Inspired and Effective: The Role of the Ideal Self in Employee Engagement, Well-Being, and Positive Organizational Behaviors

This study explores the efficacy of a specific tool – the articulation of the ideal self – in job engagement, psychological well-being, and organizational citizenship behavior. We hypothesized that employees who can visualize their jobs as part of their ideal self – in particular how it helps in its development and realization – would feel higher levels of engagement and fulfillment in their lives, as well as engage in greater amounts of helping and voice OCB. A total of 239 full time employees from five companies in Costa Rica filled out the ideal self questionnaire, the job engagement, and psychological well-being surveys, and were evaluated by their peers on task behavior and helping and voice OCB. Results of the SEM model showed that the ideal self was positively related to job engagement, psychological well-being and helping and voice. These findings contribute to the research on the impact and importance for organizations to help employees find meaningfulness in their work.

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

Sustainability ◽

10.3390/su132413676 ◽

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.

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Why employee engagement matters? Evidences from Delhi Metro Rail Corporation in India

Personnel Review ◽

10.1108/pr-07-2020-0513 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Vijay Kumar Shrotryia ◽

Kirti Saroha ◽

Upasana Dhanda

Keyword(s):

Employee Engagement ◽

Organizational Citizenship Behavior ◽

Emotional Experience ◽

Primary Data ◽

Citizenship Behavior ◽

Data Set ◽

Action Orientation ◽

Content Type ◽

The Impact ◽

The Relationship

PurposeThe purpose of this paper is to shed light on the relationship between organizational commitment (OC) and organizational citizenship behavior (OCB) as mediated by employee engagement (EE). The impact of different facets of OC (affective, continuance and normative) and EE (alignment, affectiveness and action-orientation) is examined with respect to OCB.Design/methodology/approachInsights from the literature underpin the hypotheses on how EE mediates the relationship between OC and OCB. Primary data using survey questionnaire were collected from 881 permanent employees of Delhi Metro Rail Corporation (DMRC) in India. Hayes' model 4 has been used for the mediation analysis.FindingsThe analyses show that only one facet of OC- affective commitment and the alignment and action-orientation dimensions of EE positively affect OCB. The relationship between OC and OCB is fully mediated by EE.Practical implicationsThe results imply that engaging employees is pivotal for effectively fostering citizenship behavior among employees. Organizations should be willing to implement strategies and interventions which enhance the emotional experience of employees to foster a sense of belongingness with the organization and engage them.Originality/valueThe paper draws on a unique data set of a prestigious organization in India to provide insights with substantial degree of generalizability into the relationship between OC, OCB and EE, whilst applying a comprehensive definition of these constructs. It is the first study to examine the inter-relationship among different facets of these constructs.

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

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17238856 ◽

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.

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Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

International Journal of Human Resource Studies ◽

10.5296/ijhrs.v8i3.13081 ◽

2018 ◽

Vol 8 (3) ◽

pp. 19

Author(s):

Abu Shams Mohammad Mahmudul Hoque ◽

Zainudin Bin Awang ◽

Benazir Ahmed Siddiqui ◽

Malam Salihu Sabiu

Keyword(s):

Performance Appraisal ◽

Employee Engagement ◽

Organizational Citizenship Behavior ◽

Management Practices ◽

Service Providers ◽

Employee Performance ◽

Compensation System ◽

Citizenship Behavior ◽

Telecommunication Service ◽

The Impact

Past studies endorsed that there is a quite number of factors have been considered as the influencing factors of employee performance in an organization. Some of these are selection, training and development, performance appraisal, promotion, job design, security, and satisfaction, compensation system, employee commitment, personality, emotional intelligence, organizational citizenship behavior among others. While several studies considered investigating the influence of human resource management practices on employee performance in different context such as America, Africa and Europe, but very little attention have given in South-Asian countries like Bangladesh. Hence, this manuscript attempted to investigate the impact of compensation system on employee performance using quantitative analysis. To do so, survey was conducted as well as perceptions of 200 employees working in telecommunication service providers in Bangladesh were obtained to analyze the relationships. The data is analyzed and hypotheses were tested by using IBM-SPSS-AMOS package 25.0. The study found that employee engagement partially mediates the relationship between compensation system and employee performance by the data of this study. This research indorsed that there is a candid need to implement better compensation system by the entrepreneurs which will ensure better employee performance in line with consistent growth of firms as well as Bangladeshi GDP.

