Tracing an Unyielding Work Compulsion: A Moderated Mediation Model of Abusive Supervision and Compulsory Citizenship Behavior

We conceptualize and examine an integrated model of compulsory citizenship behavior in the employees of the insurance sector. For this purpose, direct and indirect influences of job demands (active-aggressive and passive-aggressive abusive supervisions) are examined on the compulsory citizenship behavior. In so doing, the relevance of perceived support of coworkers as a job resource and emotional exhaustion as an underlying mechanism is investigated. Data were collected from 205 managerial level employees working in the insurance sector of a developing economy. Both aspects of abusive supervision have both direct and indirect effects through emotional exhaustion on compulsory citizenship behavior. Active-aggressive abusive supervision, coupled with low perceived support of the coworkers influences emotional exhaustion that culminates in increased compulsory citizenship behavior of employees. Interestingly, when perceived support of coworkers is high, the indirect link between active aggressive abusive supervision and compulsory citizenship behavior through emotional exhaustion decreases. For human resource managers, these findings imply that the proper background checks should be made before the recruitment so that employees with troubled past or tending to exhibit aggression can be screened. For line managers, these findings imply that coworkers can play a major role in curbing the compulsory citizenship behavior. Thus, managers should foster such organizational practices that can develop mutual trust and stronger relationship among coworkers so that coworkers can become the perfect source of psychological support.

Compulsory Citizenship Behavior and Facades of Conformity: A Moderated Mediation Model of Neuroticism and Citizenship Pressure

Drawing on the social exchange theory, this study investigates how compulsory citizenship behavior (CCB) produces facades of conformity through citizenship pressure, and whether neuroticism moderates the relationship among them. This study surveyed 356 employees (259 males, 97 females; average age 37.7 years) of a northern Taiwanese corporation to investigate the relationship among CCB, citizenship pressure, and facades of conformity. The study found that neuroticism moderates the strength of the indirect effect of CCB and facades of conformity through citizenship pressure, such that the mediated relationship is stronger under high neuroticism than under low neuroticism. It also suggests that a relationship among CCB, citizenship pressure, and facades of conformity exists, in which a negative response leads to generalized pressure in organizations. Finally, this study proposes that managers and employers should consider that CCB may result in false conformity by employees and introduce negative citizenship pressure into the work domain. In addition, employers should encourage employees to build social relations to avoid CCB. Organizations and leaders need to generate environments within which employees support extra-role activities in the workplace.

Zorunlu Vatandaşlık Davranışı ile Presenteeism Arasındaki İlişkinin İncelenmesi

The concept of compulsory citizenship behavior (CCB), described as the dark side of organizational citizenship behavior, has become a concept that organizations have recently begun to focus on with organizational behavior. Because compulsory citizenship behavior appears as a concept closely related to many results related to the employee and the organization. Presenteeism, which is expressed as continuing to come to work despite different physical and mental health problems, is another concept that is thought to be related to compulsory citizenship behavior. In this direction, the study's primary purpose is to examine the relationship between compulsory citizenship behavior and presenteeism. For this purpose, the data obtained from the questions asked in the form of an online questionnaire to 374 white-collar workers in various sectors in Turkey were analyzed through the SPSS program. As a result of the findings obtained from the analysis, it was seen that there was a moderate positive and significant relationship between compulsory citizenship behaviors and presenteeism. Key Words: Organizational Citizenship Behavior, Compulsory Citizenship Behavior, Presenteeism.

Compulsory Citizenship Behavior and Perceived Stress Level in the Pandemic Process

Turkey has been fighting against Coronavirus since March of 2020. During this period, healthcare workers who have been at high risk of becoming infected and transmitting the virus to their relatives were prohibited from resignation and going abroad. In the context of these prohibitions, this study aims to reveal how the stress levels and compulsory citizenship behaviors of healthcare workers were affected during the early stages of pandemic. According to the results of the study, middle-level stress, low-medium compulsory citizenship behavior, and high dissatisfaction with the income level and working conditions have been identified among healthcare workers. In addition to this, intention to quit or stay in job has not been changed during the first three months of the pandemic.

Compulsory Citizenship Behavior and Organizational Commitment

Organizational citizenship behavior means the extra role behavior of employee that is not in the role description. Managers expect from employees to show organizational citizenship behavior for benefits to the organization. This expectation may become an obligation over time, and an employee can perceive managers and co-workers' expectations for extra role behavior as a compulsory that will affect an employee's organizational attitudes and behaviors. This study's aim is to investigate the relationship between compulsory citizenship behavior and organizational commitment and, the mediating role of leader-member exchange in Turkey's cultural context. The data were gathered from the 222 employees in a public organization by convenience sample method at two points in time. Regression-based path analyses were conducted to explore the relationship between the variables. According to the results, compulsory citizenship behavior had a negative effect on organizational commitment and leader-member exchange fully mediated this effect.