Organizational Citizenship Behavior Performance Research Articles

How does leaders' managerial coaching impact followers' in-role and extra-role behaviors? The mediating roles of intrinsic motivation and self-efficacy

PurposeThe purpose of this study is to investigate the effects of leaders' managerial coaching on followers' organizational citizenship behavior (OCB), creativity and task performance. This study also examined the mediating role of intrinsic motivation and self-efficacy, recognizing the follower’s attitude and cognition as essential elements of behavioral changes.Design/methodology/approachThis study collected data from 20 companies across multiple industries in South Korea, and a total of 386 leader–follower dyads' data were used.FindingsThe results show that leaders' coaching is positively associated with OCB directly, but a direct impact of coaching on creativity and task performance was not supported. The results also showed that intrinsic motivation partially mediates the effect of coaching on OCB and fully mediates the effect of coaching on creativity and task performance. Self-efficacy played a role as a full mediator between coaching and task performance.Originality/valueThis study considered both the cognitive and affective aspects of managerial coaching and examined the influence of managerial coaching on the followers' in-role and extra-role behaviors (i.e. OCB, creativity and task performance) using responses from both the leaders and the followers at multiple organizations. Specifically, the results of this study empirically illustrated that managerial coaching by leaders serves as a mechanism mediated through intrinsic motivation and self-efficacy, linking to employees' OCB, creativity and task performance. This provides a clear explanation of the processes through which managerial coaching impacts employees and offers insights into the specific aspects that organizational leaders should focus on when engaging in managerial coaching.

INFLUENCES OF AGE DIVERSITY CLIMATE ON ORG PERFORMANCE: ROLE OF INCLUSION AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Abstract With the rapidly aging population, South Korea’s workforce demographics are changing as more older adults remain in the workforce. With limited resources such as work opportunities and pensions, intergenerational conflict may arise in the workplace while employers seek to maximize organizational outcomes. The present study investigated the effects of age diversity climate on organizational performance in private sector employees by focusing on the mediating effects of inclusion and organizational citizenship behavior (OCB). The data for this study was collected online in January 2022 from 900 private sector employees aged 20 to 69 in South Korea. Age-diversity climate, sense of inclusion, OCB, and organizational performance were measured using standardized scales. To test our assumed relationships, we used structural equation modeling and executed bootstrapping procedures to test the significance of the indirect effects. Results indicated that age-diversity climate did not have a significant direct effect on organizational performance. However, the age-diversity climate has an impact on inclusion (β = .61, p < .001) and OCB (β = .13, p < .01). Inclusion showed a positive effect on OCB (β = .41, p < .001) and OCB showed a positive effect on organizational performance (β = .10, p < .05). Additionally, as hypothesized, inclusion and OCB had a mediating role in the relationship between the age-diversity climate and organizational performance (β = .05, s.e. = .02, LLCI = .003, ULCI = .095). The results of this study highlight the importance of the age-diversity climate in the workplace in aging society.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA KARYAWAN, KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PT. SWADAYA MUKTI PRAKARTA, KETAPANG

This research investigates the significant relationship among Organizational Citizenship Behavior (OCB), employee performance, and job satisfaction within the context of PT. Swadaya Mukti Prakarta. The study employed statistical analysis, including a paired t-Test for Means, to assess the mean differences between OCB and employee performance. The findings revealed a substantial positive correlation (Pearson's correlation coefficient of 0.893) between OCB and employee performance, indicating that higher levels of OCB among employees are associated with increased performance levels. Furthermore, the research examined the relationship between job satisfaction and employee performance. The results demonstrated a strong positive correlation (Pearson's correlation coefficient of 0.931) between job satisfaction and employee performance, emphasizing the critical role of job satisfaction in enhancing overall employee performance.
 Additionally, the validity and reliability of the measurement instruments were tested. The study confirmed the validity of the survey questions for all three constructs (OCB, employee performance, and job satisfaction) and established satisfactory reliability for the measurements. In conclusion, this research highlights the significant impact of OCB on employee performance and underscores the importance of fostering OCB and job satisfaction in enhancing organizational effectiveness. These findings offer valuable insights for organizations seeking to improve their employees' performance and overall job satisfaction.

