Showing papers on "Organizational citizenship behavior published in 2023"
TL;DR: In this paper , the authors investigate the extent to which the social factor, subjective norm and the personal factors internal values and attitudes, framed by VABH, may influence green customer citizenship behaviours.
11 citations
TL;DR: Wang et al. as mentioned in this paper investigated the impact of organizational citizenship behavior and patriotism on employee performance, shifting the focus of the healthcare industry's employee performance conversation to how it can be sustained.
Abstract: Employee performance during health crises is currently one of the most alarming global concerns. Owing to its significance, scholars assessed factors that improve such performance. However, such improvements in performance require public health employees’ discretionary behavior. We investigate the impact of organizational citizenship behavior and patriotism on employee performance, shifting the focus of the healthcare industry’s employee performance conversation to how it can be sustained. We used cross-section data from 541 Chinese public health employees who made up the final sample in this study, which has been shown to be appropriate for investigations utilizing a quantitative method. The results of our empirical analysis demonstrate that organizational citizenship behavior positively contributes to sustaining employee performance. We found the same to be true about the positive mediating effect of patriotism on the aforementioned relationship. The findings offer insights into how a country’s performance at both local and international levels propels and sustains the job performance of its citizenry. Thus, governments should be more efficient and ensure they maintain a robust institutional environment. This study provides theoretical and empirical evidence based on a research survey of the roles of organizational citizenship behavior and patriotism that sustain employee performance in China’s public health sector, in particular during health crises.
5 citations
TL;DR: In this paper , the authors investigate how employee conscientiousness systematically changes the relationship between workgroup-level HR practices and employee affective commitment, subsequently conducive to task performance, and find that motivation-enhancing HR practices are more effective for those low on conscientiousness, whereas high-conscientious individuals perform better under the influence of opportunity-enhanced HR practices.
Abstract: Despite a growing interest in examining why and how variability within organizations develops throughout HR implementation, attempts hitherto appear futile. We evaluate that it is attributed to the with-organization level HRM research, overly skewed towards delineating the mediating processes. It is, as we argue, imperative to directly capture the sources and consequences of the discrepancy in the HRM–performance relationship to enrich our understanding of the phenomena and, more importantly, intervene more strategically in practice. To that end, we investigate how employee conscientiousness systematically changes the relationship between workgroup-level HR practices and employee affective commitment, subsequently conducive to task performance. Our analyses of time-lagged, multilevel data demonstrated that the indirect HRM–commitment–performance link turns significant only when the level of conscientiousness is factored in. Further, we found that motivation-enhancing HR practices are more effective for those low on conscientiousness, whereas high-conscientious individuals perform better under the influence of opportunity-enhancing HR practices. In our sample, the ability-enhancing HR bundle did not work together with conscientiousness either way. The current study is indeed a meaningful pursuit as one of the early attempts to draw a more nuanced picture of idiosyncratic employee responses.
4 citations
TL;DR: In this paper , a moderated-mediation model of the effect of competitive psychological climate on organizational citizenship behavior (toward co-workers and customers) through the mediation of jealousy by drawing on social comparison theory was proposed.
4 citations
TL;DR: In this article , the authors examined harmonious passion as a mediator of the relationship between benevolent leadership and employee performance, i.e., job performance and organizational citizenship behavior, and found that benevolent leaders satisfy psychological needs in ways that promote harmonious passions, which energizes employee performance.
Abstract: The present study examines harmonious passion as a mediator of the relationship between benevolent leadership and employee performance, i.e., job performance and organizational citizenship behavior. We argue that benevolent leaders satisfy psychological needs in ways that promote harmonious passion, which energizes employee performance. To test our hypotheses, we collected multilevel, multisource, and lagged data from 357 employees in 89 groups. The results indicate that trust climate moderates the indirect effect of harmonious passion on employee performance. The positive indirect relationship between benevolent leadership and employee performance via harmonious passion was positive and significant, but only when trust climate was higher (versus lower). We discuss the implications for theory and practice.
4 citations
TL;DR: In this article , the authors investigated the role played by common good HRM in relation to employee behaviors and investigated the roles played by value commitment and spiritual leadership, and found that CGHRM directly and positively influences ethical employee behaviours and organizational citizenship behaviors toward the individual (OCBI).
