Individualism/Collectivism and Organizational Citizenship Behavior: An Integrative Framework

2012 ◽  
Vol 40 (10) ◽  
pp. 1633-1643 ◽  
Author(s):  
Marcia A. Finkelstein
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Well Being ◽  
Role Identity ◽  
Citizenship Behavior ◽  
Strongly Correlated ◽  
Integrative Framework ◽  
Individualism And Collectivism ◽  
Per Se ◽  
First Time

In this study individualism and collectivism are, for the first time, incorporated into a conceptual model of organizational citizenship behavior (OCB). I asked whether individualism and collectivism show systematic differences in their relationships with OCB, its motives, and the development of a citizen role identity. Collectivism most strongly correlated with OCB motivated by concern for coworkers. A concept of self as one who helps others at work was also associated with collectivism. Individualism was associated more with a commitment to the well-being of the institution per se rather than to its employees. Individualism and collectivism were related positively, suggesting that these seemingly opposing attributes are complementary; which of these traits predominates may depend on which citizenship behavior is needed at a given time. Overall, the findings suggest that it is not in amount of citizenship that individualists and collectivists differ, but in why they serve and how they perceive the experience.

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.

Working Extra Hours in the Australian Public Service: Organizational Drivers and Consequences

2016 ◽  
Vol 38 (2) ◽  
pp. 193-217 ◽  
Author(s):  
Jeannette Taylor
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Significant Proportion ◽  
Working Hours ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Well Being ◽  
Citizenship Behavior

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

Effect of Chief Executive Officer’s Sustainable Leadership Styles on Organization Members’ Psychological Well-Being and Organizational Citizenship Behavior

2021 ◽  
Vol 13 (24) ◽  
pp. 13676
Author(s):  
Hyun-ju Choi
Keyword(s):  
Leadership Styles ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Chief Executive ◽  
Well Being ◽  
Citizenship Behavior ◽  
Sustainable Leadership ◽  
Psychological Well Being

Situational leadership theory and the contingency approach of leadership were utilized and applied based on situational theory. Based on a total of four foundational theories, that is, bottom-up spillover theory, theories of prosocial behavior, and so on, this study empirically analyzed what influence a chief executive officer’s (CEO’s) sustainable leadership styles (servant, ethical, and authentic leadership) have on the psychological well-being and organizational citizenship behaviors of organization members. The study was conducted on adult employees of midsized or larger companies (including subsidiaries) across four countries: South Korea, the United Kingdom, the United States, and South Africa. Data were obtained from 649 adult employees. SmartPLS was used to conduct structural equation modeling analysis of the data. The results were as follows: (1) CEOs’ servant and authentic leadership styles had statistically significant positive (+) effects on employees’ psychological well-being; however, ethical leadership did not. (2) CEOs’ ethical leadership had a statistically significant (+) effect on employees’ organizational citizenship behavior; however, servant and authentic leadership did not. (3) Employees’ psychological well-being had a statistically significant (+) effect on organizational citizenship behavior. CEOs are attracting more attention than ever, leading companies in today’s rapidly changing times. This suggests that it is necessary to comprehend principles that show when, where, and how important leaders are and sustainable leadership styles that can increase their chances of success. Moreover, this study derived constructive implications that a leader can overcome today’s challenges through sustainable leadership styles.

scholarly journals The Role Of Psychoogical Empowerment, Workplace Friendship, Workplace Spirituality and Subjective Wellbeing on Organizational Citizenship Behavior

2020 ◽  
Vol 3 (1) ◽  
Author(s):  
ILHAM MUZAKI ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Subjective Wellbeing ◽  
Psychological Empowerment ◽  
Well Being ◽  
Citizenship Behavior ◽  
Subjective Well Being ◽  
Workplace Friendship ◽  
Spirituality At Work

The purpose of this study was to determine the effect of psychological empowerment, friendship at work, spirituality at work and subjective well-being on organizational citizenship behavior. From the results obtained it can be concluded that the influence of psychological empowerment on organizational citizenship behavior. Then there is no influence between friendship at work on organizational citizenship behavior. Furthermore there is an influence between spirituality at work on organizational citizenship behavior and finally there is an influence between subjective well-being on organizational citizenship behavior of employees.