Driving the Extra Mile in the Gig Economy: The Motivational Foundations of Gig Worker Citizenship

The emergence of gig work (e.g., freelancing, rideshare driving, food and parcel delivery, travel nursing, virtual assistantship) and the gig economy challenges organizational researchers to consider how they should revise traditional theories of work behavior to consider the dynamics of new work arrangements. As a prime example that is central to this review, organizational citizenship behavior (OCB) is a form of job performance whereby motives stem from the quality of work relationships with direct supervisors, coworkers, and other organizational agents. However, gig workers experience very different work relationships and may perform OCB for different reasons (if at all). In this review, we address the question of how OCB theory should evolve to be relevant to gig workers. We summarize traditional motives for OCB performance and review current research describing and classifying gig work. We conclude by ( a) identifying gig worker citizenship (GWC) as a form of citizenship behavior that better fits the reality of gig work and ( b) offering a revised model of how OCB motives may help predict GWC performance.

Analisis Pengaruh Kepuasan Kerja dan Stres Kerja Terhadap Kinerja Dimediasi oleh Organizatonal Citizenship Behavior (OCB) pada Karyawan Bank Jatim Cabang Pacitan

The aim of study aimed to analyze the influence of job satisfaction and job stress on performance mediated by organizational citizenship behavior (OCB) on Bank Jatim Pacitan branch employees. The method used in this study is quantitative, emphasizing its analysis of numerical data (numbers) processed by statistical methods. Data in the form of numbers in this study were obtained from the results of filling out questionnaires, namely surveys conducted by collecting information using questionnaires by distributing questionnaires, tests, structured interviews, and so on. Based on the processing of the variable test shows that job satisfaction has a positive effect on OCB and employee performance. Job stress variable hurts OCB and employee performance. And the OCB variable can mediate this research so that it produces significant results. This shows that the employees of the Pacitan Branch of Bank Jatim have good employee performance and a supportive environment. Thus, forming OCB. The attitude of mutual help among employees is very strong so that the target of the Pacitan Branch of the Bank Jatim company is achieved. Following the conditions in the field, the target of the Bank Jatim Pacitan Branch was achieved by more than 100%. This research contributes to improving the performance of company employees and offers solutions that can be used to increase employee productivity.

A Review of Research on Organizational Citizenship Behaviors

As a significant research object in the realm of organizational behavior, organizational citizenship behavior (OCB) has received extensive attention from researchers since it was proposed. Through a comprehensive analysis of a large number of English and Chinese literature, this article sorts out five important theoretical basis, including individual positive affect, social exchange theory, psychological contract, covenant relationships and equity theory. It also clarifies the concept and development of OCB and provide an overview of the current research in this field. Job satisfaction, perceived fairness, perceived supervisor support, and leadership styles have all been found to have significant effects on OCB. In academic circles, there are three main views about the association between OCB and organizational performance, showing that their relationship is still not clear enough. It turns out that positive effects are still the mainstream, while more and more scholars are studying on negative effects. Overall, this review article provides a comprehensive theoretical and practical reference for studying OCB and offers insights and guidance for the future development trend.

Good mercenaries: Performing organizational citizenship behavior in a foreign land

IntroductionResearch on expatriates has typically left underexplored the critical antecedents of expatriates’ organizational citizenship behavior (OCB). ObjectivesThis study aims to fill this research gap by studying the effects of constructs specific and nonspecific to the expatriate context of expatriates’ OCB performance. MethodsUsing online surveys, data were collected from 200 expatriates and 280 of their coworkers working in 62 host countries. The hypotheses were tested with structural equation modeling analysis. ResultsFirst, Agreeableness, Conscientiousness, job satisfaction, work adjustment and interaction adjustment all had unique contributions in predicting expatriates’ OCB. Second, there was initial support for the indirect effect of the host country coworkers’ OCB performance targeted at expatriates on expatriates’ OCB-I performance. Finally, the results did not provide support for the indirect effect of personality factors on expatriates’ OCB performance. ConclusionCompared to job satisfaction, expatriates’ personality traits (i.e., Agreeableness and Conscientiousness) may have a stronger effect on expatriates’ OCB performance.

