Compulsory Citizenship Behavior Research Articles

How and when authoritarian leadership affects compulsory citizenship behavior? A moderated mediation model of façade creation and leader-member exchange

How and when authoritarian leadership affects compulsory citizenship behavior? A moderated mediation model of façade creation and leader-member exchange

Quantifying Forced Citizenship Behaviors among Healthcare Professionals: Data-Driven Insights into Nurse Destructive Leadership Effects

Destructive leadership and its outcomes have emerged recently. It has gained much attention in recent decade as it challenges the organizations. Purpose of present study is to explore the destructive leadership as an antecedent for compulsory citizenship behavior and emotional exhaustion in presence of hindrance stress as a mediator. Its quantitative study combined with survey method for data collection. Questionnaires have been adopted and data were collected from healthcare employees (Nurses) working in public sector hospitals in Lahore about the leadership of head nurses. 250 questionnaires were distributed and received 170 valid responses. SPSS has been used for data analysis. Frequency, correlation, descriptive, regression and mediation analysis have been performed to obtain the results. Results highlighted that there is significant positive impact of destructive leadership on compulsory citizenship behavior and emotional exhaustion of employees. Further results also reported that hindrance stress is significant positive mediation between relationship of destructive leadership, compulsory citizenship behaviors and emotional exhaustion of employees. Conclusion, limitations and future directions are provided in later sections of study.

Cost of organizational citizenship behaviors: serial mediation model of citizenship fatigue

Purpose Recently, a shift regarding the negative consequences of organizational citizenship behaviors (OCBs) has put them forward as employees’ negative aspects carrying dangerous consequences for organizations. Considering this issue’s seriousness, the purpose of this paper is to examine the process through which compulsory citizenship behavior fosters citizenship fatigue. Design/methodology/approach A total of 370 nurses working in Pakistani public-sector hospitals were this study’s final data set sample using SmartPLS4. Findings Partial least squares structural equation modeling (PLS-SEM) results revealed that when employees are compelled to engage in extra-role actions, they frequently experience work-life conflict, which results in citizenship fatigue. The higher the employee’s age and the lower the education level, the lower his/her citizenship fatigue. On the other hand, findings revealed that workaholic personality aspects tend to reduce the strength of the relationship between work-life conflict and citizenship fatigue. Originality/value To the best of the authors’ knowledge, this paper is the first attempt to examine the recently emerged concept of citizenship fatigue among health-care professionals through conservation of resources theory. Besides, this research will highlight how the demand for voluntary actions in routine or forced citizenship behavior can become the reason for work–family conflict and ultimately create citizenship fatigue. Additionally, this paper presents the novel concept of workaholic personality and how it can play a positive role in the linkage between work–family conflict and citizenship fatigue.

THE IMPACT OF ORGANIZATIONAL MOBILITY PREFERENCE ON COMPULSORY CITIZENSHIP BEHAVIOR

Based on the social exchange theory and the boundaryless career perspective, this study used a questionnaire method to examine the mechanism by which employees' preferences for organizational mobility influence their obligatory citizenship behavior. The results showed that: (1) employees’ organizational mobility preference positively predicted their compulsory citizenship behavior; (2) employees’ preference for organizational mobility had negative and positive effects on employees’ relational and transactional psychological contracts, respectively; (3) both relational and transactional psychological contracts partially mediated the influence of employees’ preferences for organizational mobility on their compulsory citizenship behavior, with the mediation effect of transactional psychological contract being stronger; (4) organizational development support positively moderated the mediation effect of transactional psychological contract, but the moderating effect of organizational development support on the relationship between employees’ preferences for organizational mobility and relational psychological contract was not significant.

