scispace - formally typeset
Search or ask a question
Journal ArticleDOI

Testing a theory of sense of community and community responsibility in organizations: an empirical assessment of predictive capacity on employee well-being and organizational citizenship

01 Mar 2017-Journal of Community Psychology (John Wiley & Sons, Ltd)-Vol. 45, Iss: 2, pp 210-229
TL;DR: The authors empirically tested a theory of community responsibility (SOC-R) in relation to traditional measures of sense of community [SOC] on outcomes of employee well-being and organizational citizenship.
Abstract: This study attempts to advance our understanding of the experience of community in organizational settings by empirically testing a theory of sense of community responsibility (SOC-R) in relation to traditional measures of sense of community [SOC] on outcomes of employee well-being and organizational citizenship. Findings support the notion that SOC is a better predictor of employee well-being, while SOC-R more strongly predicts organizational citizenship behavior. The findings add new knowledge to the literature on the experience of community in organizations, as well as representing an important contribution to our understanding of the factors that drive employee action and well-being at work.

Summary (3 min read)

Introduction

  • An empirical assessment of predictive capacity on employee well-being and organizational citizenship.
  • The findings add new knowledge to the literature on the experience of community in organizations, as well as representing an important contribution to their understanding of the factors that drive employee action and well-being at work.

SOC and SOC-R in Organizations

  • One theoretical model that has particular promise for application in organizational contexts is the community experience framework developed by Nowell and Boyd (2010, 2014).
  • These a priori belief structures interact with specific aspects of a given setting and, in some cases, can evoke sentiments of duty and obligation for individuals as they seek to reconcile who they perceive they are in a given setting and their normative beliefs about what a person like them should do in such a setting.
  • SOC, with its emphasis on community as a resource for meeting one’s needs, is hypothesized to be the stronger predictor of indicators related to psychological happiness and well-being.
  • Conversely, Nowell and Boyd (2010) posit that SOC-R, with its emphasis on the desire to create psychological congruence between identity and behavior, will have a relatively stronger direct effect on engagement with a community relative to SOC.
  • As Williams and Anderson (1991) note, organizational citizenship behaviors (OCBs) can be directed toward individuals or the organization as a whole .

Testing SOC Versus SOC-R

  • As noted earlier, one empirical study has been conducted to test the Nowell and Boyd (2010) community experience framework and the findings were consistent with the theoretical propositions of the model.
  • The authors will attempt to replicate this finding by proposing the following hypothesis: H1: SOC will be a related but unique construct relative to SOC-R.
  • Finally, the present study also seeks to expand upon existing research by testing mediation and moderation effects that are potentially present in the community experience framework (Nowell & Boyd, 2010).
  • To resolve the dissonance, one can either fit one’s behavior to be in line with one’s attitudes or change one’s attitudes to be in line with one’s behavior.
  • Therefore, the following exploratory hypotheses are proposed: H5a: The relationship between SOC-R and psychological well-being will be mediated by OCBs.

Sample and Procedures

  • The study was conducted in a large healthcare system in the Eastern United States.
  • A survey was administered to all employees via an e-mail, which was sent by a representative Journal of Community Psychology DOI: 10.1002/jcop of the human resources department.
  • Driven by concerns over selection bias, the authors ran a series of comparative analyses aimed at investigating systematic differences in demographics between their respondent sample and the sample population.
  • The authors are therefore confident that their resulting sample is representative of their sample population.

Measures

  • The Brief Sense of Community Scale (BSCS; see Peterson, Speer, McMillan, 2008) measured SOC.
  • A 7-point Likert-type response option format ranging from 1 (strongly agree) to 7 (strongly disagree) was used for all items (e.g., “My organization helps me meet my goals”).
  • The Organizational Citizenship Scale, developed by Williams and Anderson (1991), measured OCBs.
  • The GHQ-12 is a self-report measure of psychological morbidity, intended to detect psychiatric disorders in community settings and nonpsychiatric Journal of Community Psychology DOI: 10.1002/jcop contexts.