Relationship Between Trait Mindfulness and Organizational-Citizenship Behaviors of Soldiers: Mediating Role of Psychological Capital

<p>本研究旨在探討職業軍人特質正念、心理資本與組織公民行為表現間的關係，並檢證心理資本在特質正念與組織公民行為間所扮演的中介角色。本研究採用立意取樣調查法，以陸軍職業軍人為對象，共蒐集407份問卷，並運用結構方程模式的統計方法探究變項間的關係。研究結果現：（1）特質正念對組織公民行為不具有顯著的正向關聯；（2）特質正念對心理資本具有顯著的正向關聯；（3）心理資本對組織公民行為具有顯著的正向關聯；（4）心理資本在特質正念與組織公民行為間扮演完全中介角色。由研究結果可知，職業軍人的特質正念對組織公民行為的直接關聯雖不明顯，卻可經由提升正向心理資本，增進官兵在奉公與利他的行為表現。最後，研究者依據研究結果提出建議，提供部隊實務工作者、相關諮商與輔導人員以及未來研究之參考。</p> <p> </p><p>Context and Object: Military organizations differ in nature from other organizations. The professionalism of military organization members is demonstrated in the implementation of "ultimate liability," which means to protect national security and make sacrifices for the well-being of the people at any point of time. Assisting soldiers to actively engage in organizational citizenship behaviors and become good organizational citizens is an important method to enhance their professionalism and "ultimate liability." Previous studies have shown that in the workplace, employees with more positive psychological and emotional capital tend to express more organizational citizenship behaviors. However, these results are mainly from studies on corporate employees; it is unknown if this is also true for military personnel. In addition, prior research on organizational citizenship behavior has rarely explored the possible effects of the positive psychological state. To fill these gaps, this study focused on soldiers as research targets and explored the relationship between trait mindfulness, psychological capital, and organizational citizenship behavior. Simultaneously, it verified the mediating effect of psychological capital between trait mindfulness and organizational citizenship behavior. Method: The study used purposive sampling; 407 soldiers from the two army camps in Taiwan were selected and analyzed using the structural equation model. Results: The results showed that: (1) trait mindfulness had no significant association with organizational citizenship behavior (path coefficient value β = 0.00, p > .05); (2) trait mindfulness had a significant positive association with psychological capital (path coefficient value β = 0.40, p < .001); (3)psychological capital had a significant positive relationship with organizational citizenship behavior (path coefficient value β = 0.83, p < .001); (4)psychological capital completely mediated the relationship between trait mindfulness and organizational citizenship behavior (indirect effect value β = 0.33, p < .05, 95% confidence interval did not contain 0). Conclusion and Suggestion: From the results, it can be seen that although the direct relationship between the soldiers’ trait mindfulness and organizational citizenship behavior was not obvious, trait mindfulness can indirectly improve their organizational citizenship behavior performance by enhancing other positive psychological capital. In summary, the contributions of this study are as follows: first, it expanded the application and research scope of mindfulness in the military field. It showed that mindfulness can be used to promote soldiers’mental health and work performance in high-pressure situations; mindfulness also has indirect benefits in motivating altruistic and helpful organizational citizenship behavior. Second, this study confirmed that the soldiers’ law-abiding and altruistic behavior in the military can be cultivated not only by the current methods of ethical appeals and moral training but can also be achieved by enhancing trait mindfulness and inner psychological capital. Based on the results, the author provides several suggestions for the practice of military counseling; for example, military mental health centers can systematically and continuously conduct related activities, encourage soldiers to practice mindfulness to enhance their self-awareness and insight abilities, cultivate psychological capital, and implement self-management for mental health. Political warfare officers and cadres at the basic level are the first-line counselors for soldiers. They are familiar with the life and training of the army. If they can integrate the skills and concepts of mindfulness-awareness into the military daily life and training, it can help develop the soldiers’ military ethics. Finally, the author also suggests that the army should continue to explore and develop other activities that enhance soldiers’ inner psychological capital, to improve their altruistic behavior and reduce unfavorable behavior in the military organization.</p> <p> </p>

The Effect of Remuneration and Job Satisfaction on Teacher Performance with Organizational Citizenship Behavior (OCB) as Mediating Variable

The quality of education is one of the measurements in determining the quality of a nation because education can produce qualified human resources. The result of the PISA showed that the quality of education in Indonesia, from students’ literacy level, was in the low position because the quality of education was uneven, in this case, the performance of teachers. Teacher performance would affect the quality of students’ learning process. In addition, to create an effective organization, the attitude of teachers' professional performance needed to be supported by a voluntary attitude, namely Organizational Citizenship Behavior (OCB). This study aimed to analyze the direct and indirect effects of remuneration on teacher performance with OCB as mediation. This was associative research with the quantitative approach which aimed to find relations that explain measurable causes and facts, also show variable relations, and perform analysis. The subjects in this study were public and private high school teachers in Depok. The number of respondents was 250 teachers. A questionnaire was used as a data collection method. The analysis used was multiple linear regression and path analysis. Based on the results of the study, there was a joint influence between the variables of remuneration, job satisfaction, and OCB on teacher performance. The dominant variable that affected OCB and teacher performance was job satisfaction.

