How to Prevent Stress in the Workplace by Emotional Regulation? The Relationship Between Compulsory Citizen Behavior, Job Engagement, and Job Performance

Abstract

Based on cognitive dissonance theory, this study aims to test good soldier syndrome regarding the relationship among compulsory citizenship behavior, job engagement, emotion regulation, and job performance so as to promote sustainable Human Resource Management (HRM). The sample, which applied the purposive sampling method, comprised 89 supervisors and 304 subordinates who work from 4-star and 5-star hotels in Taiwan. The results showed that the relevantly negative effect of employees’ performance is caused by compulsory citizenship behavior, that job engagement mediates the relationship between compulsory citizenship behavior and job performance, and that the indirect effect between compulsory citizenship behavior and job performance via job engagement is moderated by emotion regulation. Based on the findings of this study, this paper provides managerial implications, limitations of the current study, and future research suggestions.

Özel Sektör Hi̇zmet Sinifi Çalişanlarinda Zorunlu Vatandaşlik Davranişinin İş Performansina Etki̇si̇: Psi̇koloji̇k Rahatliğin Düzenleyi̇ci̇ Rolü

“…Therefore, the job performance of the employees may decrease gradually. This conclusion of the research is supported by the research of Hung, et al (2022).…”

“…However, in this study, psychological comfort moderates and increases job performance with the positive effect of pressure and stress brought on by compulsory citizenship behavior. Because compulsory citizenship behavior alone reduces job performance (Hung et al, 2022). However, psychological comfort includes the sense of belonging, ownership and control over the person's work area (Vischer, 2007, p. 69).…”

“…Mandatory citizenship behavior can affect employees psychologically and physiologically. In a study conducted in Taiwan, where the relationship between compulsory citizenship behavior and job performance was examined, it was found that employee performance was negatively effected by compulsory citizenship behavior (Hung et al, 2022).…”

“…In the literature, compulsory citizenship behavior and work-family conflict (Liu, Zhao, & Sheard, 2017), extra role behavior (Vigoda-Gadot, 2007), work engagement and job performance (Hung et al, 2022), work alienation (Aydemir, & Akdoğan, 2021), organizational outcomes (Ahmadian, Sesen & Soran, 2017) relationships were examined. On the other hand, although psychological comfort is a concept that has not been studied much in the literature, stress and burnout syndrome (Makara-Studzińska et al, 2021), service sector (Radia, et al, 2022) , intention to leave (Gecen, 2021;Yener, 2016), knowledge sharing, passion for work and employee performance (Gençel, Akçakanat & Dinç, 2020), learning behavior in teams (Edmondson, 1999), interpersonal trust and employee voice (Derin, 2017), job performance (Al Douri, 2021) and psychological comfort relationships were examined.…”

“…69-70). When the literature is examined, although there are many studies on job performance (Al Douri, 2021;Hung et al, 2022;Makara-Studzińska et al, 2021), no study has been found on the effect of compulsory citizenship behavior, which is considered a new concept according to organizational citizenship behavior, on job performance and the moderator role of psychological comfort. However, there are few studies examining the concept of psychological comfort in the service sector (Radia et al, 2022).…”