The Moderating Effect of the High Involvement Work Systems Between the Relationship of Role Overload and Organizational Citizenship Behavior in Apparel Industry (Special Reference to Katunayake Free Trade Zone)

J K K N Jayakody,B M Wijesiri

doi:10.4038/wjm.v11i1.7488

Abstract

This study attempted to examine the moderating effect of the high involvement work systems between the relationship of role overload and organizational citizenship behavior in apparel industry. Furthermore, this study examined the relationship between length of service and organizational citizenship behaviour also. Role overload is normal condition among sewing associates in garment field and it is inherent to the industry. The whole organizational success critically lies on the hands of sewing associates. So, it is very important to study, how to minimize negative effect of role overload on organizational citizenship behaviour by implementing a sound high involvement work system. This study followed deductive research approach and conducted among 300 sewing associates from five garment factories in Katunayake free trade zone using a questionnaire. Findings indicated that the negative relationship between role overload and organizational citizenship behaviour is moderated by high involvement work systems and there was a positive relationship between role overload and length of service of the employees.

Highlights

The challenge of global competition highlights the importance of the concepts such as innovation, flexibility responsive to everlasting change
H2: The negative relationship between role overload and organizational citizenship behaviour is moderated by high involvement work systems
Role overload x high involvement work system is weakly negatively correlated with organizational citizenship behaviour in apparel industry

Summary

Introduction

The challenge of global competition highlights the importance of the concepts such as innovation, flexibility responsive to everlasting change. Organizations seek new areas for sustainable competitive advantage. Work behaviors like organizational citizenship behaviors (OCBs) are receiving more attention as they contribute to effective functioning of organization. OCB, stated as extra-role performance, is defined as individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization (Organ, 1988). Role overload is the situation in which individual have to meet the high demands of roles, obligations or tasks that need to be fulfilled within a specific period of time and it is more than what they could perform (Rizzo et al.,1970). Besides looking at the direct effect between role overload and OCB, the moderating role of high involvement work systems (HIWS) on this relationship was examined. OCB has been shown to have a considerable positive impact on organizational levels of productivity, efficiency and customer satisfaction, enhancing organizational effectiveness

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