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
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Organizational Citizenship Behaviour, Hospital Corporate Image and Performance
TL;DR: In this article, the authors examined the relationship between organizational citizenship behaviour, hospital corporate image and performance and found that hospitals can increase performance through organizational citizenship behavior and positive corporate image, however, it was also discovered that there is a negative covariance between organisational citizenship behaviour and corporate image despite their individual positive contribution to performance.
Journal ArticleDOI
Understanding response behavior to an online special topics organizational satisfaction survey
TL;DR: This paper studied response intentions and response behavior to an online special topics university satisfaction survey to not only advance theory but to better inform practice on the meaning and implications of nonresponse to their efforts.
Journal Article
‘Paper Or Plastic’: How We Pay Influences Post-Transaction Connection
TL;DR: For example, the authors found that individuals who pay with a relatively more painful form of payment (e.g., cash or check) increase their emotional attachment to a product, decrease their commitment to non-chosen alternatives, and are more likely to make a repeat transaction.
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A mutuality perspective of psychological contracts regarding career development and job security
TL;DR: In this article, the authors explored the impact of psychological contract mutuality about career development responsibility and job security on the in-role and organizational citizenship behavior (OCB) performance of employees.
Journal ArticleDOI
Talent Management and Employee Retention: An Integrative Research Framework:
TL;DR: The differential value created by talented employees and their contribution to organizations in hypercompetitive and complex global economy has made talent management a strategic priority for organizations in the hypercompetitive environment as mentioned in this paper.
References
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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.
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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).
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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.
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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.
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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.