Abstract: What happens to the behaviors of employees when their organizations' human resource management (HRM) systems take into account any challenges to the common good? Despite common good HRM (CGHRM) having recently been raised, the existing literature has not yet investigated the role played by CGHRM in relation to employee behaviors. Drawing on social exchange theory, we addressed this issue by exploring CGHRM and its influences on employee ethical behavior and organizational citizenship behaviors toward the individual (OCBI). We conducted this study in Vietnam, in two subsequent stages. Stage 1 involved a mixed-method approach to develop and validate four items suited to measure CGHRM. In Stage 2, we examined a mediation-moderation model showing the relationship between CGHRM and employee behaviors, and investigated the roles played by value commitment and spiritual leadership. We also included a survey using time-lagged data and different sources. The findings reveal that CGHRM directly and positively influences ethical employee behaviors and OCBI, and indirectly and positively influences these two types of behavior via value commitment. Interestingly, the relationship between CGHRM and ethical employee behaviors was found to be significantly stronger when combined with high levels of spiritual leadership. Unexpectedly, however, spiritual leadership was not found to moderate the CGHRM-OCBI relationship.
3 citations
TL;DR: In this article , the authors explored the relationship between GHRM practices, brand citizenship behavior (BCBs), organizational pride, and individual green values in the hotel industry and found that employees with stronger green values are more likely to exhibit BCB.
Abstract: In recent years, there has been growing awareness of the need for sustainability in the hospitality industry. The hotel industry, in particular, has been identified as a significant contributor to environmental degradation. To address this issue, hotel managers have begun to adopt green human resource management (GHRM) practices to promote sustainable behavior among employees. This research paper explores the relationship between GHRM practices, brand citizenship behavior (BCBs), organizational pride, and individual green values in the hotel industry. The study examines how GHRM practices influence BCB through the mediation of organizational pride and the moderation of individual green values. A survey was conducted with 328 employees from five-star hotels and the obtained data were analyzed using PLS-SEM. The results indicate that GHRM practices positively affect BCB and that this relationship is partially mediated by organizational pride. Furthermore, individual green values were found to moderate the relationship between GHRM practices and BCB, indicating that employees with stronger green values are more likely to exhibit BCB. These findings contribute to the literature on GHRM and BCB and offer insights for hotel managers on how to enhance their sustainability efforts through effective GHRM practices.
3 citations
TL;DR: In this article , the authors examined the relationship between perceived organizational support and organizational citizenship behavior, and explored the moderating effect of volunteer participation motivation on the relationship among the variables, as well as the cross-level effect of transformational leadership and organizational climate.
Abstract: The purpose of this study is to examine the relationship between perceived organizational support and organizational citizenship behavior, and to explore the moderating effect of volunteer participation motivation on the relationship between the variables, as well as the cross-level effect of transformational leadership and organizational climate. In this study, the front-liners of Taiwan’s National Immigration Agency were the study subjects. A total of 289 employee questionnaires were filled out and returned. It was found that employees’ POS had a positive effect on OCB, while volunteer participation motivation had a moderating effect on the relationships between the variables. Furthermore, transformational leadership and organizational climate were found to have a cross-level effect on enhancing employees’ POS, boosting their motivation to volunteer, and triggering more OCB in employees. The results of this study provide the organization with development measures to encourage its employees to convey more OCB, and improve their service performance. Moreover, based on research evidence that an organization encourages employees to actively participate in voluntary work, and should promote cooperation between the employees and the public by enhancing their sense of public responsibility, improving their services to the public, creating a harmonious work climate for the employees, and offering more opportunities for the public to engage with the employees.
2 citations
2 citations
TL;DR: In this paper , the authors investigated the parallel mediation impact of perceived organizational support and organizational citizenship behavior on the relationships among perceived supervisor support (PSS), leader-member exchange (LMX), and employee's intention to leave (IL).
Abstract: High staff turnover in certain public sector organizations in Pakistan is a challenging problem, and organizations strive to reduce this issue using different mechanisms. Therefore, this research investigates the parallel mediation impact of perceived organizational support (POS) and organizational citizenship behavior (OCB) on the relationships among perceived supervisor support (PSS), leader-member exchange (LMX), and employee’s intention to leave (IL). Data were collected from 482 employees working in public sector museums in Pakistan in three waves. Structural equation modeling (SEM) with a two-step approach was used to evaluate the data. The research found that both POS and OCB mediate the negative relationship between PSS and IL and between LMX and IL in a parallel mediation mechanism. Public sector museums should focus on providing visible supervisory support and develop a healthy work environment where the exchange relationship between supervisors and subordinates strengthens to reduce the possibility of the employee’s leave intentions.