Item and Factor Structure

  • A confirmatory factor analysis (CFA) in IBM SPSS Amos (version 21) was conducted to validate the item structure for each of the measures, determine if factors were structurally unique, and rule out potential problems with common-method bias.
  • They also note that these methods often cannot be completed because they require a linking procedure between the measures that can compromise anonymity.
  • Moreover, the authors ran a statistical remedy for potential common-method bias.
  • The CFA measurement model showed that items loaded significantly onto their respective factors (see Table 1) and an overall examination of indices showed acceptable model fit: root mean square error of approximation = .048, comparative fit index (CFI) = .912, incremental fit index (IFI) = .902.
  • The findings revealed that items appropriately loaded on each of the measures and all factors were structurally unique.

RESULTS

  • Descriptive statistics and Pearson correlations were analyzed for all major variables in the study and they are presented in Table 2.
  • The analysis revealed that respondents reported above-average perceptions of both SOC and SOC-R.
  • This finding suggests that the organization was perceived to fulfill specific needs of respondents, and that it represents a community setting for which employees Journal of Community Psychology DOI: 10.1002/jcop Note.
  • CFA = confirmatory factor analysis; SE = standardized estimates; SE with CLF = SE with common latent factor; SOC = sense of community; SOC-R = sense of community responsibility; OCB = organizational citizenship behavior; OCBI = OCB directed toward individuals; OCBO = OCB directed toward organizations GHQ-12 = General Health Questionnaire.
  • Significant estimate deviations from model without common latent factor are in bold (> .2).

Path Standardized estimate SE CR P

  • Last, the authors examined the possibility of moderation of OCBs on the relationship between SOC-R and well-being (H5b).
  • Results did not find evidence of significant moderation for either OCBOs or OCBIs.
  • Therefore, OCBs did not moderate the relationship between SOC-R and psychological well-being.

DISCUSSION

  • The validation of the community experience framework in a single organizational setting makes an important contribution to the literature in its efforts to understand the role of community in organizational settings.
  • The relationship between feelings of community responsibility and Journal of Community Psychology DOI: 10.1002/jcop psychological well-being is mediated by taking action to enhance the community, thereby bringing cognitive identity and action into alignment.
  • In addition, from an organizational perspective, these findings add an important construct to the field of management (Boyd & Nowell, 2014) and show managers that SOC and SOC-R are factors that are important in the milieu of organizational life.
  • Thus, when organizations congruently stimulate employee responsibility values, employees will likely engage in OCBs.

Limitations

  • Interpretation of the findings from this study must take into account a few possible limitations.
  • In organizational field settings, which are important spaces for organizational research, it is uncommon for the researcher to have the ability to manipulate independent variables to ascertain direct effects on dependent variables.
  • The present study was designed to investigate relationships and prediction in a field setting where experiences of community could naturally develop without intervention of the researcher.
  • Second, the measures in the study were based on a single method of data collection.
  • The authors implemented procedural remedies including counterbalancing the order of survey items and refinement of scale items.

Directions for Future Research

  • The current research provides support for the idea that organizations are important community contexts.
  • Where a person works is not the only community context of importance to them.
  • Once that has been clearly established, a next step will be to understand how SOC and SOC-R act in relation to established constructs in the field of management.

Conclusion

  • In conclusion, the psychology that serves as the bedrock of an individual’s SOC and SOCR for a community in an organizational context is new, yet it has significant theoretical and practical implications for organizational scholars and practicing managers.
  • Moreover, this study provides an important contribution to advancing their understanding of the factors that drive members’ willingness to give of themselves toward collective aims in workplace contexts.
  • Finally, the present study advances their understanding of the predictive capacities of SOC and SOC-R on important human and organizational outcomes.
  • The study shows that they are likely distinct concepts which have separate etiologies and function in determining how members experience and engage in organizational settings.

Did you find this useful? Give us your feedback

Content maybe subject to copyright    Report

Bucknell University Bucknell University
Bucknell Digital Commons Bucknell Digital Commons
Faculty Journal Articles Faculty Scholarship
2017
Testing a theory of sense of community and community Testing a theory of sense of community and community
responsibility in organizations: An empirical assessment of responsibility in organizations: An empirical assessment of
predictive capacity on employee well-being and organizational predictive capacity on employee well-being and organizational
citizenship. citizenship.
Neil Boyd
Bucknell University
, nmb015@bucknell.edu
Branda Nowell
North Carolina State University
, branda_nowell@ncsu.edu
Follow this and additional works at: https://digitalcommons.bucknell.edu/fac_journ
Part of the Community Psychology Commons, Human Resources Management Commons,
Organizational Behavior and Theory Commons, and the Public Affairs, Public Policy and Public
Administration Commons
Recommended Citation Recommended Citation
Boyd, Neil and Nowell, Branda. "Testing a theory of sense of community and community responsibility in
organizations: An empirical assessment of predictive capacity on employee well-being and organizational
citizenship.."
Journal of Community Psychology
(2017) : 210-229.
This Article is brought to you for free and open access by the Faculty Scholarship at Bucknell Digital Commons. It
has been accepted for inclusion in Faculty Journal Articles by an authorized administrator of Bucknell Digital
Commons. For more information, please contact dcadmin@bucknell.edu.