Exploring Emotional Intelligence at Work

2017 ◽  
pp. 346-363
Author(s):  
Irem Metin Orta ◽  
Selin Metin Camgoz
Keyword(s):  
Emotional Intelligence ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Well Being ◽  
Citizenship Behavior ◽  
Future Research ◽  
Organizational Settings ◽  
Work Related

Emotional intelligence is defined as the ability to perceive, understand, regulate, and use emotions. Organizational settings are now considered important arenas for the manifestation of human emotions. In order to establish long-term success, today's organizations continually emphasize the search for emotionally intelligent employees. This chapter provides a detailed overview of the current literature on emotional intelligence with respect to work-related attitudes, behaviors, and outcomes. In particular, it provides empirical evidence for the associations of emotional intelligence with job satisfaction, work performance, organizational commitment, organizational citizenship behavior, effective leadership, and well-being. This chapter also provides practical implications and suggestions for future research by addressing plausible moderators and mediators, which are related to emotional intelligence.

scholarly journals Structural Relationship among Physical Self-Efficacy, Psychological Well-Being, and Organizational Citizenship Behavior among Hotel Employees: Moderating Effects of Leisure-Time Physical Activity

2020 ◽  
Vol 17 (23) ◽  
pp. 8856
Author(s):  
Ji-hoon Kang ◽  
Yun-ho Ji ◽  
Woo-yeul Baek ◽  
Kevin K. Byon
Keyword(s):  
Physical Activity ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Leisure Time ◽  
Leisure Time Physical Activity ◽  
Well Being ◽  
Citizenship Behavior ◽  
Psychological Well Being ◽  
Hotel Employees

Critics argue that service firms should pay more attention to human resource management’s psychological and voluntary aspects to contribute to overall organizational development. The purpose of this study was to investigate the effects of physical self-efficacy on the psychological well-being and organizational citizenship behavior among hotel employees and the moderating effects of leisure-time physical activity on the relationships between the previously mentioned variables. To achieve the research purpose, 346 hotel employees working at the room, food, beverage, and kitchen departments of 10 hotels located in Seoul, South Korea, participated in the study. The researchers visited their department meetings and provided a brief description of the present study and informed consent forms to participate in the study. After obtaining written informed consent forms, the researchers distributed the surveys and asked participants to complete them. Several statistical analyses, including descriptive statistics, confirmatory factor analysis (CFA) for examining the hypothesized model’s psychometric properties, and structural equation modeling (SEM) for testing the hypotheses were conducted using SPSS Ver. 23.0 and AMOS 23.0. Results revealed that perceived physical ability and self-presentation confidence, and psychological well-being positively affected organizational citizenship behavior. Perceived physical ability also had a positive effect on psychological well-being. Lastly, leisure-time physical activity had a partial moderating role in the relationships between the variables mentioned above. This study suggests that promoting employees’ participation in leisure-time physical activity is needed to improve service workers’ organizational citizenship behavior via physical self-efficacy and psychological well-being enhancement.

Predicting Organizational Citizenship Behavior from The Functional Analysis and Role Identity Perspectives: Further Evidence in Spanish Employees

2010 ◽  
Vol 13 (1) ◽  
pp. 277-283 ◽  
Author(s):  
Mª Celeste Dávila ◽  
Marcia A. Finkelstein
Keyword(s):  
Functional Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Identity Theory ◽  
Role Identity ◽  
Citizenship Behavior ◽  
New Evidence ◽  
Role Identity Theory

Organizational citizenship behavior (OCB) is a prosocial activity with similarities to volunteerism. The purpose of this work is to contribute new evidence about the relevance to OCB of two models of sustained volunteerism, functional analysis and role identity theory. A total of 983 Spanish employees at 49 organizations completed surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the degree to which respondents developed an organizational citizen role identity. The results showed that both motives and role identity were significant predictors of OCB, with motive partially mediating the role identity-OCB relationship. The findings suggest that similar mechanisms are involved in sustaining volunteerism and OCB.

scholarly journals The Relationship Between K-Workers’ Leader–Member Exchange, Organizational Citizenship Behavior and Task Performance—Evidence From Chinese Hospitals

2021 ◽  
Vol 12 ◽  
Author(s):  
Xiaoli Che ◽  
Zhecheng Guo ◽  
Qinyuan Chen
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Well Being ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Psychological Well Being ◽  
Member Exchange ◽  
The Relationship ◽  
And Task

