Within-individual relations of emotional, social, and work self-efficacy beliefs to organizational citizenship behaviors

When telecommuters are willing to be good soldiers during COVID-19

“…Telecommuter's organizational citizenship behavior as extra effort that beyond what is normally expected. However, several studies indicate that telecommuter spend more time and energy to perform organizational citizenship behavior may cause potential work-family conflict, especially in work interferes with family (e.g., Alessandri et al, 2021 ; Hewagama et al, 2019 ; Lallukka et al, 2013 ; Lamberta et al, 2016 ; Liu & Low; 2011 ; Zhao & Namasivayam, 2012 ; Zhao, Qu, & Ghiselli, 2011 ).…”

“…Previous research relating to the construct of telecommuter's organizational citizenship behavior (e.g., Adil et al, 2021 ; Alessandri et al, 2021 ; Chiang & Hsieh, 2012 ; Ko et al, 2018 ; Rubin et al, 2010 ; Sun et al, 2013 ) are review to develop our empirical measures. Accordingly, the telecommuter's organizational citizenship behavior as telecommuter's behaviors that are voluntary or extra-role, non-rewarded, and can enhance the overall organizational effectiveness that including behaviors directed to individuals (i.e., OCBI contains altruism and courtesy) and those directed to the organization (i.e., OCBO contains civic virtue, sportsmanship, and conscientiousness).…”

“…Accordingly, the telecommuter's organizational citizenship behavior as telecommuter's behaviors that are voluntary or extra-role, non-rewarded, and can enhance the overall organizational effectiveness that including behaviors directed to individuals (i.e., OCBI contains altruism and courtesy) and those directed to the organization (i.e., OCBO contains civic virtue, sportsmanship, and conscientiousness). Based on the Alessandri et al (2021) , Chiang and Hsieh (2012) , Sun et al (2013) , and Wei et al (2012) this study measurement contains 8 items assessing the extent to which telecommuter's individual-based and organization-directed citizenship behaviors. Based on previous research relating to the construct of telecommuter's happiness ( Chiu et al, 2011 ), this study adopts 8 items for telecommuter's happiness, assessing the extent to which the degree of telecommuter's overall positive balance of pleasure over pain associate with life of meaning, pleasure, and engagement.…”

“…As for the in-role behaviors of employee, research has focused on job performance (e.g., Alessandri, Filosa, Eisenberg, & Caprara, 2021 ; Hewagama, Boxall, Cheung, & Hutchison, 2019 ; Jiang et al, 2012 ; Jung, Bozeman, & Gaughan, 2017 ; Miao, Humphrey, & Qian, 2018 ; Palomäki et al, 2021 ; Schreurs, van Emmerik, Günter, & Germeys, 2012 ; Stamolampros, Korfiatis, Chalvatzis, & Buhalis, 2019 ). Researchers have traditionally thought of job performance as task performance that employee effectiveness with regard to those activities can contribute to their organization ( Miao et al, 2018 ).…”

Validation of the Organizational-Based General Self-Esteem Scale

“…The Work Self-Efficacy scale (Alessandri et al, 2015(Alessandri et al, , 2021; response scale: 1 = not well at all; 5 = very well) was used to assess employees' work self-efficacy beliefs. For each item, employees were asked to rate how well they felt capable of performing the described action or behavior related to their job (e.g., "How well can you make work with a very high precision?, " "How well can you organize your job even in presence of things unforeseen and emergency?").…”