How does compulsory citizenship behavior disturb police employees' psychological health? The roles of work–family conflict and putting family first

PurposeThis study investigates how compulsory citizenship behavior (CCB) restricts police employees from fulfilling their family responsibilities [i.e. work–family conflict (WFC)] and affects their psychological health. The authors also examined putting family first (PFF) as a conditional variable on the association between CCB and WFC.Design/methodology/approachThis quantitative study collected data from 341 police employees on convenience basis. Further, the authors tackled the issue of common method bias (CMB) by collecting data in two waves.FindingsThe data were analyzed through structural equation modeling (SEM), and the result revealed that WFC mediates the association between CCB and police employees' psychological health. In addition, the authors noted that individuals high in PFF were less likely to experience WFC in the presence of CCB.Originality/valueThis study contributes to the scant literature on police employees' psychological health. Specifically, this study is the first to investigate the mediating role of WFC between CCB and psychological health with the boundary condition of PFF.

The Moderating Effects of Trust and Felt Trust on the Nonlinear Relationship Between Compulsory Citizenship Behavior and Counterproductive Work Behavior.

This study explored the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior of new generation employees, as well as the separate and joint moderating effects of trust and felt trust on the J-shaped relationship between compulsory citizenship behavior and counterproductive work behavior. Three waves of data were collected from 659 new generation employees in China. A self-report method was used to measure compulsory citizenship behavior, counterproductive work behavior, trust and felt trust. Then, based on the cognitive appraisal theory of stress and social information processing theory, a nonlinear model was constructed and tested. (1) Compulsory citizenship behavior had a J-shaped effect on job performance. That is, when the compulsory citizenship behavior level was lower, the effect of compulsory citizenship behavior on counterproductive work behavior was not significant; but when it increased to medium and higher levels, the effect was significant and stronger. (2) The moderating effect of trust (employees' perceived trust in leader) or felt trust (employees' perception of being trusted by leader) was significant. That is, when trust or felt trust was lower, the J-shaped effect was stronger; conversely, the J-shaped effect was weak. (3) The joint moderating effect of trust and felt trust was significant. That is, when trust was high, the moderation effect of felt trust was significant; conversely, the moderation effect of felt trust was not significant. The results identify the nonlinear effect of compulsory citizenship behavior through exploring the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior and the boundary conditions in the nonlinear relationship. Meanwhile, the study provide implications for organizations regarding how to manage employees' work behavior.

How does workplace bullying lead to employee compulsory citizenship behavior and affect spouse well-being? Anger as the mediating role

How does workplace bullying lead to employee compulsory citizenship behavior and affect spouse well-being? Anger as the mediating role

Impact of Compulsory Citizenship Behavior on Employee Performance: A Mediating Role of Perceived Insider Status and Moderating Role of Psychological Hardiness

The current study investigates the relationship between compulsory citizenship behavior (CCB) and employee performance (EP) through the underlying mechanism of perceived insider status (PIS) and the moderating effect of psychological hardiness (PH). For this purpose, data were collected through a non-probability convenience sampling technique in three-time lags from 376 employees working in hotels located in Pakistan. The results support the effect of compulsory citizenship behavior on employee performance, directly and indirectly, through the perceived insider status of employees. Results also support the moderating role of psychological Hardiness weakening the negative relationship between CCB and perceived insider status.

The Impact of Compulsory Citizenship Behavior on Job Performance of New-Generation Knowledge Workers: The Roles of Ego Depletion and Relational Energy.

Based on ego depletion theory and interaction ritual theory, this research explores the impact of compulsory citizenship behavior on new-generation knowledge workers' job performance via the mediating role of ego depletion and the moderating role of relational energy employees experienced in interactions with coworkers. Two studies were conducted to explore the impact of compulsory citizenship behavior on job performance. Study 1 used a 10-day daily diary Survey (N=112) and Study 2 used a questionnaire survey conducted multiple times (N=356) to test the hypotheses. The results of Study 1 and Study 2 were almost convergent. Compulsory citizenship behavior had a negative effect on job performance through the mediating effect of ego depletion. In addition, relational energy negatively moderated the effect of compulsory citizenship behavior on ego depletion and negatively moderated the mediating effect of ego depletion between compulsory citizenship behavior and job performance. The results deepen our understanding of the mechanism underlying the effect of compulsory citizenship behavior on job performance from the theoretical perspective of psychological energy, and also provide practical implications on how to manage new-generation knowledge employees' work behavior and job performance.

