scholarly journals Shaping Organizational Citizenship Behavior of New Employees: Effects of Mentoring Functions and Supervisor Need for Achievement

SAGE Open ◽  
2022 ◽  
Vol 12 (1) ◽  
pp. 215824402110685
Author(s):  
Han Cheng Chang ◽  
Jin Feng Uen
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Hospitality Industry ◽  
Citizenship Behavior ◽  
Conservation Of Resources ◽  
Need For Achievement ◽  
New Employees ◽  
Mentoring Functions ◽  
New Employee ◽  
The Relationship

In this study, we explored the relationship among mentoring functions (MFs), direct supervisor need for achievement (DSNFA), and employee organizational citizenship behavior (OCB) from the perspective of conservation of resources (COR) theory. A sample of 242 dyads was selected from new employees and direct supervisors employed in four- and five-star hotels in Taiwan. The results revealed that MFs and DSNFA were positively related to new-employee OCB. However, DSNFA negatively moderated the relationship between MFs and new-employee OCB. That is, low DSNFA positively moderated the relationship between MFs and OCB more than high DSNFA did. The results were explained using COR theory, which states that the development of positive personality traits is limited to in specific circumstances. Organizations in the hospitality industry that emphasize on OCB should examine their human resource activities to optimize performance.

scholarly journals The Relationship between Responsible Leadership and Organizational Citizenship Behavior in the Hospitality Industry

2021 ◽  
Vol 13 (9) ◽  
pp. 4705
Author(s):  
Carla Freire ◽  
Joana Gonçalves
Keyword(s):  
Social Responsibility ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Hospitality Industry ◽  
Citizenship Behavior ◽  
Responsible Leadership ◽  
Frontline Employees ◽  
The North ◽  
The Relationship

The purpose of this study is to explore the mediating role of the perception of social responsibility, and organizational identification, in the relationship between responsible leadership and organizational citizenship behavior in the hospitality industry. A questionnaire was answered by 214 frontline employees of four and five-star hotels, in the north of Portugal. Results indicate that there is a mediation model, which uses the effect of the perception of social responsibility and organizational identification in the relationship between responsible leadership and organizational citizenship behaviors. This study is a first attempt to propose a parallel multiple mediator model that explores the effect of hotel frontline employees’ perceptions of the importance of social responsibility, as well as the effect of employees’ identification with the organization, both of which act as mediators in the relationship between responsible leadership and OCB in the hospitality industry.

Explaining supervisor–subordinate guanxi and subordinate performance through a conservation of resources lens

2018 ◽  
Vol 72 (11) ◽  
pp. 1752-1775 ◽  
Author(s):  
Xiaoyu Guan ◽  
Stephen J Frenkel
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Autonomy Support ◽  
Employee Performance ◽  
Job Crafting ◽  
Job Resources ◽  
Citizenship Behavior ◽  
Conservation Of Resources ◽  
The Relationship

Relationships outside of work impact employee effectiveness at work. But how do we explain this? Our study focuses on the guanxi relationship in China. This is based on close personal ties between supervisors and subordinates initiated outside the workplace. Drawing on conservation of resources theory, we develop a model that explains how supervisor–subordinate guanxi constitutes a social resource that spills over into the workplace and impacts subordinates’ job resources (including autonomy, support and development at work), job crafting (proactive behaviors aimed at increasing resources and reducing demands) and job performance (task performance and organizational citizenship behavior). Our model was tested on a sample of 406 subordinates and their supervisors from seven manufacturing organizations in China. The results of a multilevel path analysis indicate that high-quality guanxi relations with supervisors facilitate subordinates’ job resources, job crafting behaviors and organizational citizenship behavior at work. In addition, job resources mediate the relationship between supervisor–subordinate guanxi and job crafting, and job crafting mediates the relationship between supervisor–subordinate guanxi and subordinate task performance and organizational citizenship behavior. Overall, our research highlights the importance of externally-generated guanxi between subordinates and supervisors and the mechanisms that contribute to improving employee performance in the workplace.

Exploring the Relationship Between Job Embeddedness and Organizational Citizenship Behavior

2016 ◽  
Author(s):  
Brooks C. Holtom ◽  
Tomoki Sekiguchi
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Embeddedness ◽  
Citizenship Behavior ◽  
Conservation Of Resources ◽  
Citizenship Behaviors ◽  
The Social ◽  
Different Types ◽  
The Relationship

As we developed the concept of job embeddedness, we were determined to create a construct that explained as comprehensively as possible the reasons why people stay in organizations. Later, scholars theorized and found that on-the-job embeddedness also increased the probability of organizational citizenship behaviors (OCBs) and better job performance. More recently, Kiazad and colleagues (2015) have argued that conservation of resources theory offers a parsimonious explanation for the growing nomological network around job embeddedness. Building on this work, we explore promising directions that may contribute to the theoretical enrichment of the job embeddedness–OCB relationship including the different motives of OCBs as mediators, the relationship between job embeddedness and different types of OCBs, a closer look at the causality between job embeddedness and OCBs, theoretical integration with the social network perspective, and factors interacting with job embeddedness in influencing OCBs.

scholarly journals Why and When Do Good Soldiers Behave Unethically? Introducing Conservation of Resources Theory to Explain the Curvilinear Effects of Organizational Citizenship Behavior

2021 ◽  
Vol 12 ◽  
Author(s):  
Fangfang Xu ◽  
Shiyong Xu ◽  
Jinqiang Zhu ◽  
Jinyi Zhou ◽  
Bainan Zhang ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Mediating Effect ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Curvilinear Relationship ◽  
Conservation Of Resources ◽  
Using Data ◽  
The Relationship

Previous research about organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) has produced contradictory results. Drawing from the conservation of resources (COR) theory, the present study tries to explain the contradictory findings by examining the curvilinear relationship between OCB and CWB. Using data collected at three time points from 426 employees and 110 supervisors in Chinese companies, data analysis shows that OCB has an inverted U-shaped relationship with CWB. The results also demonstrate that citizenship fatigue mediates the relationship between OCB and CWB, perceived organizational support (POS) moderates the relationship between OCB and citizenship fatigue. In addition, POS moderates the mediating effect of citizenship fatigue in the inverted U-shaped curvilinear relationship between OCB and CWB. This mediating effect is stronger under conditions of low POS than high POS. The findings present a complementary explanation of the conflicting relationships between OCB and CWB.

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.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Ginu George ◽  
Binoy Joseph
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Research ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

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