Exploring Organisational Citizenship Behaviour through the Lens of Age

Profili, Silvia; Sammarra, Alessia; Innocenti, Laura

doi:10.5430/ijba.v8n1p22

Cited by 7 publications

(14 citation statements)

References 70 publications

(82 reference statements)

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“…Similarly, Seligman and Csikszentmihalyi () argue that future mindedness is beneficial for well‐being, because it is a positive individual difference characteristic that can act as a buffer against mental illness and improve quality of life. Building upon this line of reasoning, primary studies have found generally positive associations between OFTP and the constructs of job satisfaction (e.g., Weikamp & Göritz, ), organizational commitment (e.g., Profili, Sammarra, & Innocenti, ), work engagement (e.g., Schmitt, Zacher, & de Lange, ), continuance intentions (e.g., Chen, ), achievement motivation (e.g., Froehlich et al, ), and motivation to learn (Kochoian, Raemdonck, Coertjens, Frenay, & Beausaert, ). Additionally, negative relationships have been found between OFTP and emotional exhaustion (e.g., Barbieri et al, ) and intentions to retire (e.g., Bal, de Lange, et al, ).…”

Section: Outcomes Of Oftpmentioning

confidence: 98%

Occupational future time perspective: A meta‐analysis of antecedents and outcomes

et al. 2018

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Summary Occupational future time perspective (OFTP) refers to employees' perceptions of their future in the employment context. Based on lifespan and organizational psychology theories, we review research on OFTP and offer a meta‐analysis of antecedents and outcomes of OFTP (K = 40 independent samples, N = 19,112 workers). Results show that OFTP is associated with individual characteristics and personal resources, including age (ρ = −0.55), job tenure (ρ = −0.23), organizational tenure (ρ = −0.25), educational level (ρ = 0.16), and self‐rated physical health (ρ = 0.16), as well as job characteristics, such as job autonomy (ρ = 0.22). Moreover, OFTP is related to important work outcomes, including job satisfaction (ρ = 0.28), organizational commitment (ρ = 0.41), work engagement (ρ = 0.22), retirement intentions (ρ = −0.37), and work continuance intentions (ρ = 0.16). OFTP is also related to task (ρ = 0.11) and contextual performance (ρ = 0.20). Additional analyses show that OFTP predicts job attitudes and work performance above and beyond the effects of another developmental regulation construct, selection, optimization, and compensation strategies. Overall, the findings of our meta‐analysis suggest that OFTP is an important construct in the context of an aging workforce.

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Section: Outcomes Of Oftpmentioning

confidence: 98%

Occupational future time perspective: A meta‐analysis of antecedents and outcomes

et al. 2018

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“…Within the workplace, diversity refers to those visible (e.g., age, gender) or invisible (e.g., sexual orientation) characteristics of employees that can either be a resource or an obstacle to the achievement of today’s organizational goals of competitiveness and performance [ 3 , 4 ]. Accumulating research in the field of age at work indicate that a potential obstacle stemming from increased age diversity within the workplace is the rise of age prejudice and age discrimination [ 1 , 5 , 6 , 7 , 8 ]. In fact, research supports that the emergence of positive or negative effects of diversity largely depends on the workplace practices that encourage or devalue certain personal characteristics (e.g., age) [ 4 , 9 ].…”

Section: Introductionmentioning

confidence: 99%

“…As suggested by social exchange theory [ 19 , 20 ], a high-diversity climate is also likely to promote employees’ perceptions of being cared for by their organization, regardless of age [ 18 ]. As a result, employees will be willing to reciprocate through increased trust, higher performance and organizational citizenship behaviors, and reduced turnover [ 8 , 14 , 20 , 21 , 22 ].…”

Section: Introductionmentioning

confidence: 99%

“…While research investigating the effect of age diversity climate on organizational-level work-related outcomes (e.g., firm performance, organizational commitment) has been gaining prominence (e.g., [ 8 , 18 ]), less attention has been devoted to its impact on individual-level work-related outcomes (e.g., work engagement and wellbeing).…”

Section: Introductionmentioning

confidence: 99%

“…Research supports the positive organizational-level outcomes of age diversity climate, such as increased firm performance and organizational commitment (e.g., [ 14 , 18 , 24 ]). For instance, Profili, Sammarra and Innocenti [ 8 ], in a sample of 326 Italian employees, found that age diversity climate positively impacted organizational citizenship behaviors through the effect of affective commitment. Moreover, Böhm, Kunze and Bruch [ 18 ] observed a positive effect of age diversity climate on performance, suggesting that an important indicator of firm performance is how well employees can work together despite their age differences.…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Age Diversity Climate Affecting Individual-Level Work-Related Outcomes

Bellotti

Zaniboni

Balducci

et al. 2022

IJERPH

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The present study answers the call for more studies to investigate the age diversity climate’s effect on individual-level outcomes. Building on the social identity approach and social exchange theory, we surveyed 110 Italian employees aged between 18 and 61 years old (M = 46.10, SD = 10.02) and investigated the role of age diversity climate in predicting intentions to quit (H1), job-related wellbeing (H2), and work engagement (H3). Our findings confirmed the hypotheses (H1 and H2), showing the added effect of age diversity climate over and above age, job tenure, role clarity, job demands, job control, perceived support, and perceived job and organizational fit. In fact, age diversity climate accounted for a significant increase in the variance explained for two of the three hypothesized models (i.e., intentions to quit and job-related wellbeing, but not work engagement). To conclude, this study contributes to the existing literature by showing the age diversity climate’s predictive value for turnover intentions and job-related wellbeing, and corroborating the importance of supporting age diversity through a variety of Human Resources Management strategies.

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A nexus among high performance work systems, employee engagement, perspective-taking, trust in leader and organisational innovation: an insight from developing country

Jatoi,

Shah,

Shah

et al. 2024

JHOM

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PurposeThe purpose of this research is to examine the relationship between high- performance work systems (HPWS) and organisational innovation in hospital settings, examining the role of employee engagement as a mediator in this relationship. Additionally, the study aims to investigate the moderating role of perspective-taking between HPWS and employee engagement as well as the moderating effect of trust in leader on the connection between employee engagement and organisational innovation.Design/methodology/approachA quantitative-deductive causal method, along with a cross-sectional approach, was utilized. Structural equation modelling was applied to analyse data from a sample of 530 doctors employed in hospitals, practicing human resources management in the public and private sectors of Sindh province, Pakistan.FindingsThe findings show positive effects of HPWS on employee engagement and organisational innovation. Additionally, employee’s engagement partially mediates the relationship between HPWS and organisational innovation, while the moderating role of perspective-taking significantly influences the link between HPWS and employee engagement.Originality/valueWhile HPWS are recognized for enhancing organisational innovation, this study confirms their positive effects on individual and organisational outcomes, particularly within the healthcare sector in Pakistan. This study suggests that when HPWS are effectively perceived and implemented, these integrated practices can be beneficial for both employees and organizations, even in challenging situations.

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Exploring Organisational Citizenship Behaviour through the Lens of Age

Cited by 7 publications

References 70 publications

Occupational future time perspective: A meta‐analysis of antecedents and outcomes

Occupational future time perspective: A meta‐analysis of antecedents and outcomes

Age Diversity Climate Affecting Individual-Level Work-Related Outcomes

A nexus among high performance work systems, employee engagement, perspective-taking, trust in leader and organisational innovation: an insight from developing country

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