The darker side of organizational citizenship behavior and its remedies

Management Practices ◽

Training And Development ◽

Citizenship Behavior ◽

Negative Consequences ◽

The Individual ◽

Organizational Costs ◽

And Training

Whilst the extant literature on organizational citizenship behavior (OCB) extols its positive features, we wish to raise awareness to the negative consequences of those behaviors for individuals and groups as well as organizations, through the prism of management practices, specifically by reference to performance appraisal, compensation, and training and development. Our discussion focuses on how to minimize the individual, group and organizational costs of OCB, whilst simultaneously promoting task and OCB performance.

Examining The Relationship Between Human Resource Managemnt Practices And Organizational Citizenship Behavior For Environment Among Administrative Staff In A Thailand University

Sains Humanika ◽

10.11113/sh.v11n2-2.1653 ◽

2019 ◽

Vol 11 (2-2) ◽

Author(s):

Lubna Niyomdecha ◽

Khulida Kirana Yahya

Keyword(s):

Performance Appraisal ◽

Human Resource ◽

Human Resource Management Practices

Significant Relationship ◽

Management Practices ◽

Training And Development ◽

Citizenship Behavior ◽

This study examines the influence of three human resource management practices which are training and development, performance appraisal, and compensation and benefit on organizational citizenship behavior for environment (OCBE) among administrative staffs at Prince of Songkla University (PSU, Hatyai campus. A total of 231 administrative staffs participated in this study. Regression analysis was performed to test the research hypothesis. The results revealed that the two dimensions of human resource management practices which are performance appraisal and compensation and benefit did not have significant relationship with organizational citizenship behavior for environment (OCBE). However, training and development was found to have positive significant relationship with organizational citizenship behavior for environment (OCBE)

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/582 ◽

2018 ◽

Vol 9 (08) ◽

pp. 20997-21013

Author(s):

Anom Suwibawa ◽

Anak Agung Putu Agung ◽

I Ketut Setia Sapta

Keyword(s):

Organizational Culture ◽

Organizational Commitment ◽

Structural Equation ◽

Employee Performance ◽

Sem Analysis ◽

Citizenship Behavior ◽

Equation Modeling ◽

The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja, & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

Factors influencing green organizational citizenship behavior

Social Behavior and Personality An International Journal ◽

10.2224/sbp.8754 ◽

2020 ◽

Vol 48 (9) ◽

pp. 1-12

Author(s):

Ling Xiang ◽

Yi-Chun Yang

Keyword(s):

Resource Management ◽

Human Resource ◽

Organizational Identification ◽

Management Practices ◽

Citizenship Behavior ◽

Human Resource Management Practices ◽

Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

Human Resource Diversity Management Practices and Organizational Citizenship Behavior: A Conceptual Model

International Journal of Academic Research in Business and Social Sciences ◽

10.6007/ijarbss/v3-i8/144 ◽

2013 ◽

Vol 3 (8) ◽

Cited By ~ 1

Author(s):

Ahmad Nizan Mat Noor ◽

Dr. Shaiful Annuar Khalid ◽

Dr. Nik Ramli Nik Abdul Rashid

Keyword(s):

Conceptual Model ◽

Human Resource ◽

Management Practices ◽

Diversity Management ◽

Citizenship Behavior ◽

Resource Diversity

Employees’ Perceptions of CSR, Work Engagement, and Organizational Citizenship Behavior: The Mediating Effects of Organizational Justice

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16101731 ◽

2019 ◽

Vol 16 (10) ◽

pp. 1731 ◽

Cited By ~ 14

Author(s):

Tahir Farid ◽

Sadaf Iqbal ◽

Jianhong Ma ◽

Sandra Castro-González ◽

Amira Khattak ◽

...

Keyword(s):

Procedural Justice ◽

Social Exchange ◽

Work Engagement ◽

Social Exchange Theory ◽

Banking Sector ◽

Citizenship Behavior ◽

Individual Level ◽

The Individual

Corporate social responsibility (CSR) at the individual level has emerged as an important field of research. However, a more comprehensive understanding of how CSR affects employee work engagement and organizational citizenship behavior (OCB) is still lacking. Based on social exchange theory, we examine the effects of employees’ perceptions of CSR on OCB and work engagement as well as the mediating mechanism of distributive and procedural justice, based on data collected from 350 employees working in the banking sector of Pakistan. Our study suggests that employees’ perceptions of CSR positively predict OCB and work engagement, and that work engagement is positively related to OCB. Both distributive and procedural justice positively mediate the effects of employees’ perceptions of CSR on OCB and work engagement.

Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study

Tourism Management ◽

10.1016/j.tourman.2018.12.008 ◽

2019 ◽

Vol 72 ◽

pp. 386-399 ◽

Cited By ~ 60

Author(s):

Nhat Tan Pham ◽

Zuzana Tučková ◽

Charbel José Chiappetta Jabbour

Keyword(s):

Human Resource ◽

Hospitality Industry ◽

Management Practices ◽

Mixed Methods Study ◽

Citizenship Behavior ◽

Human Resource Management Practices ◽

Green Human Resource Management

Helping That Hurts Intended Beneficiaries: A New Perspective on the Dark Side of Helping Organizational Citizenship Behavior

10.1093/oxfordhb/9780190219000.013.37 ◽

2017 ◽

Author(s):

Anna Lennard ◽

Linn Van Dyne

Keyword(s):

Performance Outcomes ◽

Dark Side ◽

Citizenship Behavior ◽

Affective States ◽

Negative Consequences ◽

Negative Effects ◽

New Perspective ◽

And Behavior

Organizational citizenship behavior (OCB) is essential for organizations to gain and maintain competitive advantage in environments with constantly evolving demands. Although most of the literature implicitly assumes that OCB predicts positive work attitudes, affective states, cognitions, and behavior for employees and organizations, some work raises the question of when OCB fails to produce positive consequences, and scholars have called for a more balanced perspective that acknowledges possible negative consequences of OCB. In this chapter, we focus on the unintended negative outcomes of helping OCB to recipients. More specifically, we consider factors that paradoxically cause positively intended helping to backfire and have negative effects on recipients. To date, most research on outcomes of OCB has focused on performance outcomes. In contrast, we focus on nonperformance outcomes for recipients of helping because nonperformance outcomes are more proximal and can shed light on processes that influence more distal outcomes, such as performance.

Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

Journal of Open Innovation Technology Market and Complexity ◽

10.3390/joitmc6030064 ◽

2020 ◽

Vol 6 (3) ◽

pp. 64 ◽

Cited By ~ 2

Author(s):

Khahan Na-Nan ◽

Suteeluck Kanthong ◽

Jamnean Joungtrakul ◽

Ian David Smith

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Performance Appraisal ◽

Human Resource ◽

Work Performance ◽

Citizenship Behavior ◽

And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.