Examining the nature, causes, and consequences of profiles of organizational citizenship behavior

Abstract

Summary Research on organizational citizenship behavior (OCB) typically focuses on either one type of OCB or an aggregate of multiple types of OCB. We investigate a third conceptualization of OCB by examining how employees use conscientiousness, sportsmanship, civic virtue, courtesy, and altruism in distinct combinations. In Study 1, we identify 5 profiles of citizenship in a sample of 129 workers in a medium‐sized firm. Some employees used either high levels (prosocial citizens), above average levels (contributors), or low levels of all 5 OCBs (disengaged). Another profile of employees (specialists) displayed relatively high levels of civic virtue and altruism, and a final profile of employees (moderates) engaged in below‐average levels of all OCBs except conscientiousness. We also found that organizational concern citizenship motives related to these profiles. In Study 2, using a more generalizable sample of over 400 employees, we replicated 4 of the 5 profiles and identified a group of employees who mainly engaged in OCBs aimed at others (good coworkers). Using data collected at 3 points in time, we also found that citizenship motives (impression management, prosocial values, and organizational concern) predicted all 5 OCB profiles and that these profiles predicted job performance ratings, workplace status, and citizenship fatigue.

Islamic Work Ethics-Based Organizational Citizenship Behavior to Improve the Job Satisfaction and Organizational Commitment of Higher Education Lecturers in Indonesia

“…The results of this study indicate that job satisfaction is not always have larger influence with indirect effect in increasing the commitment of members of the organization in terms of affective, continuance and normative commitment. The results of this study are not consistent with previous studies (Brockner et al, 2006;Ma et al, 2018;Chan and Lai, 2017;Harris et al, 2018;Klotz et al, 2018).…”

Procedural justice, job satisfaction and organisational citizenship behaviour within small and medium scale enterprises in Nigeria

“…Having controlled for age and gender in line with previous studies (Chattopadhyay, 1999;Kidder, 2002;Klotz et al, 2018), our finding revealed a significant relationship between these two demographic variables and OCB. This is particularly important because it informs the researcher of the influence which these controlled variables had on this study.…”

“…In line with studies on OCB (Chattopadhyay, 1999;Kidder, 2002;Klotz, Bolino, Song, & Stornelli, 2018), the current study controlled for age and the gender of respondents as they may confound the findings of the study.…”

Psychometric Properties of the Revised Organizational Citizenship Behaviour Questionnaire

“…Ketvirtoji pilietišką elgesį vertina vienu apibendrintu rodikliu, kuris susieja įvairias elgesio formas (pavyzdžiui, Joireman, Kamdar, Daniels, & Duell, 2006). Naujausiuose tyrimuose (Klotz, Bolino, Song, & Stornelli, 2018) pristatoma dar viena pilietiško elgesio tyrimų galimybė -profilių nustatymas. Autoriai, įvertinę darbuotojų pilietinį įsitraukimą, sąmoningumą, pakantumą, pagarbą, altruizmą, sudarė pilietiško elgesio profilius, pagal kuriuos darbuotojai buvo suskirstyti į penkias grupes (prosocialūs, padedantieji, specialistai, nuosaikieji ir neįsitraukę).…”

“…Ng & Feldman (2008) nustatė, kad vyresnio amžiaus darbuotojai dažniau elgiasi pilietiškai, palyginti su jaunesniais kolegomis, tačiau Dirican ir Erdil (2016) tyrimu gavo, kad į darbuotojus nukreipto pilietiško elgesio raiška nesiskiria, lyginant darbuotojus, kurių amžius yra iki 30 metų, su vyresniais. Statuso (pareigų) atžvilgiu nustatyta, kad vadovai yra stipriau įsitraukę į pilietišką elgesį, palyginti su nevadovaujančiais darbuotojais, tačiau taip yra ne todėl, kad asmuo turi aukštesnes pareigas, o todėl, kad greičiau karjeros laiptais kyla darbuotojai, kurie aktyviau demonstruoja pilietišką elgesį (Klotz et al, 2018). Be abejo, pilietiško elgesio raiškos skirtumai, priklausantys nuo pareigų ir demografinių charakteristikų, yra nulemti konkrečių lyginamoms grupėms būdingų elgesio motyvų, veiklos pobūdžio ar kitų imties specifiką apibūdinančių veiksnių.…”