ARTICLE
TESTING A THEORY OF SENSE OF
COMMUNITY AND COMMUNITY
RESPONSIBILITY IN
ORGANIZATIONS: AN EMPIRICAL
ASSESSMENT OF PREDICTIVE
CAPACITY ON EMPLOYEE
WELL-BEING AND
ORGANIZATIONAL CITIZENSHIP
Neil M. Boyd
Bucknell University
Branda Nowell
Nor th Carolina State University
This study attempts to advance our understanding of the experience of
community in organizational settings by empirically testing a theory of
sense of community responsibility (SOC-R) in relation to traditional
measures of sense of community [SOC] on outcomes of employee well-being
and organizational citizenship. Findings support the notion that SOC is a
better predictor of employee well-being, while SOC-R more strongly predicts
organizational citizenship behavior. The findings add new knowledge to
the literature on the experience of community in organizations, as well as
representing an important contribution to our understanding of the factors
that drive employee action and well-being at work.
C
2017 Wiley
Periodicals, Inc.
Community psychologists have long recognized the workplace as an important commu-
nity space (Klein & D’Aunno 1986; Burroughs & Eby 1998; Chioneso & Brookins 2013;
Please address correspondence to: Neil Boyd, Professor of Management, C. Graydon and Mary E.
Rogers Faculty Fellow, School of Management, Bucknell University, Lewisburg, Pennsylvania 17837.
E-mail: Neil.Boyd@Bucknell.edu
JOURNAL OF COMMUNITY PSYCHOLOGY, Vol. 45, No. 2, 210–229 (2017)
Published online in Wiley Online Library (wileyonlinelibrary.com/journal/jcop).
C
2017 Wiley Periodicals, Inc. DOI: 10.1002/jcop.21843

Sense of Com munity and C omm unity Responsibility in O rganizations
r
211
Pretty & McCarthy 1991; Royal & Rossi 1996; Speer et al. 2013; Zani & Cicognani 2012).
More recently, organizational scholars have likewise devoted increasing attention to the
topic of developing communities in organizational settings. Perhaps the most prominent
examples of popular press scholarship are contained in the writings of Mintzberg (2009)
and Block (2008), which provided a landscape for managers to consider creating commu-
nities at work. For example, Mintzberg noted that successful organizations usually have a
sense of community, and Block (2008) proposed that we need to consider developing an
authentic sense of community in institutional settings.
In the recent peer-reviewed literature, there is a growing consensus that community-
oriented constructs are value-added in organizational settings (Barczak, Smith, & Wile-
mon, 1987; Brytting & Trollestad, 2000; Cunha, Rego, & Vaccaro, 2014; Dessler 1999;
McBride 2006; Milliman, Czaplewski, & Ferguson, 2003; Rego & Cunha 2007; Rego,
Cunha, & Souto, 2007; Rowley, Kupiec-Teaham, & Leeming 2007). Notable among this
work is Kets de Vries (2001), who suggested that healthy organizations include a sense of
belonging, a sense of community, and a preparedness to help others. In addition, a num-
ber of scholars proposed that a sense of connection and community is a key dimension of
spirituality at work (e.g., see Ashmos & Duchon, 2000; Milliman et al. 2003), and empiri-
cally, Rego and Cunha (2008) showed that spirituality at work correlated to organizational
commitment. Their findings provided a platform for the argument that spirituality (with
the dimension of team’s sense of community) can potentially produce effects on factors like
commitment, employee well-being, organizational citizenship behaviors, performance,
and ultimately organizational-level factors that improve the longevity and health of the
firm.
Despite the growth of commentary on the role and importance of community in the
workplace in the literature to date, empirical studies are scarce (for review, see Boyd,
2014). As such, there is limited theoretical and empirical knowledge available to propel a
specific research agenda of community at work forward. The present study seeks to address
this gap, examining the relative contribution of two aspects of community experience:
sense of community (SOC) and sense of community responsibility (SOC-R) in relation to
employee well-being and organizational citizenship. In doing so, this study aims to both
advance our understanding of the role of community experience in a single organizational
setting and test theoretical propositions on the relative contributions of resource versus
responsibility aspects of community experience as put forth by Nowell and Boyd (2011,
2014).
SOC and SOC-R in Organizations
One theoretical model that has particular promise for application in organizational con-
texts is the community experience framework developed by Nowell and Boyd (2010,
2014). As Nowell and Boyd (2010) articulated (see bottom of Figure 1), traditional
measures of SOC tend to reflect an individual’s sense that their community serves as
a resource for meeting key physiological and psychological needs such as the need for
affiliation, influence, and connection (e.g., see the Sense of Community Index (Perkins,
Florin, Rich, Wandersman, & Chavis, 1990), the Sense of Community Index-2 (Chavis, Lee, &
Acosta, 2008), and the Brief Sense of Community Scale (Peterson, Speer, & McMillan, 2008).
They noted that a SOC should be positively related to community engagement and
personal well-being. Significant empirical support across a variety of community s ettings
backs up this proposition (Brodsky, O’Campo, & Aronson, 1999; Miers & Fisher, 2002;
Obst, Zinkiewicz, & Smith, 2002; Perkins et al., 1990; Pretty, 1990; Sonn, 2002). For
Journal of Community Psychology DOI: 10.1002/jcop

