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 Support for Strengths Use, Work Engagement, and Contextual Performance: The Moderating Role of Age
TL;DR: In this article, the authors introduce age as a relevant moderator that may alter the relationship between POSSU and respectively employee well-being and contextual performance, and they found that POSSU is more beneficial for younger employees who are still seeking to explore who they are and want to be at work and who are less able to use their strengths out of their own initiative.
Journal ArticleDOI
Note on the relationships among job satisfaction, organizational commitment, and organizational citizenship behavior.
TL;DR: Analysis of responses from a sample of 91 machine operators employed by a clothing manufacturer in the southeastern United States indicates that citizenship behaviors of blue collar workers are related to satisfaction with coworkers, satisfaction with supervision, and satisfaction with pay, but not satisfaction with opportunities for advancement, Satisfaction with the work itself, or organizational commitment.
Journal ArticleDOI
Employee recognition, meaningfulness and behavioural involvement: test of a moderated mediation model
TL;DR: In this paper, the authors examined how and under what conditions recognition practices are related to employee behavioural involvement at work and proposed a method combining social cognitive theory, social information processing, and social cognitive analysis.
Journal ArticleDOI
Agir sur les leviers organisationnels pour mobiliser le personnel : le rôle de la vision, du leadership, des pratiques de GRH et de l'organisation du travail
TL;DR: In this paper, a perspective organisationnelle du modele de mobilisation, a savoir le role of l’employeur and des gestionnaires, is examined, and the role of quatre leviers d’action concourant a légende de conditions psychologiques favorables a la mobilisation is examined.
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Comparing correlates of organizational citizenship versus in‐role behavior of sales representatives in India
TL;DR: In this paper, the authors used a sample of 103 Indian supervisor-pharmaceutical sales representative dyads and found that procedural justice, distributive justice, perceived organizational support, and communication satisfaction with supervisor would have a stronger positive relationship to organizational citizenship behavior than to in-role behavior.
References
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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.