Organizational Attachment

2020 ◽  
Vol 19 (3) ◽  
pp. 113-124
Author(s):  
Justin R. Feeney ◽  
Ian R. Gellatly ◽  
Richard D. Goffin ◽  
Michelle Inness
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Workplace Relationships ◽  
Factor Solution ◽  
Anxious Attachment ◽  
Organizational Attachment ◽  
Study Materials ◽  
Avoidant Attachment

Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

scholarly journals Examining correlates of organizational citizenship behavior and counterproductive work behavior in a collectivist culture: the case of Arab teachers in Israel

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aaron Cohen ◽  
Mohammad Abedallah
Keyword(s):  
Emotional Intelligence ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Self Evaluation ◽  
Core Self

Purpose This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report). Design/methodology/approach In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB. Findings Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence. Practical implications Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB. Originality/value Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.

scholarly journals How Mindfulness and Servant Leadership Affect Customer-Oriented Organizational Citizenship Behavior: Service Climate as Potential Mediator

2019 ◽  
Vol 8 (2S9) ◽  
pp. 132-136
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Structural Model ◽  
Work Behavior ◽  
Self Report ◽  
Citizenship Behavior ◽  
Service Climate ◽  
Dispositional Mindfulness

One aspect of competitive advantage that is now the main focus of the company is human resources. To improve the performance of organizations related to service excellence, it takes work behavior that exceeds the demands of work, namely Customer Oriented-Organizational Citizenship Behavior. This article is Proposal for Doctoral Colloquia that aims to prove the variables that influence Customer Oriented-Organizational Citizenship Behavior and obtain a model of the structural relationship between Mindfulness, Servant Leadership, Service Climate, and Customer Oriented-Organizational Citizenship Behavior. This study is explanatory survey research with a mixed-method approach. The participants of this study are the supervisor of railway transportation provider in Jakarta, Indonesia. The sampling technique is multistage sampling (a combination of cluster sampling and stratified sampling). The data will be collected by self-report surveys. The data will be analyzed by using Structural Equation Modelling with Lisrel 8.7 software. The results from this study will be proved and built a structural model of the effect of mindfulness and servant leadership on Customer Oriented-Organizational Citizenship Behavior through a service climate. The novelty of this study is the addition of contextual factors such as service climate as a mediator variable in testing the effect of mindfulness on workplace outcomes such as Customer Oriented-Organizational Citizenship Behavior and the influence of servant leadership on Customer Oriented-Organizational Citizenship Behavior, and the development of dispositional mindfulness instrument for Indonesian employees.

scholarly journals PENGARUH LEADER MEMBER EXCHANGE (LMX) DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) TERHADAP INNOVATIVE WORK BEHAVIOR (IWB) UNTUK MENINGKATKAN KINERJA ORGANISASI (STUDI PADA PT. (PERSERO) ANGKASA PURA I BANDAR UDARA INTERNASIONAL HASANUDDIN)

2018 ◽  
Vol 14 (3) ◽  
pp. 217-227
Author(s):  
Nurdjanah Hamid
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Probability Sampling ◽  
Innovative Work Behavior ◽  
Member Exchange ◽  
Innovative Work

Penelitian ini bertujuan untuk mengetahui pengaruh langsung dan tidak langsung leader member exchange (LMX), organizational citizenship behavior (OCB) dan innovative work behavior (IWB) terhadap kinerja organisasi pada PT. Persero Angkasa Pura I Bandar Udara Internasional Sultan Hasanuddin Makassar. Penelitian ini menggunakan pendekatan kuantitatif dan analisis jalur dengan bantuan Amos ver. 21. Data diperoleh melalui penyebaran kuesioner dan wawancara langsung kepada responden dengan menggunakan metode pemilihan sampel probability sampling dengan jumlah sampel sebanyak 146 orang. Hasil Penelitian menunjukkan bahwa LMX berpengaruh positif dan signifikan terhadap IWB dan OCB berpengaruh positif dan signifikan terhadap IWB. LMX memiliki pengaruh terhadap Kinerja organisasi. OCB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi. IWB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi. LMX berpengaruh positif dan signifikan kinerja organisasi melalui IWB. OCB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi melalui IWB.

You Spin Me Right Round: A Within-Person Examination of Affect Spin and Voluntary Work Behavior

2016 ◽  
Vol 44 (8) ◽  
pp. 3176-3199 ◽  
Author(s):  
Malissa A. Clark ◽  
Melissa M. Robertson ◽  
Nathan T. Carter
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Voluntary Work ◽  
Working Adults ◽  
Daily Diary Study ◽  
Daily Affect ◽  
Carry Over ◽  
Work Events

The current study extends prior research on emotional dynamics within the workplace by examining workplace correlates of within-person affect spin—a form of variability in affect states. Drawing from affective events theory, the current study tests both concurrent and lagged associations between work events, daily affect spin, mood, and daily voluntary workplace behaviors in a 2-week daily diary study of 114 working adults. Multilevel analyses demonstrated that levels of daily affect spin were higher on days in which employees experienced mixed work events (i.e., both positive and negative work events on the same day) compared to days with only positive work events or no work events. Results revealed that daily affect spin was indirectly related to daily organizational citizenship behavior through lower pleasant mood. Lagged analyses suggest the effects of daily spin on mood and voluntary work behaviors may not carry over to the next day. Our findings build upon prior between-person research on affect spin by providing evidence that affect spin can be meaningfully assessed at the within-person level of analysis. Moreover, this article extends prior research and theory by showing that affect spin is an important correlate of workplace events, mood, and voluntary work behavior at the within-person level.

Employees’ turnover intention and behavioral outcomes: The role of work engagement

2020 ◽  
Vol 48 (1) ◽  
pp. 1-7 ◽  
Author(s):  
Ran Xiong ◽  
Yuping Wen
Keyword(s):  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Structural Equation ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Equation Modeling

We examined the mediating role of work engagement in predicting organizational citizenship behavior and counterproductive work behavior. The 227 participants were employees of 2 major retail banks in China, who completed a survey. The results showed that both turnover intention and work engagement were significantly correlated with organizational citizenship behavior and counterproductive work behavior. Results of structural equation modeling indicated that work engagement partially mediated both the turnover intention–organizational citizenship behavior relationship and the turnover intention–counterproductive work behavior relationship. These results extend prior findings and shed light on how turnover intention affects organizational citizenship behavior and counterproductive work behavior. Theoretical and practical implications are discussed.

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