1
|
Santos RS, Lousã EP, Sá MM, Cordeiro JA. First, Be a Good Citizen: Organizational Citizenship Behaviors, Well-Being at Work and the Moderating Role of Leadership Styles. Behav Sci (Basel) 2023; 13:811. [PMID: 37887461 PMCID: PMC10603912 DOI: 10.3390/bs13100811] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/28/2023] [Revised: 07/15/2023] [Accepted: 07/16/2023] [Indexed: 10/28/2023] Open
Abstract
The study investigates the effect of organizational citizenship behavior (OCB) on well-being at work. The study further examines the moderating role of people and task-focused leadership styles between OCB on well-being at work. Individual-directed organizational citizenship behaviors (OCBI) and organizational-directed organizational citizenship behaviors (OCBO) will also be analyzed. A quantitative study was conducted and convenient sampling was adopted in selecting respondent workers (n = 200) in different Portuguese organizations. The results show that OCBs positively and significantly influence well-being at work. The strength of individual-directed organizational citizenship behaviors (OCBI) on well-being at work is stronger than that of organization-directed organizational citizenship behaviors (OCBO). Contrary to expectations, the relationship between leadership styles and well-being was not statistically significant, offering possibilities for discussion regarding the central importance usually attributed to leadership in the organizational context. However, leadership styles have a moderating effect between OCB and well-being at work, except when the employee adopts OCBO and the leadership style is people-oriented. The present study is innovative because it positions OCB as an antecedent in the relationship with well-being at work and investigates the moderating role of leadership styles in the relationship between organizational citizenship behavior and well-being.
Collapse
Affiliation(s)
- Reinaldo Sousa Santos
- Research Unit in Business Sciences and Sustainability (UNICES), University of Maia, 4475-690 Maia, Portugal; (E.P.L.); (M.M.S.)
| | - Eva Petiz Lousã
- Research Unit in Business Sciences and Sustainability (UNICES), University of Maia, 4475-690 Maia, Portugal; (E.P.L.); (M.M.S.)
- Centre for Organizational and Social Studies of Polytechnic of Porto (CEOS.PP), Polytechnic of Porto, 4465-004 Porto, Portugal
| | - Maria Manuel Sá
- Research Unit in Business Sciences and Sustainability (UNICES), University of Maia, 4475-690 Maia, Portugal; (E.P.L.); (M.M.S.)
- NECE-UBI, Research Centre for Business Sciences, 6200-209 Covilhã, Portugal
| | - João Alves Cordeiro
- Department of Business Sciences, University of Maia, 4475-690 Maia, Portugal;
| |
Collapse
|
2
|
The gravity of culture on project citizenship behaviors. CURRENT PSYCHOLOGY 2022. [DOI: 10.1007/s12144-022-03849-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/03/2022]
|
3
|
Perception de justice organisationnelle et comportements de citoyenneté organisationnelle chez les salariés du secteur public gabonais. PSYCHOLOGIE DU TRAVAIL ET DES ORGANISATIONS 2022. [DOI: 10.1016/j.pto.2022.02.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022]
|
4
|
Mitonga-Monga J, Flotman AP. Corporate ethical values and ethical work climate influences on employees’ helping behaviour in a developing country’s banking sector setting. JOURNAL OF PSYCHOLOGY IN AFRICA 2021. [DOI: 10.1080/14330237.2021.2001920] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/19/2022]
Affiliation(s)
- Jeremy Mitonga-Monga
- Department of Industrial Psychology and People Management, University of Johannesburg, Johannesburg, South Africa
| | - Aden-Paul Flotman
- Department of Industrial and Organisational Psychology, University of South Africa, Johannesburg, South Africa
| |
Collapse
|
5
|
Fernandes P, Pereira R, Wiedenhöft G, Costa P. The individuals' discretionary behaviors at work. An overview and analysis of its growing interest. Heliyon 2021; 7:e08175. [PMID: 34729429 PMCID: PMC8545684 DOI: 10.1016/j.heliyon.2021.e08175] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/10/2021] [Revised: 07/29/2021] [Accepted: 10/11/2021] [Indexed: 12/03/2022] Open
Abstract
Nearly forty years have passed since the term Organizational Citizenship Behavior appeared. Despite a current consensus among scholars about the citizenship gestures as prosocial acts of employees that benefit the organization, it does not apply commonly to the exponential growth of all OCB-related concepts. The concept's expansion has confused the researchers and practitioners, mainly when choosing the most appropriate instruments (constructs) and dimensions to use in their area of interest and context. A systematic literature review was conducted and 420 articles were analyzed. Results point that the trends on OCB-like behaviors goes higher, with an average annual growth rate of new studies of 3.13%. United States (39%) and China (25%) lead but some "under-studied" contexts like Africa, Latin America, the Caribbean, and Oceania start being studied towards OCB. New trends appear in the spectrum of the many different domains and disciplines related to OCB, while leadership and task performance remain the most studied domains and disciplines. In future studies, researchers must freely choose the OCB dimensions and constructs they want to use or adapt to meet their needs and research needs since there is no written rule about their use, only the care to be taken with the context and discipline studying.
