Employee responsibility a key goal for managers

Loveland, John; Mendleson, Jack L.

doi:10.1002/hrm.3930130107

Cited by 5 publications

(3 citation statements)

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“…If individuals feel responsibility toward the organization, fellow workers, or clients, they may be more likely to seek to help through extrarole acts. This may account for the occupational differences in extrarole behaviors reported by Loveland and Mendleson (1974) because certain role occupants may be made to feel responsible (either implicitly or explicitly) for others' actions.…”

Section: Felt Responsibility and Extrarole Behaviormentioning

confidence: 99%

Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility.

Pearce¹,

Gregersen²

1991

Journal of Applied Psychology

431

337

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A model hypothesizing that task interdependence affects supervisor-reported extrarole behavior indirectly through employee felt responsibility was tested in this study. The model was supported by path analysis in a sample of 290 health-care and administrative employees in two hospitals. The results (a) demonstrate the importance of asymmetric felt responsibility to extrarole behavior and (b) show the need to include mediating psychological states when testing the effects of workplace structures on extrarole behaviors. New scales for measured employee-perceived task interdependence are introduced.

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Section: Felt Responsibility and Extrarole Behaviormentioning

confidence: 99%

Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility.

Pearce¹,

Gregersen²

1991

Journal of Applied Psychology

431

337

View full text Add to dashboard Cite

show abstract

“…Evidence from available research indicates that employees in similar work contexts may have different beliefs about their obligations and that employee role definitions may change over time (Hofmann, Morgeson, & Gerras, 2003; Korsgaard, Sapienza, & Schweiger, 2002; Lam, Hui, & Law, 1999; Loveland & Mendleson, 1974; Morrison, 1994; Robinson, Kraatz, & Rousseau, 1994). These studies highlight the importance of both contextual and individual-difference factors as OCB role definition determinants, and scholars are increasingly calling for systematic research in this area (Morrison, 1994; Podsakoff, MacKenzie, Paine, & Bachrach, 2000; Tepper et al, 2001).…”

mentioning

confidence: 99%

"All in a Day's Work": How Follower Individual Differences and Justice Perceptions Predict OCB Role Definitions and Behavior.

Kamdar¹,

McAllister²,

Turban³

2006

Journal of Applied Psychology

188

183

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The authors draw on theories of social exchange and prosocial behavior to explain how employee perceptions of procedural justice and individual differences in reciprocation wariness, empathic concern, and perspective taking function jointly as determinants of organizational citizenship behavior (OCB) role definitions and behavior. As hypothesized, empirical findings from a field study show both direct and interactive effects of procedural justice perceptions and individual differences on OCB role definition. In turn, OCB role definitions not only predict OCB directly but also moderate the effects of procedural justice perceptions on OCB. The authors explore the implications of these findings for practice as well as research.

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“…These items all seemed to relate to employee citizenship activities and therefore, employee Hypothesis 2 A (citizenship) was formulated. The second two-item factor related to volunteer activities (F ¼ 1.008, Cronbach's alpha ¼ 0.5602) and included ''donating personal time to the organization when necessary'' (Scholl et al, 1987) and ''pursuing self-training'' (Loveland and Mendleson, 1974). Although reliability was very poor for this measure, utilizing the rationale presented in the previous section, Hypothesis 2 B (volunteerism) was still formulated.…”

Section: Work Valuesmentioning

confidence: 98%

Value Congruence Awareness: Part 2. DNA Testing Sheds Light on Functionalism

Isaac

Wilson

Pitt

2004

Journal of Business Ethics

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Part 1 of this exploratory study demonstrated that for terminal, instrumental, and work values, supervisors could only accurately assess the extent to which their terminal values are congruent with their employees, whereas, employees could only accurately describe degrees of alignment with their supervisors' work values. Thus, supervisors appear to possess conscious awareness of the terminal values held by their employees and employees similarly possess conscious awareness of their supervisors' work values. Part 2 of the study examined what each of these two parties might do with their conscious knowledge concerning value congruence with the other member. Supervisor ratings and employee self-ratings concerning employee job performance, citizenship, climate fit, working relationship (LMX), and other issues, were correlated with supervisor terminal value congruence estimates and employee work value congruence estimates respectively. For supervisors, only one significant finding was noted, indicating a positive relationship between the supervisors' awareness of terminal value congruence with the employee and the supervisors' estimate of the employee's potential for future promotion. For employees, seven hypotheses received support demonstrating relationships between the employees' awareness of supervisor/employee work value congruence and self-ratings of work behaviours, citizenship behaviours, volunteerism behaviours, work climate behaviours, work climate attitudes, work climate organizational-wide attitudes, and the supervisor/employee working relationship. Implications for management and future research are discussed.

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Employee responsibility a key goal for managers

Cited by 5 publications

References 0 publications

Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility.

Task interdependence and extrarole behavior: A test of the mediating effects of felt responsibility.

"All in a Day's Work": How Follower Individual Differences and Justice Perceptions Predict OCB Role Definitions and Behavior.

Value Congruence Awareness: Part 2. DNA Testing Sheds Light on Functionalism

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