212
r
Journal of Com munity Psychology, M arch 2017
Community Context
Sense of
Community as
Responsibility
(SOC-R)
Psychological
Well-being
Community
Engagement
Personal Belief System
Norms
Beliefs
Values
Ideology
Standards
Community Context
Sense of
Community as
Resource
(SOC)
Psychological
Well-being
Community
Engagement
Psychological and
Physiological Needs
Figure 1. Comparison of SOC-R and SOC models with outcomes.
Source: Nowell & Boyd (2010)
Journal of Community Psychology DOI: 10.1002/jcop

Sense of Com munity and C omm unity Responsibility in O rganizations
r
213
example, SOC has been found to predict outcomes like psychological well-being (David-
son & Cotter, 1991; Peterson, Speer, & McMillan, 2008; Pretty et al., 1996; Prezza & Pacilli,
2007), as well as community engagement, political participation, and civic involvement
(Albanesi, Cicognani, & Zani, 2007; Brodsky, O’Campo, & Aronson, 1999, Hughey, Speer
& Peterson, 1999; Peterson et al., 2008; Prezza, Pacilli, Barbaranelli, & Zampatt, 2009).
Nowell and Boyd (2010) proposed SOC-R as complementary to SOC, arguing that
it represented a different and undertheorized aspect of experiencing community. They
define SOC-R as a feeling of duty or obligation to protect or enhance the well-being
of a group and its members. It is distinguished from traditional measures of SOC in
its emphasis on feelings of obligation to a community rather than perceptions of what
one gets from a community. SOC-R theorizes that individuals develop personal values,
norms, ideals, and beliefs through being embedded in various institutions (e.g., families,
churches, schools, neighborhoods, social groups) that they carry with them into new
settings (see top of Figure 1). T hese a priori belief structures interact with specific aspects
of a given setting and, in some cases, can evoke sentiments of duty and obligation for
individuals as they seek to reconcile who they perceive they are in a given setting and
their normative beliefs about what a person like them should do in such a setting. Once
developed, SOC-R perceptions are posited to increase engagement in that setting (Nowell
& Boyd, 2010, 2014; Boyd & Nowell, 2014).
The community experience framework further posits that SOC and SOC-R will have
differential effects. SOC, with its emphasis on community as a resource for meeting one’s
needs, is hypothesized to be the stronger predictor of indicators related to psychological
happiness and well-being. However, the relationship of SOC to community engagement
is theorized to be more attenuated for SOC because, according to the underlying model,
SOC would drive engagement to the extent that individuals felt that such engagement
would ultimately increase needs fulfillment. Conversely, Nowell and Boyd (2010) posit
that SOC-R, with its emphasis on the desire to create psychological congruence between
identity and behavior, will have a relatively stronger direct effect on engagement with a
community relative to SOC. At the same time, the dissonance that is theorized to drive
behavior in SOC-R is likely to have an attenuated relationship to happiness and well-being,
likely mediated through engagement efforts.
Preliminary support for the basic propositions of Nowell and Boyd’s resource and
responsibility framework was found by Nowell and Boyd (2014) in a recent study that
looked at both SOC and SOC-R in the context of community collaboratives. They empir-
ically demonstrated that resource versus responsibility experiences of community were
unique constructs to each other, and they showed discriminant validity between each
other on measures of satisfaction with the group and engagement in leadership action
within a collaborative network setting. In particular, the findings demonstrated that SOC
was the strongest predictor of general satisfaction, whereas SOC-R was the stronger pre-
dictor of higher order engagement and uniquely predicted leadership. Finally, this work,
in conjunction with theoretical justifications for construct distinction (Boyd & Nowell,
2014), has helped to clarify that SOC-R is different from related organizational constructs
with more general referents (e.g., organizational commitment and identity), and “other
regarding” constructs like civic engagement, social responsibility, and public service mo-
tivation, because SOC-R describes the unique relationship of an individual to a specific
community in which they are embedded. Other prosocial constructs are not designed
with such context-specific referents.
Because empirical research on community experiences at work is in its infancy, we
believe it is important to continue to both determine that SOC-R is empirically distinct
Journal of Community Psychology DOI: 10.1002/jcop

