Role In Behavior Research Articles

The nexus of employees’ in-role and extra-role behaviour and customer service: the moderating role of gender

PurposeThis paper investigates the influence of employees’ extra-role and in-role behaviours on customer service alongside the moderating role of gender.Design/methodology/approachThis paper employs the theory of behavioural intentions, cross-sectional survey design and quantitative approach to collect the data from 426 purposively sampled workers and customers of oil marketing companies. The data were analysed using descriptive statistics, correlation and the hierarchical regression model in SPSS.FindingsThe results indicate that employees’ extra-role behaviour has a significant positive effect on customer service while employees’ in-role behaviour has no significant effect on customer service. It is also established that gender of staff can significantly moderate the relationship between extra-role behaviour and customer service such that the behaviour of female staff has greater effect on customer service than their male counterparts. However, the gender of staff has no moderating effect on the relationship between in-role behaviour and customer service.Practical implicationsThe findings imply that female staff should be allowed to directly engage customers more often than male staff to promote superior customer service. Managers should continuously improve upon the behaviour of employees through orientations, workshops and mentoring. Behaviour stimuli such as awards, appreciations and recognition for best workers would have to be encouraged to induce employees to act beyond their prescribed-roles.Originality/valueThis study is the first to investigate how staff behaviours (in-role and extra-role) impact customer service, with gender of the employees as a moderator. This paper contributes to literature by empirically confirming the differential influence of employees’ extra role and in-role behaviours on customer service and the effectiveness of gender as a moderator on the relationship between extra-role behaviour and customer service from a developing country perspective and an industry where there is dearth of research.

Does polychroncity affect employees’ performance? The mediating effect of employees’ engagement

This study integrated the person-job-fit theory to look into the association between polychronicity and employees’ performance mediated through employees’ engagement in education sector. By applying, random sampling, this study collected primary data from the teachers of Government colleges (N=187), through survey questionnaire. The results indicated the main effect of polychronicity and indirect effect through employee’s engagement on employees’ performance (in-role behaviour). Findings suggested a positive and significant relationship of Polychronicity with employees’ performance. The mediating role of employee’s engagement in the association between polychronicity and employees’ performance (in-role-behaviour) was also strongly supported by the results. Overall, this study contributed by established employees’ engagement as the missing link in the relationship between polychronicity and employees’ performance (in-role behaviour).

Improved Leadership Transformational With Organizational Citizenship Behavior (OCB)

The role of leadership is very strategic and important for the achievement of the mission, vision and goals of an organization, is one of the motives that encourage humans to always investigate the intricacies associated with leadership. Transformational leadership basically encourages subordinates to do better Behavior demanded by today's organizations is not only in-role behavior but also extra- role behavior. Extra-role behavior is also called the Organizational itizenship Behavior.OCB is a term used to identify the employee behaviors that can be called a "good employee". If employees in the organization have OCB, efforts to control employee declined, since employees can control their own behavior or being able to choose the best behavior for the benefit of the organization. OCB will enhance transformational leadership because the good nature of OCB will influence the behavior of the leader. There is a significant influence ith the value of P = 0.00 between OCB and transformational leadership. This shows there is an increase in transformational leadership due to OCB behavior

The Impact of Consumer Behavior on Consumer Loyalty

In an era marked by increasingly fierce competition in the global marketplace, companies strive to maintain and enhance consumer loyalty, a key factor influenced by consumer behavior. Consumer behavior, once viewed as random actions, is now recognized as a complex phenomenon shaped by psychological, social, and economic factors. Beyond purchase decisions, it encompasses constant interaction between individuals and their environment, influenced by personal preferences, social influences, culture, values, and past experiences. Understanding consumer behavior enables companies to identify trends, preferences, and needs accurately, leading to more effective marketing strategies and stronger customer relationships. However, companies face challenges such as lifestyle changes, technology, and evolving consumer expectations. Globalization and technology have altered consumer behavior, making consumers more informed and critical. To remain relevant, companies must adapt their strategies to these dynamics. Consumer behavior's influence extends beyond individuals to impact market dynamics, government policies, industry regulations, and economic trends, highlighting its significance for overall economic stability and growth. Through a multidimensional approach to studying consumer behavior, we can explore various factors influencing consumer loyalty, including psychological, social, cultural, and economic aspects. Deepening our understanding of these dynamics empowers companies to develop more effective strategies for building and maintaining consumer loyalty. This paper reviews literature on consumer behavior and its impact on consumer loyalty, highlighting key determinants such as brand loyalty, loyalty programs, digital marketing, perceived expensiveness, corporate associations, customer commitment, and customer experience. It emphasizes the need for further research to bridge existing gaps and elucidate the complex relationship between consumer behavior and loyalty. The primary objective is to undertake a comprehensive exploration of this relationship, uncovering underlying mechanisms and discerning how various aspects of consumer behavior influence loyalty. By offering insights to marketing practitioners, researchers, and stakeholders, this paper aims to contribute to academic discourse and provide actionable recommendations for fostering stronger bonds with customers. Ultimately, understanding consumer behavior's role in shaping loyalty empowers businesses to develop effective strategies and thrive in today's competitive marketplace. Through collaborative efforts and continued scholarly inquiry, we can unlock consumer behavior's full potential as a driving force behind sustainable business growth.

