The good soldier: who is s(he)?

Abstract

SummaryThis paper examines how perceptions of Organizational Citizenship Behaviors (OCBs) are affected by socially constructed gender roles. We argue that gender roles are important for the perception, categorization, and consequences of OCBs. We suggest that the dimensions of OCBs (altruism, courtesy, sportsmanship, and civic virtue) are related to gender stereotypes. Combining social identity theory with gender role theory suggests that the`gender' of these behaviors, the job, the job incumbent, and the gender identity of the observer interact, potentially broaden the breadth of requisite job behaviors de®ned as either in-or extra-role. Implications are discussed.

The Name Game: Employability Evaluations of Prototypical Applicants with Stereotypical Feminine and Masculine First Names

“…This was due to differences in the no-gap (41% vs. 33%) and singlegap (20% vs. 4%) conditions. It is possible that, in the job world, masculine traits are becoming more common across genders, consistent with Kidder and McLean Parks (2001) suggestion that women's job roles have become broadened implicitly to include both feminine and masculine traits.…”

Relationship between leader–member exchange and organizational citizenship behaviors: Examining the moderating role of empowerment

“…It is because OCB can also be viewed as an impression management tactic that enhances one's image (Kidder & Parks, 2001). In this case, developing a team's (or firm's) climate in which every member in the team shares a high degree of information sharing, team autonomy, and collective responsibility may encourage subordinates to invest time and energy in voluntary OCB without being deterred by the personal costs of performing these behaviors.…”

Individual Values and Work/Non-Work Conflict in Their Relationship to OCB

“…In addition, studies show that despite societal changes in traditional gender roles, women still perform more household duties than men do (Karsten, 1994;Ross, 1987). Consistent with this view, we expect that employees who are married and female will have (or will perceive themselves to have) greater responsibilities at home, leading to role ISSN 2162-3058 2018 conflicts and to lower levels of work performance (Kidder & Parks, 2001). …”