Antecedents Of Organizational Citizenship Behavior Research Articles

A demographic study on citizenship behavior as in-role orientation

Recent studies indicate that employees are more likely to take organizational citizenship behavior (OCB) as in-role rather than extra-role. A survey of 349 participants from Chinese enterprises demonstrated that the older the employees are, the more OCB they will perceive as in-role, and the higher the position one holds in the organization, the higher OCB in-role ratings he or she counts. Women employees tended to show higher in-role perception than men on some OCB dimensions. The results of the study suggest that the employees’ age, position and to some extent gender are important antecedents of organizational citizenship behavior as in-role orientation.

Antecedents of organizational citizenship behaviour in a government-owned enterprise in Nigeria

The study examines the generalizability of perceived organizational support (POS) and perceived fair interpersonal treatment (PFIT) as positive correlates of organizational citizenship behaviour (OCB) in Nigeria. In a study conducted, 207 lower management employees of National Electric Power Authority (NEPA), a government-owned enterprise in Nigeria, were selected as participants. Standardized psychological scales measuring POS, PFIT, and three facets of OCB (helping, civic virtue, and sportsmanship) were administered. Data analysed using Pearson correlation and hierarchical regression analysis (controlling gender, age, and tenure) respectively showed independent and joint positive association of POS and PFIT with OCB and each of its three dimensions. It is concluded that to enhance OCB among employees of organizations, especially government-owned enterprises in Nigeria, management need to device policies and put in place programmes that would ensure enhanced organizational support and fair interpersonal treatment.

Linking Personality to Helping Behaviors at Work: An Interactional Perspective

Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors have yielded equivocal results. The current study presents and tests a theoretical argument for expecting conscientiousness to interact with interpersonal dimensions of personality in predicting helping behaviors. As hypothesized, the responses of 374 women and their supervisors reveal significant interactions between conscientiousness, on the one hand, and agreeableness, extraversion, and emotional stability, on the other, in predicting helping behaviors. Clarifying the relationship between personality and helping, these results suggest that the impact of conscientiousness in a social context depends on a positive interpersonal orientation. The implications of these findings for research and practice are discussed.

RELATIONSHIP BETWEEN JOB CHARACTERISTICS AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE MEDIATIONAL ROLE OF JOB SATISFACTION

Despite the numerous studies on the antecedents of organizational citizenship behavior (OCB), relatively few researchers have examined the effects of job characteristics on OCB. The aims of this study were to investigate the relationship between job characteristics and OCB and to clarify the mediating effects of job satisfaction. Two hundred and seventy employees from 24 electronic companies participated in this study. The results show that job variety and job significance had a significant positive relationship with OCB, whereas job identity, job autonomy, job feedback and job interdependence were not significantly related to OCB. Furthermore, job satisfaction, especially intrinsic satisfaction, was a mediating mechanism of the relationship between job variety, job significance and OCB. Finally, extrinsic satisfaction did not mediate the relationship between job characteristics and OCB. This finding suggests that practicing managers should enrich job characteristics and place greater emphasis on enhancing employees' intrinsic satisfaction to promote employees' OCB.

The Influence of Social and Work Exchange Relationships on Organizational Citizenship Behavior

Previous studies explain situational antecedents of organizational citizenship behavior (OCB) using social exchange theory. However, the effects of factors such as perceptions of job characteristics on OCB seem to require a different explanatory mechanism. This article proposes that these effects can be explained through a new exchange relationship called work exchange. A theory for the situational antecedents of OCB that includes economic, work, and social exchange relationships is developed. The theory is tested using structural equations.

A study of organizational citizenship behaviors in a retail setting

This study investigates the potential antecedents of organizational citizenship behaviors (OCBs) in a retail setting. Much remains unknown about the factors affecting OCBs in retail settings. Several characteristics of retail jobs, as compared with other organizational behavior contexts, suggest the need to examine antecedents of OCBs. Job attitudes (job satisfaction and organizational commitment) are proposed as direct predictors of OCBs. Leadership support, professional development, and empowerment are posited as indirect predictors of OCBs and direct predictors of job attitudes. The possible moderating impacts of employee demographics and job types on the modeled relationships are also examined. The research hypotheses are tested using data collected from 211 frontline employees who work in a retail setting. The employees have customer-contact roles in the upscale food and grocery retailer that participated in the study. The pattern of results is more complex than hypothesized. Job attitudes are related to OCBs but the mediating role of job attitudes is not supported. The relationships between leadership support, professional development, and empowerment, and OCBs and job attitudes differ systematically. Evidence of how employee demographics can alter the modeled relationships is also presented. The findings have significant implications for the theory and practice of managing frontline employees. Limitations of the study are discussed and a program of further research is sketched.

Antecedents of Organizational Citizenship Behavior: A Study of Public Personnel in Kuwait

In this study I examine the effects of procedural and distributive justice, job satisfaction, and organizational commitment upon Organizational Citizenship Behavior (OCB) with samples drawn from six government organizations in Kuwait. Hierarchical regression analysis reveals that only procedural and distributive justice account for unique variances in Kuwaiti workers' OCB. Hence, previous assumptions regarding the influences upon OCB may be incorrect. The implications of these results upon organization behavior and actual management practices are also discussed.

PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG MEXICAN RETAIL SALESPEOPLE

The present study examined multiple antecedents of organizational citizenship behaviors (OCB) in a Mexican sample of retail salespeople. Although a quota based measure of sales performance was correlated with OCB, the correlation was relatively low. However, personality and attitude measures, with conscientiousness having the cleanest relationship, were significantly correlated with OCB. A situational judgment measure was significantly correlated with sales performance. These findings indicate that individual personality facets may be stable predictors of OCB in Mexican samples.

An Empirical Investigation of a Social Exchange Model of Organizational Citizenship Behaviors Across Two Sales Situations: A Turkish Case

The author empirically examines a social exchange model of organizational citizenship behaviors (OCBs) across two sales situations from Turkey. The model proposes that procedural justice and trust in sales manager are the antecedents of OCBs. The hypothesized relationships are tested via LISREL 7. Results demonstrate that perceived procedural justice associates positively with OCB, both directly and indirectly, through trust in manager as a partial mediator.

Antecedents of Organizational Citizenship Behavior Revisited: Public Personnel in the United States and in the Middle East

The antecedents of self-reported organizational citizenship behavior were examined in two samples of public personnel. Data for the first sample were collected from 155 workers in the Department of Mental Health and Mental Retardation in the southeastern U.S. The second sample consisted of 378 police officers and military personnel in the Middle East (Egypt and Saudi Arabia). The results of separate step-wise multiple regression analyses showed that, for both samples, organization-based self-esteem (OBSE), need for achievement (n Ach), intrinsic job satisfaction, and low extrinsic job satisfaction were predictors of altruism, whereas low work-related stress and high organization-based self-esteem were related to compliance. The results are discussed in light of intrinsic motivation, dispositional variables, and cultural differences.

An Investigation into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context

The authors report the results of two studies that attempt to model antecedents of organizational citizenship behaviors in a personal selling context. They draw the antecedents from extant research and propose that the willingness to perform organizational citizenship behaviors is related to the job-related perceptions of the degree of organizational fit between the salesperson and his or her firm, level of leadership support, perceived fairness in reward allocation (i.e., distributive justice), and job satisfaction. They hypothesize and test direct and indirect relations with these constructs and organizational citizenship behaviors. Most of these relations were significant across the two studies.

An Investigation into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context

The authors report the results of two studies that attempt to model antecedents of organizational citizenship behaviors in a personal selling context. They draw the antecedents from extant research...