Abstract
The present study seeks to expand on research concerning the benefits of organizational citizenship behaviors (OCBs) to work-family facilitation (WFF) by integrating the theoretical framework of the attachment personality perspective (Bowlby, 1982). We hypothesized that OCB would enhance WFF for employees having lower levels of avoidance and anxious orientations but reduce WFF for employees with higher levels of avoidance and anxiety orientations. Two studies were conducted to test these hypotheses. Study 1 adopted a cross-sectional design, and Study 2 implemented a diary procedure. In Study 1, employees from a pharmaceutical company completed attachment orientations and WFF questionnaires, whereas their direct supervisors assessed the participants’ OCB. In Study 2, attachment orientations of 108 participants were assessed, with OCB and WFF measures collected over 10 days. Findings from both studies supported our hypotheses relating to avoidance orientations. Performing OCB can enhance WFF, with the effect stronger for employees having lower avoidance orientations. However, findings regarding anxiety orientations were non-significant. A better understanding of the role that attachment orientations play in the OCB – WFF association may facilitate implementing possible interventions that could benefit both the organization and the family.
Highlights
Previous research has shown that organizations benefit when employees contribute beyond the formal definition of their job requirements, commonly referred to as organizational citizenship behavior (OCB; Organ et al, 2006; Organ, 2018)
In light of the dynamics of attachment orientations in the workplace, we offer the following hypotheses: H2: Attachment orientations will moderate the associations between OCB and work-family facilitation (WFF)
STUDY 1 In Study 1, we examined whether OCB would predict WFF and whether attachment orientations moderate this association
Summary
Previous research has shown that organizations benefit when employees contribute beyond the formal definition of their job requirements, commonly referred to as organizational citizenship behavior (OCB; Organ et al, 2006; Organ, 2018). Researchers tend to explain the positive effects of OCB through the enriching lens (Lam et al, 2016). In their meta-analysis, Podsakoff et al (2009) indicated that OCB is beneficial, both at the individual and the organizational levels, by simplifying maintenance functions, freeing up resources for productivity, improving service quality, and enhancing performance. We examined if and how OCBs that are performed at work can offer additional benefits outside the workplace, such as work-family facilitation (WFF)
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