Citations
More filters
Journal ArticleDOI
TL;DR: In this article, the authors examined sense of community, sense of responsibility, organizational commitment and identification, and PSM in predicting measures of employee engagement and engagement. But, they did not consider the role of organizational commitment.
Abstract: The present study has two aims. First, we examine sense of community, sense of community responsibility, organizational commitment and identification, and PSM in predicting measures of employee eng...

43 citations


Cites background or methods or result from "Testing a theory of sense of commun..."

  • ...These findings are consistent with other recent empirical investigations (Boyd and Nowell 2017; Nowell and Boyd 2014), and add additional evidence that community experiences at work are important (Boyd 2014; Boyd and Angelique 2002, 2007)....

    [...]

  • ...In addition to measuring PSM, based on this study and recent empirical investigations (Boyd and Nowell 2017; Boyd et al. 2018; Nowell and Boyd 2014; Nowell et al. 2016), assessing community experiences of prospective and current employees is becomingmore paramount....

    [...]

  • ...In a subsequent study (Boyd and Nowell 2017) conducted in the context of a large non-profit health organization, they found a likewise consistent pattern....

    [...]

  • ...Another one might argue that these outcomes occur when employees have a strong organizational sense of community and community responsibility (Boyd and Nowell 2017, 2014; Nowell and Boyd 2010, 2014; Nowell et al. 2016)....

    [...]

  • ...…responsibility, and public service motivation Recent empirical work by Nowell and Boyd and colleagues (Nowell and Boyd 2014; Nowell et al. 2016); Boyd and Nowell 2017) has sought to investigate the nature and pattern of relationships between a sense of community (SOC), sense of…...

    [...]

Journal ArticleDOI
TL;DR: The relationship between monetary rewards and public service motivation (PSM) has been at the centre of public management research for several decades as discussed by the authors. Yet the role of performance-contingent reward has not yet been explored.
Abstract: The relationship between monetary rewards and public service motivation (PSM) has been at the centre of public management research for several decades. Yet the role of performance-contingent reward...

29 citations


Cites background from "Testing a theory of sense of commun..."

  • ...Boyd et al. (2018) went even further and introduced an additional concept on the public sector motivational constructs’ landscape: sense of community responsibility (SOCR)....

    [...]

  • ...It is ‘native’ to public administration and management (Boyd et al. 2018), but it has also found application in other fields (Boyd and Nowell 2017; Nowell et al. 2016)....

    [...]

