Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research

2000 ◽  
Vol 26 (3) ◽  
pp. 513-563 ◽  
Author(s):  
Philip M. Podsakoff ◽  
Scott B. MacKenzie ◽  
Julie Beth Paine ◽  
Daniel G. Bachrach
Keyword(s):  
Organizational Citizenship ◽  
Critical Review ◽  
Organizational Citizenship Behaviors ◽  
Empirical Literature ◽  
Future Research ◽  
Citizenship Behaviors

scholarly journals Employee Behaviors toward Using and Saving Energy at Work. The Impact of Personality Traits

Energies ◽  
2021 ◽  
Vol 14 (12) ◽  
pp. 3404
Author(s):  
Dawid Szostek
Keyword(s):  
Personality Traits ◽  
Energy Saving ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Negative Relationship ◽  
Organizational Citizenship Behaviors ◽  
Equation Modeling ◽  
Future Research ◽  
Citizenship Behaviors ◽  
The Impact

The purpose of the article is to determine how personality traits (extraversion, neuroticism, conscientiousness, agreeableness and openness to experience) affect organizational citizenship behaviors for the environment (OCBE), especially in the context of energy saving. The purpose is also to verify the hypothesis that this impact is significantly moderated by individuals’ demographic characteristic (sex, age, length of service, work type and economic sector of employment). To achieve the purposes, a survey was conducted in 2020 on 454 working people from Poland. The analysis was based on structural equation modeling (SEM). The research model assumed that particular types of personality affect direct and indirect OCBEs, including energy-saving patterns. The model also included the aforementioned demographic characteristics of respondents. I proved that personality traits have a significant impact on direct and indirect organizational citizenship behaviors for the environment. In the case of direct OCBEs, the energy-saving items that were most significantly affected by employee personality were: I am a person who turns off my lights when leaving my office for any reason; I am a person who turns off the lights in a vacant room; I am a person who makes sure all of the lights are turned off if I am the last to leave. The strongest predicators were Neuroticism (negative relationship) and Agreeableness (positive relationship) for direct OCBE, but Extraversion (positive relationship) and Agreeableness (negative relationship) for indirect OCBE. The impact of an individual’s personality on OCBE was significantly moderated mainly for indirect behaviors. This applied to all the analyzed demographic variables, but it was stronger for women, employees aged up to 40 years, those with 10 years or more experience, office/clerical workers, and public sector employees. The article discusses the theoretical framework, research limitations, future research directions and practical implications.

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 Resilience as a mediator linking transformational leadership and person-centered organizational culture to organizational effectiveness

2015 ◽  
Vol 28 (4) ◽  
pp. 829-854 ◽  
Author(s):  
Sunyoung Oh ◽  
Sangchoong Roh ◽  
MinU Kang ◽  
Youngwon Suh
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Effectiveness ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Beneficial Effects ◽  
Job Motivation

The present research examined the possibility that transformational leadership and person-centered organizational culture are antecedents of employees' resilience and employees' resilience plays as a mediator linking transformational leadership and person-centered organizational culture to their happiness and organizational effectiveness. Specifically, we suggest that transformational leadership and person-centered organizational culture serve as environmental factors to enhance employees' resilience, which eventually contributes to organizational effectiveness such as job motivation, organizational commitment, and organizational citizenship behaviors via the path between resilience and happiness. Data were collected from 498 employees in various companies. The results found that resilience was positively related with job motivation, organizational commitment, and organizational citizenship behaviors, and these relationships were mediated by happiness. Furthermore, it was found that both transformational leadership and person-centered organizational culture were positively correlated with resilience, and had significant indirect effects on organizational effectiveness variables via the path between resilience and happiness, while only transformational leadership had direct effects on organizational effectiveness variables. These findings indicate that resilience is important for the beneficial effects of happiness on organizational effectiveness, and transformational leadership and person-centered organizational culture may increase organizational effectiveness by promoting employees' resilience. Finally, theoretical and practical implications, limitation and suggestion for future research are discussed.