2 citations
TL;DR: Wang et al. as discussed by the authors explored whether leader humor can encourage staff to exceed job expectations in their positive behavior toward customers, even in the notoriously stressful context of the hospitality industry, using time-lagged data collected from 456 employees in 71 teams in China's hotel industry.
TL;DR: Araştırmanın diğer bir sonucuna göre; zorunlu vatandaşlık davranışının iş performansına etkisinde psikolojik rahatlığın düzenleyici rolünü incelemektir.
Abstract: Zorunlu vatandaşlık davranışı, örgütsel vatandaşlık davranışının tersine gönüllülük esasına göre değil; işlerin zorunlu olarak yapılmasıdır. Çalışanların ekstra görevleri de zamanla iş tanımları içinde yer alabilmekte ve zorunluluk kazanmaktadır. Artan stres, fiziksel ve psikolojik yorgunluk bir süre sonra iş performansını etkileyebilir. Ancak iş performansı, zorunlu olarak yapılan görevlerin baskısının psikolojik rahatlık ile dengelenmesiyle düzenlenebilir. Bir bakıma çalışan zorunlu görevleri olsa da psikolojik destek, güven, kararlarını söyleyebilme özgürlüğü gibi motivasyonel unsurlar ile performansını düşürmeyebilir. Bu konu neden önemlidir? Günümüzde rekabetin ve teknolojik değişimlerin yoğun olduğu iş piyasasında ayakta kalmak ve öncü bir işletme olmak, verimlilikte hızı kesmemek anlamına gelmektedir. İş performansı, çalışanın sarf ettiği emek ve çabadır. Örgüt açısından iş performansı, verimlilik ve karlılığın nedenidir. Bu araştırmanın amacı, zorunlu vatandaşlık davranışının iş performansına etkisinde psikolojik rahatlığın düzenleyici rolünü incelemektir. Araştırma örneklemini, özel sektörde hizmet alanında çalışan 203 kişi oluşturmaktadır. Araştırmada kolayda örnekleme yöntemi kullanılmış olup; SPSS.23 istatistik programı ve çoklu regresyon tekniğinden yararlanılmıştır. Araştırma sonuçlarına göre; zorunlu vatandaşlık davranışı, iş performansını negatif ve anlamlı olarak etkilemiştir. Araştırmanın diğer bir sonucuna göre; zorunlu vatandaşlık davranışının iş performansına etkisinde psikolojik rahatlığın düzenleyici rolü tespit edilmiştir. Araştırma sonuçları, günümüz iş şartlarında artan iş yüklerinin ve iş stresinin iş performansına olumsuz etkisinin psikolojik güven, destek ve fikirlerin paylaşımı gibi unsurlar ile düzenlenebileceğini göstermektedir. Bu bağlamda araştırma sonuçlarının çalışan verimliliği noktasında IK uzmanlarına, yöneticilere ve çalışanlara katkı sağlaması umulmaktadır.
Anahtar Kelimeler: Zorunlu Vatandaşlık Davranışı, İş Performansı, Psikolojik Rahatlık.
TL;DR: In this paper , the impact of green transformational leadership on employee organizational citizenship behavior for the environment (OCBE) and the mediating role of green organizational climate in this nexus is investigated.
Abstract: The employee organizational citizenship behavior for the environment (OCBE) contributes to the improvement of the organization’s environment, its study is increasing in number. However, the psychological mechanism of promoting employee OCBE is still a missing link. Drawing on the theory of social information processing, this study seeks to establish the impact of green transformational leadership on employee OCBE and the mediating role of green organizational climate in this nexus. In addition, we have integrated environmental concerns to better explain the impact of this differentiation. The results show that: green transformational leadership has a significant positive impact on employee OCBE, and green organizational climate has a mediating effect on the impact of green transformational leadership on employee OCBE. Furthermore, environmental concern not only has a positive moderating effect on the influence of green transformational leadership on green organizational climate, but also positively moderates the impact of the influence of green transformational leadership on employee OCBE. This paper reveals the internal psychological mechanism of improving employee OCBE and provides ideas for promoting the sustainable development of enterprises.
