Antecedents of civic virtue and altruistic organizational citizenship behavior in Macau

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sow Hup Joanne Chan ◽  
Oi Mei Kim Kuok
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Two Dimensions ◽  
Communication Satisfaction ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Personal Feedback

Purpose This study aims to investigate the relationships between two dimensions of communication satisfaction – personal feedback and supervisory communication – on outcomes such as altruistic organizational citizenship behavior and civic virtue. Another aim is to examine the mediating role of organizational justice (OJ) between these two dimensions of communication satisfaction and altruistic organizational citizenship behavior and civic virtue. Design/methodology/approach This study is based on a survey conducted in major organizations in Macau SAR, China. Data from 294 respondents who successfully completed the questionnaire is used for the analysis. Findings The results reveal that supervisory communication is significantly and positively associated with altruistic organizational citizenship behavior. Both personal feedback and supervisory communication are significantly and positively associated with civic virtue. OJ is a mediator between personal feedback and civic virtue. OJ also mediates the relationship between satisfaction with supervisory communication and civic virtue. It is intriguing that OJ is not a mediator in the relationship between satisfaction with communication and altruistic organizational citizenship behavior. Research limitations/implications A single city cross-sectional study presents some restrictions on the generalizability of the findings. More studies are needed to understand communication satisfaction – organizational citizenship behavior processes to establish if the findings hold with other samples in other cultures. Practical implications The empirical evidence in this study shows that satisfaction with communication is critical for promoting discretionary behaviors. The mediating roles of OJ between personal feedback and civic virtue and between supervisory communication and civic virtue, clearly indicate that even though a manager may try hard to motivate employees’ participation in discretionary behaviors, whether employees participate in extra-role behaviors depends on their perception of justice. Originality/value This is the first study to examine how altruistic organizational citizenship behavior and civic virtues are influenced by satisfaction with communication. Moreover, the mediating role of OJ has never been tested previously. The findings contribute to the HR literature and provide deeper insights on how to promote citizenship behavior.

scholarly journals How authentic leadership promotes individual performance

2018 ◽  
Vol 67 (9) ◽  
pp. 1585-1607 ◽  
Author(s):  
Neuza Ribeiro ◽  
Ana Patrícia Duarte ◽  
Rita Filipe
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Civic Virtue ◽  
Individual Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles. Design/methodology/approach The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB. Findings The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship. Research limitations/implications Additional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship. Practical implications Organizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles. Originality/value This study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.

The interplay of personal values, relational mobile usage and organizational citizenship behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bilal Ahmad ◽  
Sajid Iqbal ◽  
Mahnoor Hai ◽  
Shahid Latif
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Personal Values ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Academic Self Efficacy

Purpose This paper aims to examine the mediating role of relational mobile usage on the relationship between personal values (individualism, collectivism and academic self-efficacy) and organizational citizenship behavior (OCB) among the faculty members of higher education/degree-awarding institutes (DAIs) in Pakistan. The paper also examines the moderating role of gender on the relationship between relational mobile usage and OCB. Design/methodology/approach Cross-sectional data from 217 faculty members of higher education/DAIs in Pakistan were collected through an online questionnaire. Structural equation modeling technique using SmartPLS was used to assess the measurement and structural model. Statistical Package for the Social Sciences (SPSS) version 21 was used for data normality analysis, missing value analysis and variable calculation. Response and non-response bias were also examined. Findings The findings confirmed that individualism was not significantly related to relational mobile usage; however, collectivism and academic self-efficacy were significantly related to relational mobile usage. The relationship of relational mobile usage and OCB was also significant. The mediating role of relational mobile usage on the relationship between individualism and OCB was not significant; however, the mediating role of relational mobile usage between collectivism and OCB, and academic self-efficacy and OCB was significant. The moderating role of gender on the relationship between relational mobile usage and OCB was also significant. Practical implications DAIs’ administration should strive to encourage individuals to value group priorities over the individualistic interests. Valuing group interest over the individualistic interest would promote the usage of mobile technology for relational purpose. This relational perspective of mobile usage will ultimately develop OCB among individuals. Also, academic self-efficacy through relational mobile usage can lead to OCB; therefore, another important policy implication for the administration of DAIs is to develop academic self-efficacy among the stakeholders of the institutions. Originality/value Although OCB has become a theoretically mature concept, the framework proposed for this study has rarely been discussed in previous scholarships, particularly from the perspective of relational mobile usage. Arguably, this study is the first in testing the mediating role of relational mobile usage between the personal values and OCB within the context of academia in Pakistan.

