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Book part

Jaron Harvey, Mark C. Bolino and Thomas K. Kelemen

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the

Abstract

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.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78756-322-3

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Article

David L. Turnipseed and Eugene Murkison

This exploratory study describes an empirical comparison of organization citizenship behavior (OCB) between samples from the United States and Romania. The economic and…

Abstract

This exploratory study describes an empirical comparison of organization citizenship behavior (OCB) between samples from the United States and Romania. The economic and work environment distance between the U.S. and Romania was theorized to result in a dissimilar structure and strength of good citizenship behaviors and differential contributions of OCB to productivity. Data from Romania produced a unique factor structure with lower factor scores than those of the comparable organization in the United States. The citizenship behaviors in both countries were positively related to productivity, but links were stronger in the U.S. There were significant differences in the individual citizenship behaviors and productivity between the U.S. and Romania. National and organizational cultures appear to be significant determinants of OCB. The results are interpreted with respect to the stage of development, histories, and economies of the two countries.

Details

The International Journal of Organizational Analysis, vol. 8 no. 2
Type: Research Article
ISSN: 1055-3185

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Article

Ana Rosario Núñez, Eulalia Marquez, María Zayas and Evelyn López

The aim of this study was to analyse the relationship between organizational citizenship and commitment in a sample of employees of banking branches in Puerto Rico. The

Abstract

Purpose

The aim of this study was to analyse the relationship between organizational citizenship and commitment in a sample of employees of banking branches in Puerto Rico. The specific objectives were to identify the practices of organizational citizenship and determine the relationship of altruism, awareness, courtesy, tolerance and civil virtue with organizational commitment.

Design/methodology/approach

The research design was quantitative, descriptive, correlational and transversal. The research instrument was validated and obtained high coefficients.

Findings

The results confirm a significant statistical relationship between awareness, civil virtue, tolerance and altruism with organizational commitment.

Research limitations/implications

This research has a positive impact on companies in increasing their finances with intangible strategies, and leadership styles can evolve towards civility. It suggests modifying the university curricula to prepare managers with intangible supervisory and performance management strategies through workshops, seminars and professional conferences.

Practical implications

Organizations and employees develop their own traits and establish patterns of citizenship behaviour that allow them to create passionate and committed employees.

Social implications

The research was able to predict that citizenship is related in a positive way to reach operational goals and fostering an atmosphere and image of cordiality as a success strategy. The contribution to the organizational policy can be established in the development processes among partners, in training, regulations and policies. It provides the academic contribution of the model.

Originality/value

This is the first attempt to evaluate citizenship behaviour in the banking industry in Puerto Rico.

Details

International Journal of Sociology and Social Policy, vol. 40 no. 7/8
Type: Research Article
ISSN: 0144-333X

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Article

Haris Aslam, Muhammad Umer Azeem, Sami Ullah Bajwa, Asher Ramish and Amer Saeed

Drawing on the “substitute for leadership” theory, this study investigates the mediating role of employee attitude between supervisory support and employee’s organisational

Abstract

Purpose

Drawing on the “substitute for leadership” theory, this study investigates the mediating role of employee attitude between supervisory support and employee’s organisational citizenship behaviour for the environment. It also explicates the role of environmental management practices, as substitute for supervisory support in this relationship.

Design/methodology/approach

Time-lagged data (n = 235) were collected from middle- and upper-level management employees working in manufacturing and service sector organisations in Pakistan. Hypotheses were tested using structural equation modelling and regression analysis.

Findings

The findings reveal that supervisory support enhances employee attitudes towards pro-environmental behaviour, which in turn increases employees’ tendency to involve in organisational citizenship behaviour for the environment. However, the formal environmental management practices of the organisation serve as a substitute for the supervisory support because, if such formal practices are followed, the role of supervisory support becomes less significant.

Originality/value

This study is the maiden attempt to apply the “substitute for leadership” theory to the study of organisation citizenship behaviour for the environment. Moreover, it adds to the largely overlooked dimension of the research area concerning the inter-relationships between employees’, supervisory and organisational level antecedents of organisational citizenship behaviour for the environment.

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Book part

Darren Wishart, Bevan Rowland and Klaire Somoray

Driving for work has been identified as potentially one of the riskiest activities performed by workers within the course of their working day. Jurisdictions around the

Abstract

Driving for work has been identified as potentially one of the riskiest activities performed by workers within the course of their working day. Jurisdictions around the world have passed legislation and adopted policy and procedures to improve the safety of workers. However, particularly within the work driving setting, complying with legislation and the minimum safety standards and procedures is not sufficient to improve work driving safety. This chapter outlines the manner in which safety citizenship behavior can offer further improvement to work-related driving safety by acting as a complementary paradigm to improve risk management and current models and applications of safety culture.