TL;DR: Wang et al. as mentioned in this paper explored the relationship of virtual social interaction on customer citizenship behavior and found that psychological empowerment partially mediated the relationship between the three dimensions of virtual community interaction and customer citizenship behaviour.
Abstract: Through social exchange theory, this study explores the relationship of virtual social interaction on customer citizenship behavior. By using a sample of 363 fitness enthusiasts from China, this study found that the three dimensions of virtual community interaction have a positive impact on customer citizenship behavior. Moreover, this study found that psychological empowerment partially mediated the relationship between the three dimensions of virtual community interaction and customer citizenship behavior. Secondly, this study also found that the effect of virtual community interaction on psychological empowerment was conditional on a sense of community. The results of this study suggested that managers should pay attention to the important role of user interaction in a virtual community and guide users to form high-quality interactions. Furthermore, managers should also pay attention to the importance of customer citizenship behavior to make users as employees participate in the interaction in a virtual community to enrich the integrity of the interaction. Lastly, managers need to pay attention to users’ sense of belonging and identity regarding the virtual community and encourage users to obtain incentives through the combination of online and offline activities to create the most benefits for the virtual community of fitness clubs.
TL;DR: In this paper , the authors explored the relationship between the perceived values of mobile shopping applications (MSApps) and customer Citizenship Behavior (CCB) through perceived well-being based upon the social exchange theory.
TL;DR: In this paper , the indirect effects of ethical leadership on pro-organizational behavior (UPB) were examined by examining how two types of organizational commitment (i.e., affective commitment and continuance commitment) mediate the effect of the supervisors' ethical leadership.
Abstract: This paper aims to examine the indirect effects of ethical leadership on unethical pro-organizational behavior (UPB). We primarily examine how two types of organizational commitment (i.e. affective commitment and continuance commitment) mediate the effect of the supervisors’ ethical leadership on their followers’ UPB. Collecting data from 291 employees in South Korea, at two points in time, we found that ethical leadership has a negative relationship with follower UPB through affective commitment and has a positive relationship with follower UPB through continuance commitment. Furthermore, follower organizational identification moderates the mediation processes, which makes the affective commitment-UPB relationship more negative but the continuance commitment-UPB relationship more positive when the followers more closely identify with their organization. We also discuss the theoretical contributions and practical implications.
TL;DR: In this article , the authors have concluded that abusive supervision is harmful for workplaces, particularly when it comes to employees' citizenship behaviours, and the predictive relevance and r-squared values for the underlying model were also confirmed.
Abstract: This study intends to bridge the unattended research gap and add to the knowledge base of ‘human resource management’ regarding the relationships between abusive supervision, and individual organizational citizenship behaviour (OCBI), through the mediation of ‘employee well-being’. For the given purpose, a sample of 250 cases was selected to collect data from non-managerial hotel employees from the metropolitan cities of Pakistan. Given responses were analysed in Smart PLS 3.0. Structural equation modelling (PLS-SEM) was used to conduct the necessary tests regarding measurement model and structural model assessment. The study found statistical support for three of the four hypotheses, confirming the deleterious role of abusive supervision in general and the intervening role of employee well-being. The findings have concluded that abusive supervision is harmful for workplaces, particularly when it comes to employees’ citizenship behaviours. Finally, the predictive relevance and r-squared values for the underlying model were also confirmed.
TL;DR: In this article , the mediating role of patient satisfaction, patient loyalty, and employee responsiveness between the service quality and patient citizenship behaviors (PCB) was investigated. And the results demonstrate that SQ does not directly affect or create PCB, but it is affected by the mediators in order to create PCB via satisfaction, loyalty and Employee responsiveness.
TL;DR: In this paper , the authors investigated teachers' organizational citizenship behavior during the COVID-19 pandemic and identified the unique construct of teacher OCB during the pandemic, composed of six categories: promoting academic achievement, investing extra time, providing support to students, use of technology, compliance with regulations and compliance with role changes.
TL;DR: In this article , the role of employee agility and employee engagement on organizational citizenship behavior among employees in the Employee District was investigated and the results of the study found that there was an effect of worker agility and engagement on the organizational citizenship behaviour among employees.