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

Frontiers in Psychology ◽

10.3389/fpsyg.2021.625584 ◽

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.

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The costs and benefits of going beyond the call of duty

International Journal of Productivity and Performance Management ◽

10.1108/ijppm-01-2019-0035 ◽

2019 ◽

Vol 69 (2) ◽

pp. 252-270

Author(s):

Navneet Kaur ◽

Lakhwinder Singh Kang

Keyword(s):

Organizational Citizenship Behavior ◽

Structural Equation ◽

Past Research ◽

Well Being ◽

Citizenship Behavior ◽

Equation Modeling ◽

Role Overload ◽

Costs And Benefits ◽

Psychological Well Being ◽

Content Type

Purpose Past research has generally associated organizational citizenship behavior (OCB) with positive individual and organizational outcomes, paying little attention to its possible costs for individuals. Drawing from the conservation of resource theory (COR), the purpose of this paper is to address this gap by developing an integrative framework that simultaneously investigates the potential costs and benefits of OCB for individuals. In addition, the paper also investigates the down-streaming effects of OCB on workplace well-being (job satisfaction and affective commitment) favorably via psychological well-being and unfavorably via role overload. Design/methodology/approach A sample of 566 employees working in private sector banks in India was collected by using multi-stage random sampling approach. Structural equation modeling (SEM) was used to test the hypothesized relationships. Parallel mediation regression analysis was used for ascertaining the specific indirect effects of the two parallel mediators. Findings Results indicate that OCBs targeted toward co-workers (OCBI), organization (OCBO) and customers (OCBC) were positively associated with psychological well-being. Simultaneously, OCBO was found to be positively associated with higher role overload. Further, psychological well-being and role overload mediated the effect of various dimensions of OCB on employees’ workplace well-being. Originality/value The study contributes to the existing literature by investigating both the beneficial and detrimental effects of various dimensions of OCB into one theoretical framework. By doing so, the study attempts to bridge the gap in the literature by linking these two divergent streams of research, i.e. whether OCB is beneficial or costly for individuals.

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Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

Sustainability ◽

10.3390/su13147800 ◽

2021 ◽

Vol 13 (14) ◽

pp. 7800

Author(s):

Ayman Alshaabani ◽

Farheen Naz ◽

Róbert Magda ◽

Ildikó Rudnák

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Structural Equation ◽

Affective Commitment ◽

Perceived Organizational Support ◽

Citizenship Behavior ◽

Equation Modeling ◽

The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

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Modeling the Effect of Organizational Justice on Employee's Well-Being, Organizational Citizenship Behavior and Turnover Intentions through Employee Engagement

The Open Psychology Journal ◽

10.2174/1874350102114010238 ◽

2021 ◽

Vol 14 (1) ◽

pp. 238-248

Author(s):

Arun Aggarwal ◽

Amit Mittal

Keyword(s):

Organizational Justice ◽

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Turnover Intentions ◽

Well Being ◽

Organizational Level ◽

Citizenship Behavior ◽

Equation Modeling ◽

Antecedents And Consequences

Introduction: The last two decades had witnessed an increased interest in employee engagement by the academician and the practitioner. The reason for such interest is employee engagement potential to influence the individual and organizational level consequences. Methods: Hence, the current study's objective was to identify the key antecedents and consequences of employee engagement and establish their inter-relationship. Apart from this, the study also validates the different scales to measure different antecedents and consequences of employee engagement. The data were collected from 656 employees working in the FMCD industry in India to achieve this objective. Results: Results of the structural equation modeling analysis show that perceptions of organizational justice positively impact employee engagement. Further, employee engagement positively impacts satisfaction with life, positive affect, and organizational citizenship behavior. Conclusion: However, employee engagement showed a negative relationship with negative affect and employee turnover intentions. In the end, the practical and theoretical implications of the study were discussed.

