The purpose of this paper is to examine manifestations, antecedents, and consequences of employees' extra-role behaviour in Russian business organisations. The authors empirically identify four distinct types of extra-role behaviour: active prosocial, passive prosocial, oriented towards extra efforts at work, and challenge-oriented. The study is based on a sample of 112 employees from two organizations (manufacturing and IT). The analysis shows that organization-based management practices are stronger predictors of extra-role behaviors compared to respondents' individual characteristics. The authors also found that the two types of extra-role behavior ('passive prosocial' and 'oriented towards
* Исследование осуществлено при поддержке Программы фундаментальных исследований НИУ ВШЭ под руководством А. Г. Эфендиева. * The study was supported by the HSE Program of Fundamental Studies under the direction of A. G. Efendiev.
The article is dedicated to the analysis of the influence of line managers’ day-to-day practices on employees’ behavior, desirable for the organization, and on the attitudes of the managers themselves. Desirable behavior of employees included organizational and civic behavior, as well as self-education practices and team cohesion. Line managers’ job attitudes included job satisfaction, work involvement and organization commitment. The empirical analysis is based on the survey of 1116 line managers in 400 organizations from 11 industries. Several results were obtained during the current study. First, four groups of line managers’ day-to-day practices were identified: basic functions, such as organization and control as well as planning, and advanced functions, such as employee development and finance management. Second, line managers’ employee development practices have the highest level of positive effect on the desired behavior of subordinates, while finance management practices have a negative effect on team cohesion and prosocial behavior. Despite the negative effect, a behavior is inspired that is focused on initiatives and voice. Also, employee development practices have a positive influence on the job attitudes of line mangers, job involvement and organization commitment, but finance management has a strong negative influence on line managers’ satisfaction. Consequently, it seems worthwhile to increase the level of line managers’ employee development practices, while sole finance management does not result in positive effects. A high level of employee development practices may increase an organization’s effectiveness.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.