Purpose
The purpose of this paper is to develop a theoretical model describing how immigrant employees’ organizational citizenship behaviors (OCBs) are influenced by their immigrant status. Additionally, this study attempts to explore the mediating role of perceived job mobility as well as the moderating role of organizational tenure in the relationship between immigrant status and OCBs.
Design/methodology/approach
A conceptual analysis was performed.
Findings
Drawing upon social identity, self-categorization, and impression management theories, this study proposes the following. First, an immigrant employee’s perceived different categorization of employment and organizational status will have a negative impact on his or her challenge-oriented OCB. Second, an immigrant employee’s perceived categorization of employment and organizational status will have a positive impact on his or her affiliation-oriented OCB. Third, perceived job mobility mediates the relationship between the perceived different categorization of employment and organizational status and challenge- and affiliation-oriented OCBs of an immigrant employee. Finally, an immigrant employee’s organizational tenure weakens (or strengthens) the negative (or positive) impact of immigrant status on challenge-oriented (or affiliation-oriented) OCB.
Originality/value
From a theoretical standpoint, this study provides a novel theoretical base that guides future research on immigrant employees’ OCBs in organizations. More importantly, this study offers recommendations that help maximize the effectiveness of immigrant employee’s OCBs.
ROLE OF LIMITED ENGLISH PROFICIENCY ON HEALTH STATUS AMONG KOREAN IMMIGRANT ELDERS
