Ascertaining the interaction effects among organisational citizenship behaviour, work overload and employees’ performance in the Ghanaian construction industry

Abstract

Purpose The purpose of this paper is to ascertain the interaction effects among organizational citizenship behavior (OCB), work overload (WO) and employees’ performance in the Ghanaian construction industry, thus identifying the thin boundary between advocating OCB and avoiding WO in attempt to increase higher employee performance. Design/methodology/approach Using a quantitative research method, three hypotheses were tested. The views of 86 project teams were elicited using a structured questionnaire, and linear regression was utilized to validate the hypotheses. Findings The study proved that OCBs positively affect employee performance in the construction industry. The results implied that increased work load on employees do not increase their productivity levels, but adversely increase the unconsiderable effects of employees’ work lives. In addition, WO played the role of homologizing moderation in the relationship between OCB and employee performance. Practical implications The findings suggest that there is a considerable effect of WO on overall employee performance in the construction industry; thus, there is a need for stakeholders to address this issue for performance improvement. Originality/value The application and investigation of these issues have dominated the banking industry but lacked in the construction industry. The current study therefore provides useful insight into the interaction effects among organizational citizenship behavior, WO and employees’ performance in the Ghanaian construction industry.

Perceived behavioral control as a mediator of hotels' green training, environmental commitment, and organizational citizenship behavior: A sustainable environmental practice

“…Employees exhibiting OCB are in high demand and are often sought by organizations (Kazemipour, Mohamad Amin, & Pourseidi, 2012; O'Grady, 2018; Ukeje, Lasisi, Eluwole, Titov, & Ozturen, 2020). Also, OCB relationship with several variables, for instance, OCB with the organizational outcome (Swaminathan & Jawahar, 2013), work overload, and employee performance (Kissi, Asare, Agyekum, Yamoah Agyemang, & Labaran, 2019), have called for several more studies. Employee commitment to the environment (Luu, 2018; Luu, 2019; Pham et al, 2019) builds employees' behavior toward the environment that can be utilized to implement sustainable environment (Tang, Chen, Jiang, Paille, & Jia, 2018).…”

The Mediating Role of Organizational Citizenship Behavior on the Effect of Passion and Empowerment on Job Performance

“…Based on previous studies, job performance was influenced by several individual antecedents, including organizational citizenship behavior (OCB). Performance was positively influenced by organizational citizenship behavior (Basu, Pradhan, & Tewari, 2017;Kissi et al, 2019). Organizational citizenship behavior and job performance were also influenced by passion and empowerment.…”

Impact of Work Motivation on Lecturer Performance Through Job Satisfaction at LL2DIKTI Indonesia

“…Another matter of the work environment uses 11 questions [24], [25]. Likewise, to measure lecturer performance using 20 individual performance questions [26], [27] . The total assessment of the four variables was measured using a Likert-type scale.…”