Collapse
Affiliation(s)
- Pedro Fernandes
- Instituto Universitário de Lisboa (ISCTE-IUL), Portugal
- Corresponding author.
| | - Rúben Pereira
- Instituto Universitário de Lisboa (ISCTE-IUL), Portugal
| | - Guilherme Wiedenhöft
- Institute of Economics, Administration and Accounting Sciences at Federal University of Rio Grande, Brazil
| | | |
Collapse
|
6
|
Adamska K, Jurek P. Come and say what you think: reducing employees' self-censorship through procedural and interpersonal justice. CURRENT ISSUES IN PERSONALITY PSYCHOLOGY 2021; 9:328-340. [PMID: 38014408 PMCID: PMC10655780 DOI: 10.5114/cipp.2021.110022] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/28/2020] [Revised: 03/17/2021] [Accepted: 07/25/2021] [Indexed: 11/29/2023] Open
Abstract
BACKGROUND Self-censorship in an organization may be defined as a conscious decision by employees to refrain from expressing opinions, criticism or suggestions in situations of perceived irregularities. There are at least two reasons for this decision: firstly, the fear that speaking up would prompt negative consequences, and secondly, the belief that it would not bring about a change in the situation. Procedural justice in an organization may encourage employees to limit that silence, thereby diminishing fear and undermining the belief that change is impossible. PARTICIPANTS AND PROCEDURE A set of three studies (total number of participants N = 710) was conducted in order to determine whether procedural justice predicts self-censorship and also to define the role of interpersonal justice in this relationship. It was assumed that procedural justice, while useful in the formation of an impartial and rigid legal system within an organization, is constrained by its disregard for personal relations. RESULTS It was found that when employees perceive a work environment as providing influence over procedures, they declare less self-censorship motivated by fear and resignation. In high interpersonal justice conditions the role of procedural justice in predicting employee self-censorship as well as employee silence beliefs increases. CONCLUSIONS Both fair treatment of all employees and the contextual and need-centered nature of such treatment should be integrated if self-censorship is to be reduced. The results confirm this conclusion for self-censorship (decision) and employee silence beliefs (belief that relations within the organization do not encourage people to speak up).
Collapse
Affiliation(s)
| | - Paweł Jurek
- Institute of Psychology, University of Gdansk, Gdansk, Poland
| |
Collapse
|
7
|
Stan R, Vîrgă D. Psychological needs matter more than social and organizational resources in explaining organizational commitment. Scand J Psychol 2021; 62:552-563. [PMID: 33988870 DOI: 10.1111/sjop.12739] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/22/2020] [Accepted: 04/21/2021] [Indexed: 11/28/2022]
Abstract
This study investigates the effects of psychological needs satisfaction on teacher's commitment, over and above the impact of social and organizational resources, by building a model based on the Job Demands-Resources theory, Self-Determination Theory, and Conservation of Resources Theory. Hierarchical multiple regressions with data obtained from a sample of 301 Romanian teachers (89% women) reveal that psychological needs satisfaction explains a significant amount of variance in teacher commitment, compared to the variance explained by social resources and organizational resources (affective and normative organizational commitment). These results highlight the role of needs' satisfaction in predicting teachers' commitment and provide valuable information for practitioners aiming to design interventions to increase teachers' commitment.