scholarly journals Determinants Analysis of Organizational Citizenship Behaviors

2018 ◽  
Vol 14 (2) ◽  
pp. 234
Author(s):  
Nadia Motii ◽  
Adam Chati
Keyword(s):  
Performance Management ◽  
Organizational Citizenship ◽  
Contextual Performance ◽  
Individual Performance ◽  
Organizational Citizenship Behaviors ◽  
Qualitative Inquiry ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Private Companies ◽  
The Individual

The purpose of this work is to identify the most representative components and dimensions of the Organizational Citizenship Behaviors within the Moroccan context. The first phase of this paper lies on a theoretical framework defining the individual performance concept, and then we will emphasize the different Organizational Citizenship Behaviors' theories. The method involves an exploratory qualitative inquiry based on directive interviews with executives working in the private companies located in the region of Rabat. The present study reassessed the finding of the existing theories in a purposive sample and in a different context. By identifying the different components of the contextual performance within the Moroccan context we can link several organizational behaviors in the same model, which will pave the way to a confirmatory study. This will allow for more organizationnal consideration of contextual performance and may direct future research on performance management.

Organizational Citizenship Behaviors as a Mediator between Culture and Turnover Intentions

2017 ◽  
Vol 8 (2) ◽  
pp. 32-44
Author(s):  
Sulakshna Dwivedi
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship ◽  
Turnover Intentions ◽  
Organizational Citizenship Behaviors ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Four Dimensions ◽  
Mediating Role ◽  
Practical Implications

An attempt has been made to investigate the mediating role of OCBs in culture and turnover intentions. Data was collected from 15 BPO units located in Chandigarh. Findings revealed that OCBs of employees in the BPO sector are mainly sensitive to four dimensions of organizational culture viz. proaction, confrontation, experimentation and openness. Finally, a partial mediation of OCBs had been found between organizational culture and turnover intentions. Taking into consideration the practical implications of the study, findings suggest that BPO Managers should pay special attention and recognition to employees' OCBs, as these could help in reducing their attrition. Further implications of the results and direction for future research have been elaborated.

Consequences of unit-level organizational citizenship behaviors: A review and recommendations for future research

2014 ◽  
Vol 35 (S1) ◽  
pp. S87-S119 ◽  
Author(s):  
Nathan P. Podsakoff ◽  
Philip M. Podsakoff ◽  
Scott B. MacKenzie ◽  
Timothy D. Maynes ◽  
Trevor M. Spoelma
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behaviors ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Unit Level

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.

It's Only Abusive If I Care

2021 ◽  
Author(s):  
Kai C. Bormann ◽  
Ian R. Gellatly
Keyword(s):  
Organizational Citizenship ◽  
Stress Responses ◽  
Abusive Supervision ◽  
Organizational Citizenship Behaviors ◽  
Future Research ◽  
Conservation Of Resources ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
The Social ◽  
Organizational Concern

Abstract. Drawing on conservation of resources (COR) theory, we propose that abusive supervision increases stress responses in targets, which, in turn, diminishes their ability to perform extra- and in-role work behaviors. However, based on COR theory, we argue that followers who are driven by low rather than high organizational concern motives place less value on their work and the social context in which technical activities occur. As such, feeling low organizational concern should make people less susceptible to abusive supervision rather than more so. Thus, organizational concern was proposed to moderate the abuse–stress relationship. Across two multisource studies, we found support for most of our hypotheses. Abusive supervision negatively affected organizational citizenship behaviors via increased stress, and low organizational concern was found to attenuate the detrimental effects of abusive supervision. Implications for leadership literature and future research are discussed.

Effects of Organizational Justice on Organizational Citizenship Behaviors: Mediating Effects of Institutional Trust and Affective Commitment

2013 ◽  
Vol 112 (3) ◽  
pp. 818-834 ◽  
Author(s):  
Wei-Yuan Guh ◽  
Shang-Ping Lin ◽  
Chwei-Jen Fan ◽  
Chin-Fang Yang
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Goodness Of Fit ◽  
Affective Commitment ◽  
Organizational Citizenship Behaviors ◽  
Mediating Effect ◽  
Equation Modeling ◽  
Future Research ◽  
Institutional Trust ◽  
Citizenship Behaviors

This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.

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