Abstract: The behavior of employees at work determines the success or failure of the company in achieving the vision and mission that has been set. Increasingly high business competition requires quality human resources, totality and agility in work. This study aims to determine the role of employee agility and employee engagement on organizational citizenship behavior among employees in the Employee District. The sample used in this study were 92 employees and the sampling technique used was snowball sampling. The scale used is the Psychology scale which consists of organization citizenship behavior, employee agility and employee engagement scales. Data analysis used SPSS software version 26. The results of the study found that there was an effect of employee agility and employee engagement on organizational citizenship behavior among employees in Karawang.
TL;DR: In this article , the authors developed a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE).
Abstract: Purpose This paper draws on conservation of resources theory to advance the literature on extra-role performance behaviors among academics, particularly innovative work behaviors and knowledge sharing, through the lens of work stressors. Methods We develop a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE). Findings Results show that academics’ compulsory citizenship behaviors positively influence negative affectivity, which, in turn, negatively impacts academics’ innovative work behavior and knowledge sharing. The detrimental effect of compulsory citizenship behaviors on negative affectivity is then positively moderated by passive leadership, which amplifies this relationship. The combined effect of compulsory citizenship behaviors and negative affectivity exerted on innovative work behavior and knowledge sharing are magnified amid the elevated presence of passive leadership, while gender does not significantly influence this association. Originality This is a pioneering study in the context of UAE to look into the counterproductive impact of CCB on employee innovative work behaviors and knowledge sharing. Implications Pertinent theoretical and managerial implications are discussed.
TL;DR: In this article , the role of perceived organizational commitment mediates the influence between perceived organizational support and organizational culture on organizational citizenship behavior, the results of testing organizational support are felt to affect organizational commitment, as well as organizational culture, affects employee organizational commitment while organizational commitment has a significant effect on citizenship organizational.
Abstract: The purpose of the study was to determine the extent to which the role of perceived organizational commitment mediates the influence between perceived organizational support and organizational culture on organizational citizenship behavior. Quantitative methods are used in this study. The sample used by respondents was 195 employees at a security company in Jakarta, Indonesia, with a random sampling technique. The analysis used is path analysis whose data processing is done through SmartPLS 3.0. The results of the research on the perception of organizational support do not affect employee organizational citizenship behavior, while organizational culture affects employee organizational citizenship behavior, the results of testing organizational support are felt to affect organizational commitment, as well as organizational culture, affects employee organizational commitment while organizational commitment has a significant effect on citizenship organizational. The behavior of securities company employees in Indonesia. The discovery of novelty in the developed organizational citizenship behavior model can provide a solution to the COVID-19 pandemic, The company is to maintain its business, and the role of organizational citizenship behavior needs to improve through indicators from research results such as support from colleagues, responsibility for employee mistakes at work, the honest attitude of employees, superior support and employee trust in the company. The impact on the company's managerial implementation that needs to be changed, if implemented properly will result in the sustainability of the company's business, especially in securities companies
TL;DR: In this paper , the authors investigate the impact of leadership skills (technical, human and conceptual) on organizational citizenship behavior in Vietnamese libraries and the role of organizational culture as the mediator.
Abstract:
Purpose
This study aims to investigate the impact of leadership skills (technical, human and conceptual) on organizational citizenship behavior in Vietnamese libraries and the role of organizational culture as the mediator.
Design/methodology/approach
A quantitative approach was chosen to gather data from 356 participants working in various libraries in Vietnam. The validity of the measures was assessed through regression analysis and SPSS software.
Findings
The results showed that leadership skills do have a significant impact on organizational citizenship behavior, but only human skills had a significant effect on bureaucracy culture. The study also revealed that bureaucracy culture played a significant role in affecting organizational citizenship behavior of organizations. Furthermore, bureaucracy culture was found to mediate the relationship between human skill and organizational citizenship behavior of organizations.
Originality/value
This study makes a valuable contribution to the field by exploring the influence of three types of leadership skills on organizational citizenship behavior and the role of leadership in promoting organizational culture. The findings of this research can help organizations understand the importance of leadership skills and organizational culture in promoting good citizenship behavior among employees. The research implications are discussed and can be used to inform decision-making and future research in the field.
TL;DR: In this paper , the authors examined the connection between ability, motivation, opportunity-enhancing HRM practices and corporate environmental citizenship in the construction industry in Malaysia and provided a comprehensive understanding of corporate environmental Citizenship.
