Prosocial Organizational Behavior Research Articles

Relation between Workplace Civility and Prosocial Organizational Behavior among Intensive Care Nurses

Relation between Workplace Civility and Prosocial Organizational Behavior among Intensive Care Nurses

평창지역의 배추, 절임배추, 김치의 영양성분 및 항산화 활성

This study investigated the impact of person-environment fit (P-E fit) on job satisfaction (JS), work engagement (WE), and prosocial organizational behavior (POB) among Generation MZ chefs in Korean hotels. Through analysis of the hospitality industry, this study focused on proposing strategies to attract and retain talented individuals in specific roles. Using a complex sampling method (quota sampling, snowball sampling, and judgment sampling), this study collected a total of 251 survey responses from hotel chefs nationwide. Analysis was conducted on the relationships between variables using structural equation modeling. It was found that a positive and direct impact of P-E fit on POB is not significant. While P-E fit positively influences JS, it does not positively affect POB, therefore does not mediate between P-E fit and POB. However, P-E fit positively influences WE, which in turn positively impacts POB, demonstrating the significance of the WE mediating effect. JS positively influences WE, indicating that JS and WE sequentially mediate the relationship between P-E fit and POB. Based on these results, this study has expanded the theory of person-environment fit and provides practical suggestions for hotel human resource management.

MZ세대 조리사의 개인-환경 적합성 지각이 직무만족, 직무열의 및 친사회적 조직행동에 미치는 영향

This study investigated the impact of person-environment fit (P-E fit) on job satisfaction (JS), work engagement (WE), and prosocial organizational behavior (POB) among Generation MZ chefs in Korean hotels. Through analysis of the hospitality industry, this study focused on proposing strategies to attract and retain talented individuals in specific roles. Using a complex sampling method (quota sampling, snowball sampling, and judgment sampling), this study collected a total of 251 survey responses from hotel chefs nationwide. Analysis was conducted on the relationships between variables using structural equation modeling. It was found that a positive and direct impact of P-E fit on POB is not significant. While P-E fit positively influences JS, it does not positively affect POB, therefore does not mediate between P-E fit and POB. However, P-E fit positively influences WE, which in turn positively impacts POB, demonstrating the significance of the WE mediating effect. JS positively influences WE, indicating that JS and WE sequentially mediate the relationship between P-E fit and POB. Based on these results, this study has expanded the theory of person-environment fit and provides practical suggestions for hotel human resource management.

Enhancing meaningful work through meaning in life: Mediating effect of prosocial organizational and individual behaviors

The main aim of this study is to investigate the effect of meaning in life (MIL) on meaningful work (MW) and to examine the mediating role of prosocial organizational behavior (POB) and prosocial individual behavior (PIB). Data were obtained from employees (600) working in different sectors in Düzce city center. A mediation model was designed and tested employing bootstrapping technique. The results showed that ML had significant effects on MW, POB, and PIB. The findings also demonstrated significant effects of POB and PIB on MW. Besides, the mediating roles of POB and PIB were confirmed. The current study highlights meaning in life, prosocial organizational and individual behaviors as key factors in understanding how employees' find their work meaningful. However, it should be noted that POB has a stronger mediating effect than PIB. In addition, this study suggests that managers focus on prosocial behaviors depending on the contribution to the search for meaning in life and work.

TURKISH ADAPTATION OF THE PROSOCIAL ORGANIZATIONAL BEHAVIORS SCALE: A VALIDITY AND RELIABILITY STUDY

This study aims to adapt the prosocial organizational behavior scale (POBS) developed by McNeely and Meglino (1994) to Turkish culture. An adaptation study was carried out in a 14-step systematic order. The data were collected from a sample of 600 people actively working in different sectors in the city center of Düzce. The properties of the scale were analysed through internal consistency coefficient, structural validity (EFA&CFA), scope validity, linguistic equivalence, convergent and discriminant validity methods. Results confirmed that POBS adapted in Turkish is a valid and reliable three-dimensional scale with 17 items.

