionals is proposed to implement interventions to enhance employees’ intrinsic satisfaction and identification with the organization, to increase consequently positive organizational behaviors such as OCBs.

Originality/value

This study attempted to examine the JS-OCBs relationship in more depth. For the first time, the JS on OCBs-I and OCBs-O were simultaneously investigated, with OID as a mediator: shedding new light on the relationship among these variables.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 19 November 2021

Muhammad Qamar Zia, Tobias M. Huning, Aamir Feroz Shamsi, Muhammad Naveed and Riaz Ahmed Mangi

The goal of this study was to examine the mediating mechanism of informal learning between dimensions of learning climate and organizational citizenship behavior (OCB). In…

Abstract

Purpose

The goal of this study was to examine the mediating mechanism of informal learning between dimensions of learning climate and organizational citizenship behavior (OCB). In addition, the study also aimed to investigate the learning climate, in the dimensions of learning facilitation, learning appreciation and error avoidance as antecedents of informal learning.

Design/methodology/approach

The data were gathered from sports items manufacturing small and medium enterprises (SMEs) in Sialkot, Pakistan. Sialkot is home to manufacturing businesses that export their products worldwide. Survey data of 318 middle managers collected at 2 different times were used for testing the research model using structural equation modeling (SEM).

Findings

The results demonstrate that facilitation and appreciation learning climate have a positive relationship with informal learning and error-avoidance has a negative relationship with informal learning. The analysis also revealed that informal learning mediated the linkage between learning climate dimensions and OCB. Moreover, informal learning is significantly related to OCB.

Practical implications

HR practitioners and organizational leaders of SMEs can use, encourage and promote informal learning to improve the skills and knowledge of employees at low cost. For instance, management should strategically implement informal learning at the workplace by providing a supportive learning climate.

Originality/value

Previous studies have overlooked the impact of informal learning on OCB and its mediating effect. The present study addresses this gap by examining the mediating mechanism of informal learning between learning climate and OCB.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 2 November 2021

Vijay Kumar Shrotryia, Kirti Saroha and Upasana Dhanda

The purpose of this paper is to shed light on the relationship between organizational commitment (OC) and organizational citizenship behavior (OCB) as mediated by employee…

Abstract

Purpose

The purpose of this paper is to shed light on the relationship between organizational commitment (OC) and organizational citizenship behavior (OCB) as mediated by employee engagement (EE). The impact of different facets of OC (affective, continuance and normative) and EE (alignment, affectiveness and action-orientation) is examined with respect to OCB.

Design/methodology/approach

Insights from the literature underpin the hypotheses on how EE mediates the relationship between OC and OCB. Primary data using survey questionnaire were collected from 881 permanent employees of Delhi Metro Rail Corporation (DMRC) in India. Hayes' model 4 has been used for the mediation analysis.

Findings

The analyses show that only one facet of OC- affective commitment and the alignment and action-orientation dimensions of EE positively affect OCB. The relationship between OC and OCB is fully mediated by EE.

Practical implications

The results imply that engaging employees is pivotal for effectively fostering citizenship behavior among employees. Organizations should be willing to implement strategies and interventions which enhance the emotional experience of employees to foster a sense of belongingness with the organization and engage them.

Originality/value

The paper draws on a unique data set of a prestigious organization in India to provide insights with substantial degree of generalizability into the relationship between OC, OCB and EE, whilst applying a comprehensive definition of these constructs. It is the first study to examine the inter-relationship among different facets of these constructs.

Details

Personnel Review, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 11 October 2021

Neuza Ribeiro, Ana Patrícia Duarte, Rita Filipe and Rajasekhar David

This study aims to examine the impact of authentic leadership (AL) on employees’ organizational citizenship behaviors (OCB) by investigating the mediating effect of…

Abstract

Purpose

This study aims to examine the impact of authentic leadership (AL) on employees’ organizational citizenship behaviors (OCB) by investigating the mediating effect of affective commitment (AC).

Design/methodology/approach

Data were collected on 194 leader-follower dyads in diverse organizations, using individual surveys. Followers reported their perceptions of AL and their AC, and leaders assessed each follower’s level of OCB.

Findings

The results support the research hypotheses proposed, confirming that employees’ perceptions of AL are positively related to both their AC and OCB. Moreover, AC completely mediates the relationship between AL and OCB, indicating that authentic leaders increase employees’ affective bonds to their organization, and therefore, strengthen workers’ tendency to engage in OCB.

