Abstract
This study aimed to construct and validate the Behavioral Intentions of Organizational Citizenship Scale (BISOC). Organizational citizenship consists of measures of voluntary behaviors, which are beneficial to organizations and are not explicit in employment contracts. To investigate the psychometric properties of BISOC, we selected 767 employees in different cities from the states of Bahia and Pernambuco (Brazil). The validation procedures adopted, which used techniques from both Classical Test Theory and Item Response Theory, showed that the BISOC has a unidimensional structure. From the initial set of 42 items, 35 items met the validation criteria. By presenting suitable psychometric parameters, BISOC is the first measure of organizational citizenship behaviors developed and validated to assess behavioral intentions.
Highlights
Interest in the study of organizational behavior has increased since the 1980’s
There are three potential reasons for that: 1) The polysemy of citizenship behavior and the lack of agreement regarding the dimensionality of the construct, 2) The lack of a measurement of Organizational Citizenship Behavior (OCB) that takes into account the complexity of its dimensional structure; several instruments have been developed for different fields, such as the environment
Aristídes Novis, 40210-909 Salvador, Brazil (Boiral and Paillé 2012), and virtual teams (Robertson 2013), but none of them target behavioral intentions, and 3) The incompatibility between the definition of OCB and the types of scales used to assess it; OCB is defined as the employees’ expressed behaviors, but it is usually measured from purely attitudinal scale items
Summary
The main concern of these studies is to determine the reasons why some employees perform activities that are not part of the job description whereas others perform only duties described in their employment contract. These characteristics are referred to as “Organizational Citizenship Behavior (OCB)” or just “citizenship behavior” or “organizational citizenship”. There are three potential reasons for that: 1) The polysemy of citizenship behavior and the lack of agreement regarding the dimensionality of the construct, 2) The lack of a measurement of OCB that takes into account the complexity of its dimensional structure; several instruments have been developed for different fields, such as the environment (Boiral and Paillé 2012), and virtual teams (Robertson 2013), but none of them target behavioral intentions, and 3) The incompatibility between the definition of OCB and the types of scales used to assess it; OCB is defined as the employees’ expressed behaviors, but it is usually measured from purely attitudinal scale items
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