The Impact of Psychological Contract Fulfillment on the Performance of In-Role and Organizational Citizenship Behaviors

PurposeSocial comparison and job-based psychological ownership (JPO) are compared and contrasted as explanations for relationships between organization relational psychological contract fulfillment (ORPCF) and organizational citizenship behaviors (OCBs).Design/methodology/approachSurvey data were collected from 241 employees and 82 of their managers at an information services company. Data were analyzed using structural equation modeling to test for hypothesized and exploratory indirect relationships.FindingsConsistent results were found for sequential mediation from ORPCF to employee investment of the self into the job, to JPO, to supervisor-rated helping and voice OCBs. Employees' perception of their relational psychological contract fulfillment (social exchange) did not simultaneously mediate the relationships between ORPCF and employees' OCBs.Research limitations/implicationsPsychological ownership presents a complement to social exchange to explain effects of relational psychological contract fulfillment on employee outcomes. Because of the cross-sectional nature of the data conclusions about causality are quite limited.Practical implicationsOrganizations and managers should emphasize that fulfillment of relational psychological contract obligations represent a significant investment in employees, who reciprocate by investing themselves into their work. This in turn bolsters JPO and its positive employee outcomes.Originality/valueThis is the first study to directly compare social exchange and psychological ownership explanations for effects of psychological contract fulfillment on employees.

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The Impact of Psychological Contract Breach on Student-Athlete Perceived In-Role Performance and Organizational Citizenship Behaviors

Journal of Applied Sport Management ◽

10.18666/jasm-2015-v7-i4-5684 ◽

2015 ◽

Vol 7 (4) ◽

Author(s):

Christopher R. Barnhill ◽

Brian A. Turner

Keyword(s):

Organizational Citizenship ◽

Psychological Contract ◽

Organizational Citizenship Behaviors ◽

Psychological Contract Breach ◽

Student Athlete ◽

Citizenship Behaviors ◽

Role Performance ◽

Contract Breach ◽

The Impact

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

Energies ◽

10.3390/en14123404 ◽

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.

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The Relationship between the Fulfillment of the IT Professional’s Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

Human Resources Management ◽

10.4018/978-1-4666-1601-1.ch067 ◽

2012 ◽

pp. 1085-1105 ◽

Cited By ~ 2

Author(s):

Sandra K. Newton ◽

Linda I. Nowak ◽

J. Ellis Blanton

Keyword(s):

Organizational Citizenship ◽

Social Information Processing ◽

Psychological Contract ◽

Research Question ◽

Organizational Citizenship Behaviors ◽

Work Behaviors ◽

Citizenship Behaviors ◽

It Professionals ◽

Innovative Work ◽

The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

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Innovative Work and Citizenship Behaviors from Information Technology Professionals

Information Resources Management ◽

10.4018/978-1-61520-965-1.ch604 ◽

2010 ◽

pp. 1779-1800

Author(s):

Sandra K. Newton ◽

J. Ellis Blanton ◽

Richard Will

Keyword(s):

Organizational Citizenship ◽

Social Information Processing ◽

Psychological Contract ◽

Research Question ◽

Organizational Citizenship Behaviors ◽

Information Technology Professionals ◽

Citizenship Behaviors ◽

It Professionals ◽

Innovative Work Behavior ◽

Innovative Work

Little is known about the effects of the level of fulfillment of the IT professional’s psychological contract on their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this article proposes to answer the research question: How does the level of fulfillment of the IT professionals’ psychological contract affect their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using groupadministered paper and online surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

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The Relationship Between the Fulfillment of the IT Professional's Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

Advances in Information Resources Management - Global, Social, and Organizational Implications of Emerging Information Resources Management ◽

10.4018/978-1-60566-962-5.ch019 ◽

2010 ◽

pp. 368-389

Author(s):

Sandra K. Newton ◽

Linda I. Nowak ◽

J. Ellis Blanton

Keyword(s):

Organizational Citizenship ◽

Social Information Processing ◽

Psychological Contract ◽

Research Question ◽

Organizational Citizenship Behaviors ◽

Work Behaviors ◽

Citizenship Behaviors ◽

It Professionals ◽

Innovative Work ◽

The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.a

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Exemplary followership. Part 1: refining an instrument

Industrial and Commercial Training ◽

10.1108/ict-06-2020-0071 ◽

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.

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