Personality, equity sensitivity, and discretionary workplace behavior

Bourdage, Joshua S.; Goupal, A.; Neilson, Tessa; Lukacik, Eden‐Raye; Lee, Naomi

doi:10.1016/j.paid.2017.08.018

Cited by 31 publications

(35 citation statements)

References 42 publications

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“…We acquired datasets for nine studies that measured all HEXACO-PI-R domains and facets as well as WD (Barends et al, 2018;Bourdage et al, 2018;De Vries & Van Gelder, 2015;Pletzer 1 We also report the meta-analytic results using RVE in the supplementary materials. None of the conclusions change.…”

Section: Meta-analytic Linear Regressionsmentioning

confidence: 99%

Comparing domain- and facet-level relations of the HEXACO personality model with workplace deviance: A meta-analysis

Pletzer

Oostrom

Bentvelzen

et al. 2020

Personality and Individual Differences

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Section: Meta-analytic Linear Regressionsmentioning

confidence: 99%

Comparing domain- and facet-level relations of the HEXACO personality model with workplace deviance: A meta-analysis

Pletzer

Oostrom

Bentvelzen

et al. 2020

Personality and Individual Differences

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“…The form of a positive relationship is indicated by tcount> table and the strength of the relationship rx2y = 0.193 with a coefficient of determination of 0.64. Bourdage, et. Al., (2018) also states that there is a positive influence between personality and OCB.…”

Section: Discussionmentioning

confidence: 99%

The Effect of Organizational Culture, Personality, Teamwork, Procedural Justice, and Organizational Citizenship Behavior on Job Tomori Pertamina North Sulawesi

Farida

Tippe

Tunas

2019

jobbe

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Organizational Citizenship Behavior was a part of the development concept in human resources management. This concept can support an organization’s progress in a positive direction. So the role of OCB becomes very important for the development of the organization. The research was aimed at finding out the information about the effect of organizational culture, personality, teamwork, procedural justice, and organizational citizenship behavior on Job Tomori Pertamina North Sulawesi. A survey was used by involving 250 employees as a sample. There were five instruments for measuring, organizational culture (31 items, rel .705, personality (25 items rel .969), teamwork (36 items rel .635), procedural justice (20 items rel .660), and organizational citizenship behavior (27 items rel .959). Data were analyzed by descriptive statistical analysis, inferential statistics for linearity test and path analysis. Organizational citizenship behavior significantly affected directly by organizational culture. Moreover, procedural justice directly significantly affected organizational citizenship behavior. Based on those findings, it can be concluded that it was personality and teamwork only which should be considered if organizational citizenship behavior would be improved. It can be stated that considering those findings, personality and teamwork could not be neglected in enhancing organizational citizenship behavior.

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“…OCB was measured with a sixteen-item scale developed by Podsakoff, MacKenzie 43 This is a modified version of the scale used and validated by Podsakoff, MacKenzie, Moorman, Fetter 44 The psychometric attributes of the previous version of this scale were exhibited by Podsakoff, MacKenzie, Moorman, Fetter44 This was further validated by other researchers.eg45,46 Here are some sample items for this scale “I willingly give of my time to help others out who have work-related problems” and “I do not take extra breaks.”…”

Section: Methodsmentioning

confidence: 99%

<p>The paradox role of extraversion in the cross-cultural adjustment process of Asian expatriates</p>

Rafiq¹,

Saleem²,

Bashir³

et al. 2019

PRBM

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Background: The purpose of this study is to present a broad-brush picture based on empirical evidence on the role of hindrance stressors, motivation, and cultural novelty in expatriate adjustment. Drawing on trait activation theory, this study examines the moderating role of extraversion in enhancing cultural adjustment to achieve positive work engagement and organizational citizenship behavior (OCB) by expatriates. Methods: We gathered data using a sample of 458 eastern expatriates with current international assignments in different countries around the world. They completed questionnaires sent to them using online platforms for expatriates. Results: The results reveal that hindrance stressors and intrapersonal motivation significantly predict adjustment. Adjustment plays a partially mediating role in achieving OCB and expatriate work engagement. However, this work engagement is stronger when adjustment is used as a mediating factor. Surprisingly, our results provided paradox role of extraversion in predicting adjustment which was somewhat in contradiction to our hypothesized direction of moderating effect. Conclusion: Our research puts forward strategies for international business organizations when assigning business expatriates, especially in novel cultures. Our research provides valuable information about expatriates’ context for international organizations planning for the accomplishment of their assignments in distant cultures.

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Personality, equity sensitivity, and discretionary workplace behavior

Cited by 31 publications

References 42 publications

Comparing domain- and facet-level relations of the HEXACO personality model with workplace deviance: A meta-analysis

Comparing domain- and facet-level relations of the HEXACO personality model with workplace deviance: A meta-analysis

The Effect of Organizational Culture, Personality, Teamwork, Procedural Justice, and Organizational Citizenship Behavior on Job Tomori Pertamina North Sulawesi

<p>The paradox role of extraversion in the cross-cultural adjustment process of Asian expatriates</p>

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