Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue

Pilar Ficapal-Cusí,Joan Torrent-Sellens,Mihaela Enache-Zegheru

doi:10.3390/su122410289

Abstract

The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.

Highlights

A sustainability approach to management implies rethinking traditional insights through different lenses and emphasizes collaborative-based views, instead of the competition-based ones [1]
Considering Cohen’s cut-off values [102], we found that perceived organizational support (POS) had a large effect on Affective commitment (AC), and the latter exerted a medium effect on Knowledge sharing behavior (KSB)
In which organizations emphasize behaviors based on collaboration between employees, initiative, and active participation in organizational governance [19,116], organizational citizenship behaviors (OCBs) dimensions, such as altruism and civic virtue, are critical for achieving organizational performance and sustainable competitive advantage

Summary

Introduction

A sustainability approach to management implies rethinking traditional insights through different lenses and emphasizes collaborative-based views, instead of the competition-based ones [1] It has become a prominent subject in research due to its major implications for both the employees and the organization in the current business scenario [2,3,4,5]. A managerial approach and new leadership styles that show awareness of the importance of relationships, cooperation, and building positive narratives in organizational contexts is the key to mobilizing energy, facing challenges, and promoting the sustainable development and well-being of people in organizations From this perspective, the company is visualized as a system of cooperative relationships in which stakeholders encourage the organization to behave in an ethically, environmentally, and socially responsible manner, and this interdependence enhances organizational sustainability and resilience [7]. Prosocial behaviors, commitment, and employee well-being are central dimensions of sustainable human resources management

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