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Abstract
We conceptualize and examine an integrated model of compulsory citizenship behavior in the employees of the insurance sector. For this purpose, direct and indirect influences of job demands (active-aggressive and passive-aggressive abusive supervisions) are examined on the compulsory citizenship behavior. In so doing, the relevance of perceived support of coworkers as a job resource and emotional exhaustion as an underlying mechanism is investigated. Data were collected from 205 managerial level employees working in the insurance sector of a developing economy. Both aspects of abusive supervision have both direct and indirect effects through emotional exhaustion on compulsory citizenship behavior. Active-aggressive abusive supervision, coupled with low perceived support of the coworkers influences emotional exhaustion that culminates in increased compulsory citizenship behavior of employees. Interestingly, when perceived support of coworkers is high, the indirect link between active aggressive abusive supervision and compulsory citizenship behavior through emotional exhaustion decreases. For human resource managers, these findings imply that the proper background checks should be made before the recruitment so that employees with troubled past or tending to exhibit aggression can be screened. For line managers, these findings imply that coworkers can play a major role in curbing the compulsory citizenship behavior. Thus, managers should foster such organizational practices that can develop mutual trust and stronger relationship among coworkers so that coworkers can become the perfect source of psychological support.
Highlights
Over the last few decades, organizational scholars have zeroed in on factors eliciting undesirable attitudes and the anomalous behavior of employees (Griffin and Lopez, 2005; Tourigny et al, 2013; Peng et al, 2019)
We propose and empirically examine the link between two facets of abusive supervision and compulsory citizenship behavior by integrating the underpinnings of job demands-resources (JD-R) theory
The aim of this research was to expand the current understanding on the formation of the dark side of organizational citizenship behavior through the JD-R theory
Summary
Over the last few decades, organizational scholars have zeroed in on factors eliciting undesirable attitudes and the anomalous behavior of employees (Griffin and Lopez, 2005; Tourigny et al, 2013; Peng et al, 2019). These behavioral anomalies are often caused by contemporary work demands and pressures. Tracing an Unyielding Work Compulsion targets, supervisors might resort to negative behaviors toward their subordinates traditionally In this context, citizenship behavior loses the voluntary aspect and becomes a matter of compulsion rather than a choice and it is termed as “compulsory organizational citizenship behavior,” hereafter compulsory citizenship behavior (Vigoda-Gadot, 2006; Zhang et al, 2011; Bolino et al, 2013). The concept of compulsory citizenship behavior represents a negative reflection of extrarole behavior–organizational citizenship behavior and has been distinguished as a distinct construct from the organizational citizenship behavior in the existing literature (Zhao et al, 2014)
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