ÖZEL SEKTÖR HİZMET SINIFI ÇALIŞANLARINDA ZORUNLU VATANDAŞLIK DAVRANIŞININ İŞ PERFORMANSINA ETKİSİ: PSİKOLOJİK RAHATLIĞIN DÜZENLEYİCİ ROLÜ

Compulsory citizenship behavior is the extra workload that the employee is exposed to outside of the job description. The job performance of the employee is effected by the physical and psychological weight of the workload. However, self-confidence and motivation provided by psychological comfort can regulate the effect of compulsory citizenship behavior on job performance. The aim of this research is to examine the moderator role of psychological comfort in the effect of compulsory citizenship behavior on job performance. The research sample consists of 203 people working in the field of service in the private sector. Convenience sampling method was used in the research, SPSS.23 statistical program and multiple regression technique were used. In the research, demographic questions, compulsory citizenship behavior, psychological comfort and job performance scales were used. According to the results of the research, compulsory citizenship behavior effected job performance negatively and significantly. According to another result of the research, the moderator role of psychological comfort in the effect of compulsory citizenship behavior on job performance has been determined. The results of the research show that the negative effects of increasing workloads and work stress on work performance in today's business conditions can be regulated by factors such as psychological trust, support and sharing of ideas. In this context, it is hoped that the results of the research will contribute to HR experts, managers and employees in terms of employee productivity.

Organizational Creativity Among Academic Leaders In Higher Education Institutions Based On Smart Leadership Standards

This study examines the interaction between Kuwaiti higher education institutions based on smart leadership standards Authoritarian leadership and their citizenship behavior, which is based on two perspectives: Kuwaiti higher education institutions based on smart leadership standards risk aversion and authority. This paper discusses the mechanism of Kuwaiti higher education institutions based on smart leadership standards authoritarian leadership and compulsory citizenship behavior (CCB) from the two paths of psychological safety and Group stress of employees in the organization. The results of 270 longitudinal paired samples showed that: (1) authoritarian leadership was positively related to CCB; (2) authoritarian leadership in the organization could reduce employees’ psychological safety and increase employees’ group stress; (3) psychological safety and group stress respectively play a role of complete mediation and partial mediation between authoritarian leadership and CCB. The research results have certain reference value to human resource management practices of enterprise managers.

How compulsory citizenship behavior depletes individual resources—a moderated mediation model

How compulsory citizenship behavior depletes individual resources—a moderated mediation model

Does “Nei Juan” affect “Tang Ping” for hotel employees? The moderating effect of effort-reward imbalance

Nei Juan and Tang Ping, the two popular buzzwords in Chinese online communication, reflect the work behavior of the younger generation of China. By employing time-lagged data from eight upscale hotels with matched responses, we not only revealed that Nei Juan (i.e., involution measured by suffering compulsory citizenship behavior) affected Tang Ping (i.e., lying flat measured by adopting work withdrawal behavior) via emotional exhaustion and workplace anxiety but also effort-reward imbalance intensified the negative effect of Nei Juan on Tang Ping. Through two diametrically opposed words (i.e., Nei Juan representing "excessive competition" and Tang Ping representing "withdrawal from competition"), reflecting the frustration of the younger generation in the fierce competition in China, we argue that, to our understanding, this study might be the first attempt to explore the mechanism and mitigation of how Nei Juan affects Tang Ping from the younger generation perspective, which may contribute to the existing literature.