The Determinants of Intent to Whistle-blowing: Organizational Commitment, Personal Cost of Reporting, and Legal Protection

Purpose : This research aims to empirically prove the intention to whistle-blowing influenced by organizational commitment, personal cost of reporting, and legal protection. The population studied was all employees who worked at the People’s Credit Bank (BPR) in Riau Province.Method : Sampling technique using purposive sampling method so that the quantity of samples as many as 27 People’s Credit Banks in Riau Province with 135 respondents to be sampled in accordance with the criteria set, but 90 questionnaires received and that can be processed. The study used quantitative data with primary data. The study used questionnaires with Likert scale measurements. Data analysis used is inferential data analysis using SEM with the help of WarpPLS software version 6.Findings : The results showed that the higher the commitment of the organization, the higher the intention of a person to do whistle-blowing. The study concluded that the organization’s commitment and high legal protections are able to increase the intention of employees to whistle-blowing. But the personal cost of reporting has not been able to show a negative influence on whistle-blowing intentions, due to the perception of personal costs of employees if reporting fraud there will be attention and protection from the organization’s management. Novelty : This study is different from previous research because it focuses more on discussing three factors of whistleblowing intentions, including organizational commitment, personal costs of reporting, and legal protection using the theory of prosocial organizational behavior and theory of planned behavior (TPB) in the scope of employees working at Rural Banks. (BPR) Riau Province.
 Keywords : Intention to do Whistle-blowing; Organizational Commitment; Personal Cost of Reporting; Legal Protection

Evaluating the Linkage Between Employee Training Programmes and Prosocial Organizational Behavior

Evaluating the Linkage Between Employee Training Programmes and Prosocial Organizational Behavior

Unpacking Leadership Style Values on Motivating New Generation Employees’ Prosocial Organizational Behaviors

Based on current data derived from the International Labour Organization, in 2018, there was a significant rise of Chinese female entrepreneurs in workplaces. One industry that has been viewed the most significantly rise in female leadership is Internet industry, as Chinese women now account for 55% of entrepreneurs within new economy companies. Existing researches distinguished leadership styles into two types based on gender differences. More specifically, men are generally viewed to lead with Task-oriented styles while women have been shown to lead with Interpersonal-oriented styles. However, no studies have directly examined which leadership style can be the most effective when directing GenZ employees in China in terms of prosocial organizational behaviors. In this paper, the author profoundly extends the leadership style values and latent women leadership superiority on motivating prosocial organizational behaviors of Genz employees. Extracting from shared points of leadership styles based on gender types, the author generated 3 hypotheses: Compared with Task-orientated leadership style, interpersonal leadership style is more accepted by Genz employees compared to Millennial (Hypothesis1) and Women prosocial leadership are more acceptable by female GenZ employees (Hypothesis2). Notably, GenZ employees’ prosocial organizational behaviors are motivated when collaborated with most felicitous leaders (Hypothesis3). A sample of 500 applicants in a top internet company were expected to accomplish this research. Consequences provided sufficient evidences for hypothesis 2 through both quantitative and qualitative statistics as well as hypothesis 3. Nevertheless, Hypothesis 1 have not been proved in an accurate manner that generational differences in employees have paltry ramifications of leadership styles preferences. As a matter of fact, both leadership styles are popular among Millennial and Genz employees.

Helping as a Means to Empower or Create Reliance: Hierarchical Motivations Predict Helping Behaviors

Prosocial organizational behaviors such as interpersonal helping are desirable, as it increases organizational effectiveness and engenders positive outcomes for both the help providers and recipients. However, helping can also be strategic and a means to create dependency (by providing dependency help: fixing a problem for someone) rather than a way to empower others (by providing autonomy help: teaching someone how to fix a problem). To date, little research has explored predictors of such help-giving behaviors by leaders in the workplace. We propose that leaders associated with dominance, i.e., those who are seen as assertive and commanding, offer more dependency and less autonomy help. In contrast, leaders associated with prestige, i.e. those who value sharing knowledge and skills, provide more autonomy and less dependency help. We further examine the mediating role of leaders’ role conceptualization and the moderating role of time pressure in explaining our effects. We test our hypotheses using a combination of experimental and field studies. In doing so, this research highlights the systematic manner in which helping behaviors in workplace can be discriminated along dependency and autonomy help and the antecedents for such behaviors.

