Age, Organizational Citizenship Behaviors and Counterproductive Work Behaviors

2015 ◽  
pp. 1-11
Author(s):  
Michael P. O’Driscoll ◽  
Maree Roche
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors

scholarly journals Grit utility in explaining job and contextual performance

2018 ◽  
Vol 9 (1) ◽  
pp. 54-64
Author(s):  
Steluța Peleașă
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Incremental Validity ◽  
Performance Criteria ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Work Behaviors ◽  
Citizenship Behaviors

The study aims to analyze if grit brings incremental validity in the prediction of job performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors), in addition to some classical predictors such as emotional intelligence and some personality factors (conscientiousness and agreeableness). The sample consists of 170 employees from various fields of activity. Regression analysis has shown that grit has no incremental validity to personality and emotional intelligence in predicting any of the work performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors). The study therefore brings to the academic literature one more proof for the fact that it is difficult to consider grit an independent, self-constructed concept.

scholarly journals Grit utility in explaining job and contextual performance

2018 ◽  
Vol 9 (1) ◽  
pp. 54-64
Author(s):  
Steluța Peleașă
Keyword(s):  
Emotional Intelligence ◽  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Incremental Validity ◽  
Performance Criteria ◽  
Counterproductive Work Behaviors ◽  
Personality Factors ◽  
Work Behaviors ◽  
Citizenship Behaviors

The study aims to analyze if grit brings incremental validity in the prediction of job performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors), in addition to some classical predictors such as emotional intelligence and some personality factors (conscientiousness and agreeableness). The sample consists of 170 employees from various fields of activity. Regression analysis has shown that grit has no incremental validity to personality and emotional intelligence in predicting any of the work performance criteria (task performance, organizational citizenship behaviors and counterproductive work behaviors). The study therefore brings to the academic literature one more proof for the fact that it is difficult to consider grit an independent, self-constructed concept.

The Relationship between the Fulfillment of the IT Professional’s Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

2012 ◽  
pp. 1085-1105 ◽  
Author(s):  
Sandra K. Newton ◽  
Linda I. Nowak ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Citizenship ◽  
Social Information Processing ◽  
Psychological Contract ◽  
Research Question ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
It Professionals ◽  
Innovative Work ◽  
The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

The Relationship Between the Fulfillment of the IT Professional's Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

2010 ◽  
pp. 368-389
Author(s):  
Sandra K. Newton ◽  
Linda I. Nowak ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Citizenship ◽  
Social Information Processing ◽  
Psychological Contract ◽  
Research Question ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
It Professionals ◽  
Innovative Work ◽  
The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.a

Give and Take: Needed Updates to Social Exchange Theory

2018 ◽  
Vol 11 (3) ◽  
pp. 493-498 ◽  
Author(s):  
Helena D. Cooper-Thomas ◽  
Rachel L. Morrison
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Social Exchange Theory ◽  
Exchange Theory ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Workplace Relationships ◽  
Citizenship Behaviors ◽  
Member Exchange

In their focal article, Chernyak-Hai and Rabenu (2018) argue that social exchange theory (SET) needs an update, and in this they are aligned with Cropanzano, Anthony, Daniels, and Hall's (2017) recent critical review of SET. Drawing on Chernyak-Hai and Rabenu's research, we explore two issues in more depth: first, that work relationships are becoming more complex than can be represented by simple dyadic reciprocity; and second, that the context of work is changing rapidly, with implications for workplace relationships. In exploring the ideas put forward by Chernyak-Hai and Rabenu, we draw on Cropanzano et al.’s two-dimensional model of social exchange, with the first dimension being desirable (positive) resources contrasted with undesirable (negative) ones, and the additional dimension being active (exhibit) behavior versus passive (withdraw) behavior. The first valence-oriented dimension fits clearly with the four foci of Chernyak-Hai and Rabenu's research, which cover both positive constructs, namely leader–member exchange (LMX), perceived organizational support and loyalty, and organizational citizenship behaviors (OCB), as well as negative constructs of perceived organizational politics and counterproductive work behaviors (CWB). The second, behavioral dimension proposed by Cropanzano et al. adds useful theoretical specificity that may address Chernyak-Hai and Rabenu's contention that SET needs updating to account for changes in how employees work and how organizations function.

scholarly journals The Dark Side of Extra Role Behaviors: Investigating the Link between Extra-role and Counterproductive Behaviors in Organizations using Moral Licensing Theory

2019 ◽  
pp. 178-190
Author(s):  
Atefeh Sodeiri
Keyword(s):  
Organizational Citizenship ◽  
Counterproductive Work Behaviors ◽  
Dark Side ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
Negative Relation ◽  
Moral Licensing ◽  
Culture Dimensions ◽  
Wide Range ◽  
Role Behaviors

Most researches in the organizational citizenship behaviors (OCBs) field illustrate a wide range of positive outcomes for both employees and organizations. Some studies have investigated the other side of the coin, as well as the dark side of OCBs and the tendencies of these kinds of behaviors to increase deviant and counterproductive work behaviors (CWBs). Nowadays, investigations about counterproductive work behaviors (CWBs) and the finding of their causes is crucial for organizations. Sometimes the causes of CWBs are clarified, but sometimes extra-role behaviors such as OCBs, which have a negative relation with CWBs as well as organizational culture, can contribute to the formation of counterproductive work behaviors (CWBs). In this paper, by considering moral licensing theory and effects of abusive climate in organizations, as well as dysfunctional culture dimensions, I discuss how employees who engage in OCB may subsequently participate in counterproductive work behaviors (CWBs).

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