The influence of ethical leadership on academic employees’ organizational citizenship behavior and turnover intention

2019 ◽  
Vol 57 (3) ◽  
pp. 583-605 ◽  
Author(s):  
Raad Abdulkareem Shareef ◽  
Tarik Atan
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role

PurposeThe purpose of this paper is to examine the effect of ethical leadership on followers’ organizational citizenship behavior (OCB) and turnover intention and to examine the mediating role of intrinsic motivation in the relationships.Design/methodology/approachThe study employed a quantitative research method with a sample of 351 supervisor–subordinate dyads in three large public universities in the Kurdistan Region of Iraq. The statistical analysis was conducted using Statistical Package for Social Science software, through multiple regression analyses to test the research hypotheses.FindingsThe results indicated that ethical leadership positively related to OCB and negatively related to turnover intentions. The results also showed that intrinsic motivation fully mediates the relationship between ethical leadership, OCB, and turnover intentions.Originality/valueThis study recognized the gap in the literature, and it contributes to the body of knowledge through an examination of the mediating role of intrinsic motivation between ethical leadership, OCB and turnover intention, relying on the cognitive evaluation theory.

scholarly journals PROCEDURAL JUSTICE, ENVY AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A STUDY OF HEALTH PROFESSIONALS IN PAKISTAN

2014 ◽  
Vol 02 (02) ◽  
pp. 45-51
Author(s):  
Ayesha Noor ◽  
◽  
Sajid Bashir
Keyword(s):  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Health Professionals ◽  
Two Dimensions ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
Behavior Organization ◽  
The Impact

This study examines the impact of procedural justice on two dimensions of Organizational Citizenship Behavior(OCB) viz. Organizational Citizenship Behavior Individual (OCBI) and Organizational Citizenship Behavior Organization (OCBO) with mediating role of workplace envy among health professionals in Pakistan. The data was collected from 110 health professionals through questionnaires. Results indicate that though procedural justice is significantly associated with both dimensions of organizational citizenship behavior, the mediation of workplace envy is not established in case of relationship between procedural justice and OCBI. Implications that can help hospitals of Pakistan in augmenting the OCB are also discussed.

Employer brand experience and organizational citizenship behavior: mediating role of employee engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sakshi Gupta ◽  
Jaya Bhasin ◽  
Shahid Mushtaq
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Banking Sector ◽  
Citizenship Behavior ◽  
Brand Experience ◽  
Content Type ◽  
Mediating Role ◽  
Employer Brand

PurposeThe purpose of this paper is to investigate how employer brand experience (EBE) impacts organizational citizenship behavior (OCB). In addition, it aims to identify the mediating role of employee engagement (EE) in relationship between EBE and OCB.Design/methodology/approachTo test the research hypotheses, a web questionnaire was developed and data were collected from 426 respondents working in the Indian banking sector. Hypotheses were tested using structural equational modeling.FindingsEBE was positively related to OCB. The predicted mediating role of EE in the relationship between EBE and OCB was also supported.Research limitations/implicationsThe study is confined to the banking sector only, which limits the generalization of the findings.Practical implicationsThe results imply that firms should leverage on various dimensions of employer brand (EB) i.e. compensation, work–life balance, working environment, training and corporate social responsibility to enhance EE and OCB.Originality/valueThe research is among the very few to confirm the role of EBE vis-à-vis current employees especially in a collectivist society like India. The study also confirmed the mediating role of EE between EBE and OCB which have not been studied previously.