Research limitations/implications

Additional studies with larger samples are needed to clarify more fully not only AL’s influence on OCB but also other psychosocial variables affecting this relationship.

Practical implications

The findings suggest that organizations can foster employees’ AC and OCB by encouraging managers to adopt a more AL style. Authentic leaders are likely to focus on the collective as they care about their teams, the wider organization and even society’s welfare and sustainability.

Social implications

Growing concerns about sustainability and business ethics and the crisis of trust in organizations can be addressed through further research on positive leadership forms such as AL. This study’s findings suggest that AL fosters employees’ affective bond to organizations and their willingness to engage in OCB, which are two indicators related to organizational sustainability.

Originality/value

This study integrated AL, AC and OCB into a single research model, thereby extending previous investigations. In addition, the data were collected from two sources (i.e. both leaders and followers in dyads) to minimize the risk of common-method variance.

Details

Sustainability Accounting, Management and Policy Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2040-8021

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Article
Publication date: 22 September 2021

Lai Wan Hooi, Min-Shi Liu and Joe J.J. Lin

Drawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational…

Abstract

Purpose

Drawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator.

Design/methodology/approach

Valid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis.

Findings

The results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture–G-OCB relationship is significant.

Originality/value

The originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.

Details

International Journal of Manpower, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0143-7720

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Article
Publication date: 19 July 2021

Bilal Ahmad, Sajid Iqbal, Mahnoor Hai and Shahid Latif

This paper aims to examine the mediating role of relational mobile usage on the relationship between personal values (individualism, collectivism and academic…

Abstract

Purpose

This paper aims to examine the mediating role of relational mobile usage on the relationship between personal values (individualism, collectivism and academic self-efficacy) and organizational citizenship behavior (OCB) among the faculty members of higher education/degree-awarding institutes (DAIs) in Pakistan. The paper also examines the moderating role of gender on the relationship between relational mobile usage and OCB.

Design/methodology/approach

Cross-sectional data from 217 faculty members of higher education/DAIs in Pakistan were collected through an online questionnaire. Structural equation modeling technique using SmartPLS was used to assess the measurement and structural model. Statistical Package for the Social Sciences (SPSS) version 21 was used for data normality analysis, missing value analysis and variable calculation. Response and non-response bias were also examined.

Findings

The findings confirmed that individualism was not significantly related to relational mobile usage; however, collectivism and academic self-efficacy were significantly related to relational mobile usage. The relationship of relational mobile usage and OCB was also significant. The mediating role of relational mobile usage on the relationship between individualism and OCB was not significant; however, the mediating role of relational mobile usage between collectivism and OCB, and academic self-efficacy and OCB was significant. The moderating role of gender on the relationship between relational mobile usage and OCB was also significant.

Practical implications

DAIs’ administration should strive to encourage individuals to value group priorities over the individualistic interests. Valuing group interest over the individualistic interest would promote the usage of mobile technology for relational purpose. This relational perspective of mobile usage will ultimately develop OCB among individuals. Also, academic self-efficacy through relational mobile usage can lead to OCB; therefore, another important policy implication for the administration of DAIs is to develop academic self-efficacy among the stakeholders of the institutions.

Originality/value

Although OCB has become a theoretically mature concept, the framework proposed for this study has rarely been discussed in previous scholarships, particularly from the perspective of relational mobile usage. Arguably, this study is the first in testing the mediating role of relational mobile usage between the personal values and OCB within the context of academia in Pakistan.

Details

Interactive Technology and Smart Education, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1741-5659

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Article
Publication date: 26 August 2021

Meha Joshi, Girish Chandra Maheshwari and Rajan Yadav

This study aims to add to the current understanding of mediation and moderation processes through which employee career orientation (CO) is linked with organizational…

Abstract

Purpose

This study aims to add to the current understanding of mediation and moderation processes through which employee career orientation (CO) is linked with organizational citizenship behavior (OCB).

Design/methodology/approach

Data were collected from 214 employees working in Delhi and NCR of India. Structural equation modeling (SEM) was used for testing moderated mediation and establishing linkages between CO, CMP and OCB. Drawing on the social exchange theory, our model posits that the effect of CO on the outcome variable OCB is mediated by career management practices (CMPs) and the CMP-mediated relationship between the two is moderated by the gender of employees.

