A research about the relationship of psychological safety and organizational politics perception with compulsory citizenship behavior and the pressures behind compulsory citizenship behavior

Abstract

The main purpose of this study is to examine the relationship of Psychological Safety (PS) and Organizational Politics Perception (OPP) with Compulsory Citizenship Behavior (CCB). In order to investigate whether CCB exists or not in Turkish institutions, 27 item-OCB scale is considered with its dimensions and asked with an introduction that whether the respondents have experienced any pressure for displaying these behaviors. Moreover, the potential pressures such as respondents' oneself, family, coworkers, organizational climate and supervisor were asked. Participants are composed of 170 employees working in Turkish finance institutions. CCB scale is divided into three factors which are labeled as Compulsory Harmony, Compulsory Devotion and Compulsory Conscientiousness. According to the results, PS does not make significant contribution on CCB but OPP makes a significant contribution. Results showed that CCB are not high among finance employees. However, employees mostly put pressure on themselves and secondly they feel the pressure of their family responsibilities for displaying CCB. Besides, self and family pressure both do not make significant contribution on CCB and its dimensions but manager, successful coworker and organizational climate pressures make significant contribution on CCB.

Compulsory Citizenship Behaviour among Academic Staff of Private Higher Education Institutions in Melaka, Malaysia

“…This finding is in line with previous studies (Ahmadian et al, 2017;Vigoda-Gadot, 2007). The study by Alkan (2015) confirmed that organisational politics were positively correlated with compulsory citizenship behaviour. In other words, employees who were working in a political working environment tended to unwillingly handle extra-roles.…”

“…Ahmadian et al (2017) found that organisational politics make a positive contribution toward compulsory citizenship behaviour. This finding is also in accordance with findings by Alkan (2015).…”

“…In the political environment, employees are assumed to fulfill a greater job scope, especially the extra-role, without formal reward or recognition. However, employees may tend to feel pressure to practice extra-role in a high-level political workplace and turn out voluntary behaviour to become compulsory citizenship behaviour (Alkan, 2015). Ahmadian et al (2017) found that organisational politics make a positive contribution toward compulsory citizenship behaviour.…”

Ortaokul Öğretmenlerinin Örgütsel Politika Algıları ile Örgütsel Bağlılıkları ve Örgütsel Vatandaşlık Davranışları Arasındaki İlişki

“…Yapılan analizler sonucunda ortaokul öğretmenlerinin örgütsel vatandaşlık davranışlarındaki varyansın yaklaşık % 7'sinin örgütsel politika algılarında meydana gelen değişimle açıklanabildiği, öğretmenlerin örgütsel politika algısının örgütsel vatandaşlık davranışlarını negatif yönde anlamlı bir şekilde yordadığı sonuçlarına ulaşılmıştır. Bu araştırmadan elde edilen sonuçlar ilgili araştırma sonuçlarıyla benzerlik göstermektedir (Afshardoust ve diğerleri, 2013;Alkan, 2015;Bedi ve Schat, 2013;Faye ve Long, 2014;Maslyn ve Fedor, 1998). Örgütsel vatandaşlık davranışı ile örgütsel politika algısı arasındaki ilişki örgütsel bağlılıkta olduğu gibi sosyal değişim ve yatırım teorisi ile açıklanmaktadır (Cropanzano ve diğerleri, 1997;Wilson, 2000).…”

Ethical Leadership as an Influence: A Multi-Level Analysis Predicting Citizenship Behavior

“…An employee behavior has been a focus of concern for practitioners and scholars because it is relatively difficult to predict, determine and measure behavior. Prior research has studied citizenship behavior as a multi-dimensional construct which has its positive outcomes in terms of organizational citizenship behavior (LePine, Erez, & Johnson, 2002;Luthans& Youssef, 2007;Podsakoff et al, 2009) and negative outcomes in terms of compulsory citizenship behavior (Vigoda-Gadot, 2007;Zhao et al, 2014;Alkan & Turgut, 2015). The prevalent literature has clearly made distinctions between these two constructs based on the former being a voluntary helping behavior, and the latter being a forced involuntary behavioral outcome (Ahmad & Khan, 2016;Vigoda-Gadot, 2007).…”