Journal ArticleDOI
A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior
TLDR
A quantitative review of 55 studies supports the conclusion that job attitudes are robust predictors of organizational citizenship behavior (OCB) as discussed by the authors, and the relationship between job satisfaction and OCB is stronger than that between satisfaction and in-role performance, at least among nonmanagerial and nonprofessional groups.Abstract:
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.read more
Citations
More filters
Journal ArticleDOI
A meta-analysis of the relationship between general mental ability and nontask performance.
TL;DR: This article conducted a meta-analysis to determine the direction and magnitude of the correlation of general mental ability (GMA) with two dimensions of nontask performance: counterproductive work behaviors (CWB) and organizational citizenship behaviors (OCB).
Journal ArticleDOI
Voicing by Adapting and Innovating Employees: An Empirical Study on How Personality and Environment Interact to Affect Voice Behavior
TL;DR: In this paper, the authors explore how cognitive style preferences for adaptation-innovation affect the likelihood that employees will voice ideas for organizational change toward their supervisors and find that adaptors are more likely to voice conventional ideas when they are dissatisfied rather than satisfied with work and perceive their supervisors as effective rather than ineffective voice managers.
Journal ArticleDOI
Organizational commitment of a health profession faculty: dimensions, correlates and conditions.
TL;DR: Tenure in higher education, gender and age were found to be the most important predictors of organizational commitment among chiropractic faculty.
Journal ArticleDOI
How does satisfaction translate into performance? An examination of commitment and cultural values
Jin Zhang,Wei Zheng +1 more
TL;DR: Wang et al. as mentioned in this paper found that cultural values influence how well people translate job satisfaction into affective commitment, and that people who are culturally more traditional tend to transfer their satisfaction with their job into stronger commitment than people lower in cultural traditionality.
Journal ArticleDOI
They don't want to be temporaries: similarities between temps and core workers
TL;DR: In this paper, the authors investigated the impact of employment status (temporary/regular) on the employee-organization relationship in samples from two firms employing both temps and regular or core workers.
References
More filters
Journal ArticleDOI
Development and validation of brief measures of positive and negative affect: The PANAS scales.
TL;DR: Two 10-item mood scales that comprise the Positive and Negative Affect Schedule (PANAS) are developed and are shown to be highly internally consistent, largely uncorrelated, and stable at appropriate levels over a 2-month time period.
Journal ArticleDOI
The big five personality dimensions and job performance: a meta-analysis
TL;DR: In this article, the authors investigated the relation of the Big Five personality dimensions (extraversion, emotional stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job performance criteria (job proficiency, training proficiency, and personnel data) for five occupational groups (professionals, police, managers, sales, and skilled/semi-skilled).
Journal ArticleDOI
A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment
John E. Mathieu,Dennis M. Zajac +1 more
TL;DR: In this paper, the authors summarize previous empirical studies that examined antecedents, correlates, and/or consequences of organizational commitment using meta-analysis, including 26 variables classified as antecedent, 8 as consequences, and 14 as correlates.
Journal ArticleDOI
Validation of the five-factor model of personality across instruments and observers.
Robert R. McCrae,Paul T. Costa +1 more
TL;DR: Two data sources--self-reports and peer ratings--and two instruments--adjective factors and questionnaire scales--were used to assess the five-factor model of personality, showing substantial cross-observer agreement on all five adjective factors.
Journal ArticleDOI
Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors:
TL;DR: In this paper, a factor analysis of survey data from 127 employees' supervisors supported the distinction between in-role behaviors and two forms of OCBs, and hierarchical regression analysis found two job cognitions variables (intrinsic and extrinsic) to be differentially related to the two types OCB.