Predicting Organizational Citizenship Behavior from The Functional Analysis and Role Identity Perspectives: Further Evidence in Spanish Employees

2010 ◽  
Vol 13 (1) ◽  
pp. 277-283 ◽  
Author(s):  
Mª Celeste Dávila ◽  
Marcia A. Finkelstein
Keyword(s):  
Functional Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Identity Theory ◽  
Role Identity ◽  
Citizenship Behavior ◽  
New Evidence ◽  
Role Identity Theory

Organizational citizenship behavior (OCB) is a prosocial activity with similarities to volunteerism. The purpose of this work is to contribute new evidence about the relevance to OCB of two models of sustained volunteerism, functional analysis and role identity theory. A total of 983 Spanish employees at 49 organizations completed surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the degree to which respondents developed an organizational citizen role identity. The results showed that both motives and role identity were significant predictors of OCB, with motive partially mediating the role identity-OCB relationship. The findings suggest that similar mechanisms are involved in sustaining volunteerism and OCB.

scholarly journals Influence of Authentic Leadership on Employees’ Taking Charge Behavior: The Roles of Subordinates’ Moqi and Perspective Taking

2021 ◽  
Vol 12 ◽  
Author(s):  
Qiuxiang Wen ◽  
Ruhong Liu ◽  
Jing Long
Keyword(s):  
Organizational Citizenship Behavior ◽  
Perspective Taking ◽  
Authentic Leadership ◽  
Identity Theory ◽  
Role Identity ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Taking Charge ◽  
The Relationship ◽  
Role Identity Theory

How to motivate employees to break through the role constraints and show more initiative determines the success or failure of a company’s future development. Taking charge behavior refers to the behavior where individuals influence the change of organizational function through voluntary and constructive efforts, which is a challenging organizational citizenship behavior. This study investigates the underlying mechanism and boundary condition of authentic leadership (AL) on employees’ taking charge behavior based on the role identity theory and literature concerning perspective taking. Matched data were collected from a multi-source sample that included 146 direct supervisors and 328 subordinates in mainland, China. The empirical results indicate that AL has a positive influence on the employees’ taking charge behavior, and subordinates’ moqi mediates the relationship between them. In addition, the employees’ perspective taking positively moderated the positive relationship between AL and subordinates’ moqi, as well as the mediating effect of subordinates’ moqi in the relationship between AL and employees’ taking charge behavior. Compared with the low levels of perspective taking, high levels of that made the influence of AL on subordinates’ moqi stronger, so is the whole indirect effect. This study is the first to explore the influencing mechanism of AL on employees’ taking charge behavior from the perspective of the role identity theory, thereby enriching the relevant studies and providing practical insights for organizational leaders regarding on how to foster employees to take charge.

Individualism/Collectivism and Organizational Citizenship Behavior: An Integrative Framework

2012 ◽  
Vol 40 (10) ◽  
pp. 1633-1643 ◽  
Author(s):  
Marcia A. Finkelstein
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Well Being ◽  
Role Identity ◽  
Citizenship Behavior ◽  
Strongly Correlated ◽  
Integrative Framework ◽  
Individualism And Collectivism ◽  
Per Se ◽  
First Time

In this study individualism and collectivism are, for the first time, incorporated into a conceptual model of organizational citizenship behavior (OCB). I asked whether individualism and collectivism show systematic differences in their relationships with OCB, its motives, and the development of a citizen role identity. Collectivism most strongly correlated with OCB motivated by concern for coworkers. A concept of self as one who helps others at work was also associated with collectivism. Individualism was associated more with a commitment to the well-being of the institution per se rather than to its employees. Individualism and collectivism were related positively, suggesting that these seemingly opposing attributes are complementary; which of these traits predominates may depend on which citizenship behavior is needed at a given time. Overall, the findings suggest that it is not in amount of citizenship that individualists and collectivists differ, but in why they serve and how they perceive the experience.

APPLYING THEORIES OF INSTITUTIONAL HELPING TO INFORMAL VOLUNTEERING: MOTIVES, ROLE IDENTITY, AND PROSOCIAL PERSONALITY

2007 ◽  
Vol 35 (1) ◽  
pp. 101-114 ◽  
Author(s):  
Marcia A. Finkelstein ◽  
Michael T. Brannick
Keyword(s):  
Functional Analysis ◽  
Identity Theory ◽  
Role Identity ◽  
Two Dimensions ◽  
Personality Dimension ◽  
Formal Volunteering ◽  
Informal Volunteering ◽  
Task Oriented ◽  
Role Identity Theory ◽  
And Task

Dispositional variables from a volunteer model were shown to apply to informal volunteering. The model integrates two theories of the volunteer process: functional analysis and role identity theory. Undergraduates, (N = 139), completed an informal volunteer inventory, and measures of motives, role identity, and prosocial personality. Two dimensions of informal volunteering: people-oriented and task-oriented were revealed. Both correlated with motives for helping and role identity. The personality dimension of Helpfulness was associated with both Informal Volunteering – People (IVP) and Informal Volunteering – Task (IVT), while Other-oriented Empathy correlated only with IVP. This study is the first to demonstrate the applicability of a model of formal volunteering to ongoing informal helping. Variables heretofore conceptualized as describing individuals within organizations, are seen as equally important in initiating and sustaining informal helping.

scholarly journals Warrior and peacekeeper role identities: associations with self-esteem, organizational commitment and organizational citizenship behavior