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Psychological well-being: The impact of student perceptions on guidance and counseling teachers

KONSELI Jurnal Bimbingan dan Konseling (E-Journal) ◽

10.24042/kons.v8i1.7619 ◽

2021 ◽

Vol 8 (1) ◽

pp. 61-68

Author(s):

Luky Kurniawan ◽

Dhanang Suwidagdho ◽

Ruly Ningsih

Keyword(s):

High School ◽

High School Students ◽

Student Perceptions ◽

Well Being ◽

Senior High School ◽

School Students ◽

Psychological Well Being ◽

The Impact ◽

Senior High School Students ◽

The Ideal

The increasingly complex problem becomes a challenge for guidance and counselling teachers or counsellors as professional helpers. The ideal guidance and counselling teacher or counsellor figure is expected to answer the challenges of the current millennial era. The objectives to be achieved in this study are to obtain an overview of students' perceptions of the ideal guidance and counselling teacher and to find out the relationship between student perceptions and the level of welfare of Senior High School students. The research subjects of Senior High School students in Yogyakarta. The object of this research is, Perceptions of students, Figure of ideal guidance and counselling teachers, The level of well-being of students at Senior High School students in Yogyakarta. The method used for data collection using a questionnaire. The results showed a significant relationship between student perceptions of guidance and counselling teacher figures with the level of psychological well-being in schools. The counsellor's ability to understand himself and see a problem from the point of view of others will have an impact on students' perceptions of the counsellor. These results imply the importance of guidance and counselling teachers to continue to develop professionalism in schools so that students can be served well, and have an impact on the psychological well-being of students.

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Millennials and organizational citizenship behavior

Management Research Review ◽

10.1108/mrr-05-2016-0121 ◽

2018 ◽

Vol 41 (7) ◽

pp. 774-788 ◽

Cited By ~ 7

Author(s):

Baiyun Gong ◽

Regina A. Greenwood ◽

David Hoyte ◽

Arlene Ramkissoon ◽

Xin He

Keyword(s):

Career Development ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Job Crafting ◽

Citizenship Behavior ◽

Full Time ◽

Job Outcomes ◽

Content Type ◽

Career Anchor ◽

The Impact

Purpose Growing up in the technology era and heavily invested in longer full-time education, the millennial workforce holds unique characteristics that may influence important job outcomes. Building on the recent research on workforce generations, this paper aims to investigate not only the overall effect of the millennial generation on organizational citizenship behavior (OCB) but also the nuanced effect of how workforce generations may interact with two factors in career development (i.e. job crafting and career anchor) in predicting OCB. Design/methodology/approach An online survey was conducted among full-time workers in the USA, 321 (64 per cent) of whom were millennials. Hierarchical regression was used to test the hypotheses. Findings Results indicated that millennials appeared to be less interested in OCB compared to earlier generations in the workforce. Nevertheless, some dimensions of OCB increased when millennials conducted resource-related job crafting or when they held a career anchor on service. In addition, both of these career development factors were positively correlated with OCB. Research limitations/implications This study offers important implications to researchers as well as practitioners and highlights the significance of career development factors in motivating millennials toward desired job outcomes. Originality/value This research is among the initial attempts to assess the impact of job design and career factors on OCB among millennial workers. The findings highlight millennials’ unique perspectives toward OCB and how job crafting and career anchor may play influencing roles on OCB. With millennials becoming the largest generation in the workforce, such knowledge is critical.

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