The Effect Analysis of Organizational Citizenship Behavior on Employee Performance

The behavior expected by companies today extends beyond in-role behavior (according to job descriptions) to include extra-role behavior. The behaviors described above, exceeding the prescribed role descriptions within a company, are referred to as Organizational Citizenship Behavior or OCB. This research aims to investigate the influence of OCB dimensions, consisting of altruism, conscientiousness, civic virtue, courtesy, and sportsmanship, on employee performance, so that we can make sure is it really important to be a super loyal employee who works extra miles to the company, or it actually has nothing to do with the performance and only burdens employees without adding self-value. This research employs a quantitative approach with the primary data collection method being a Likert scale questionnaire, with employee performance as the dependent variable and 5 dimensions of Organizational Citizenship Behavior (OCB) as independent variables. The results indicate that all independent variables of OCB have a significant positive impact on employee performance, except for Conscientiousness, which does not influence employee performance. The overall illustration of the research findings suggests that when employees exhibit OCB or behavior that is willing to exert extra effort beyond the job description, their performance will also improve. This indicates that the positive contributions made by employees beyond their direct responsibilities can contribute to an overall performance enhancement.

Green HRM Practices and Employees’ in Role Behavior: Mediating Effect of Organizational Citizenship Behavior towards the Environment in the Banking Sector of Bangladesh

Academics are placing emphasis on the need for personnel in the banking sector to undergo behavioral transformation due to the sector’s subpar and inefficient environmental performance. This study examines how green human resource management (GHRM) practices like green recruitment & selection, green training & development, green performance management, and green pay & rewards affect employees in role behavior in Bangladeshi banks. It also examines how workers’ organizational citizenship behavior towards the environment (OCBE) mediates green HRM practices & employees in role behavior. Data from several private and public banks in Bangladesh was gathered between January to June 2024. Data was collected from bank employees in metropolitan cities of Bangladesh utilizing a semi-structured questionnaire and a quantitative study approach. The participants were selected by a non-probability sampling method known as Convenience sampling. Nevertheless, a total of 288 surveys were duly completed and returned. Structural equation modeling, utilizing Smart-PLS second-generation software, revealed the results. This study found four independent variables and one dependent variable. Additionally, it is shown that OCBE acts as a mediator. The study revealed that five of the components exhibited a direct and significant correlation with the independent variables. In contrast, the remaining four factors have a negative correlation with the independent variables. Green HRM procedures in Bangladesh’s banking business are considered adequate but not very satisfactory. These workers also exhibit OCBE and in-role behavior. This study also found positive and negative effects of green HRM strategies on OCBE. The findings also indicated that although most of the banks have established green targets and goals, incorporated environmental concerns into job descriptions and specifications, implemented comprehensive environmental training programs, provided opportunities for green suggestion schemes, and conducted effective workshops to enhance environmental behavior, their actual implementation is insufficient. Moreover, the outcomes of this study have been scrutinized in relation to previous study results. Ultimately, this study provided guidance for future researchers to extrapolate the findings to a broader context.

