Multilevel Antecedents of Organizational Citizenship Behavior: A Review and Recommendations for Future Research

2017 ◽  
Author(s):  
Nathan P. Podsakoff ◽  
Philip M. Podsakoff ◽  
Scott B. Mackenzie ◽  
Timothy D. Maynes ◽  
Steven W. Whiting ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Analytical Techniques ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Multilevel Data ◽  
Individual Level ◽  
Unit Level ◽  
Conceptual Foundations

Since their introduction into the literature over 30 years ago, the interest paid to organizational citizenship behaviors (OCBs) has dramatically increased. One reason for this is the relatively recent focus placed by researchers on identifying unit-level antecedents of individual-level OCBs. Unfortunately, our understanding of this growing area of research has been limited by the absence of strong and consistent conceptual foundations, and the lack of sufficient attention to appropriate methods for gathering and analyzing multilevel data. Therefore, the purpose of this review is to (a) provide a summary of research examining how unit-level factors influence individual-level OCBs, with particular attention to the mediators and moderators of these effects; (b) offer recommendations designed to provide stronger conceptual grounding for identifying antecedents, mediators, and moderators in this domain; and (c) suggest improvements to the methods and analytical techniques used for testing hypotheses regarding multilevel antecedents of OCB.

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.

Exemplary followership. Part 1: refining an instrument

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tim O. Peterson ◽  
Claudette M. Peterson ◽  
Brian W. Rook
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Content Type ◽  
The Usa ◽  
The Impact

Purpose The overall purpose of this paper is to determine to what extent organizational citizenship behaviors predict followership behaviors within medical organizations in the USA. This is the first part of a two-part article. Part 1 will refine an existing followership instrument. Part 2 will explore the relationship between followership and organizational citizenship. Design/methodology/approach Part 1 of this survey-based empirical study used confirmatory factor analysis on an existing instrument followed by exploratory factor analysis on the revised instrument. Part 2 used regression analysis to explore to what extent organizational citizenship behaviors predict followership behaviors. Findings The findings of this two-part paper show that organizational citizenship has a significant impact on followership behaviors. Part 1 found that making changes to the followership instrument provides an improved instrument. Research limitations/implications Participants in this study work exclusively in the health-care industry; future research should expand to other large organizations that have many followers with few managerial leaders. Practical implications As organizational citizenship can be developed, if there is a relationship between organizational citizenship and followership, organizations can provide professional development opportunities for individual followers. Managers and other leaders can learn how to develop organizational citizenship behaviors and thus followership in several ways: onboarding, coaching, mentoring and career development. Originality/value In Part 1, the paper contributes an improved measurement for followership. Part 2 demonstrates the impact that organizational citizenship behavior can play in developing high performing followers.

scholarly journals Physiotherapist’ job performance, impression management and organizational citizenship behaviors: An analysis of hierarchical linear modeling

PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0251843
Author(s):  
Fu-I Hou ◽  
Yu-Lung Wu ◽  
Min-Hui Li ◽  
Wan-Yun Huang
Keyword(s):  
Job Performance ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Hierarchical Linear Modeling ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Linear Modeling ◽  
Individual Level

Studies on physiotherapists are generally focused on clinical professionalism, with very few examining job performance from a management standpoint. To address this gap, this study sought to investigate the relationship between impression management and organizational citizenship behavior and job performance. This study targeted medical institutions offering rehabilitation and physiotherapy services and conducted a questionnaire survey based on scales developed by domestic and foreign scholars. A total of 600 questionnaires were distributed and 523 valid ones collected. The data was tested and verified using regression analysis and hierarchical linear modeling (HLM). In the survey, the Impression Management Scale, Organizational Citizenship Behavior Scale, and Job Performance Scale indicated that at the individual level, the impression management of physiotherapists is significantly related to their organizational citizenship behaviors and job performance. The organizational citizenship behaviors were also found to have a mediating effect between impression management and job performance. At the group level, impression management had a conditioning effect on organizational citizenship behaviors and job performance. In terms of statistical methods, group-level variables act as moderators, which affects the power of individual-level explanatory variables on outcome variables, i.e., the influence of the slope. The job behaviors of physiotherapists entail direct service and their performance is closely related to organizational development. Impression management gives people certain purposes and behaviors while organizational citizenship behaviors are a type of non-self-seeking, selfless dedication behaviors. Therefore, the motivation of physiotherapists who demonstrate organizational citizenship behaviors should be further explored.

scholarly journals Organizational climate, organizational support and citizenship behavior in the army

2020 ◽  
Vol 197 (3) ◽  
pp. 698-713
Author(s):  
Andrzej Piotrowski ◽  
Ole Boe ◽  
Samir Rawat ◽  
Abhijit P. Deshpande
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Armed Forces ◽  
Citizenship Behavior ◽  
Future Research ◽  
Military Officers ◽  
Citizenship Behaviors ◽  
Using Data

