Increasing Compulsory Citizenship Behavior and Workload: Does Impression Management Matter?

Liu, Fang; Chow, Irene Hau‐Siu; Huang, Man

doi:10.3389/fpsyg.2019.01726

Cited by 23 publications

(18 citation statements)

References 46 publications

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“…Moreover, impression management as a motive for OCB can also related to organizational capital. For instance, individuals can use organizational policies and systems related to promotions as a reason to engage in OCB ( Bolino, 1999 ; Hui et al., 2000 ; Liu et al., 2019 ; Min, 2018 ; Qiu et al., 2020 ). Furthermore, employees also show OCB because they cannot distinguish between in-role and extra-role activities ( Kim et al., 2013 ); this confusion can be linked with the organizational systems and procedures, which are part of organizational capital.…”

Section: Literature Reviewmentioning

confidence: 99%

Intangible assets and organizational citizenship behavior: A conceptual model

Tefera

Hunsaker

2020

Heliyon

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Through reviewing extant literature, this conceptual paper is aimed to improve the understanding of the intervening mechanisms that influence the relationship between intangible assets (IAs) and organizational citizenship behavior (OCB) to improve the performance of contemporary knowledge-dependent organizations. The authors believe this to be the first attempt to bring four major components of IAs together and look at their relationship with OCB. This helps to create awareness of the necessity of matching key resources with appropriate behavior to improve organizations’ competitive advantages. The proposed model and propositions showed relationships between IAs and OCB mediated and moderated by work engagement and perceived organizational support, respectively. Moreover, this paper suggests the need for integrated multi-level studies to strengthen the links between critical resources and behaviors to put the learning organization on the right growth track. Future research is suggested on new conceptualizations of IAs, such as spiritual capital, as well as the relationship of IAs with other typologies of OCB.

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Section: Literature Reviewmentioning

confidence: 99%

Intangible assets and organizational citizenship behavior: A conceptual model

Tefera

Hunsaker

2020

Heliyon

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“…Interestingly, it should be noted that many helping behaviours under the label of OCBs migrated "from discretionary to required" (Turnipseed and Wilson, 2009, p.201) and can stem either from personal values and initiatives or from external pressures or rewards. In fact, a growing body of research suggests that compulsory citizenship is prevalent in organisations (e.g., Liu et al, 2019) and has negative impact on employees'…”

Section: Characteristics Of Good Soldiers' Helping Behavioursmentioning

confidence: 99%

Beyond quid pro quo: good soldiers and characteristics of their helping behaviours

Szulc

2020

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PurposeGood soldiers are people who engage in citizenship behaviors “to do good” instead of “to look good”. The purpose of this article is to explore the motivations behind and the specific characteristics of behaviours of the good soldiers in the context of work using social exchange theory (SET) as a theoretical framework.Design/methodology/approach A total of 47 dyadic interviews with 94 individuals from three organisations where good soldiers are most likely to be observed were conducted.FindingsData analysis revealed that good soldiers are driven by concern for others and generalised reciprocity, but not by expectations of self-benefits. Their actions were further found to be discretionary, reactive and proactive and associated with different levels of self-sacrifice.Practical implicationsThe findings of this study point human resources (HR) practitioners' attention towards qualitatively unique acts of good soldiers. An assumption is made that awareness of such behaviours can help organisations to stimulate individual self-motivation, so that the quality of helping behaviours could be improved.Originality/valueArguing for a fundamental rethink of the psychological foundations underpinning helpful behaviours, this paper departs from predominantly individualistic view on work motivation and reinforces the other-oriented, altruistic dimension of SET. In doing so, it addresses the lack of conceptual and theoretical clarity on differently motivated helping and extends the existing limited research evidence in this area. It further addresses a need for a comprehensive understanding of other-oriented behaviours and accounts for vital – yet neglected – features of such acts.

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“…378 applications they think not useful in order to alleviate the increased workload, and thus increase their productivity in the face of extra role behaviors expected from them. This result is important in that it demonstrates that compulsory citizenship behavior may have positive effects, unlike other studies arguing that it had only negative consequences (Vigoda-Gadot, 2006;Bolino et al, 2010;Topçu et al, 2017;Ahmadian et al, 2017;He et al, 2018;Liu et al, 2019;Köksal, 2020). In the present study, the mediating effect was also questioned by adding the organizational dissent as a tool variable to the relationship between compulsory citizenship behavior and task resourcefulness, which is the dependent variable.…”

Section: Zorunlu Vatandaşlik Davranişinin Görev Beceri̇kli̇li̇ği̇ üZeri̇ne Etki̇si̇nde öRgütsel Muhalefeti̇n Aracilik Rolü Ve öRgütsel Gümentioning

confidence: 57%

Zorunlu Vatandaşlık Davranışının Görev Becerikliliği Üzerine Etkisinde Örgütsel Muhalefetin Aracılık Rolü ve Örgütsel Güvenin Düzenleyici Rolü

Baş

Şirin

2021

Cumhuriyet Üniversitesi İktisadi Ve İdari Bilimler Dergisi

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The present study aims to examine the mediating role of organizational dissent and the moderating role of organizational trust in the relationship between compulsory citizenship behavior and job crafting. In this context, the data were obtained from 482 employees working in public institutions in Erzincan Municipality by survey method. The obtained data were analyzed using AMOS and SPSS programs. As a result of the analysis, it was determined that compulsory citizenship behavior increases employees' job crafting behaviors both directly and indirectly through organizational dissent. It was also found that organizational trust has a mediating role in the relationship between compulsory citizenship behavior and job crafting. To the knowledge of the researcher, in the related literature, there is no study examining compulsory citizenship behavior, job crafting, organizational dissent and organizational trust together and dealing with the relationship between them. In addition, there is no study analyzing the mediating and moderating role performed with these scales. In this study, only public employees were studied. In this context, different results can be obtained by examining the levels of compulsory citizenship behavior, job crafting, organizational dissent and organizational trust on private sector employees.

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Increasing Compulsory Citizenship Behavior and Workload: Does Impression Management Matter?

Cited by 23 publications

References 46 publications

Intangible assets and organizational citizenship behavior: A conceptual model

Intangible assets and organizational citizenship behavior: A conceptual model

Beyond quid pro quo: good soldiers and characteristics of their helping behaviours

Zorunlu Vatandaşlık Davranışının Görev Becerikliliği Üzerine Etkisinde Örgütsel Muhalefetin Aracılık Rolü ve Örgütsel Güvenin Düzenleyici Rolü

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