Making Employee Influencers: Exploring Personal Branding on Linkedin and if it Leads to Pro-Social Organizational Behaviors or Employee Advocacy

Making Employee Influencers: Exploring Personal Branding on Linkedin and if it Leads to Pro-Social Organizational Behaviors or Employee Advocacy

Linking Perceived Organizational Support, Affective Commitment, and Knowledge Sharing with Prosocial Organizational Behavior of Altruism and Civic Virtue

The study of prosocial organizational behaviors has been receiving increasing attention, due to their relevant contribution to sustainable organizational and personal development. This research proposes and tests a model that tackles the factors that drive two unrewarding extra-role behaviors of individual or organizational citizenship, altruism, and civic virtue, and assesses multiple mediation relationships. The sample data are derived from a questionnaire survey of 1350 Spanish workers and were analyzed using partial least squares structural equations modelling. Research findings reflect the mediating role of knowledge sharing behavior in the relationship between affective commitment and altruism. Moreover, a significant relationship was found between affective commitment and civic virtue, which is stronger under the mediating role of knowledge sharing behavior. Finally, affective commitment plays a mediating role in the relationship between perceived organizational support and knowledge sharing behavior. Implications for sustainable human resource management, practical interventions, and future research recommendations are provided.

Losing More than Money: Organizations’ Prosocial Actions Appear Less Authentic When Their Resources are Declining

Companies often benefit from others’ attributions of moral conviction for prosocial behavior, for example, attributions that a company has a sincere moral desire to improve the environment when behaving sustainably. Across four studies, we explored how organizations’ changing resource positions influenced people’s attributions for the motivations underlying prosocial organizational behaviors. Observers attributed less moral conviction following prosocial behavior when they believed an organization was losing (vs. gaining) economic resources (Studies 1 and 2). This effect was primarily a “penalty” assessed against organizations that were losing resources, as opposed to a “reward” given to organizations gaining resources (Study 3). Finally, we found that this effect occurred because people perceive organizations that are losing resources as more situationally constrained, leading them to attribute less dispositional moral conviction (Study 4). We discuss theoretical and practical implications stemming from how changes in resource access can lead people to be more skeptical of organizations’ motivations following prosocial behavior.

The Costs of Working Too Hard

Abstract. Despite the relatively intuitive link between working hard and achievements at work, results from empirical studies tend to characterize workaholics more often as hard workers rather than smart workers. Indeed, the link between workaholism and job performance is not obvious. In this paper, we investigated the link between workaholism and a core component of contextual performance, namely, prosocial organizational citizenship behavior (P-OCB). More in detail, we posited a mediational model in which workaholic tendencies negatively predicted P-OCB indirectly through an increased perception of job demands. This model was tested using longitudinal data from a sample of 85 police officers assessed once every two weeks for three months. Results from multilevel structural equation analyses demonstrated the model's good fit and corroborated the mediated effect. All in all, our results point to an organizational cost of workaholism, represented by its aversive impact on P-OCB.

Physicians\u2019 professional autonomy and their organizational identification with their hospital

BackgroundManaging medical professionals is challenging because professionals tend to adhere to a set of professional norms and enjoy autonomy from supervision. The aim of this paper is to study the interplay of physicians’ professional identity, their organizational identity, and the role of professional autonomy in these processes of social identification.MethodsWe test hypotheses generated according to social identity theory using a survey of physicians working in public hospitals in Italy in 2013.ResultsHigher degrees of organizational and economic professional autonomy are correlated with higher organizational identification. Identification with the profession is positively correlated with identification with the organization.ConclusionsAlthough the generalizability of our results is limited, this study suggests that organizations should support the organizational and economic autonomy of their physicians to project an organizational identity that preserves the continuity of a doctor’s self-concept and that is evaluated as positive by doctors. As a result, organizations will be able to foster organizational identification, which is potentially capable of inducing pro-social organizational behavior.

Employee Recognitions, Prosocial Organizational Behavior, and Customer Satisfaction Over Time

The study examines the impact of periodic feedback from a non- monetary, public, employee recognition program on employees’ aggregate prosocial organizational behavior (POB) and unit-level customer...

Attitudes towards Whistleblowers, Organizational Commitment, Ethical Climate Principles, and Self-Efficacy as Determinants of Fraud Disclosures

Whistle-blowing is one of pro-social action done by organization members to give directions, procedures, or policies that have corrective impact on the organizations. The brave action to disclose fraud is determined by internal and external factors of individuals. This research is conducted to test factors that infl uence people to conduct whistleblowing, such as attitudes towards whistleblowers, ethical climate-principles, organization commitment, and self-effi cacy. This research also has objective to test the applications of Theory of Planned Behavior (TPB) and Pro-social Organizational Behavior (POB) particularly related to fraud. The research methodology is conducted using questionaire and analyzed using Multiple Regression. Results of the research show that attitudes towards whistleblowers, ethical climate principles, organizational commitments, and self-effi cacy have a signifi cant effect on the intention to conduct whistle-blowing.