The main aim of this study is to determine how citizenship behaviors may be shaped in the Armed Forces. The presented study is by far the first that thoroughly examines connections between all aspects of organizational climate (OC), perceived organizational support (POS), and organizational citizenship behavior (OCB) in the Polish Army. Research hypotheses were examined using data collected from a sample of 139 military officers from the Polish Land Forces. Results showed that some of the OC parameters and POS, especially those coming from other soldiers were positively connected with OCB. Implications of OCBs and practical management are discussed, and directions for future research are suggested.

scholarly journals Organization Citizenship and Employee Withdrawal Behavior in the Workplace

2016 ◽  
Vol 6 (3) ◽  
pp. 43
Author(s):  
J. R. Smith ◽  
Lisa A. Micich ◽  
Douglas L. McWilliams
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Withdrawal Behavior ◽  
Employee Withdrawal ◽  
The Impact

The purpose of this research was to investigate the effect of organizational citizenship behaviors (altruism, courtesy, sportsmanship, generalized compliance and civic virtue) on employee withdrawal behaviors (turnover, absenteeism and tardiness).   Most research in the OCB literature focused on the impact of organizational citizenship behaviors on turnover, with minimal attention directed toward absenteeism and tardiness, as negative employee performance behaviors.  Data were obtained from employees (N = 334) at a municipal law enforcement agency with (N = 624) employees resulting in a 53.53% usable response rate.  Data analysis indicated that job satisfaction was directly related to organizational citizenship behavior; and organizational citizenship behavior was inversely related to overall employee withdrawal behavior.  Study findings did not lend support for organizational commitment being directly related to organizational citizenship behavior. The authors specified study limitations and future research opportunities.

The Unintended Consequences of Organizational Citizenship Behaviors for Employees, Teams, and Organizations

2016 ◽  
Author(s):  
Mark C. Bolino ◽  
Anthony C. Klotz ◽  
William H. Turnley
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Unintended Consequences ◽  
Organizational Level ◽  
Citizenship Behavior ◽  
Future Research ◽  
Negative Consequences ◽  
Citizenship Behaviors ◽  
Negative Effects ◽  
Methodological Considerations

Researchers have identified a number of reasons why organizational citizenship behavior (OCB) should contribute to the effective functioning of workgroups and organizations, and many studies have found that OCB is indeed positively related to both workgroup-level and organizational-level indicators of effectiveness. Nevertheless, there is mounting evidence that OCBs can sometimes have negative consequences for employees, teams, and organizations. In this chapter, we review research that has focused on these unintended consequences and explain how these negative effects could potentially undermine the positive outcomes that are typically associated with OCB. We conclude our chapter by identifying directions for future research and discussing methodological considerations for investigations of OCB’s unintended consequences. Some practical implications about managing citizenship in the workplace are addressed as well.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 373-382 ◽  
Author(s):  
Ye Hoon Lee ◽  
Boyun Woo ◽  
Yukyoum Kim
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Head Coaches ◽  
Citizenship Behaviors ◽  
Transformational Leadership Style ◽  
The Relationship

The purpose of this study was to examine the relationships between transformational leadership style, affective commitment, and organizational citizenship behavior in the athletic director–coach relationship. This study particularly focused on the mediating effect of affective commitment on the relationship between transformational leadership and organizational citizenship behavior. Athletic head coaches in NCAA Division II programs ( N = 244) completed the questionnaires measuring perceptions of the transformational leadership style of their athletic directors, their affective commitment, and organizational citizenship behavior. The results revealed that perceived transformational leadership was positively associated with affective commitment, which, in turn, was positively associated with organizational citizenship behaviors. Further, the result of this study supported full mediation among the proposed variables in that affective commitment served as the underlying psychological mechanism in the relationship between transformational leadership and organizational citizenship behaviors. Implications for athletic departments in fostering head coaches’ affective commitment and organizational citizenship behavior were discussed.

scholarly journals Spiritual Leadership And Organizational Citizenship Behavior: Exploring The Conditional Effects Of Self-Determination And Confucian Mindset

2017 ◽  
Vol 18 (3) ◽  
pp. 485-502
Author(s):  
William D. Hunsaker
Keyword(s):  
Cultural Values ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Spiritual Leadership ◽  
Self Determination ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Conditional Effects ◽  
Confucian Values ◽  
The Relationship

Today’s workers are increasingly expected to work autonomously while also working beyond assigned responsibilities as organizational citizens. Effective leadership facilitates this process. This paper proposed that the intrinsic motivational aspects of self-determination mediate the relationship between spiritual leadership and organizational citizenship behavior (OCB). Moreover, given that the effectiveness of leadership theory requires a congruency with cultural values when testing in non-western cultures, this paper proposed that Confucian values moderate the relationship between one’s perceived self-determination and OCBs in Confucian-centric cultures. Results confirmed that self-determination mediated the proposed relationship. Additionally, the results confirmed that Confucian values moderate the relationship between self-determination and citizenship behavior to the organization(OCBO). The results of this study increase our understanding of how and under what conditions spiritual leadership influences employee participation in citizenship behaviors.

scholarly journals Hubungan Antara Perilaku Kewargaan Organisasional Dan Kinerja Tugas

2011 ◽  
Vol 4 (1) ◽  
Author(s):  
D. Wahyu Ariani
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Response Rate ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Analysis Techniques ◽  
And Task

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.

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