Organizational Citizenship Behavior in the People's Republic of China

Farh, Jiing‐Lih; Zhong, Chen-Bo; Organ, Dennis W.

doi:10.1287/orsc.1030.0051

Cited by 541 publications

(497 citation statements)

References 35 publications

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“…If this were the case then one would expect to see similar findings to the US research, as assessing universal behaviours would likely lead to universal findings in the relationships between these behaviours. Indeed, items in the etic OCB dimensions reported in Chinese samples (Farh, Earley, & Lin, 1997;Farh, Zhong, & Organ, 2004) are similar to items in our OCBO and altruism dimensions. Also, suggestive of a universal element, the individual-organizational structure for CWB emerges in Chinese (Rotundo & Xie, 2008) and Korean samples (Lee, Ashton & Shin, 2005).…”

Section: Discussionsupporting

confidence: 74%

“…To some extent empirical evidence in relation to societal and/or individual cultural values has supported these propositions, with differences seen in the dimensionality of OCB (Farh et al, 1997;Farh, Zhong, & Organ, 2004); relationships with various antecedents (Cem Ersoy, Born, Derous, & van der Molen, 2011;Coyne & Ong, 2007); the level of engagement of OCB (Moorman & Blakely, 1995); and in perceptions of the in-role/extra-role nature to OCB ( Kwantes, Karam, Kuo, & Towson, 2008;Lam, Hui, & Law, 1999).…”

Section: Culture and Ocb/cwbmentioning

confidence: 99%

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The relationship between productive and counterproductive work behaviour across four European countries

Coyne

Gentile

Born

et al. 2013

European Journal of Work and Organizational Psychology

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Research suggesting a similar but different relationship between Organisational CitizenshipBehaviour (OCB) and Counterproductive Work Behaviour (CWB) is dominated by North American samples. Little evidence exists on whether these findings are replicated in other countries. To assess if a similar pattern emerged, we used the Social Axioms model (Bond et al, 2004) as a cultural framework and surveyed employees in the UK (105), The Netherlands (203), Turkey (185) and Greece (70) on the relationship between OCB and CWB, and the relationship between these behaviours and personality, justice and commitment. Analysis supported a multidimensional structure to OCB and CWB and indicated a non-bipolar relationship between these behaviours. Culturally, somewhat different to OCB research in general, we find support for a convergence perspective across countries. Conceptually, linguistically and structurally the scale assessing OCB/CWB was shown to be equivalent across countries and a non bi-polar pattern of relationships was consistent across countries. Overall, findings imply a universal nature to the relationship between OCB and CWB across societal cultural groups. Experiences of both productive and counterproductive behaviours may differ across countries as a result of different norms, beliefs and values within the countries. Researchers need to ensure that cultural considerations become inherent within the development of OCB and CWB research and to clarify if meaningful differences emerge across cultures. Therefore, given the scarcity of intercultural research on both OCB and CWB, the current study adopts a cross-cultural approach to examine the relationship between OCB and CWB across four European countries. The Merging of OCB and CWB ResearchAlthough the research on OCB and CWB has increased dramatically in the past 20 years, it is has tended to follow distinct paths, with researchers proposing different definitions and concepts to capture behaviours that are positive or negative to the organization. This is evidenced by the plethora of concepts and conceptual models proposed to capture OCB (e.g. Coleman &The relationship between productive 4

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Section: Discussionsupporting

confidence: 74%

Section: Culture and Ocb/cwbmentioning

confidence: 99%

The relationship between productive and counterproductive work behaviour across four European countries

Coyne

Gentile

Born

et al. 2013

European Journal of Work and Organizational Psychology

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“…Farh et al [54] examined the different forms of OCB in the People's Republic of China and actually suggested that there are 10 forms of OCB. As such, OCB in China is believed to be different from its Western counterparts and is embedded in its unique social and cultural background.…”

Section: Introduction To Ocbmentioning

confidence: 99%

“…Given the OCB of possibly too many dimensions, summarized by Farh et al [54], some Chinese scholars put forward a five-dimension OCB model, based on the work of Farh et al [54] and Podsakoff et al [55], combined with the context of Chinese culture [56]. These five dimensions are (1) taking initiative, (2) helping co-workers, (3) participating in group activities, (4) self-development and (5) saving company resources [56].…”

Section: Introduction To Ocbmentioning

confidence: 99%

The Impact of Transformational Leadership on Employee Sustainable Performance: The Mediating Role of Organizational Citizenship Behavior

2017

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Abstract:Transformational leadership has drawn extensive attention in management research. In this field, the influence of transformational leadership on employee performance is an important branch. Recent research indicates that organizational citizenship behavior plays a mediating role between transformational leadership and employee performance. However, some of these findings contradict each other. Given the background where greater attention is being paid to transformational leadership in the construction industry, this research aims to find the degree of the influence of transformational leadership on employee sustainable performance, as well as the mediating role of organizational citizenship behavior. A total of 389 questionnaires were collected from contractors and analyzed via structural equation modeling. The findings reveal that employee sustainable performance is positively influenced by transformational leadership. In addition, more than half of that influence is mediated by their organizational citizenship behavior. These findings remind project managers of the need to pay close attention to transformational leadership, to cultivate organizational citizenship behavior, and thereby to eventually improve employee's sustainable performance.

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“…Moreover, Chinese has the collectivistic orientation, which means that Chinese primarily attempt to establish and maintain a harmonious relationship with his or her social surroundings in daily work life (Farh, Zhong and Organ, 2004) [18] . Some researches have shown that a proper and interactive leader-member-exchange relationship has some positive effects such as enhancing OCB, job satisfaction and reducing withdrawal behavior of the subordinates ( [19][20] [21] .…”

Section: A Ocb and Its Guanxi Connotationmentioning

confidence: 99%

Motivations of Organizational Citizenship Behavior’s Altruism: Through the Perspective of Guanxi

Yu¹,

Huang²

2015

Proceedings of the International Conference on Logistics, Engineering, Management and Computer Science

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Abstract-Despite the growing number of studies on the motivations of organizational citizenship behavior(OCB) in work context, there are few studies which take Chinese culture into account such as guanxi. Based on literature review and theoretical analysis, authors discuss the motivations of OCB's altruism from a perspective of guanxi in Chinese organizations and argue OCB can be triggered by altruistic or self-interested motivations that are produced by Confucianism and guanxi culture. By this way, it is necessary to provide reference to expand the future researches on OCB and improve the practice of management in Chinese context.

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Organizational Citizenship Behavior in the People's Republic of China

Cited by 541 publications

References 35 publications

The relationship between productive and counterproductive work behaviour across four European countries

The relationship between productive and counterproductive work behaviour across four European countries

The Impact of Transformational Leadership on Employee Sustainable Performance: The Mediating Role of Organizational Citizenship Behavior

Motivations of Organizational Citizenship Behavior’s Altruism: Through the Perspective of Guanxi

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