Presenteeism ile İlgili Yazılan Lisansüstü Tezlerinden Üretilen Makalelerin Araştırma Yöntemleri Bakımından İncelenmesi

In recent years, presenteeism has been mentioned in the organizational behavior literature as compulsory citizenship behavior, absenteeism, etc. It has become a prominent concept with the beginning of the examination of negative organizational behavior issues. In general terms, presenteeism is the situation where an individual is physically present at the workplace but cannot be there mentally due to physiological or psychological disorders. There are many articles, papers, books, postgraduate theses in the literature about presenteeism. In this direction, the aim of the study is to examine the postgraduate articles in the YÖK Thesis Database on presenteeism in terms of research methods. As a result of the findings obtained from the research, it was seen that the quantitative research method and the survey data collection method were preferred in the graduate theses in the YÖK Thesis Database and in the articles produced from these theses. In addition, the most preferred sampling method is convenience sampling and Koopman et al. (2002) Stanford Preenteeism Scale was preferred. In addition, it has been observed that the majority of the articles produced from these theses were published in international peer-reviewed journals. Keywords: Social Sciences, Research Methods, Quantitative Research Methods, Survey, Presenteeism

Compulsory Citizenship Behavior and Deviant Behavior: A Mediated Moderation Model

This study examined how and when compulsory citizenship behaviors (CCB) lead to employees’ workplace deviant behavior (WDB) through psychological entitlement. In addition, this study integrates moral licensing and equity demand perspectives to further understand the psychological entitlement raising process. More specifically, this study verifies the moderating role of leader-member exchange (LMX) on the relationship between CCB and WDB and see if the strong supervisor-subordinate relationship facilitates CCB-workers to increase their entitlement and enhance their willingness to engage in WDB. Based on a sample of 299 elementary school teachers, the results provided supports for the hypotheses. This study found that CCB was directly positive related to WDB. Psychological entitlement was been verified the mediator role of the relationship between CCB and WDB. Moreover, the results also indicated that LMX moderated the mediating effect of psychological entitlement on the relationship between CCB and WDB such that the effect is stronger when LMX is high than when it is low. The effect of CCB on WDB found in this research supports the anticipation that CCB may bring about WDB. Furthermore, by confirming the mediating role of psychological entitlement in the linkage between CCB and WDB, such a finding substantially widens the scope of subordinate behavioral outcomes caused by CCB to include an important but neglected aspect of psychological mechanism, and thus is helpful for us to gain a more complete picture of the negative consequences of CCB. By applying moral licensing theory and focusing on a negative psychological configuration, this research also highlights the self-value inflation and vindictive mentality for explaining the transition process of CCB to WDB. By empirically testing LMX as one moderated mediating mechanism that underlies the influence of CCB on WDB, this research establishes an important theoretical perspective for explaining why high LMX employees are more likely to exhibit WDB, thereby contributing to understanding the “black box” of the transforming processes from CCB to WDB.

Compulsory citizenship behavior and employees' contextual performance: Roles of perceived psychological safety and political skill

We explored whether compulsory citizenship behavior (CCB) influenced employees' contextual performance via their perception of psychological safety, and examined whether political skill moderated this path. Participants were dyads formed by 139 supervisors and 534 subordinates from businesses in Taiwan. The results reveal that CCB was negatively associated with contextual performance through the mediator of perceived psychological safety. However, there was no significant moderating effect of political skill. This study fills a gap in the literature on CCB. Our results indicate that managers of organizations should pay attention to CCB and to their employees' mental health when trying to encourage enhanced work performance.

Does Compulsory Citizenship Behavior Necessarily Reduce Employee's Work Well-Being? The Role of Relative Deprivation and Resource Compensation Based on Compulsory Citizenship Behavior.

PurposeOn the basis of previous research results, the opinion that compulsory citizenship behavior (CCB) leads to negative impacts over employees and organizations prevails. However, the latest researches negate the absence of rewards and favorable evaluation from organizational system for CCB. Instead, CCB is likely to be awarded by incentive allocation and recognitive affirmation. In the case of the resource compensation based on CCB, will the expected utility of CCB still show the consistence with the traditional CCB researches, imposing negative effects over employees and organizations?MethodsThis research explored the mechanism and boundary condition based on self-determination theory (SDT) and relative deprivation theory (RDT) to avert the negative effects of CCB, hoping to explain the above question. Time-lagged survey data from 227 employees tested the moderated mediation model, and the results verified the hypotheses.ResultsWith resource compensation after the delivery of CCB, employees will not feel relative deprivation caused by reluctant false citizenship behaviors. In addition, relative deprivation expresses the gap between expectation and reality, low psychological discrepancy will not deeply undermine employees’ work well-being.