Research on the Double-edged Sword Effect of Electronic Performance Monitoring in Workplace

In the digital era, in order to improve organizational performance and achieve high-quality development, more and more modern enterprises begin to use electronic performance monitoring, and the accompanying work pressure directly affects employees' role behavior. However, the existing research on electronic performance monitoring is still in the stage of its concept definition, theoretical basis and influencing factors, especially the research on the influence mechanism of electronic performance monitoring on employee role behavior is very scarce. Based on the work resource-requirement model and stress cognitive evaluation theory, this paper discusses the double-edged sword effect of two dimensions of electronic performance monitoring on employees' role behavior, and analyzes the mediating role of work stress perception and the regulating role of monitoring transparency. Through a questionnaire survey of 330 employees, a total of 308 valid questionnaires were collected. The empirical results show that: (1) Developmental electronic performance monitoring has a significant positive impact on employees' role behavior; (2) Preventive electronic performance monitoring has a significant positive impact on employees' in-role behavior and a significant negative impact on employees' out-of-role behavior. (3) Challenging pressure plays an intermediary role between developmental electronic performance monitoring and employees' in-role behavior. (4) Obstructive stress plays an intermediary role between preventive electronic performance monitoring and employee role behavior; (5) Monitoring transparency positively regulates the relationship between developmental electronic performance monitoring and challenging pressure; (6) Monitoring transparency negatively regulates the relationship between preventive electronic performance monitoring and obstructive stress. The research results verify the double-edged sword effect of electronic performance monitoring on employees' role behavior.

Leadership Behavior towards a Scholastic Group Dynamics Interaction among Academic Heads of One Higher Education Institution (HEI) in the Philippines

Leadership and the behavior of leaders have a profound influence on the success of any organization. This study aims to determine the manifestation of leadership behavior and scholastic group dynamics interaction of academic heads in one Higher Education Institution (HEI) concerning various attributes and their relationship. Additionally, the findings will be the basis of contributing to designing a leadership competency intervention model. The researchers utilized quantitative research, and the respondents were chosen purposefully, which included the academic heads. The data was gathered through a validated survey questionnaire and analyzed using Statistical Package for the Social Sciences (SPSS). The results revealed that the academic heads are perceived as highly acceptable and possess assertive leadership behavior (directed, supportive, achievement-oriented, and participative). Consequently, the manifestation of scholastic group dynamics interaction is also highly acceptable in relation to interpersonal relations, group decision-making, conflict management, and communication. Moreover, the results highlight how crucial leadership conduct affects group dynamics in HEI. Leaders with supportive and engaging behaviors are more strongly associated with positive group dynamics. These observations highlight leadership behavior's role in influencing how higher education institutions collaborate and communicate. Likewise, this study provides insightful guidance for designing a model to meet the particular needs of HEI. These discoveries can enable HEI to create influential academic leaders who not only have the required leadership qualities but also apply them in ways that benefit group dynamics.

An Analysis of the Movie Pride and Prejudice from the Perspective of Social Psychology and Sociology

Social psychology is closely related to popular life; therefore, there are various applications of theories related to social psychology in many media. The film Pride and Prejudice has been widely concerned and discussed by the public since its book became a masterpiece across the world. This paper discusses how several specific social psychology theories and assumptions were put forward and used in the development of the heroine's plot. It analyzes the view of marriage from the perspective of sociology, in order to find out how to explain some of the role's behaviors from the perspective of social psychology. It uses the methodology of media analysis to draw a conclusion that there are mainly 3 theories and hypothesis related to social psychology which are shown in the characters behavior: Maslows Hierarchy Theory, Framing& Agenda Setting Theory, and The Contact Hypothesis. Furthermore, the author of the movie claims her advocation of marriage which is to pursue the combination of true love and economic situation in marriage.

INVESTIGATING THE ROLE OF ANIMAL BEHAVIOUR IN THE TRANSMISSION AND SPREAD OF ZOONOTIC DISEASES

Emerging infectious diseases (EIDs) have significant public health and economic impacts and are frequently increasing. The study's main objective is to investigate animal behavior's role in the transmission and spread of zoonotic diseases. This analytical study was conducted at Ali Veterinary Hospital Lahore from August 2022 to January 2023. A crucial step in this study was the selection of study sites, which represented diverse ecological and geographical regions where zoonotic diseases were known to be prevalent. These sites were chosen to encompass a wide range of zoonotic disease types and to reflect areas where wildlife, domesticated animals, and humans frequently interacted. The selection process ensured a robust and representative dataset for analysis. A total of 12 study sites were selected across diverse geographical regions, encompassing ecosystems ranging from temperate forests to arid savannas. Behavioral data were collected from 5 species of animals, including raccoons, bats, and deer, known to be potential hosts or reservoirs for zoonotic diseases. Observations of animal behavior revealed several notable patterns. For instance, nocturnal animals such as bats exhibited communal roosting behavior in 80% of observations, while migratory birds displayed seasonal movement patterns covering an average distance of 500 miles. It is concluded that this study underscores the pivotal role of animal behavior in zoonotic disease transmission and highlights the need for a multidisciplinary approach to address this complex issue.

