Doing Good, Feeling Good: Examining the Role of Organizational Citizenship Behaviors in Changing Mood

Abstract

This study investigates whether the altruism and courtesy dimensions of organizational citizenship behaviors (OCB) regulate mood at work. Social psychological theories of mood regulation suggest helping behaviors can improve individuals’ moods because helping others provides gratification and directs attention away from one's negative mood. We capture mood states prior to and following the enactment of OCBs using experience sampling methodology in a sample of managerial and professional employees over a 3‐week period. Results suggest altruism shows a pattern consistent with mood regulation; negative moods during the prior time period are associated with altruism and positive moods in the subsequent time period. The pattern of results for courtesy behaviors is only partially consistent with a mood regulation explanation. Consistent with theories of behavioral concordance, interaction results suggest individuals higher on Extroversion have more intense positive mood reactions after engaging in altruistic behaviors. Interactions with courtesy were not significant.

Personality Attitudes Affecting Employee Learning and Development: Prerequisites of Behaviour Leading to Learning and Development

“…This is good news for organizations because motivation of employees is generally high and it is, therefore, easier to work on education and learning of such personnel. Most authors also agree that motivation rather than interpersonal relationships influence interpersonal circumstances (Day, Sin and Chen, 2004;Glomb, et al 2011). Almost the same results were achieved in relation to tangible rewards (rewards and benefits), as stated in the results of this article.…”

“…The questions were designed based on theories and similar researches driven by Gannon and Maher (2012), Dalal, Bhave and Fiset (2014), Day, Sin and Chen (2004), Glomb, et al (2011), Vancouver (2012, Vancouver, Thompson and Williams (2001) and Sitzmann and Yeo (2013). Respondents' reactions to target statements and their attitudes to the given matter were restricted by offering a set of several statements.…”

“…Most researchers agree on the fact that the variability of behaviour and, consequently, performance or motivation is affected by interpersonal circumstances rather than by interpersonal relationships (Day, Sin and Chen, 2004;Glomb, et al 2011). …”

Effect of ingratiation on supervisor satisfaction through helping behavior: A moderated mediation model

“…Previous research has also reported various positive effects of helping behavior, particularly on personal development (Hansen, Larson & Dworkin, 2003) and physical and psychological well-being (Brown, Nesse, Vinokur & Smith, 2003;Sonnentag & Grant, 2012;Glomb, Bhave, Miner & Wall, 2011). Spitzmuller and Van Dyne (2013) distinguished between two streams of research on helping; first stream of research is based on social exchange theory that treats helping behavior as a reactive behavior while the second is based on the functional motives approach that treats helping as a proactive behavior.…”

Mediating Role of Self-Concordance on the Relationship Between Internet Altruistic Behaviour and Subjective Wellbeing

“…For instance, Moynihan et al (2015) pointed out that altruism improved SWB by replacing more negative mood, because it becomes more difficult to indulge in a negative mood like sadness, anger, or fear if a person is focused on offering help. Findings have shown that altruism can improve social relationships, raise gratification, and reduce negative emotions, and hence promote individuals' wellbeing (Bartlett & DeSteno, 2006;Glomb, Bhave, Miner, & Wall, 2011;Grant & Gino, 2010). Tian, Du, and Huebner (2015) revealed that altruistic behaviour was positively correlated with life satisfaction and positive affect.…”