Employee Initiatives as Mediator of the Relationship Between Organizational Citizenship Behavior and Employee Performance

The study of the behavior of human resources in organizations is growing in line with the awareness that individual behavior has a positive effect on individual and organizational performance as a whole. Employee performance is influenced by many factors, including organizational citizenship behavior (OCB), organizational culture, and employee initiative. This study aims to examine the effect of organizational citizenship behavior (OCB) and organizational culture on employee performance with employee initiative as a mediating variable. This study uses a quantitative approach. The research sample used was 100 employees in the IT department with purposive sampling technique. Based on the results of partial regression analysis, it shows that OCB and organizational culture have a positive and significant effect on both employee initiative and employee performance. The higher the employee's initiative, the higher the employee's performance. Employee initiatives mediate the relationship between OCB and organizational culture with employee performance.Keywords: OCB, organizational culture, employee initiative, and employee performance.

The interplay of gendered identities and employees perception of organizational citizenship behavior

PurposeDrawing from the gender schema theory and social role theory, the purpose of this study is to assess the gender-congruent nature of organizational citizenship behaviors (OCBs) through the mediating role of gender role orientation (femininity and masculinity) in the relationship between individuals sex and OCB dimensions. It also explores the moderating effect of gender ideology on the influence of sex on the exhibition of gender-congruent OCBs.Design/methodology/approachData were collected in two waves with a time lag of three weeks from frontline employees and their peers working in the Indian private banking sector. PROCESS macro was used to assess the hypothesized relationships.FindingsThe results indicated that femininity mediated the influence of sex on OCBs directed toward co-workers (OCBI). However, the mediating role of femininity was not confirmed in the association between sex and OCBs targeted toward customers (OCBC). Further, masculinity mediated the influence of sex on OCBs directed toward the organization (OCBO). Gender ideology also moderated the relationship between sex and OCBs, such that traditional women displayed more OCBI as compared to egalitarian women, while egalitarian women displayed more OCBC than traditional women. Additionally, traditional men were found to display more OCBO than egalitarian men.Originality/valueThe paper contributes to the existing literature by suggesting that the performance of OCBs depends upon various gender identities, with each gender identity having its own and significant effect on the performance of OCB.

THE ROLE OF DISCIPLINE AND LOYALTY ON TAX VOLUNTEERS' WORK PERFORMANCE THROUGH ORGANIZATIONAL CITIZENSHIP BEHAVIOR AT THE TAX CENTER OF UNIVERSITY OF JEMBER

Tax volunteer is one of the programs created by the Director General of Taxes in collaboration with tax centres in higher education, one of which is the Tax Center of the University of Jember. This study aims to analyze the effect of discipline, loyalty, and Organizational Citizenship Behavior (OCB) on work performance and the role of OCB as an intervening variable towards the effect of discipline and loyalty on work performance. Data were collected by distributing online and offline questionnaires, with the sample consisting of 60 tax volunteers at the Tax Center of the University of Jember. Data were analyzed using Partial Least Square software. The results showed that discipline had a significant positive effect on OCB but had no effect on work performance. Loyalty had a significant positive effect on OCB and work performance. OCB had a significant positive effect on work performance. However, OCB failed to intervene in the effect of discipline and loyalty on work performance. Results of this research indicated that the management of the tax volunteer at the University of Jember's tax centre must continuously increase the loyalty of its members in order to improve OCB and work performance.
 Keywords: discipline, loyalty, OCB, tax volunteer, work performance

The mediating effect of job satisfaction on the relationship between workplace bullying and organizational citizenship behavior in nurses.

Establishing strategies for improving nursing shortages, which are labor challenges in the current health care industry. This study aimed to examine the correlation between workplace bullying and organizational citizenship behavior (OCB) in nurses and the mediating effects of job satisfaction on this relationship. A total of 164 valid samples were obtained. The Negative Acts Questionnaire-Revised, the Minnesota Satisfaction Questionnaire, and an OCB scale were measured. The results indicate that a significantly larger proportion of nurses working in operating rooms (Δ odds ratio, odds = 2.30, p = 0.043), the emergency room, and the ICU (Δ odds = 2.79, p = 0.019) had suffered workplace bullying compared with nurses working in patient wards. No experience of workplace bullying exerted a positive and significant effect on job satisfaction (p < 0.001), and job satisfaction exerted a positive and significant effect on overall OCB (p < 0.001). No experience of workplace bullying exerted a significant mediating effect on the influence of job satisfaction on overall OCB (p < 0.001). The department of service in which a nurse works influences the occurrence of workplace bullying, previous experience with bullying reduces job satisfaction, and greater job satisfaction promotes higher OCB performance. Based on the study results, we advise that nursing executives address and prevent workplace bullying to increase the job satisfaction of nurses so that nurses are willing to display OCB, apply their expertise, and expand the role and functions of nursing.