청년세대의 집단주의 성향과 호감 및 행동 평가의 관계에 미치는 세대의 조절효과

Assuming the stereotypes attached to younger and older generation employees regarding their individualistic and collectivistic traits in organizations, this study draws from expectancy-violation theory to examine how organizational members showing counter-stereotypical behaviors are perceived and reacted to in organizational contexts. In the preliminary study, a questionnaire completed by 277 panelists confirmed the assumed stereotypes that respondents believed the younger generation has stronger individualistic traits (compared to the older generation). In the main study, an experiment was conducted with an additional 280 panelists. Each participant read a scenario describing a younger or older protagonist with individualistic or collectivistic traits and was asked to respond to the questionnaire imagining the protagonist as a co-worker. Our findings showed that the protagonist's collectivistic traits are positively related to respondents' liking of the protagonist, higher expectations of the protagonist's in-role behaviors, and helping behaviors. In addition, these positive effects of collectivistic traits were stronger when the protagonist in the scenario belonged to the younger generation, thus showing counter-stereotypical traits, than in the case of the older generation showing stereotype-confirming traits. These results contribute to the stereotype literature in the field of organizational behavior and provide meaningful implications for managers interacting with others from different social categories.

The effects of joint-contract functions on PPP project value creation: a mediation model

PurposeWith the continuous improvement of public–private partnership (PPP) projects, the participants' value creation goals are not only limited to achieving the basic performance objectives but also to realising value added. However, the effect of traditional contract management on realising the value creation objectives of PPP projects is limited. According to the view of multifunctional contract, joint-contract functions that integrate contract control and flexibility are likely to be effective in enhancing the value creation of PPP projects. This study aims to explore the effects of joint-contract functions on PPP project value creation and relevant influencing mechanism by investigating the mediating effect of in-role behaviour and extra-role behaviour.Design/methodology/approachAfter collecting 258 valid questionnaires from PPP professionals in China, this study used structural equation modelling to validate the hypotheses.FindingsContract control and flexibility can improve PPP project value creation. Specifically, contract control improves the achievement of the basic contract objectives of PPP projects, whereas contract flexibility enhances the achievement of the value-added of PPP projects. Moreover, only in-role behaviour mediates the effect of contract control on value creation. In addition, the mediating effect of extra-role behaviour on the impact of contract flexibility on value creation is stronger than that of in-role behaviour. The mediating effect of in- and extra-role behaviour is mainly reflected in the realisation of basic and value-added performance, respectively.Research implicationsThe findings of this study can help realise value creation in three ways. Firstly, new perspectives for PPP project value creation should be proposed by combining the improvement of contract objectives and the realisation of the participants' implicit demands. Secondly, the effects of different contract functions on value creation should be analysed instead of a single dimension of contractual governance. Thirdly, the mediating effects of different types of cooperation behaviour that may influence the relationship between contractual governance and value creation should be evaluated.Originality/valueThis study verifies the impacts of different contract functions on PPP project value creation. In addition, cooperative behaviour is embedded as a mediating variable, and the mediated transmission path from contract function to cooperative behaviour and further to PPP project value creation is systematically analysed.

Satisfaction with Work–Life Balance during the COVID-19 Pandemic for Full-Time Workers Forced to Work from Home

The global pandemic caused by Coronavirus disease of 2019 (COVID-19) severely disrupted people’s professional and personal lives making many employees required to work from home. Our study examines family-supportive supervisory behaviors (FSSB) impact on in-role behaviors through satisfaction with work–life balance and psychological availability at work to gain insight into the effects of the pandemic on work and home domains. Based on three waves of data and a sample of 179 full-time employees (32+ hours per week) forced to work 100% at home because of the pandemic, the findings suggest satisfaction with work–life balance and psychological availability at work serially mediated the relationship between FSSBs and in-role behaviors. Also, satisfaction with work–life balance mediated the relationship between FSSB and psychological availability at work, and psychological availability at work mediated the relationship between satisfaction with work–life balance and in-role behaviors. Practical and theoretical implications, along with future research, are discussed.

How Does Internal Brand Communication Affect Organizational Outcomes? The Mediating Roles of Brand Identification and Employee Behaviors

ABSTRACT Using a survey of 400 full-time employees in Korea, this study investigates the underlying processes through which internal brand communication influences organizational outcomes. Specifically, the study examines how internal brand communication influences turnover intentions through brand identification and employees’ in-role and innovative behaviors. The analysis showed that internal brand communication increases brand identification, which further increases the in-role and innovative behaviors of employees. It also revealed that in-role behaviors increase turnover intentions.