Aiming to reduce the difficulty of managing and motivating knowledge workers (k-workers), and promote the psychological well-being of them in Chinese hospitals, this study examines how k-workers’ leader–member exchange (LMX) influences their task performance and the mediation effect of organizational citizenship behavior (OCB). Through a self-administered survey, valid questionnaires were collected from 384 k-workers in Chinese hospitals, and partial least squares structural equation modeling was employed for data analysis. The findings show that LMX is positively related to OCB and task performance, and that OCB mediates the relationship between LMX and task performance. This research has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire k-workers, and promote the psychological well-being of them, and finally enhance the organizational performance in Chinese hospitals.

scholarly journals THE RELATIONSHIP BETWEEN ETHNOCULTURAL EMPATHY AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) AMONG PUBLIC SERVANTS IN SABAH

2021 ◽  
Vol 6 (42) ◽  
pp. 469-481
Author(s):  
Razima Hanim Osman ◽  
Mariny Abdul Ghani ◽  
Norzaliza Alis
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Cultural Context ◽  
Well Being ◽  
Citizenship Behavior ◽  
Public Employees ◽  
Positive Relationships ◽  
Cross Sectional Survey ◽  
Ethnocultural Empathy ◽  
The Relationship

Organizational citizenship behavior (OCB) throughout literature provides evidence that benefits both employees and the organizations in terms of increasing the level of employees' well-being, work satisfaction, customers' satisfaction as well as the quality of work performance. Hence, it is important to understand the possible reasons behind the occurrence of OCB to increase the likelihood of employees engaging in OCB. Based on the prosocial motivational concept, empathy is the main motivator to helping behaviors thus open up the possibility of linkage between empathy and extra-role behaviors such as OCB. Moreover, this linkage is important for public employees especially those who are working in organizations that have multi-ethnic employees as well as providing services to meet vast societal needs and demands. The present article set out to examine the relationship between ethnocultural empathy and OCB among public employees in Sabah. A cross-sectional survey was used to gather a response of 213 public employees who are working in the Jabatan Pendaftaran Negara Negeri Sabah (JPN) based on the selected districts in Sabah. Results showed positive relationships between organizational citizenship behavior-individual (OCBI) with empathic awareness (EA) dimensions. Results also showed positive relationships between organizational citizenship behavior-organization (OCBO) with empathic feeling and emotion (EFE). By focusing on the aspect of culture in empathy such as ethnocultural empathy can help researchers to understand how culture influences the cognition and emotions of individuals to understand other people's experiences especially those who have a different cultural and ethnic background. Apart from that, the concept itself strengthens the ability to understand the thinking and feeling of others in their cultural context thus increases the likelihood to perform extra-role behavior such as OCB.

scholarly journals MEDIATING ROLE OF AFFECTIVE COMMITMENT AMONG SUBJECTIVE WELL-BEING, LEADERSHIP STYLE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 7 (2) ◽  
pp. 295
Author(s):  
Suparjo Suparjo ◽  
Endang Sri Sunarsih
Keyword(s):  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Well Being ◽  
Citizenship Behavior ◽  
Subjective Well Being ◽  
Central Java ◽  
The Relationship

<p><em>The purpose of this study was to explore the role of Affective Commitment (AC) as a mediating variable in encouraging organizational citizenship behavior in Private Universities in Central Java, Indonesia. The study explains whether Affective Commitment (AC) is able to mediate the relationship between Leadership Style (LS) and Subjective Well-being (SWB)  with Organizational Citizenship Behavior (OCB). The sample in this study is permanent staff and lecturers who work in Private Universities in Central Java. Data from 124 respondents were collected by utilizing the questionnaire.The sample sample used in this study is 150 respondents. It was taken by applying proportional random sampling.  Only the 150 questionnaires distributed, 124 were returned, for a response rate of 82%.After processing and modifying the data, only 124 respondents used as the main resources analyzed by using Structural Equation Model (SEM). Statistical analysis reveals that there exists significant relationship between </em><em>Subjective well-being, </em><em>Leadership Style</em><em>, and Organizational Citizenship Behavior; likewise, Affective commitment  mediates the relationship between </em><em>Subjective well-being, </em><em>Leadership Style</em><em>, and Organizational Citizenship Behavior. Limitations and future implementations of this research are also discussed</em><em></em></p>

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