Abstract: This study examines the connection between ability, motivation, opportunity-enhancing HRM practices and corporate environmental citizenship. Organisational learning capability is also introduced as a moderator between the connections of AMO-enhancing HRM practices and corporate environmental citizenship. Systematic sampling technique was utilized to determine the study sample with a total response of 150. The study found that ability and opportunity-enhancing HRM practices are related to corporate environmental citizenship except for motivation-enhancing HRM practices. Similarly, organisational learning capability has no moderating effect on such relationships. In addition to that, this study has provided a comprehensive understanding of corporate environmental citizenship in the construction industry in Malaysia. This substantially adds a new dimension to the literature.
31 Jan 2023
TL;DR: In this paper , the authors used a simple linear regression to evaluate the effect of organizational citizenship behavior on employee performance of the South Bandung Livestock Cooperative (KPBS) Pangalengan Animal Health Unit.
Abstract: Abstract. Organizational Citizenship Behavior is a form of behavior that is an individual choice and initiative in increasing the efficiency of organizational performance. Employee performance is a result achieved by individuals in carrying out their duties and responsibilities. The purpose of this study was to see the effect of Organizational Citizenship Behavior on Employee Performance of the South Bandung Livestock Cooperative (KPBS) Pangalengan Animal Health Unit. And (KPBS) Pangalengan Animal Health Unit is a unit tasked with treating and breeding cattle owned by breeders. This study used a quantitative method, in determining the sample in this study using a saturated sample technique of 30 employees. The data collection technique used was a questionnaire by distributing it via the Google form. The analysis technique used is simple linear regression. The results of this study indicate that Organizational Citizenship Behavior has a positive effect on Employee Performance which is equal to 29.3%, which means that the factor that influences Employee Performance from the Organizational Citizenship Behavior dimension is the Conscientiousness dimension, where as many as 16 out of 30 respondents are always present at work and Sportmanship , where as many as 20 out of 30 respondents have high patience in dealing with problems and do not complain when doing work.
Abstrak. Organizational Citizenship Behavior merupakan suatu bentuk perilaku yang merupakan pilihan dan inisiatif individual dalam meningkatkan efisiensi kinerja organisasi. Kinerja Kayawan merupakan suatu hasil yang dicapai oleh Individu dalam melaksanakan tugas dengan tanggung jawabnya. Tujuan dari penelitian ini adalah untuk melihat pengaruh Organizational Citizenship Behavior Terhadap Kinerja Karyawan Koperasi Peternakan Bandung Selatan (KPBS) Pangalengan Unit Kesehatan Hewan. Dan (KPBS) Pangalengan Unit Kesehatan Hewan merupakan Unit yang bertugas untuk mengobati, mengembang biakan sapi yang dimiliki oleh peternak. Penelitian ini menggunakan metode kuantitatif, dalam menentukan sampel pada penelitian ini menggunakan teknik sampel jenuh sebanyak 30 orang karyawan. Teknik pengumpulan data yang digunakan yaitu kuesioner dengan menyebarkan melalui google form. Teknik analisis yang digunakan adalah regresi linear sederhana. Dari hasil penelitian ini menunjukkan bahwa Organizational Citizenship Behavior berpengaruh positif terhadap Kinerja Karyawan yaitu sebesar 29,3%, yang artinya faktor yang mempengaruhi Kinerja Karyawan dari dimensi Organizational Citizenship Behavior adalah dimensi Conscientiousness, dimana sebanyak 16 dari 30 responden selalu hadir di tempat kerja dan Sportmanship, dimana sebanyak 20 dari 30 responden memiliki kesabaran yang tinggi dalam menghadapi masalah dan tidak mengeluh pada saat mengerjakan pekerjaan.
TL;DR: In this article , the authors examined the indirect relationship between customer citizenship and dysfunctional customers via customer moral credits and entitlement, as well as the moderating influence of customer citizenship fatigue, and they showed that when citizenship fatigue is high, customer citizenship behavior elicits customer moral credit, which leads to customer entitlement and, in turn, promotes dysfunctional customer behavior.
