The Moderating Role of Work Locus of Control in Relationship between Interpersonal Communication and Organizational Citizenship Behaviour

Abstract

The current research aims at investigating the relationships between locus of control, interpersonal communication and organizational citizenship behaviour. We focused on the variables which are due to the direct impact on the behaviour of an employee and on the orientation thereof towards organizational outcomes being concentrated on interpersonal relationships. Data were collected using an online survey method of 223 employees from various organizations coming from both public and private sectors organizations from Romania. The findings of this study revealed the role of WLOC on the relationship between IC and OCB. Both the analysis of the correlation data between the WLOC and the independent variable (IC), respectively the dependent variable (OCB), as well as the moderation analysis of WLOC was tested in its role of intervention on the relations between dependent and independent variables, shows us its important role in the behaviour of individuals at work. The results of this research are discussed in the light of the internal WLOC's role in the relationship between attitudes and behaviours and reveal that individuals with a higher I-WLOC show higher availability and skill in communication process, with positive results to OCB. The implications with regard to theoretical research and organizational practice are also discussed. Organizations should therefore adapt the assessment and development programs to pay particular attention to the individual particularities and context of the work groups and to enhance the degree of employee participation in the organizational processes and their level of identification with the organization.

Organization Citizenship Behavior: The Role of Spiritual Leadership, Self Efficacy, Locus of Control and Job Satisfaction

“…This demonstrated that employees with stronger self-control have higher OCB, leading to a more responsible attitude and a high level of initiative at work, where people select teamwork to complete tasks. This finding was congruent with previous research (Piola et al, 2019;Tistianingtyas & Parwoto, 2021;(Gheorghe, 2019;Suriyana, Nandan Limakrisna, & Andri Wijaya, 2020;Hsia & Tseng, 2015;Hakim, Putrawan, & Yufiarti, 2019;Pavalache-Ilie, 2014;Septiawati, 2019), which discovered that locus of control influences OCB positively.…”

Open Communication, Career Development Practices and Organizational Citizenship Behaviour in Kenya Forest Service

“…Career development consists of actions undertaken by workers (career planning) and the organization (career management) to encounter career objectives and job necessities and hence is critical for realizing career planning and management [34]. [35] studied the moderating role of work locus of control in relationship between Interpersonal Communication and Organizational Citizenship Behaviour. The study focused on the variables which are due to the direct impact on the behavior of an employee and on the orientation thereof towards organizational outcomes being concentrated on interpersonal relationships.…”

Onboarding Learning Modalities and the Relationships with Onboarding Experience, Locus of Control, Self-Efficacy, and Employee Engagement

“…Moreover, while much research exists on how onboarding impacts outcomes such as work-related self-efficacy (Bandura, 1977;Gupta et al, 2018;Judge & Bono, 2001;Ozyilmaz et al, 2018;Saks, 1995;Saks & Gruman, 2012), employee engagement (Athira, 2022;Hirschi, 2012;Knezović & Đilović, 2020;Molino, Cortese, & Ghislieri, 2020;Saks & Gruman, 2018;Schaufeli, Bakker, & Salanova, 2006;Tekeli & Özkoç, 2022), and locus of control (Caliendo et al, 2022;Chen et al, 2016;Ellis et al, 2015;Gangai et al, 2016;Gheorghe, 2019;Gupta et al, 2018;Judge & Bono, 2001;König et al, 2010;Peltokorpi et al, 2022;Suherlan, Wahyuni, & Hazairin, 2017;Tekeli & Özkoç, 2022), no research exists that explores the differences in these outcomes across modalities to the researcher's knowledge. Moreover, there is limited research that explores how locus of control influences the relationships between onboarding modality and employee outcomes.…”

“…Specifically, this study gathered data on 4 main variables: perceived onboarding experience, locus of control, work-related self-efficacy, and employee engagement. While this study did not explore the direct impacts of onboarding modality on organizational outcomes, each of the variables that were researched have been demonstrated to impact various aspects of an employee's and a corporation's performance (see for example Bakker & Demerouti, 2008;Cho & Lewis, 2012;Gangai et al, 2016;Gheorghe, 2019;Gupta et al, 2018;König et al, 2010;Knezović & Đilović, 2020;Ng et al, 2006;Ozyilmaz et al, 2018;Peltokorpi et al, 2022;Phillips & Gully, 1997;Pratiwi et al, 2018;Saks & Gruman, 2018;Yaqub et al, 2021).…”

“…Locus of control has been observed to relate to learning motivation, onboarding experience, goal realization, organizational commitment, and job satisfaction (Gangai et al, 2016;Gupta et al, 2018;Ng et al, 2006;Peltokorpi et al, 2022;Phillips & Gully, 1997;Suherlan et al, 2017). Additionally, locus of control has been found to mediate the relationships between onboarding and outcomes such as turnover intention, socialization, and job performance (Gheorghe, 2019;Gupta et al, 2018;König et al, 2010). Employee engagement has been shown to correlate to several organizational outcomes, specifically job performance.…”