Collapse
Affiliation(s)
- Rosana Stan
- Department of Psychology, University of Oradea, Oradea, Romania
| | - Delia Vîrgă
- Department of Psychology, West University of Timisoara, Timisoara, Romania
| |
Collapse
|
8
|
Jordan SL, Palmer JC, Daniels SR, Hochwarter WA, Perrewé PL, Ferris GR. Subjectivity in fairness perceptions: How heuristics and self‐efficacy shape the fairness expectations and perceptions of organisational newcomers. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2021. [DOI: 10.1111/apps.12313] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
Affiliation(s)
- Samantha L. Jordan
- Department of Management, G. Brint Ryan College of Business University of North Texas Denton TX USA
| | - Joshua C. Palmer
- Michael A. Leven School of Management, Entrepreneurship and Hospitality Kennesaw State University Kennesaw GA USA
| | - Shanna R. Daniels
- Department of Management, College of Business Florida State University Tallahassee FL USA
| | - Wayne A. Hochwarter
- Department of Management, College of Business Florida State University Tallahassee FL USA
- Faber School of Business Australia Catholic University Melbourne VIC Australia
| | - Pamela L. Perrewé
- Department of Management, College of Business Florida State University Tallahassee FL USA
| | - Gerald R. Ferris
- Department of Management, College of Business Florida State University Tallahassee FL USA
| |
Collapse
|
9
|
Wiedenhöft GC, Luciano EM. Going the Extra Mile: Impact of Individuals’ Behavior on Information Technology Governance. RAC: REVISTA DE ADMINISTRAÇÃO CONTEMPORÂNEA 2021. [DOI: 10.1590/1982-7849rac2021190237.en] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/22/2022] Open
Abstract
ABSTRACT Objective: this work emphasizes the information technology governance (ITG) behavioral expression and aims to identify whether individual behavior contributes to the increase of the perceived maturity of the ITG mechanisms. The organizational citizenship behavior (OCB) concept was the base to develop a model of relations between individual behavior and ITG maturity. Methods: we carried out a survey with 243 IT personnel of the executive branch of a Brazilian state government. We used partial least squares as data analysis technique. Results: the findings show the existence of a positive and significant relationship between the variable spirit of initiative and the perceived maturity of the ITG mechanisms. Conclusions: the impact of ITG changes in individuals’ behavior needs to be considered, which reinforces that ITG is a critical resource for implementing public policies and executing governmental strategies. In order to raise the IT governance maturity, managers should foster the spirit of initiative in their teams, acting on their antecedents such as feelings of control, complexity, self-efficacy, and responsibility for changes. Consequently, individuals can make a deliberate decision, constantly evaluating the likely outcomes of their behaviors in favor of the adoption of ITG mechanisms.
Collapse
|
10
|
Fouquereau E, Morin AJS, Huyghebaert T, Chevalier S, Coillot H, Gillet N. On the Value of Considering Specific Facets of Interactional Justice Perceptions. Front Psychol 2020; 11:812. [PMID: 32477210 PMCID: PMC7242617 DOI: 10.3389/fpsyg.2020.00812] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/17/2020] [Accepted: 04/01/2020] [Indexed: 01/07/2023] Open
Abstract
This research seeks to verify the value of considering specific perceptions of informational and interpersonal justice over and above employees' global perceptions of interactional justice. In Study 1 (Sample 1: n = 592; Sample 2: n = 384), we examined the underlying structure of workers' perceptions of interactional justice by contrasting first-order and bifactor representations of their ratings. To investigate the true added value of specific informational and interpersonal justice perceptions once global interactional justice perceptions are taken into account, we also considered the relations between these global and specific perceptions and various outcomes. Our findings revealed that workers' perceptions of interactional justice simultaneously reflected a global interactional justice factor and two specific facets (interpersonal and informational justice). In Study 2, we identified employees' latent justice profiles based on their global (interactional justice) and specific (interpersonal and informational justice) levels of interactional justice. Five different interactional justice profiles were identified: low interpersonal, high interpersonal/average informational, high informational, normative, and high interpersonal/low informational. Employees' perceptions of transformational leadership are a significant predictor of profile membership. Finally, the five profiles were significantly associated with anxiety and emotional exhaustion.