01 Nov 2001
TL;DR: In this paper, the authors explored PSOC in science fiction fandom, a community of interest with membership from all over the world, by means of a questionnaire distributed at an international science fiction convention (N = 359).
Abstract: Within the discipline of community psychology there is debate as to the dimensions underlying the construct psychological sense of community (PSOC) One of the few theoretical discussions is that of McMillan and Chavis (1986), who hypothesized four dimensions: Belonging; Fulfillment of Needs; Influence; and Shared Connections Discussion has also emerged in the literature regarding the role of identification within PSOC It has been suggested that differences in PSOC may be understood in terms of the degree to which members identify with their community (Fisher & Sonn, 1999) However, few studies have explored the place of identification in PSOC In addition, while PSOC has been applied to both communities of interest and geographical communities, little research has looked in depth at PSOC within communities of interest The current study therefore explored PSOC in science fiction fandom, a community of interest with membership from all over the world, by means of a questionnaire distributed at an international science fiction convention (N = 359) In an endeavor to clarify the underlying dimensions of PSOC, the questionnaire included several measures of PSOC, and measures of identification with the community Results showed that science fiction fandom reported high levels of PSOC Support emerged for McMillan and Chavis' (1986) four dimensions of PSOC, with the addition of a fifth dimension, that of Conscious Identification These results, and implications for PSOC research, are discussed

25 citations

Journal ArticleDOI
TL;DR: In this article, the authors examined the relationship between dimensions of workplace spirituality (meaningful work, sense of community and alignment with organizational values) and employee loyalty (intention to stay, benefit insensitivity toward alternate employers and word of mouth about the organization), in the context of millennials who are three times more likely to change jobs than other generations.
Abstract: The purpose of this paper examines the relationship between dimensions of workplace spirituality (meaningful work, sense of community and alignment with organizational values) and employee loyalty (intention to stay, benefit insensitivity toward alternate employers and word of mouth about the organization), in the context of millennials who are three times more likely to change jobs, than other generations.,This descriptive study was conducted among a sample of 308 employees, working in private sector organizations in India. Self-reporting questionnaires were administered among the respondents, who were selected through a purposive sampling method and structural equation modeling was done to test the hypotheses.,The three dimensions of workplace spirituality had varying influences on the outcomes variables. Alignment with organizational values was positively related to all dimensions of employee loyalty, whereas the sense of community had a positive association with intention to stay and benefit insensitivity while meaningful work indicated positive influence only on benefit insensitivity. The findings, in general, suggest that employees’ experience of workplace spirituality has significant positive influence on their loyalty toward the organization.,This study is pioneering in conceptualizing and testing a theoretical model linking workplace spirituality and employee loyalty, particularly in the context of millennials, who form 50 per cent of the workforce and reportedly exhibit higher turnover intentions. The study gains relevance in the context of reports about monetary/non-monetary preferences among millennial employees and that the generation is not too keen in working with teams, but would rather prefer working in an organization, which provides space for self-actualization in individual growth. Implications for their experience of workplace spirituality and outcomes are elaborated, thus striving to fill a gap in the existing literature.

18 citations

Journal ArticleDOI
TL;DR: The COVID-19 pandemic has made it clear that a sense of community responsibility is crucial to mitigate the effects of viral spread and many citizens across the world have heeded the call to isolate a...
Abstract: The COVID-19 pandemic has made it clear that a sense of community responsibility is crucial to mitigate the effects of viral spread. Many citizens across the world have heeded the call to isolate a...

15 citations


Cites background from "Testing a theory of sense of commun..."

  • ...Recent studies show that SOC especially correlates with psychological well-being measures, which in turn help stimulate further outcomes in institutional settings (Boyd, Nowell, Yang, & Hano, 2018; Boyd & Nowell, 2017, 2020; Nowell & Boyd, 2014)....

    [...]

References
More filters
Journal ArticleDOI
TL;DR: The extent to which method biases influence behavioral research results is examined, potential sources of method biases are identified, the cognitive processes through which method bias influence responses to measures are discussed, the many different procedural and statistical techniques that can be used to control method biases is evaluated, and recommendations for how to select appropriate procedural and Statistical remedies are provided.
Abstract: Interest in the problem of method biases has a long history in the behavioral sciences. Despite this, a comprehensive summary of the potential sources of method biases and how to control for them does not exist. Therefore, the purpose of this article is to examine the extent to which method biases influence behavioral research results, identify potential sources of method biases, discuss the cognitive processes through which method biases influence responses to measures, evaluate the many different procedural and statistical techniques that can be used to control method biases, and provide recommendations for how to select appropriate procedural and statistical remedies for different types of research settings.

52,531 citations


"Testing a theory of sense of commun..." refers methods in this paper

  • ...However, we were able to implement other procedural remedies that Podsakoff et al. (2003) suggest, including counterbalancing question order and refining scale items (e.g., we used validated scales, concise item construction, avoided double barrels, and used different scale endpoints)....

