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.

To help or not to help: antecedents of hotel employees’ organizational citizenship behavior

2018 ◽  
Vol 30 (3) ◽  
pp. 1293-1313 ◽  
Author(s):  
You-De Dai ◽  
Yu-Hsiang Hou ◽  
Kuan-Yang Chen ◽  
Wen-Long Zhuang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The Relationship

Purpose Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior, as well as the mediating effect of perceived organizational support. Design/methodology/approach Hypotheses are tested using two-phase survey data collected from 398 dyads of employees and their immediate supervisors from 26 (three-to-five star) hotels in Taiwan. Findings The hierarchical linear modeling results suggest that perceived organizational support mediates the relationship between perceived supervisor support and organizational citizenship behavior. These findings indicate that supervisors’ organizational embodiment positively moderates the relationship between perceived supervisor support and perceived organizational support, which, in turn, mediates the interaction between perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior. Research limitations/implications This is the first study to examine the moderating role of supervisors’ organizational embodiment in hospitality domain. In high or low supervisors’ organizational embodiment context, hotels are supposed to assign representative managers that could strengthen the efficiency of perceived supervisor support. Finally, employees will perceive organizational support and then lead to employee organizational citizenship behavior. Originality/value Previous research indicates that perceived organizational support positively impacts various employee outcomes. However, the antecedents and psychological mechanisms of perceived organizational support are still not well understood. This research intends to fill these gaps in the literature.

scholarly journals Relationship between employee's cultural orientation and Organizational Citizenship Behavior

2012 ◽  
Vol 25 (2) ◽  
pp. 265-297
Author(s):  
Hyejean Kim ◽  
Bia Kim ◽  
Jaesik Lee
Keyword(s):  
Regression Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Cultural Orientation ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Hierarchical Regression ◽  
The Relationship

This study aimed to investigate the relationship between cultural orientations (horizontal/vertical -individualism/collectivism) and organizational citizenship behaviors (OCBI or OCBO). Levels of perceived organizational support (POS) was treated and evaluated as a moderator or a mediator. Data were collected based on a survey from 385 workers of various organizations. Correlation analysis for relationship between variables, hierarchical regression analysis for moderation effect of POS, and a series of simple regression analysis for mediation effect of POS were performed. The results showed the followings. First, except for OCBI, all types of cultural orientation appeared to relate to OCBO. Second, horizontal- individualism showed no indication of POS, resulted in a non-significant mediating effect on the relationship between horizontal-individualism and OCBI/OCBO. Third, except for the significant moderating effect of POS in the relationship between vertical-collectivism and OCBO, POS was found to have partial mediating effects on the relationship between cultural orientation-OCB. Limitations and further research consideration were discussed.

Customer mistreatment behavior and hotel employee organizational citizenship behavior

2016 ◽  
Vol 7 (3) ◽  
pp. 322-344 ◽  
Author(s):  
Ji Wen ◽  
Yina Li ◽  
Pingping Hou
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Needs ◽  
Mediating Effect ◽  
Service Organizations ◽  
Citizenship Behavior ◽  
Job Autonomy ◽  
Content Type ◽  
The Relationship

Purpose This study mainly aims to examine the mediating effect of perceived organizational support (POS) and the moderating effect of locus of control and job autonomy on the relationship between customer mistreatment behavior and organizational citizenship behavior. Design/methodology/approach Through a questionnaire survey of 231 employees and their direct supervisors of five hotels in Guangzhou. This paper analyzed five variables (customer mistreatment, POS, locus of control, job autonomy and organizational citizenship behavior) relationships through a variety of data analysis. Findings Results indicate that customer mistreatment behavior has a negative effect on employees’ organizational citizenship behavior. The relationship between customer mistreatment behavior and employees’ organizational citizenship behavior is partially mediated by employees’ POS. Staffs’ locus of control and job autonomy can modulate the relationship between customers’ mistreatment behavior and POS. Furthermore, the indirect mediating effect of POS on customer mistreatment behavior is revealed. The organizational citizenship behavior linkage is significant only to staff who perceived they have a high level of job autonomy and a high locus of control. Practical implications Hotels are advised to provide organizational support and the management of customer mistreatment behavior so as to reflect their employees’ value, seek service innovation and promote production efficiency in practice. Furthermore, it maintains and promotes operational efficiency for service organizations and means the organization pays more attention to meet the social, emotional and psychological needs of its employees. Originality/value This article reveals the mechanism relationship between customer mistreatment behavior and employee organizational citizenship behavior. First, it defines the concept of customer mistreatment in the hotel industry and enriches the related research. Second, the study, from the perspective of customer mistreatment, has opened up a new view of organizational citizenship behavior research. Third, we built a research model and it is helpful to grasp the inner mechanism between customer mistreatment and employees’ organizational citizenship behavior. Fourth, this research benefits service organizations so as to maintain and improve their operation efficiency. Furthermore, it can have theoretical guidance for service-oriented organizations to develop a harmonious consumption culture and organizational culture.