The magnitude of organizational justice affects teachers’ OCB and task performance

This study investigates the effect of organizational justice on teachers' task performance mediated by organizational citizenship behavior (OCB). Research data were collected from 220 teachers of Senior High Schools in Indonesia through questionnaires. The data obtained were analyzed by path analysis supported by descriptive and correlational statistics. The results show that organizational justice significantly affects teachers' task performance, directly or indirectly, mediated by OCB. Thus, teachers' task performance can be improved through organizational justice and OCB. Furthermore, these findings can be discussed as a reference among researchers and practitioners to develop new, better, and comprehensive models of teachers' task performance in the future. This study investigates the effect of organizational justice on teachers' task performance mediated by organizational citizenship behavior (OCB). Research data were collected from 220 teachers of Senior High Schools in Indonesia through questionnaires. The data obtained were analyzed by path analysis supported by descriptive and correlational statistics. The results show that organizational justice significantly affects teachers' task performance, directly or indirectly, mediated by OCB. Thus, teachers' task performance can be improved through organizational justice and OCB. Furthermore, these findings can be discussed as a reference among researchers and practitioners to develop new, better, and comprehensive models of teachers' task performance in the future.

Haunted by the past: How performing or withholding organizational citizenship behavior may lead to regret

SummaryAlthough organizational citizenship behaviors (OCBs) contribute to the effective functioning of organizations, performing or withholding such behaviors can have both positive and negative implications for employees. In this conceptual paper, we explain why the outcomes associated with OCB, the discretionary nature of OCB, and the way feelings of regret affect future behavior make regret a useful perspective for understanding how OCB can be sustained. Further, we integrate theory and research on attribution and regret to propose that employees are most likely to experience regret when performing, or failing to perform OCB, leads to unexpected, negative outcomes. We also theorize that regret will be felt more strongly when these outcomes are severe, employees' decision to engage in (withhold) OCB was exceptional, employees' performance (withholding) of OCB was inconsistent with their orientation to act, and when the reason to engage in (withhold) OCB is difficult to justify. Altogether, our paper sheds light on when employees may regret performing OCB, when they may regret not engaging in OCB, and how such feelings may affect their willingness to be a good organizational citizen in the future. The implications of our propositions and directions for future research on regret and OCB are discussed.

Application of Human Resources Management on Employee Performance Mediated on Organizational Citizenship Behavior: Study at the Social Service Office of Aceh Selatan District

This research intends to examine the application of human resource management (HRM) on employee performance mediated by organizational citizenship behavior (OCB) at the social service office of Aceh Selatan Regency. The population was all employees at the Social Service of Aceh Selatan Regency, totaling 119 people. In this study, the determination of the sample was by using the census method. The research model was analyzed using a structural model. The descriptive hypothesis testing reveals that the HRM implementation, OCB, and employee performance are applied good, the Direct hypothesis testing proves that the implementation of HRM affects OCB, and the implementation of HRM and OCB affect employee performance, and the indirect hypothesis testing proves that OCB partially mediates the implementation of HRM effect on the performance of the Social Service of Aceh Selatan Regency employees. These findings prove that the model of improving employee performance at the Aceh Selatan district social service is a function of HRM implementation and OCB improvement, with OCB as a partial mediator. The meaning is that increasing the effectiveness of KSA (Knowledge, Skills, Abilities), motivation, and opportunities in the implementation of HRM, will increase OCB and have an impact on improving employee performance.