    [...]

  • ...However, we were able to implement other procedural remedies that Podsakoff et al. (2003) suggest, including counterbalancing question order and refining scale items (e....

    [...]

Journal ArticleDOI
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.

5,343 citations


"Testing a theory of sense of commun..." refers background or methods in this paper

  • ...As Williams and Anderson (1991) note, organizational citizenship behaviors (OCBs) can be directed toward individuals (OCBIs) or the organization as a whole (OCBOs)....

    [...]

  • ...The Organizational Citizenship Scale, developed by Williams and Anderson (1991), measured OCBs....

    [...]

Book
01 Jan 1988

5,284 citations


"Testing a theory of sense of commun..." refers methods in this paper

  • ...The 12-item General Health Questionnaire (GHQ-12; Goldberg & Williams 1988; Lesage, Martens-Resende, Deschamps, & Berjot, 2011) measured psychological well-being....

    [...]

Journal ArticleDOI
TL;DR: This article conducted a comprehensive meta-analysis of antecedent turnover antecedents, extending an earlier one by Hom and Griffeth (1995), and reported the results of this comprehensive meta analysis.

3,891 citations

Journal ArticleDOI
TL;DR: Meta-analytic results of the relationship of 4 traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism) with job satisfaction and job performance suggest that these traits are among the best dispositional predictors of job satisfactionand job performance.
Abstract: Recently, Judge, Locke, and Durham (1997) proposed a higher order construct they termed core self-evaluations or, more simply, positive self-concept. According to Judge et al. (1997), this construct is a broad dispositional trait that is indicated by four more specific traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism). The core selfevaluations construct was originally proposed as a potential explanatory variable in the dispositional source of job satisfaction. Subsequently, Judge and colleagues also have argued that the construct should be related to work motivation and, ultimately, to job performance (Judge, Erez, & Bono, 1998). Investigations of a link between core self-evaluations and job performance, however, are lacking. Despite a lack of studies linking the core self-evaluations factor to job satisfaction and, especially, to job performance, three of the core traits (self-esteem, locus of control, and emotional stability) appear to be the most widely studied personality traits in personality and applied psychology.1 Yet, with the exception of emotional stability and job performance, we have found no metaanalyses of the relationship between any of these traits with either job satisfaction or job performance.2 Thus, the purpose of the present study is to provide a quantitative review of the literature that examines the relationship of the four core self-evaluation traits with job satisfaction and job performance. This study determines whether general relationships exist and, if so, what the magnitudes of these relationships are. In the next section, we provide a brief review of the four traits and discuss the possible relationship of these traits with both job satisfaction and job performance.

3,197 citations


"Testing a theory of sense of commun..." refers background or result in this paper

  • ...…& Carson, 2002; Price, 1977, 2001; Wright, & Bonett, 2007) and are somewhat related to employee performance (Baptiste, 2008; Bowling, 2007; Judge & Bono, 2001), the present findings show promise for future explorations into the relationship between SOC and important individual and…...

    [...]

  • ...Moreover, the findings are consistent with Judge and his colleagues (Judge & Bono, 2001; Judge, Locke, Durham, & Kluger, 1998), who found that psychological perceptions of work were one of the primary causes of job satisfaction (one of the most common measures of employee well-being in the…...

    [...]

Frequently Asked Questions (2)
Q1. What have the authors contributed in "Testing a theory of sense of community and community responsibility in organizations: an empirical assessment of predictive capacity on employee well-being and organizational citizenship" ?

In this paper, the psychology that serves as the bedrock of an individual 's SOC and SOCR for a community in an organizational context is discussed. 

With an eye to the future, the introduction and validation of the community experience framework to the workplace setting suggests several important directions for future research. Therefore, a future area of inquiry could evaluate how SOC and SOC-R vary across people nested within the same workplace and within individuals across organizational settings in which they are nested. The psychology behind where and how people identify the boundaries that define their perceived realms of community and responsibility is an interesting area for future research. Moreover, if SOC is a driver of psychological well-being, and responsibility is a driver of organizational citizenship behavior and engagement with these variables leading to outcomes like turnover, absenteeism, and performance, then future studies should explore how managers can design workplace settings to evoke a SOC and SOC-R perceptions.