2019 ◽  
Vol 8 (2019) ◽  
pp. 3-15 ◽  
Author(s):  
Tessa op den Buijs ◽  
Wendy Broesder ◽  
Irina Goldenberg ◽  
Delphine Resteigne ◽  
Juhan Kivirähk
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Esteem ◽  
National Sample ◽  
Role Identity ◽  
Demographic Variables ◽  
Citizenship Behavior ◽  
Future Research ◽  
Role Identities

Abstract This article focuses on military role identity by assessing the relations between demographic variables and warrior and peacekeeper role identities and by examining the potential influence of these role identities on self-esteem, organizational commitment and organizational citizenship behavior (OCB) in a cross-national sample. A questionnaire was distributed to military members in four participating countries: Belgium, Estonia, Canada and the Netherlands (n = 831). The findings show that demographic variables (i.e., age, gender, marital status and unit) are related to military role identity, and that military role identity predicts self-esteem, organizational commitment and OCB. In particular, multiple regression analyses demonstrate that peacekeeper role identity predicts self-esteem, organizational commitment and OCB, whereas warrior role identity only predicts organizational commitment and OCB, and further, that peacekeeper role identity is a stronger predictor of the outcome variables measured. The theoretical and practical implications, including providing commanders with information to assess their units’ mindsets, and mechanisms to improve self-esteem, commitment, OCB, are discussed. Finally, the limitations of this study and its potential for future research are described.

PREDICTING ORGANIZATIONAL CITIZENSHIP BEHAVIOR: INTEGRATING THE FUNCTIONAL AND ROLE IDENTITY APPROACHES

2004 ◽  
Vol 32 (4) ◽  
pp. 383-398 ◽  
Author(s):  
Marcia A. Finkelstein ◽  
Louis A. Penner
Keyword(s):  
Prosocial Behavior ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Identity ◽  
Citizenship Behavior ◽  
Measured Frequency ◽  
Identity Motives ◽  
The Relationship

Motive and role identity, previously studied as predictors of volunteerism, were examined as correlates of another discretionary prosocial behavior, Organizational Citizenship Behavior (OCB). County employees (181 females, 62 males) completed questionnaires that measured frequency of OCB, motives for the behavior, and the degree to which the respondents had developed an organizational citizen identity. Motives concerned with the desire to help co-workers and/or the organization proved to be better predictors of OCB than those concerned with the desire for Impression Management. A citizen role identity also correlated with citizenship behavior but, contrary to expectation, mediated the relationship between OCB and motive only partly. The findings suggest that similar mechanisms are involved in sustaining both volunteerism and OCB.

DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR: MOTIVES, MOTIVE FULFILLMENT, AND ROLE IDENTITY

2006 ◽  
Vol 34 (6) ◽  
pp. 603-616 ◽  
Author(s):  
Marcia A. Finkelstein
Keyword(s):  
Conceptual Model ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Identity ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Private Companies ◽  
Per Se ◽  
Dispositional Factors

Constructs from a conceptual model of the volunteer process were applied to discretionary helping in the workplace (Organizational Citizenship Behavior or OCB). A total of 193 employees at 4 private companies completed anonymous surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the extent to which those motives were fulfilled by the behavior. Also assessed was the degree to which respondents developed an organizational citizen role identity. Amount of OCB and the strength of a citizen identity correlated with two motives for helping, concern for coworkers and concern for the organization, as well as with the fulfillment of those motives. Impression management motives were related to citizenship behaviors directed toward coworkers but not to citizenship activities targeting the organization per se. Impression management goals also were unrelated to formation of a citizen role identity. The findings suggest that similar dispositional factors are involved in sustaining volunteerism and OCB.

Der AVEM im Lehrerberuf: Eine Validierungsstudie

2001 ◽  
Vol 22 (4) ◽  
pp. 267-278 ◽  
Author(s):  
Rolf van Dick ◽  
Ulrich Wagner
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Körperliche Beschwerden ◽  
Berufliche Belastungen ◽  
Job Diagnostic Survey

Zusammenfassung: Einer größeren Lehrerstichprobe (N = 434), die hinsichtlich verschiedener demographischer Merkmale heterogen ist, wird der AVEM (Arbeitsbezogenes Verhaltens- und Erlebensmuster; Schaarschmidt & Fischer, 1996 , 1997 ) vorgelegt. Als Kriteriumsvariablen werden körperliche Beschwerden, Fehltage, berufliche Belastungen, Pensionierungsabsichten sowie Organizational Citizenship Behavior ( Organ, 1988 ) erfragt. Teilstichproben beantworten zusätzlich Skalen zu Copingverhalten, Sozialer Unterstützung, Kompetenzerwartung sowie eine an den Lehrerberuf adaptierte Version des Job Diagnostic Survey ( Hackman & Oldham, 1980 ). Faktoren- und Reliabilitätsanalysen replizieren die Ergebnisse von Schaarschmidt und Fischer. Eine Clusteranalyse ergibt vier Muster, von denen drei Muster der von Schaarschmidt und Fischer postulierten Einteilung entsprechen; ein viertes Muster weicht von dieser Klassifikation ab. Eine zweite Studie mit N = 283 Lehrerinnen und Lehrern kann die Lösung der ersten Clusteranalyse replizieren. Die Zusammenhänge belegen insgesamt eine gute konvergente, diskriminante und Kriteriumsvalidität und weisen den AVEM als brauchbares Messinstrument zur Analyse von Belastung und Beanspruchung im Lehrerberuf aus.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 852-863 ◽  
Author(s):  
George Gunnesch-Luca ◽  
Klaus Moser
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Helping Behavior ◽  
Citizenship Behavior ◽  
German Language ◽  
Individual Level ◽  
Unit Level ◽  
Confirmatory Factor ◽  
Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

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