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

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.

In this study, the authors examined the findings and implications of the research on trust in leadership that has been conducted during the past 4 decades. First, the study provides estimates of the primary relationships between trust in leadership and key outcomes, antecedents, and correlates (k = 106). Second, the study explores how specifying the construct with alternative leadership referents (direct leaders vs. organizational leadership) and definitions (types of trust) results in systematically different relationships between trust in leadership and outcomes and antecedents. Direct leaders (e.g., supervisors) appear to be a particularly important referent of trust. Last, a theoretical framework is offered to provide parsimony to the expansive literature and to clarify the different perspectives on the construct of trust in leadership and its operation.

https://ink.library.smu.edu.sg/cgi/viewcontent.cgi?article=1674&context=lkcsb_research

Trust in Leadership: Meta-Analytic Findings and Implications for Research and Practice

The meaning of employee engagement is ambiguous among both academic researchers and among practitioners who use it in conversations with clients. We show that the term is used at different times to refer to psychological states, traits, and behaviors as well as their antecedents and outcomes. Drawing on diverse relevant literatures, we offer a series of propositions about (a) psychological state engagement; (b) behavioral engagement; and (c) trait engagement. In addition, we offer propositions regarding the effects of job attributes and leadership as main effects on state and behavioral engagement and as moderators of the relationships among the 3 facets of engagement. We conclude with thoughts about the measurement of the 3 facets of engagement and potential antecedents, especially measurement via employee surveys.

https://www.cambridge.org/core/services/aop-cambridge-core/content/view/0517A938DBEDA2E0BE2FBE27A9DDC4DB/S175494260000002Xa.pdf/div-class-title-the-meaning-of-employee-engagement-div.pdf

The Meaning of Employee Engagement

Results of this field study of 597 employees demonstrate the importance of extra-role behavior in explaining employee performance over a six-month period. Supervisors, peers, and employees differen...

Helping and Voice Extra-Role Behaviors: Evidence of Construct and Predictive Validity

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

Data collected over three time periods, from 1980 to 1992, show massive changes in the ways in which federal employees reported wrongdoing and the effects on them for having done so. Laws intended to encourage whistle-blowing seem to have two desired effects: to reduce the incidence of perceived wrongdoing and to increase the likelihood of whistle-blowing. However, two unintended effects are also observed: perceived retaliation increased and whistle-blowers increasingly sought anonymity. The basic model predicting retaliation is essentially the same in the three time periods in which data were collected. Implications for research, practice, and the design of future legislation are discussed.

Can Laws Protect Whistle-Blowers? Results of a Naturally Occurring Field Experiment

In today's global context, a lack of comfort in communicating with others can be an unfortunate inhibitor to success in school and work. In this study we measured the level of communication apprehe...

http://www.professorblume.com/uploads/1/0/6/9/1069884/blume_et_al._2013_amle_communication_apprehension.pdf

Communication Apprehension: A Barrier to Students' Leadership, Adaptability, and Multicultural Appreciation

The purpose of this study was to investigate the relationship between students' prior work experience and subsequent success during the first year in an MBA program. We present a rationale for the use of work experience as a selection criterion (based on the training-readiness literature) but also present another argument (based on the career-stage literature) that counters the prevailing view about the appropriateness of this selection standard. Using data from a unique sample of 230 MBA students and controlling for such factors as the type of undergraduate program attended, undergraduate GPA, and total score on the Graduate Management Admission Test, prior work experience was found to account for only a small proportion of the variance in first-semester grades and was found to be unrelated to academic performance in the second semester. Taking these results and other existing empirical studies into account, there is little support for the view that previous work experience (as assessed by typical admission procedures) leads to higher levels of academic achievement. Implications for admissions policy, hiring companies, and those considering graduate study in business are discussed.

Prior work experience and academic achievement among first-year mba students

As of 2004, current selection processes of many graduate business schools may seriously be flawed and in need of systematic evaluation and improvement. Many master of business administration degree...

Katherine C. Ryan

Papers

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

Can Laws Protect Whistle-Blowers? Results of a Naturally Occurring Field Experiment

Communication Apprehension: A Barrier to Students' Leadership, Adaptability, and Multicultural Appreciation

Prior work experience and academic achievement among first-year mba students

A Suspect MBA Selection Model: The Case Against the Standard Work Experience Requirement