The Relationship between Proactive Personality, Leader Support, Coworker Social Loafing and Organizational Citizenship Behavior - Investigating the Contrasting Hypotheses based on Conservation of Resources Theory, and Trait-activation Theory-

2020 ◽  
Vol 27 (2) ◽  
pp. 1-21
Author(s):  
Ji Sung Park ◽  
◽  
Hee Sun Chae
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Proactive Personality ◽  
Citizenship Behavior ◽  
Conservation Of Resources ◽  
Social Loafing ◽  
Leader Support ◽  
Activation Theory ◽  
Trait Activation ◽  
The Relationship

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 effect of proactive personality on job performance

2014 ◽  
Vol 27 (2) ◽  
pp. 471-495
Author(s):  
DongUk Kim ◽  
YoungSeok Han ◽  
MyoungSo Kim
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Proactive Personality ◽  
Organizational Level ◽  
Citizenship Behavior ◽  
Supportive Leadership ◽  
The Relationship ◽  
Job Meaningfulness ◽  
And Task

The purpose of the present study was to (1) examine the relationships between proactive personality and organizational citizenship behavior as well as task performance and (2) test the moderating effects of job meaningfulness, supportive leadership and autonomy culture(each representing task, social and organizational level) on these relationships based on the trait activation theory(TAT). A total of 435 employees working at various companies in Korea participated in a survey, and 404 data were used for statistical analysis after elimination of inadequate samples. The results of correlation analyses showed that proactive personality was significantly related to both organizational citizenship behavior and task performance. Furthermore, the results of hierarchial regression analyses demonstrated that job meaningfulness and supportive leadership moderated the relationship between proactive personality and organizational citizenship behavior, while the moderating effect of autonomy culture on the relationship between proactive personality and task performance was supported. Finally, the implications and future research directions were discussed.

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 THE RELATIONSHIP OF PROACTIVE PERSONALITY WITH THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR: INTERVENING ROLE OF THRIVING AT WORK

2021 ◽  
Vol 37 (02) ◽  
pp. 134-141
Author(s):  
Muhammad Aamir Nadeem ◽  
Abdul Khaliq Alvi ◽  
Khalil Ur Rehman
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Banking Sector ◽  
Practical Implication ◽  
Proactive Personality ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Relationship Of ◽  
The Relationship ◽  
Thriving At Work

Current research is designed to check the mediating effect of thriving at work for the relationship of proactive personality with OCB. In this regard current research proposes three hypotheses of direct relationships and one mediating relationship. Data was collected from 310 employees of textile sector from city Lahore, Pakistan. Result indicates that all three hypotheses are accepted. Moreover, thriving at work is partially mediating the relation of proactive personality with OCB. In future, these types of studies may also conduct on other sectors like the banking sector; the telecom sector and education sector for validate the results. It is also worthwhile to collect the data from employees of other sectors. For managerial point of view this research provides practical implication for managers as by promoting the concept of thriving at work at work will improve the better involvement of their employees in their work. To promote the better concept of thriving at work in the employees will enhance the level of organizational citizenship behavior of their employees.

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.

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