Resentment against the rich

PurposeBecause of increasing wealth inequality, China has been confronted with resentment against the rich (referred to hereafter as RAR or Choufu in Chinese), which is a growing concern owing to its potential to foment social conflict. Drawing on social comparison and deonance theories, this paper aims to provide theoretical insights into RAR within the Chinese context and to develop an RAR scale. Following spillover theory, the attitudinal and behavioral outcomes of RAR in organizational settings will be explored.Design/methodology/approachThis research consists of two studies. Study 1 conceptualizes RAR and develops an RAR scale by using three separate samples. Exploratory and confirmatory factor analyses are conducted to establish scale reliability and validity. Study 2 uses hierarchical linear regression analysis to test whether employees’ RAR attitude spills over from the societal to the organizational setting.FindingsResults suggest that RAR can be conceptualized as two distinct but related dimensions – emotional RAR and moral RAR. These two forms spill over to the workplace, influencing employees’ work attitudes and behaviors. Emotional RAR relates negatively to life satisfaction and prosocial organizational behaviors and positively to unethical organizational behaviors. Moral RAR relates negatively to pay satisfaction and positively to prosocial behaviors.Practical implicationsThis research suggests that RAR has spillover effects from societal to organizational settings and demonstrates that a more robust understanding of employees’ workplace experience requires acknowledging social experiences, such as conflicts beyond the workplace.Originality/valueThis research contributes to the conflict management literature by exploring RAR as a negative attitude that serves to potentially ignite social conflict. It not only develops a theory-grounded, conceptual RAR model and a reliable RAR scale but also for the first time explores RAR attitudinal and behavioral outcomes beyond the social domain. This study serves as a meaningful touchstone for future research to incorporate social attitudes into organizational behavior research.

Gratitude in Organizations: A Contribution for Healthy Organizational Contexts.

This article reviews the construct of gratitude. Gratitude has been shown to be a fundamental resource for strengthening individual well-being. From a positive psychology perspective, gratitude is recognized as a promising opportunity for individuals because it can be enhanced through specific training according to a primary prevention framework. In organizations, gratitude is now thought to be crucial to employees’ efficiency, success, and productivity while also improving organizational citizenship behaviors, prosocial organizational behavior, and the organizational climate. Thus, gratitude is noteworthy because it increases positive relationships, social support, and workers’ well-being, reduces negative emotions at the workplace, and enhances organizational health and success. This perspective article concludes by suggesting new directions for gratitude research and intervention in the organizational context.

Accounting for personal disposition and organizational context: connecting role ambiguity, public service motivation, and whistle-blowing in federal agencies

Organizational psychologists and HRM scholars have long argued that prosocial organizational behaviors enhance organizational performance. However, prosocial behaviors are motivated by both self-interested and altruistic intent. Moreover, some have recognized that the factors that encourage shifts between egoistically and altruistically motivated prosocial behaviors may result from inherent tensions between individual disposition and situational contexts. As such, this study draws from literature examining prosocial behavior to evaluate whether work situations with clear task expectations dampen the extent to which prosocial personal dispositions diminish egoistically motivated prosocial behavior. Findings from a series of structural equation models reveal that altruistic dispositional traits diminish egoistic motives for engaging in one specific prosocial behavior, whistle-blowing. However, findings also reveal that work situations characterized by clear task expectations dampen the negative effect of altruistic dispositions on egoistically motivated whistle-blowing. Our findings imply that managers can adjust organizational contexts to capitalize on the enhanced benefits resulting from altruistically motivated prosocial behaviors.

Givers, takers and matchers – Reciprocity styles and their contribution to organizational behaviour

This article in the journal “Gruppe. Interaktion. Organisation (GIO)” bridges Adam Grant’s popular concept of givers, takers and matchers to state-of-the-art theories and research of prosocial organizational behavior such as Organizational Citizenship Behaviour (OCB). By proposing a three-dimensional framework of social orientation, the authors provide an approach allowing the reconciliation of inter-individual differences of social motives and situational factors, enabling cooperative behavior in the workplace. The practical implications of encouraging cooperative behaviour and collegial support are indicated for individual (personnel selection and development), team (team design and values) and organizational (organizational culture development) levels.