Abstract: PurposeWhile the positive effects of customer citizenship behavior are well established, research on its potential negative consequences is scarce. This study aims to examine the indirect relationship between customer citizenship and dysfunctional customers via customer moral credits and entitlement, as well as the moderating influence of customer citizenship fatigue.Design/methodology/approachStudy 1 employed a cross-sectional design with a self-administered survey. The data were collected from 314 customers using an online research panel. In Study 2, the authors manipulated customer citizenship behavior using 203 participants to establish causality and rule out alternative explanations of the findings of Study 1. In Study 3, the authors replicated Study 2 and enhanced internal validity by using a more controlled experimental design using 128 participants.FindingsThis study shows that when customer citizenship fatigue is high, customer citizenship behavior elicits customer moral credit, which leads to customer entitlement and, in turn, promotes dysfunctional customer behavior. Conversely, when customer citizenship fatigue is low, customer citizenship behavior does not generate moral credit or entitlement, preventing dysfunctional customer behavior.Practical implicationsThe study shows that promoting customer citizenship behavior does not always lead to positive outcomes. Therefore, when promoting customer citizenship behavior, managers should consider the psychological licensing process and ways to mitigate the influence of moral credits.Originality/valueThis study challenges common wisdom and investigates the dark side of customer citizenship behavior. Specifically, it demonstrates that customer citizenship behavior could backfire (e.g. dysfunctional customer behavior). It also shows that only customers who experience a high level of fatigue from their citizenship behaviors are psychologically licensed to gain moral credit, leading to dysfunctional customer behavior.
TL;DR: In this article , the mediator effect of green intrinsic motivation and green transformational leadership influence the direct relationship between green mindfulness and green organizational citizenship behavior (G-OCB) in tourism and hospitality industry.
Abstract: The study aims to assess the impact of frontline managers’ green mindfulness on green organizational citizenship behavior (G-OCB). Moreover, the authors propose that the mediator effect of green intrinsic motivation and the moderator effect of green transformational leadership influence the direct relationship between green mindfulness and G-OCB. By employing a time-lagged, multisource research design, the authors analyze data collected from service firms’ frontline managers in the tourism and hospitality industry using SmartPLS SEM (v 4). Our findings indicate that green mindfulness significantly influences G-OCB through the mediator effect of green intrinsic motivation. Further, the study finds a significant intervening role of green transformational leadership in the underlying associations; the direct association between green mindfulness and green intrinsic motivation, and the indirect relationship between green mindfulness and G-OCB through green intrinsic motivation, are stronger(/weaker) at higher(/lower) levels of green transformational leadership. The study presents an essential framework that underpins the association between frontline managers’ green mindfulness and G-OCB by casting green intrinsic motivation as a mediator and green transformational leadership as a moderator. Service firms in the tourism and hospitality industry may benefit from our hypothesized framework by implementing the necessary interventions to foster employees’ G-OCB with the help of green transformational leadership as a contextual antecedent, and green mindfulness and green intrinsic motivation as individual-level antecedents.
TL;DR: In this article , Quinn et al. examined the relationship between citizenship pressure and organizational citizenship behaviors (OCBs) and compared their effects on relevant outcomes and found that both daily pressure and OCB lead to greater fatigue and that these relationships will be moderated by sleep quality that the employees had the night before.
TL;DR: In this paper , the effects of leaders' OCBE and WGGA, person-supervisor fit (PSF), and person-group fit (PGF) as well as their potential interactions on members' organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) were examined.
Abstract: As an emerging topic in human resource management (HRM) research, organizational citizenship behavior for the environment (OCBE) and workgroup green advocacy (WGGA) have been studied as a proxy of the environmental performance of organizations as well as a potential way for companies to assess the impact of their environmental strategies and initiatives. Viewing OCBE and WGGA as green-focused knowledge, skills, abilities, and other characteristics and building on leader-member exchange theory, we examined the effects of leaders' OCBE and WGGA, person-supervisor fit (PSF), and person-group fit (PGF) as well as their potential interactions on members' OCBE and WGGA. To minimize the potential impact of different company strategies, the study was conducted in one MNC using a sample of 269 members from 64 teams. The results revealed that PSF and especially PGF were associated with members' OCBE and WGGA, but leaders' OCBE was a stronger predictor of members' OCBE and WGGA than leaders' WGGA. Contrary to our prediction, no moderating effect of PSF or PGF was found for the associations between leaders' and members' WGGA and OCBE. Together, these findings shed light on the differential trickle-down effects of leaders' perceptions and behaviors in the context of environmental management. As for the implications for HRM practitioners, our findings suggest companies may focus on leaders' OCBE and WGGA as well as on PSF and PGF independently as the means to shaping team members' OCBE and WGGA to support environmental strategies.