Research on concepts associated with risk management and theoretical frameworks associated with safety culture and safety citizenship behavior are reviewed, along with their practical application within the work driving safety setting. A model incorporating safety citizenship behavior as a complementary paradigm to safety culture is proposed. It is suggested that this model provides a theoretical framework to inform future research directions aimed at improving safety within the work driving setting.

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Article

Arash Shahin, Javad Shabani Naftchali and Javad Khazaei Pool

The purpose of this paper is to investigate the influence of employees’ perception of organizational climate on organizational citizenship behaviour outbreak and the

Abstract

Purpose

The purpose of this paper is to investigate the influence of employees’ perception of organizational climate on organizational citizenship behaviour outbreak and the impact of both of them on organizational performance.

Design/methodology/approach

This survey has been performed using structural equation modelling (SEM). The statistical population composed of the managers of Mazandaran small- to medium-sized enterprises. The analysis of the data obtained from distributed survey questionnaire has been performed by SPSS18 and AMOS18 software.

Findings

Findings imply that positive perception of organizational climate influences on increasing organizational citizenship behaviour outbreak and performance of enterprise, and organizational citizenship behaviour in turn has positive and significant impact on organizational performance. Results of this survey also indicate that organizational citizenship behaviour impacts on sub-criteria of enterprise performance (i.e. financial, customer, learning and growth, internal processes). Moreover, the influence of organizational climate on all sub-criteria of performance except internal processes has been confirmed.

Research limitations/implications

Lack of sufficient information concerning organizational climate in internal resources, and in some external ones, and low number of surveys performed in this field, limits the possibility of comparing the results of this survey with other similar surveys.

Originality/value

This survey can be considered as an innovative survey, since there is no similar survey conducted in which three variables of organizational climate, performance, and citizenship behaviour studied, considering their specified sub-criteria.

Details

International Journal of Productivity and Performance Management, vol. 63 no. 3
Type: Research Article
ISSN: 1741-0401

Keywords

Content available
Article

Simin Ghavifekr and Adebayo Saheed Adewale

The purpose of this paper is to explore the impact of change leadership on staff organizational citizenship behavior in a university setting. Moreover, the study aims to…

Abstract

Purpose

The purpose of this paper is to explore the impact of change leadership on staff organizational citizenship behavior in a university setting. Moreover, the study aims to explore forces that influencing on staff organizational citizenship behavior in higher education institutions.

Design/methodology/approach

The study adopts a qualitative research design. An interview protocol along with field notes were used as major approaches for collecting in-depth data. Coding and categorizing approach were used to analyze interview transcriptions to help for emerging the study’s themes.

Findings

The findings reveal that change leadership builds confidence of staff, motivate them and helps to ensure trust. Moreover, results show that staff organizational citizenship behavior is influenced by personal, organizational, social-cultural and economic forces. To increase the organizational citizenship behavior of staff in higher education institutions, there is a need for leaders to use appropriate change-oriented style in leading their organizations. Findings also revealed that change leaders must serve as role-model to their subordinates as a way on enhancing staff organizational citizenship behavior.

Research limitations/implications

Academic leaders are the pivot of change in higher education institutions. Accordingly, the effectiveness of higher education institution, staff and students are depending on the effectiveness of the leadership. In this regard, academic leaders’ willingness to change is the most effective factor that not only sets the credibility of the organization, but, more importantly, influence on staff organizational behavior.

Practical implications

It is hoped that the outcome of this research will contribute to the current knowledge of change leadership and organizational behavior in universities.

Originality/value

This is an original research and makes a great contribution to higher education in Asian countries.

Details

Higher Education Evaluation and Development, vol. 13 no. 2
Type: Research Article
ISSN: 2514-5789

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Article

Daria C. Crawley, Jill K. Maher and Stacy Blake-Beard

This study aims to examine women’s organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their…

Abstract

Purpose

This study aims to examine women’s organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their reward system but benefit organizations. Specifically, it investigates several attitudinal and organizational antecedents relative to two sub-dimensions of OCB: organizational loyalty and helping behaviors.

Design/methodology/approach

Alumnae (n = 160) responded to an e-mail survey regarding their self-reported OCBs, job satisfaction, work engagement and several demographic and organizational variables.

Findings

In this fiscal climate, organizations are challenged with fostering an environment encouraging employees to go beyond job requirements. Findings here suggest that married women who are engaged in work have the highest propensity to do this by engaging in these non-compensated, non-mandated behaviors. However, importantly, differences were found between organizational loyalty citizenship and helping behaviors. An inverse relationship was also found between job tenure and helping behaviors: an interesting result.