scholarly journals Predictors and Outcomes of Employee Engagement: Empirical Study of Nepali Employees

2017 ◽  
Vol 2 (1-2) ◽  
pp. 14-32 ◽  
Author(s):  
Sabina Baniya Chhetri
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Management Consultants ◽  
Person Organization Fit ◽  
The Relationship

Engaged employees are the most sought-after resources in organizations across the globe. Efforts have been made by academicians and management consultants to help organizations understand the dynamics of Employee Engagement. Little is known, though, about Employee Engagement and its predictors and outcomes in the context of Nepali organizations. This study examined the relationship between predictors and outcomes of Employee Engagement among employees of Nepali organizations and tested its mediating effects. The study was conducted among 158 employees working in various organizations. Correlation, multiple regression, and bootstrapping methods were used to test the hypothesized relationships. The results in general found support for all the hypothesized relationships between predictor variables, viz.: Person-Organization Fit (P-O), Perceived Organizational Support (POS), and Employee Engagement. Likewise, Employee Engagement and outcome variables: Job satisfaction, Organizational Citizenship Behavior (OCB) and Counterproductive Work Behavior (CWB) were related too. Employee Engagement fully mediated the relationship between P-O Fit and OCB, POS and OCB, and POS and CWB while partially mediated the relationship between P-O Fit and Job satisfaction, P-O Fit and CWB and POS and Job satisfaction. The findings are discussed and implications identified.

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.

Organizational Support for Professionalism, Organizational Citizenship Behavior (OCB), and Performance

2021 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Noviana Norrohmat ◽  
Umar Nimran ◽  
Kusdi Raharjo ◽  
Hamidah Nayati Utami ◽  
Endang Siti Astuti
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Citizenship Behavior ◽  
Research Approach ◽  
The Difference ◽  
And Performance ◽  
Relationship Of ◽  
Descriptive Survey ◽  
The Relationship

The purpose of this research is to determine the organizational support for professionalism that has never been done before. The research approach is to conceptualize the structure of the relationship of variables from a study. Verification research is to test the hypothesis through data collection in the field using two methods, namely descriptive survey and explanatory survey. The use of both methods aims to analyze the causality relationship between research variables in accordance with the hypothesis quantitatively. There is significant influence between the variables of organizational support to professional variables. However, different results are found on the influence of organizational support variables on OCB and performance that have no significant effect. There is also an indirect influence between organizational support variables on OCB and performance through intermediary intervening professionalism variables. The difference between this research and the previous research are the use of constructs and the measurement in the unit of analysis being used.

scholarly journals The impact of Perception Of Organizational Politics on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (2) ◽  
pp. 397-420
Author(s):  
HyunSung Kim ◽  
SeaYoung Park
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Politics ◽  
Moderating Effect ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Perception Of Organizational Politics ◽  
The Impact ◽  
The Relationship

The purpose of this study was to investigate the relationship between POPs, OJ, OCB, BJW and LPS. Also, this study examined the mediating effect of OJ on the relationship between POPs and OCB. And this study examined the moderating effect of BJW on the relationship between POPs and OJ and the moderating effect of LPS on the relationship between OJ and OCB. Data were collected from 283 employees from a number of companies. The result of this study showed that the relationship between POPs and OJ is significantly negative and the relationship between OJ and OCB is significantly positive. Also, OJ fully mediated the relationship between POP and OCB. And BJW didn't moderated the relationship between POPs and OJ. And LPS moderated the relationship between OJ and OCB. Finally, based on the results, the implication of this study and the direction for future research were discussed.

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