Impact of psychological contract fulfillment on organizational citizenship behavior

2018 ◽  
Vol 30 (2) ◽  
pp. 1001-1015 ◽  
Author(s):  
Ifzal Ahmad ◽  
Mueen Aizaz Zafar
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Theoretical Underpinning ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Fulfillment

Purpose This study aims to investigate the impact of psychological contract fulfillment (PCF; independent) on organizational citizenship behavior (OCB; dependent) with perceived organizational support (POS) playing a partial mediating role. Design/methodology/approach Quantitative methodology has been adopted to achieve the aim of this study, and data were collected via a questionnaire through an employee–supervisor/colleague dyad. Various five- and four-star hotel staff members in Pakistan were the target population, eliciting a recorded sample of 418 employees and 105 supervisors/colleagues. Findings The study revealed that PCF has a positive impact on POS and OCB. The partial mediating role of POS between the dependent and independent variables was also confirmed. Research limitations/implications Among the implications, a novel theoretical underpinning of organizational support theory (OST) was established in psychological contract literature in addition to the social exchange theory (SET). Similarly, the mediating mechanism of POS was also validated, thereby offering an additional extension in psychological contract literature. Among the limitations, the cross-sectional nature of data and testing of a single mediating path between independent and dependent variables can be noted. Originality/value Alternative theoretical underpinning, that is, the usage of OST, the partial mediating role of POS and the study settings, i.e. evidence from the hotel industry from a developing country, are novel contributions of this study.

Impact of psychological capital on organizational citizenship behavior

2017 ◽  
Vol 36 (7) ◽  
pp. 973-983 ◽  
Author(s):  
Manish Gupta ◽  
Musarrat Shaheen ◽  
Prathap K. Reddy
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role

Purpose The purpose of this paper is to examine the mediating role of work engagement (WE) between psychological capital (PsyCap) and the two facets of organizational citizenship behavior (OCB) which involves both individual and organization. It also examines the moderating role of perceived organizational support (POS) between PsyCap and WE, and WE and the two facets of OCB. Design/methodology/approach A total of 293 responses gathered from employees working in diverse service sector industries in India were assessed using structural equation modeling. Findings Overall, the results support the mediating role of WE in the PsyCap-OCB relationship, and the moderation of POS between WE and the two facets of OCB. Research limitations/implications This study helps in understanding how WE-OCB relationship can be negatively affected in the presence of high POS. Practical implications The results encourage organizations to establish systems for enhancing the engagement levels of their employees, which according to this study may be achieved by creating and maintaining vibrant work environment. Originality/value This study helps in understanding the role of POS among PsyCap, WE, \and the two factors of OCB.

Implicit followership theories and resistance to leaders’ unethical requests: the mediating role of organizational citizenship behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mahdi Aghaei ◽  
Ali Nasr Isfahani ◽  
Amineh Ghorbani ◽  
Omid Roozmand
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role ◽  
Ethics Research ◽  
The Relationship ◽  
Implicit Followership Theories

Purpose This study aims to adopt a follower-centric approach in leadership and ethics research by investigating the impact of implicit followership theories (IFTs) on followers’ constructive resistance to leaders’ unethical requests. Specifically, it analyzes the mediating role of organizational citizenship behavior in the relationship between IFTs and constructive resistance. Indeed, this study aims to examine whether followers with more positive beliefs about the characteristics that a follower should have IFTs are more likely to resist unethical leadership and whether this relationship is mediated by organizational citizenship behavior as volunteering acts that exceed the formal job requirements. Design/methodology/approach The proposed hypotheses were tested using survey data from 273 employees working in a steel manufacturer company in Iran. The variance-based structural equation modeling technique was used to analyze data. Findings The results show that followership antiprototype negatively affects both follower’s constructive resistance and organizational citizenship behavior. Furthermore, organizational citizenship behavior mediates the relationship between IFTs and follower’s constructive resistance. Also, both followership prototype and organizational citizenship behavior have a positive effect on follower’s constructive resistance. Originality/value Contrary to the dominant leader-centric approach in leadership and organizational ethics research, few studies have examined the role of followers and their characteristics. The results of this study provide important insights into the role of followers in resistance against the leader’s unethical request.

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