How to Prevent Stress in the Workplace by Emotional Regulation? The Relationship Between Compulsory Citizen Behavior, Job Engagement, and Job Performance

Based on cognitive dissonance theory, this study aims to test good soldier syndrome regarding the relationship among compulsory citizenship behavior, job engagement, emotion regulation, and job performance so as to promote sustainable Human Resource Management (HRM). The sample, which applied the purposive sampling method, comprised 89 supervisors and 304 subordinates who work from 4-star and 5-star hotels in Taiwan. The results showed that the relevantly negative effect of employees’ performance is caused by compulsory citizenship behavior, that job engagement mediates the relationship between compulsory citizenship behavior and job performance, and that the indirect effect between compulsory citizenship behavior and job performance via job engagement is moderated by emotion regulation. Based on the findings of this study, this paper provides managerial implications, limitations of the current study, and future research suggestions.

AN EMPIRICAL STUDY TO INVESTIGATE THE COERCIVE MANAGEMENT BEHAVIOR: EVIDENCE FROM ACADEMIA

The current study aimed to investigate the relationship between compulsory citizenship behavior and turnover intention of academics in Iranian universities. The effects of other components, such as the perception of organizational justice and psychological security, on this relationship were tested as mediators. Moreover, some demographic elements were considered as controlling factors. The nonprobability convenience sampling method used to collect the data, which were analyzed statistically by applying CFA and structural equation modeling (Path Diagram followed by the maximum likelihood estimation method). It was determined compulsory citizenship behavior increases the academics’ turnover intention in Iranian universities while mediation elements, such as organizational justice and psychological security, reduce this negative consequence. The result shows that reducing the negative influence of CCB in the organization causes less percentage of turnover intention. Rising the employees’ perception of organizational justice and their psychological security, is helpful for the administration to achieve this goal. Findings notify managers that (1) fairness in all work-related outcomes and (2) making the working environment psychologically secure decreases the academics’ intention to leave although they feel the pressure of doing extra-role duties. The most interesting finding is that psychological security held a substantially stronger effect on reducing the negative consequences of CCB than organizational justice. For organizations and managers, the emphasis should be on preparing work environments supportive of high organizational justice and employees’ psychological security to maintain turnover intention at its lowest levels. Regarding the compatibility of the study with the Journal focus, we can mention that results will allow HR practitioners a better understanding of essential factors they have to focus in their leadership style and management efforts to reduce the financial and spiritual costs of turnover intention.

Compulsory Citizenship Behavior and Its Outcomes: Two Mediation Models.

Employees view compulsory citizenship behavior (CCB) as concessionary behavior they undertake because of pressure exerted by their organizations. This study applies affective events theory to CCB-workplace deviance relationships, and impression management theory to CCB-facades of conformity relationships, to posit that employee emotional exhaustion is an essential mediating factor that effectively explains how CCB contributes to workplace deviance and facades of conformity. This study utilizes two mediation models to investigate whether employees’ CCBs are positively related to their work deviance and false behavior, and how emotional exhaustion mediates those relationships. Two-wave data collected from 655 valid participants (480 males, 175 females; average age of 30.1 years) in a public sector bank and a large private bank in Taiwan supported our hypotheses. We conducted surveys with volunteer employees that included CCB, emotional exhaustion, facades of conformity, and work deviance. The results of this study uncovered statistically significant relationships between CCB and work deviance and between CCB and facades of conformity and revealed that emotional exhaustion significantly mediated these relationships. Implications and directions for future study are discussed.