A comparative evaluation of behavioral security motives: Protection, intrinsic, and identity motivations

This study examines the contrast between three motivation theories (identity, protection, and intrinsic) and their impact on two forms of security behaviors (in-role and extra-role). The information security literature has informed much of our understanding of how individuals are motivated to perform security behaviors, with a predominant focus on the Protection Motivation and Intrinsic Motivation theories. We draw from recent insights from the Identity Theory and its explanation of behaviors in the workplace to compare motivations toward in-role and extra-role security behaviors. Whereas identity is influential in positively motivating in-role and extra-role behaviors, intrinsic motivation does not influence in-role behaviors, and protection motivation reduces extra-role behaviors. These results provide insights on the role that identity plays as a capable motivation with implications for research and practice.

Gendered in-role behaviours of Indonesian university leaders: Experiences and voices

This study examines whether university leaders exhibit gendered in-role behaviors that are expected of leaders in a patriarchal society like Indonesia. A total of thirty-five university leaders (ULs) participated in this study. The study utilized a critical realist approach and found similarities and differences between cohort groups from conflict resolution, negotiating with people with power, linking with external networks, and getting rid of the presumption of incompetence and gender bias. Even though female ULs needed to balance internal and external perceptions of self, they showed assertiveness, depth of conviction and purpose, and a take-charge attitude. Male ULs manifested protective attitudes borne out of positional authority. This study provided a platform for leaders to discuss through lived experiences, the enablers and barriers of in-role behaviors. The most significant finding is that female ULs were hindered by a stifling bureaucracy and insufficient resource allocation. This study contributes to a discourse on gendered leadership in the contemporary higher education space, and analyzed power dynamics and contextual processes that inhibit university leadership in a rapidly-developing nation.

Towards Examining the Link Between Green HRM Practices and Employee Green in-Role Behavior: Spiritual Leadership as a Moderator.

Grounding on the supplies-values fit theory, this study examines the effect of green HRM practices on an employee's in-role green behavior after the Covid-19 pandemic. Moreover, this study examined the mediating role of psychological green climate between green HRM practices and in-role green behaviour. In addition, we studied that spiritual leadership as a buffering mechanism strengthens the relation between psychological green climate and employee in-role behavior. The paths were examined using hierarchical multiple regression and for moderation mediation, we used PROCESS Hayes (2003) to evaluate the data collected from 374 Chinese MNCs employees. The findings indicate that green HRM practices have a positive effect on employees' in-role green behaviour. In addition, psychological green climate mediates the relation between green HRM practices and employee in-role green behavior. Spiritual leadership influences the strength of the moderated mediated path between green HRM practices and employee in-role green behavior (through a psychological green environment). The most apparent manifestation of green HRM practices is the integration of environmental concerns into traditional HRM processes after Covid-19 pandemic, including hiring, training, evaluating performance, and distributing pay and benefits. These green-focused management initiatives are more likely to result in employees acting greenly.

Relationship between Supervisors’ Roles in the Administration of Training Programmes, Learning Motivation and In-Role Behaviour

This study examines the mediating role of learning motivation in the relationship between supervisors’ roles in the administration of training programmes and in-role behaviour. A cross-sectional study was used to collect 370 survey questionnaires from employees at different divisions/departments in the Malaysian public sector. The SmartPLS is utilised to evaluate the quality of the study instrument and subsequently test the study’s hypotheses. The structural equation modelling test indicated that in-role behaviour is affected by supervisors’ roles in the administration of training programmes. Hence, the effect of supervisors’ roles in the administration of training programmes on in-role behaviour is mediated by learning motivation. This finding has contributed to the supervisors, managers and operation employees, as well as to the study related to learning motivation in dynamic organisations.
 
 Received: 13 August 2022 / Accepted: 2 December 2022 / Published: 5 January 2023

A study on employee mindfulness and organisational citizenship behaviour: job satisfaction and in-role behaviour as mediators

A study on employee mindfulness and organisational citizenship behaviour: job satisfaction and in-role behaviour as mediators

A Study on Employee Mindfulness and Organizational Citizenship Behavior Job Satisfaction and In-role Behavior as Mediators

A Study on Employee Mindfulness and Organizational Citizenship Behavior Job Satisfaction and In-role Behavior as Mediators