Research limitations/implications

An important implication of the research is the dissection and examination of two sub-dimensions of OCB (i.e. organizational loyalty and helping), providing a better understanding of the dimensionality of the phenomenon and how they relate to job satisfaction and work engagement for a significant segment of the American workforce: women.

Originality/value

This study examines the dimensionality of OCB (as called for by previous research) and establishes that not all OCBs can be treated equally, as antecedents vary in their predictability of OCB engagement. Further, this research investigates the relationship between individual job satisfaction components (pay, recognition and supervision) and OCBs to help clarify conflicting findings between OCB and this key workplace attitude.

Details

Gender in Management: An International Journal, vol. 30 no. 4
Type: Research Article
ISSN: 1754-2413

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Article

Ji Wen, Yina Li and Pingping Hou

This study mainly aims to examine the mediating effect of perceived organizational support (POS) and the moderating effect of locus of control and job autonomy on the

Abstract

Purpose

This study mainly aims to examine the mediating effect of perceived organizational support (POS) and the moderating effect of locus of control and job autonomy on the relationship between customer mistreatment behavior and organizational citizenship behavior.

Design/methodology/approach

Through a questionnaire survey of 231 employees and their direct supervisors of five hotels in Guangzhou. This paper analyzed five variables (customer mistreatment, POS, locus of control, job autonomy and organizational citizenship behavior) relationships through a variety of data analysis.

Findings

Results indicate that customer mistreatment behavior has a negative effect on employees’ organizational citizenship behavior. The relationship between customer mistreatment behavior and employees’ organizational citizenship behavior is partially mediated by employees’ POS. Staffs’ locus of control and job autonomy can modulate the relationship between customers’ mistreatment behavior and POS. Furthermore, the indirect mediating effect of POS on customer mistreatment behavior is revealed. The organizational citizenship behavior linkage is significant only to staff who perceived they have a high level of job autonomy and a high locus of control.

Practical implications

Hotels are advised to provide organizational support and the management of customer mistreatment behavior so as to reflect their employees’ value, seek service innovation and promote production efficiency in practice. Furthermore, it maintains and promotes operational efficiency for service organizations and means the organization pays more attention to meet the social, emotional and psychological needs of its employees.

Originality/value

This article reveals the mechanism relationship between customer mistreatment behavior and employee organizational citizenship behavior. First, it defines the concept of customer mistreatment in the hotel industry and enriches the related research. Second, the study, from the perspective of customer mistreatment, has opened up a new view of organizational citizenship behavior research. Third, we built a research model and it is helpful to grasp the inner mechanism between customer mistreatment and employees’ organizational citizenship behavior. Fourth, this research benefits service organizations so as to maintain and improve their operation efficiency. Furthermore, it can have theoretical guidance for service-oriented organizations to develop a harmonious consumption culture and organizational culture.

Details

Nankai Business Review International, vol. 7 no. 3
Type: Research Article
ISSN: 2040-8749

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Article

María Zayas-Ortiz, Ernesto Rosario, Eulalia Marquez and Pablo Colón Gruñeiro

The purpose of this paper is to investigate whether there was a relationship between commitment and the behaviour of organizational citizenship among bank employees.

Abstract

Purpose

The purpose of this paper is to investigate whether there was a relationship between commitment and the behaviour of organizational citizenship among bank employees.

Design/methodology/approach

This paper is based on the outcomes of a doctoral dissertation, which was a case study combining a mix methodology. The results validated the conceptual model proposed by the researcher and answered the research questions. Measurement instruments used include the organizational citizenship scale and the organizational commitment scale, developed and validated by Rosario et al. (2004).

Findings

The paper finds that there is a positive correlation between the organizational commitment and the indicators of organizational citizenship behaviour and civic virtue, courtesy and altruism dimensions shown by the employees. The dimensions of affective and moral commitment had the strongest correlation with the civic virtue dimension of organizational citizenship.

Research limitations/implications

Sample consist only of private banking employees.

Practical implications

The organizations should support the affective and moral commitment in their personnel in order to develop strong citizenship behaviour.

Social implications

The organizational commitment with demonstrations of citizenship behaviour, civic virtue, and courtesy and altruism dimensions may impact the organization and the community creating a good base to improve the quality of life.

Originality/value

This is the first attempt to study the relationship between organizational commitments and organizational citizenship behaviour in a sample of private banking employees in Puerto Rico.

Details

International Journal of Sociology and Social Policy, vol. 35 no. 1/2
Type: Research Article
ISSN: 0144-333X

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