The Situational Leadership Relations of Madrasah Heads, Organizational Citizenship Behavior (OCB) and Sustainable Professional Development with MTsN Teacher Performance in Banjarmasin

This study aims to describe and analyze: Situational Leadership, OCB, PKB, and Teacher Performance; Situational Leadership Relationship with PKB; OCB's relationship with PKB; Situational Leadership Relationship with Teacher Performance; Ocb's Relationship with Teacher Performance; PKB's Relationship with Teacher Performance; Indirect Relationship of Situational Leadership with Teacher Performance through PKB; Ocb's indirect relationship with Teacher Performance through PKB. This research is a correlational study with path analysis. The research sample was 128 people. Data collection instruments are questionnaires that have qualified for validity and reliability tests. Analyze data to test hypotheses using path analysis with multiple regression methods. The results showed that: Situational Leadership, OCB, and Teacher Performance fall into the high category, while PKB falls into the moderate category; There is a direct relationship of situational leadership with teacher performance. (0,995); There is a direct relationship of OCB with teacher performance. (0,995); There is a direct relationship between PKB and teacher performance. (0,991); There is a direct relationship of situational leadership with the PKB. (0,994); There is a direct connection of OCB with PKB. (0,995); There is an indirect relationship of situational leadership of madrasah heads with teacher performance through PKB. (0,986); There is an indirect relationship of OCB with teacher performance through PKB. (0,986).

Competency Analysis, Work Rusteristics, Work Environment, Spiritual Quotient, Organizational Commitment, Organizational Citizenship Behavior and Employee Performance

This research aims to prove and analyze the influence of competence,work characteristics, work environment, spiritual quotient, onorganizational commitment, organizational citizenship behavior (OCB)and employee performance in the Laboratory Installation of RSUD PatutPatuh Patju West Lombok. This study is a causal explanatory study. Asample of 38 respondents, data analysis with Partial Least Square (PLS).The results showed there was a significant positive influence on:competence to OCB and employee performance; rusteristic work towardsorganizational commitment; work environment to organizationalcommitment; organizational commitment to OCB and employeeperformance; OCB on employee performance. Gained insignificantinfluence on: competence to organizational commitment; rusteristic ofemployment against OCB and employee performance; work environmenttowards OCB and employee performance; Spiritual quotient toorganizational commitment, OCB and employee performance. Theconclusion of the results of the study is that there are seven hypothesesthat can be accepted and there are eight hypotheses that are rejected.

The effects of professionalism and behavior by organizational citizenship (OCB) as mediating variables on the effect of personality on performance (a study on Makassar Police)

PurposeThis study aims to determine the effect of personality on professionalism.Design/methodology/approachThis research was conducted in Makassar Police Office in Makassar City. The reason for conducting the research in the police officer was the low performance of police officers in Makassar Police while the workload was very high. The population in this study were all 1,185 police officers in Makassar Police Office. Using the probability sampling technique, there were 299 police officers selected as respondents. Further, this study employs descriptive statistical analysis and inferential statistical analysis using generalized structure component analysis (GSCA) as data analysis methods.FindingsThe result found that there is a significant effect of personality on professionalism and OCB. Different results are obtained on the effect of personality on performance, which has no significant effect. However, there is an indirect effect of personality on performance through professionalism and OCB as mediating variables. The results also found that there is a significant influence between Professionalism on OCB and performance, as well as a significant influence between OCB on Performance.Originality/valueThis study focus to determine the effect of personality on professionalism. It has never been done before, so this study will contribute a new empirical explanation on both relationships. In addition to differences in the use of constructs and measurements, this research is also different in terms of the analysis unit. This study examines the effect of organizational citizenship behavior (OCB) on the performance of members/employees. This research is different from previous researches which generally examine the effect of OCB with group performance such as performed by George and Bettenhausen (1990), Podsakoff et al. (1997), which both found a close association between OCB and group performance. This study examines the performance of individual members because the tasks of members of the police force require professional ability in individuals who are expected to give a good image to the police in general.

The Relationship Between K-Workers' Leader-Member Exchange, Organizational Citizenship Behavior and Task Performance-Evidence From Chinese Hospitals.

Aiming to reduce the difficulty of managing and motivating knowledge workers (k-workers), and promote the psychological well-being of them in Chinese hospitals, this study examines how k-workers’ leader–member exchange (LMX) influences their task performance and the mediation effect of organizational citizenship behavior (OCB). Through a self-administered survey, valid questionnaires were collected from 384 k-workers in Chinese hospitals, and partial least squares structural equation modeling was employed for data analysis. The findings show that LMX is positively related to OCB and task performance, and that OCB mediates the relationship between LMX and task performance. This research has theoretical implications and also provides practical suggestions on how to manage, motivate, and inspire k-workers, and promote the psychological well-being of them, and finally enhance the organizational performance in Chinese hospitals.