Findings

Overall, data from 214 employees from service organizations in India support the model. This suggests that the enactment of OCB as a consequence of CO and OCB is largely dependent on the gender of employees. The relationship was observed in such a way that for women employees, CMP will have a stronger influence on the CO-OCB relationship. According to bootstrap results, upon the addition of CMP as a mediator, the main effect of CO on OCB among male employees was significant but dropped from the Beta value of 0.281 to 0.196. However, adding CMP as a mediator among women employees caused the CO-OCB relationship to become insignificant (Beta = 0.124; LLCI = 0.415; ULCI = −0.127; p = 0.420), highlighting that CMP would have a more substantial influence on the CO-OCB relationship.

Originality/value

This study explains the mediational role of CMP in the relationship between CO and OCB (explaining how the employees with new CO can trigger the role of CMP, and consequently, CMP can help them enact OCB) and how the gender of employees moderate the mediated impact of CMP in the relationship between CO and OCB (explaining how the mediated relationship varies across genders). The novelty of the study lies in exploring such a relationship that has not been studied so far.

Details

Kybernetes, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0368-492X

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Article
Publication date: 16 July 2021

Jnaneswar K and Gayathri Ranjit

The purpose of this paper is to propose and empirically test a model that examines psychological ownership as an intervening variable between organizational justice and…

Abstract

Purpose

The purpose of this paper is to propose and empirically test a model that examines psychological ownership as an intervening variable between organizational justice and organizational citizenship behaviour drawing on the social exchange theory, equity theory and event mediated model.

Design/methodology/approach

The study was based on a cross-sectional research design, with a sample of 301 full-time employees from various information technology organizations in India. Amos software was used to test the validity of the hypothesised model, and PROCESS macro was used to test the mediation of psychological ownership.

Findings

The findings showed that organizational justice impacted both psychological ownership and organizational citizenship behaviour. Furthermore, psychological ownership impacted the organizational citizenship behaviour of employees. The key finding of this study is the partial mediation of psychological ownership in the relationship between organizational justice and organizational citizenship behaviour.

Practical implications

Besides enriching the organizational behaviour literature, the findings of the study offer valuable messages to the organizational leaders in creating sustained competitive advantage through employee behaviours like organizational citizenship behaviour and psychological ownership.

Originality/value

Even though the literature reports the impact of organizational justice on organizational citizenship behaviour, the majority of this research is based on a western context. There is little research work done to examine the direct relationship between these variables in a non-western context, especially in an emerging economy like India. This study bridges this research gap and enriches the literature by elucidating how organizational justice impacts organizational citizenship behaviour by evincing the mediating mechanism of psychological ownership. Moreover, this is one of the primary studies that explore the mediating role of psychological ownership in the relationship between organizational justice and organizational citizenship behaviour.

Details

Journal of Organizational Effectiveness: People and Performance, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2051-6614

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Book part
Publication date: 15 December 2015

Erik Poutsma, Coen van Eert and Paul E. M. Ligthart

This paper investigated the effect of employee share ownership, mediated through psychological ownership, on organizational citizenship behavior. The analysis included the…

Abstract

This paper investigated the effect of employee share ownership, mediated through psychological ownership, on organizational citizenship behavior. The analysis included the possible complementary role of High Performance Ownership systems. This paper investigated these relationships by analyzing employee survey data from a Dutch organization that has implemented employee share ownership. We used PLS, a variance-based structural equation model to test the hypotheses. The results showed a direct influence of employee ownership on organizational citizenship behavior, but the relationship was not mediated by psychological ownership. Unexpectedly, the results show that a High Performance Work System bundle without employee ownership generates psychological ownership, but this does not influence organizational citizenship behavior. This research could not confirm the comprehensive model in which employee ownership, HRM system, and psychological ownership are positively related to each other. We choose a deliberate set of HR practices on theoretical grounds, but future research could investigate other sets of HR practices that may produce the expected effects. This research showed that employee ownership has a positive influence on organizational citizenship behavior. Organizations are therefore advised to consider implementing employee ownership. The results also show that a set of HR practices positively influences psychological ownership. The results suggest that organizations should strive for a consistent message, which makes the employees feel that they are taken serious as and deserve to be owners. We analyzed the influence of a configuration of high performance ownership system on psychological ownership and organizational citizenship behavior that is not done before.

Details

Advances in the Economic Analysis of Participatory & Labor-Managed Firms
Type: Book
ISBN: 978-1-78560-379-2

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