Exploring the influence of working environments' restorative quality on organisational citizenship behaviours

Bellini, Diego; Ramaci, Tiziana; Bonaiuto, Marino; Cubico, Serena; Favretto, Giuseppe; Johnsen, Svein Åge Kjøs

doi:10.1504/ijewe.2019.097146

Cited by 14 publications

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“…In particular, according to the present research, among the major critical issues are: Physical and emotional fatigue; the presence of aloof and apathetic students, colleagues and interpersonal relationships; and feelings of frustration due to the non-implementation of their expectations [75][76][77]. Furthermore, the difficulties of young Sicilian teachers to securely enter a profession is a risk factor for establishing a personal and social identity, as well as for their mental health [78][79][80]; they may even impact one's awareness, especially because the principle on which postmodern society is based is the demonstration of the value of one's own resources [81].…”

Section: Discussionmentioning

confidence: 76%

Burnout and Self-Perceived Instructional Competence: An Exploratory Study of a Group of Italian Female Elementary School Teachers

Pellerone

Rapisarda

Trischitta

et al. 2020

IJERPH

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Since the first half of the 1980s, burnout in teachers has been the object of particular attention by many international authors. Teachers are subject, more than other professions, to numerous and heavy pressures, covering the peculiarity of the profession. The objectives of the present research are to measure the predictive role of emotional exhaustion, depersonalization, and personal accomplishment on the quality of teaching in a group of elementary school teachers. We carried out a cross-sectional study involving 324 Sicilian female teachers, who worked in three school orders: Kindergarten, primary school, and the first year of middle school. Participants completed a socio-demographic questionnaire, the assessment teaching scale for primary school teachers (ECAD-EP), and the Maslach Burnout Inventory (MBI). In reference to the level of burnout, the correlation analysis underlined the presence of a positive correlation between: Emotional exhaustion and depersonalization; and a negative correlation between exhaustion and depersonalization. Furthermore, a predictive role of emotional exhaustion, depersonalization, and personal accomplishment on the quality of teaching in a group of primary school teachers was found.

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Section: Discussionmentioning

confidence: 76%

Burnout and Self-Perceived Instructional Competence: An Exploratory Study of a Group of Italian Female Elementary School Teachers

Pellerone

Rapisarda

Trischitta

et al. 2020

IJERPH

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“…Ethical climates such as friendship utilizing the social identity approach projected better behaviors and attitudes of employees concerning many outcomes including turnover intention (Teresi et al, 2019). Studies also found that organizational justice theory impacts the effects on OCB through perceived restorativeness (Bellini et al, 2019). However, studies on TL have examined TL theory and its four dimensions significantly affecting OCB (Jiang et al, 2017) and ER (Adekanbi, 2016;Sow et al, 2016).…”

Section: Theoretical Background and Hypothesismentioning

confidence: 99%

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

et al. 2020

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This study investigates the impact of transformational leadership on employee retention in small-and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership-OCB and OCB-employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.

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“…Based on its centrality, researchers have investigated the impact of ethical climate on individual’s emotions, perceptions, and behaviors. Indeed, ethical climate has been demonstrated to significantly influence the ethical behavior of employees (e.g., Treviño et al, 1998; Fritzsche, 2000), job attitudes (e.g., job satisfaction; Deshpande, 1996; Schwepker, 2001; Ambrose et al, 2008), commitment to the organization (e.g., Babin et al, 2000), proactive customer service performance (e.g., Lau et al, 2017), turnover intentions (e.g., Mulki et al, 2006), organizational citizenship behaviors (e.g., Leung, 2008; Shin, 2012; Pagliaro et al, 2018; see also Bellini et al, 2019), organizational deviance (e.g., Hsieh and Wang, 2016), corruption (e.g., Gorsira et al, 2018), and a range of counterproductive behaviors including tardiness or absenteeism (Wimbush and Shepard, 1994; Peterson, 2002). To sum up, ethical climate is related to the promotion of positive work behaviors and, on the contrary, to the prevention of deviant work behaviors (for a review, see Newman et al, 2017).…”

Section: Ethical Climate(s) and Its Importance In Organizationsmentioning

confidence: 99%

Ethical Climate(s), Organizational Identification, and Employees’ Behavior

et al. 2019

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Ethical climate defines what is correct behavior and how ethical issues should be handled within organizations. For this reason, it plays a key role in organizational life. We relied on the social identity approach to compare the effects of two specific ethical climates – an ethical climate of self-interest vs. friendship – on employees’ reactions. In two scenario-based experiments ( N 1 = 152 and N 2 = 113), participants were asked to imagine themselves working in an organization described either as characterized by a friendship or a self-interest ethical climate. They completed measures of identification, commitment, perceived organizational morality, turnover intention, recommendation, and the minimum wage they would accept to work for that organization. An ethical climate of friendship predicted better employees’ attitudes and behavioral intentions, and these were mediated by identification with, and commitment to, the organization. In Study 2, participants were less willing to move from an organization characterized by an ethical climate of friendship to a company characterized by an ethical climate of self-interest than vice versa, and asked for more money to accept this new job offer. Results, which confirmed that organizational identification and commitment represent key factors in organizational life, are discussed in terms of practical interventions that promote pro-organizational behavior.

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Exploring the influence of working environments' restorative quality on organisational citizenship behaviours

Cited by 14 publications

References 0 publications

Burnout and Self-Perceived Instructional Competence: An Exploratory Study of a Group of Italian Female Elementary School Teachers

Burnout and Self-Perceived Instructional Competence: An Exploratory Study of a Group of Italian Female Elementary School Teachers

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

Ethical Climate(s), Organizational Identification, and Employees’ Behavior

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