Abstract
This study aims to investigate how policies and practices in human resources (PPHR) impact organizational citizenship behaviors (OCB). The OCBs represent additional contributions from employees to their organizations and, somehow, individual actions expected in crisis scenario or changing time by managers. The theoretical basis contains Milkovich and Boudreau (1994), Dessler (2002), Demo et al. (2012), among others, to address PPHR and Handy (1978), Organ (1990) and Siqueira (2003) to OCB. We collect data from 156 employees of public, private and mixed companies located in the State of Sao Paulo. The results revealed significant impact from PPHR over OCB, and we evidence that only professional involvement exhibited significant relation. We also conclude that PPHR influence the dissemination of organizational image and creative suggestions from OCB factors. The results indicate suggestions where managers can act to extract, effectively, organizational citizenship behaviors from their employees.
Highlights
When hired by an organization, the worker carries with him/her the experiences acquired in organizations for which they have previously worked for throughout their professional career, as well as the knowledge acquired in educational institutions that they have attended and the skills developed throughout their career
Between the variable policies and practices in human resources (PPHR) and Organizational Image Disclosure (OID) we found β = 0.655 and R2= 0.429 and between PPHR and Creative Suggestions (CS) the values β = 0.354 and R2= 0.126, values well above the dimension Cooperation with Colleagues (CC): β = 0.185 and R2= 0.034
This means that behaviors aimed at disseminating the organizational image and creative suggestions within the work environment are, for this sample, those most affected by the policies and practices in human resources defined by the organization
Summary
When hired by an organization, the worker carries with him/her the experiences acquired in organizations for which they have previously worked for throughout their professional career, as well as the knowledge acquired in educational institutions that they have attended and the skills developed throughout their career. This article presents research with 156 workers, demonstrating the impact of PPHR on OCBs, by means of a quantitative study whose instrument of data collection was set up in a self-filling questionnaire. Since both PPHR and OCB are important elements in the discussion about managing people nowadays, this paper contributes to the broadening of the discussion about the theme, presenting results from a Brazilian context that, we believe, will be integrated into the current production in the academic scene and, at the same time, subsidize practices of people management
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