Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research

The Social Psychology of Organizations.

A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.

http://m.timothy-judge.com/JS-JP%20published.pdf

The job satisfaction-job performance relationship: a qualitative and quantitative review.

Ethical leadership: A social learning perspective for construct development and testing

A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB). The relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups. Other attitudinal measures (perceived fairness, organizational commitment, leader supportiveness) correlate with OCB at roughly the same level as satisfaction. Dispositional measures do not correlate nearly as well with OCB (with the exception of conscientiousness). The most notable moderator of these correlations appears to be the use of self- versus other-rating of OCB; self-ratings are associated with higher correlations, suggesting spurious inflation due to common method variance, and much greater variance in correlation. Differences in subject groups and work settings do not account for much variance in the relationships. Implications are noted for theory, practice, and strategies for future research on OCB.

A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior

The study's working model postulated static and temporal relationships among goal-setting variables, self-competence, and job performance. Two studies testing the working model are described. Study 1 involved administration of an employee survey to 225 employees of a military installation on two separate occasions. Self-report measures of ability, personal goals, and self- competence were used to predict self- and supervisory-performance ratings. Study 2 involved collection of comparable measures over three occasions from 191 employees of a U.S. Federal mint. Results of both studies indicated that a longitudinal path model fit the data better than a cross-sectional model.

/pdf/the-organizational-performance-cycle-longitudinal-assessment-465nl1d7xb.pdf

The Organizational Performance Cycle: Longitudinal Assessment of Key Factors

Electronic mail technology has been presented as a robust tool that be used by managers to communicate effectively within virtual organizations. The present study was designed to examine whether managers' media choices in one large virtual organization were consistent with media richness theory (MRT). Utilizing dimensions proposed by Markus, a field study of 178 Air Force managers was conducted to examine media choices. Results from the study indicated that, as expected, e-mail usage was influenced by content, situations, and symbolism. However, study results contradicted MRT in that higher-level managers did not appear to be more "media sensitive" and thus more likely to choose communications media that MRT suggests may be inappropriate (or, at least, suboptimal). Organizational context and social cues are discussed as possible important moderating influences on managers' media choices.

Examining e-mail use in the context of virtual organizations: implications for theory and practice

This study examines trait and context antecedents of entrepreneurial persistence in new venture creation. Two personality traits, entrepreneurial self-efficacy and tenacity, differently impact subsequent entrepreneurial persistence behavior in different industry contexts. These relationships are tested using logistic regression in a sample of entrepreneurs from the Panel Study of Entrepreneurial Dynamics (PSED-II; Curtin & Reynolds, 2018). In developing the PSED-II dataset, 31,845 individuals were screened using phone interviews in order to identify a sample of 1,214 nascent entrepreneurs. Results of the current study identify significant relationships between entrepreneurial persistence in efforts to launch a new business and entrepreneurial self-efficacy and tenacity. However, the relationships have diminishing returns and vary with the industry context of the business (manufacturing, retail, services). In the retail industry sector, neither trait was significant; however, in manufacturing industry contexts, tenacity seems to matter more for continuing to pursue new ventures than self-efficacy, while in services industries, self-efficacy seems to matter more than tenacity.

/pdf/entrepreneurial-tenacity-and-self-efficacy-effects-on-23ufosh45a.pdf

Entrepreneurial tenacity and self-efficacy effects on persisting across industry contexts

Purpose – The purpose of this paper is to examine the effect of acquaintance on performance rating accuracy and halo.Design/methodology/approach – After expert ratings were obtained, US Air Force Officers (n=104) with an average of six years experience rated the performance of four officers who delivered 6‐7 minute briefings on their research projects; 26 raters reported being acquainted with one or more of the briefers. Raters were randomly assigned to use a rating format designed to encourage between‐ratee comparisons on each dimension or a format in which each ratee was separately rated on all dimensions.Findings – Ratings made by acquainted raters were more accurate than ratings by unacquainted raters. Accuracy was positively correlated with halo for both sets of ratings. Rating format had no discernible effect on accuracy or halo.Research limitations/implications – One limitation of this study is that the measure of acquaintance was not designed as a surrogate for familiarity. Development of a multi‐...

Influence of prior acquaintance with the ratee on rater accuracy and halo: Implications for assessment centers

This article discusses a study undertaken to change the model of power relations, which is commonly used in research on whistle-blowing retaliation, by testing it with more fully developed measures...

James R. Van Scotter

Papers

The Organizational Performance Cycle: Longitudinal Assessment of Key Factors

Examining e-mail use in the context of virtual organizations: implications for theory and practice

Entrepreneurial tenacity and self-efficacy effects on persisting across industry contexts

Influence of prior acquaintance with the ratee on rater accuracy and halo: Implications for assessment centers

Predicting retaliation against whistle-blowers: outcomes of power relationships within organizations.