PREDICTING ORGANIZATIONAL CITIZENSHIP BEHAVIOR: INTEGRATING THE FUNCTIONAL AND ROLE IDENTITY APPROACHES

2004 ◽  
Vol 32 (4) ◽  
pp. 383-398 ◽  
Author(s):  
Marcia A. Finkelstein ◽  
Louis A. Penner
Keyword(s):  
Prosocial Behavior ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Identity ◽  
Citizenship Behavior ◽  
Measured Frequency ◽  
Identity Motives ◽  
The Relationship

Motive and role identity, previously studied as predictors of volunteerism, were examined as correlates of another discretionary prosocial behavior, Organizational Citizenship Behavior (OCB). County employees (181 females, 62 males) completed questionnaires that measured frequency of OCB, motives for the behavior, and the degree to which the respondents had developed an organizational citizen identity. Motives concerned with the desire to help co-workers and/or the organization proved to be better predictors of OCB than those concerned with the desire for Impression Management. A citizen role identity also correlated with citizenship behavior but, contrary to expectation, mediated the relationship between OCB and motive only partly. The findings suggest that similar mechanisms are involved in sustaining both volunteerism and OCB.

scholarly journals INTERACTIVE EFFECT OF PERCEPTIONS OF POLITICS (POP) AND IMPRESSION MANAGEMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND JOB BURNOUT

2014 ◽  
Vol 02 (01) ◽  
pp. 49-57
Author(s):  
Humera Akbar ◽  
◽  
Khurram Shahzad ◽  
Keyword(s):  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Job Burnout ◽  
Citizenship Behavior ◽  
Future Research ◽  
The Relationship

This paper aims at investigating the direct and interactive effect of perception of organizational politics (POP) and impression management on organizational citizenship behavior and job burnout. We proposed after review of literature that POP is negatively related to organizational citizenship behavior and is positively related to job burnout. We also hypothesized that impression management weakens both these relationships. Data was collected from 151 teachers of Pakistan through questionnaires consisting of standardized scales. Moderated regression analysis was used to analyze the data. Our findings showed a significant negative relationship between POP and organizational citizenship behavior and a significant positive relationship between POP and job burnout. It was also confirmed that impression management negatively moderates the relationship between POP and organizational citizenship behavior while no moderating effect of impression management was found in the relationship between organizational politics and job burnout. Limitations of the study along with directions for future research and implications for organizational managers have been discussed.

scholarly journals “AS YOU LIKE IT” IMPRESSION MANAGEMENT OR ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2013 ◽  
Vol 01 (02) ◽  
pp. 17-21
Author(s):  
Khansa Hayat ◽  
Sajid Bashir
Keyword(s):  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Social Information Processing ◽  
Citizenship Behavior ◽  
Educational Institutions ◽  
Information Processing Model ◽  
As You Like It ◽  
The Relationship

This study attempts to investigate the relationship between impression management and organizational citizenship behavior using the theoretical underpinning provided by “Theory of Others Orientation” and “Social information processing Model”. Many researchers argue that employees exhibiting organizational citizenship behavior are good at using impression management techniques; they are “good actors” rather than “good soldiers”. Such behaviors can vary across cultures; hence the moderating role of culture was taken into account. Data were collected from 168 teachers working in the educational institutions using a questionnaire. Results suggest that impression management significantly determines the organizational citizenship behavior while this relationship is further strengthened in a collectivist culture.

DISPOSITIONAL PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR: MOTIVES, MOTIVE FULFILLMENT, AND ROLE IDENTITY

2006 ◽  
Vol 34 (6) ◽  
pp. 603-616 ◽  
Author(s):  
Marcia A. Finkelstein
Keyword(s):  
Conceptual Model ◽  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Identity ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Private Companies ◽  
Per Se ◽  
Dispositional Factors

Constructs from a conceptual model of the volunteer process were applied to discretionary helping in the workplace (Organizational Citizenship Behavior or OCB). A total of 193 employees at 4 private companies completed anonymous surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the extent to which those motives were fulfilled by the behavior. Also assessed was the degree to which respondents developed an organizational citizen role identity. Amount of OCB and the strength of a citizen identity correlated with two motives for helping, concern for coworkers and concern for the organization, as well as with the fulfillment of those motives. Impression management motives were related to citizenship behaviors directed toward coworkers but not to citizenship activities targeting the organization per se. Impression management goals also were unrelated to formation of a citizen role identity. The findings suggest that similar dispositional factors are involved in sustaining volunteerism and OCB.

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.

Sign in / Sign up

Export Citation Format

Share Document