Collapse
Affiliation(s)
- Evelyne Fouquereau
- EE 1901 QualiPsy, Département de Psychologie, Université de Tours, Tours, France
| | - Alexandre J S Morin
- Substantive Methodological Synergy Research Laboratory, Department of Psychology, Concordia University, Montreal, QC, Canada
| | - Tiphaine Huyghebaert
- Laboratoire C2S, Département de Psychologie, Université de Reims Champagne-Ardenne, Reims, France
| | - Séverine Chevalier
- EE 1901 QualiPsy, Département de Psychologie, Université de Tours, Tours, France
| | - Hélène Coillot
- EE 1901 QualiPsy, Département de Psychologie, Université de Tours, Tours, France
| | - Nicolas Gillet
- EE 1901 QualiPsy, Département de Psychologie, Université de Tours, Tours, France
| |
Collapse
|
11
|
Justice distributive et critères de distributions financières : entre performance, allégeance et besoin des salariés. PRAT PSYCHOL 2018. [DOI: 10.1016/j.prps.2018.01.002] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/21/2022]
|
12
|
Rurkkhum S, Bartlett KR. Organizational citizenship behaviour for collectivist cultures: instrument development and human resource development implications. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2017. [DOI: 10.1080/13678868.2017.1400820] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Suthinee Rurkkhum
- Faculty of Management Sciences, Prince of Songkla University, Hat Yai, Thailand
| | - Kenneth R. Bartlett
- Department of Organizational Leadership, Policy, and Development, University of Minnesota, Minneapolis, MN, USA
| |
Collapse
|
13
|
Lim BT, Loosemore M. The effect of inter-organizational justice perceptions on organizational citizenship behaviors in construction projects. INTERNATIONAL JOURNAL OF PROJECT MANAGEMENT 2017. [DOI: 10.1016/j.ijproman.2016.10.016] [Citation(s) in RCA: 48] [Impact Index Per Article: 6.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
|
14
|
Zedan Abd-Allah OM. The Relationship between Organizational Citizenship Behavior and Employee Engagement in Cement Industry in Egypt. SSRN ELECTRONIC JOURNAL 2016. [DOI: 10.2139/ssrn.2782766] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 09/01/2023]
|
15
|
Kwon Choi B, Koo Moon H, Ko W, Min Kim K. A cross-sectional study of the relationships between organizational justices and OCB. LEADERSHIP & ORGANIZATION DEVELOPMENT JOURNAL 2014. [DOI: 10.1108/lodj-08-2012-0103] [Citation(s) in RCA: 22] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to test the mediating effect of organizational identification (OI) in the relationship between organizational justice and organizational citizenship behavior (OCB), and also to examine the moderating effects of transactional and relational contracts in the relationship between OI and OCB.
Design/methodology/approach
– Data were collected from employees working for ten companies in South Korea. The participants were asked with a self-reported survey, and 284 questionnaires were used in the analyses.
Findings
– Among the three types of organizational justice, the effects of distributive and interactional justice on OCB were mediated by OI. The authors also found that the positive relationship between OI and OCB was stronger for both a low level of transactional and a high level of relational contract. In addition, the moderated mediation analyses confirmed that the indirect relationships between distributive, interactional justice and OCB through OI were valid for both high and low level of transactional contract, and only for low level of relational contract.
Practical implications
– To facilitate employees’ OCB, organizations have to pay adequate attention to distributive justice which is rather neglected, and also must understand what types of psychological contract employees have.
Originality/value
– This study intensively explored the internal mechanism as to how the different types of organizational justice lead to OCB by identifying the mediating effect of OI and moderating roles of psychological contracts.
Collapse
|
16
|
Ferreira AI, Braun T, Sydow J. Citizenship behavior in project-based organizing: comparing German and Portuguese project managers. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2013. [DOI: 10.1080/09585192.2013.777937] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.5] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/26/2022]
|
17
|
Justice, trust and employee reactions: an empirical examination of the HRM system. MANAGEMENT RESEARCH REVIEW 2013. [DOI: 10.1108/mrr-07-2012-0160] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
|
18
|
Ho VT, Gupta N. Retaliating against Customer Interpersonal Injustice in a Singaporean Context: Moderating Roles of Self-Efficacy and Social Support. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2012. [DOI: 10.1111/j.1464-0597.2012.00529.x] [Citation(s) in RCA: 8] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/27/2022]
|
19
|
Sekiguchi T, Hayashi Y. Self-Esteem and Justice Orientation as Moderators for the Effects of Individual-Targeted and Group-Targeted Justice. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2012. [DOI: 10.1111/j.1464-0597.2012.00518.x] [Citation(s) in RCA: 12] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
|
20
|
Rurkkhum S, Bartlett KR. The relationship between employee engagement and organizational citizenship behaviour in Thailand. HUMAN RESOURCE DEVELOPMENT INTERNATIONAL 2012. [DOI: 10.1080/13678868.2012.664693] [Citation(s) in RCA: 57] [Impact Index Per Article: 4.8] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/28/2022]
|
21
|
Lehmann-Willenbrock N, Grohmann A, Kauffeld S. Promoting Multifoci Citizenship Behavior: Time-Lagged Effects of Procedural Justice, Trust, and Commitment. APPLIED PSYCHOLOGY-AN INTERNATIONAL REVIEW-PSYCHOLOGIE APPLIQUEE-REVUE INTERNATIONALE 2012. [DOI: 10.1111/j.1464-0597.2012.00488.x] [Citation(s) in RCA: 38] [Impact Index Per Article: 3.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
|
22
|
Tulubas T, Celep C. Effect of Perceived Procedural Justice on Faculty Members’ Silence: The Mediating Role of Trust in Supervisor. ACTA ACUST UNITED AC 2012. [DOI: 10.1016/j.sbspro.2012.06.804] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
|