Influence of organizational citizenship behavior on prosocial rule breaking: Moral licensing perspective

2019 ◽  
Vol 47 (6) ◽  
pp. 1-9 ◽  
Author(s):  
Tingting Liu ◽  
Chang’e Liu ◽  
Erhua Zhou
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Ethical Decision ◽  
Ethical Decision Making ◽  
Citizenship Behavior ◽  
Moral Self ◽  
Moral Licensing ◽  
Self Image ◽  
Rule Breaking

Researchers have introduced the prosocial rule breaking (PSRB) concept to explain situations where employees encounter an ethical dilemma between promoting the welfare of the organization and following organizational regulations. PSRB can be regarded as ethical decision making in an organization, but few researchers have used ethical decision theories to study it. Adopting the moral licensing perspective, we argued that organizational citizenship behavior (OCB), the typical form of moral conduct within organizations, would predict PSRB, and that this relationship would be mediated by moral selfimage and moderated by intrinsic motivation for OCB. Results of our 2-wave survey of 433 Chinese employees showed that employees’ OCB had a positive effect on PSRB through the mediator of moral self-image. Additionally, when intrinsic motivation toward OCB was high, the relationship between OCB and moral self-image was amplified and gave more confidence to employees to practice PSRB. Our findings contribute to the understanding of PSRB and moral licensing theory.

scholarly journals The effect of other in-group members' organizational citizenship behavior on employees' organizational deviance: a moral licensing perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Canh Minh Nguyen
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Group Identification ◽  
Self Concept ◽  
Citizenship Behavior ◽  
Moral Self ◽  
Organizational Deviance ◽  
Content Type ◽  
Moral Licensing ◽  
Group Members

PurposeThe purpose of this study is to investigate the moral licensing effect of other in-group members' organizational citizenship behavior (OCB) on focal employees' organizational deviance through moral self-concept. This paper also examines the moderating role of in-group identification in the mediated relationship.Design/methodology/approachThe multilevel path analysis and bootstrapping technique are employed to analyze the findings of a sample of 340 employees in 56 workgroups in Vietnam.FindingsThe results demonstrate that moral self-concept mediates the positive relationship between other in-group members' OCB and focal employees' organizational deviance. Furthermore, the findings indicate that in-group identification strengthens the indirect effect of other in-group members' OCB on focal employees' organizational deviance via moral self-concept.Practical implicationsThe findings suggest that managers should be aware of the potential negative consequences of OCB and the drawbacks of in-group identification in group contexts. In addition, practitioners should proactively prevent other in-group members' OCB from resulting in employees' organizational deviance.Originality/valueThis is the first study to examine the moral licensing effect of OCB on organizational deviance through the moral self-concept mechanism and the moderating role of in-group identification in this mediated relationship.

The influence of ethical leadership on academic employees’ organizational citizenship behavior and turnover intention

2019 ◽  
Vol 57 (3) ◽  
pp. 583-605 ◽  
Author(s):  
Raad Abdulkareem Shareef ◽  
Tarik Atan
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role

PurposeThe purpose of this paper is to examine the effect of ethical leadership on followers’ organizational citizenship behavior (OCB) and turnover intention and to examine the mediating role of intrinsic motivation in the relationships.Design/methodology/approachThe study employed a quantitative research method with a sample of 351 supervisor–subordinate dyads in three large public universities in the Kurdistan Region of Iraq. The statistical analysis was conducted using Statistical Package for Social Science software, through multiple regression analyses to test the research hypotheses.FindingsThe results indicated that ethical leadership positively related to OCB and negatively related to turnover intentions. The results also showed that intrinsic motivation fully mediates the relationship between ethical leadership, OCB, and turnover intentions.Originality/valueThis study recognized the gap in the literature, and it contributes to the body of knowledge through an examination of the mediating role of intrinsic motivation between ethical leadership, OCB and turnover intention, relying on the cognitive evaluation theory.

scholarly journals Determinants of Organizational Citizenship Behavior of Contract Employees

2021 ◽  
pp. 64
Author(s):  
Ida Bagus Ketut Surya ◽  
I Gede Putu Kawiana ◽  
I Gede Riana ◽  
I Gede Rihayana
Keyword(s):  
Job Satisfaction ◽  
Intrinsic Motivation ◽  
Data Quality ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Indirect Effect ◽  
Citizenship Behavior ◽  
Contract Employees ◽  
Quality Testing ◽  
Inferential Analysis

This study aims to analyze the effect of intrinsic motivation on job satisfaction and OCB and the effect of job satisfaction on OCB. This study also aims to analyze the indirect effect of intrinsic motivation on OCB  through job satisfaction. The study was conducted at the Secretariat of the Regional People’s Representative Council (DPRD) of Badung Regency. Data were collected by means of questionnaire using five scales, distributed to 143 contract employees. Before being fully disseminated, data quality testing was carried out using SPSS 20 to ensure the questionnaire was valid and reliable. The data collected were analyzed using descriptive and inferential analysis with WarpPLS. The results shows that intrinsic motivation plays an important role in increasing job satisfaction and OCB. Additionally, job satisfaction is also proven to be able to increase OCB. Furthermore, intrinsic motivation indirectly has an important role in increasing OCB  through job satisfaction.

Unpacking the Relationship Between Organizational Citizenship Behavior and Counterproductive Work Behavior: Moral Licensing and Temporal Focus

2021 ◽  
pp. 105960112199536
Author(s):  
Yannick Griep ◽  
Lynn Germeys ◽  
Johannes M. Kraak
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Survey Study ◽  
Citizenship Behavior ◽  
Future Research ◽  
Moral Licensing ◽  
Temporal Focus

Traditionally, scientific- and practitioner-oriented publications tend to categorize employees in groups of either “good” or “bad” employees, thereby omitting that one category of employees might engage in organizational citizenship behavior (OCB-O) and counterproductive work behavior (CWB-O). In this study, we concurrently examine the mediating role of moral credits and credentials, as well as the moderating role of subjective temporal focus. Specifically, we argue that when employees enact OCB-O, they obtain moral credits and credentials, which in turn might make employees more likely to enact CWB-O. Moreover, we argue that the latter relationships depend on an employee’s subjective temporal focus, resulting in an OCB-O—CWB-O relationship that is (1) positive for a past temporal focus, (2) negative for a future temporal focus, and (3) non-significant for a present temporal focus. We examined these hypotheses by means of a multilevel weekly survey study and largely found support for our hypotheses, especially with regard to the role of moral credentials as the mediating mechanism and the aggravating versus attenuating effect of past versus future temporal focus, respectively. We end with a discussion on implications, suggestions for future research, and recommendations for practice.

scholarly journals PENGARUH LOCUS OF CONTROL DAN MOTIVASI INTRINSIK TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR GURU SMA NEGERI DI KOTA BEKASI

2019 ◽  
Vol 10 (2) ◽  
pp. 332-351
Author(s):  
Dwi Septiawati ◽  
Neti Karnati ◽  
Siti Rochanah
Keyword(s):  
High School ◽  
Locus Of Control ◽  
Intrinsic Motivation ◽  
Correlation Coefficient ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Path Coefficient ◽  
Positive Direct

The study aims to obtain information concerning  the effect of locus of control and intrinsic motivation on organizational citizenship behavior (OCB) of   Public High School teacher  in district Bekasi City. The research with the quantitative approach  used a survey method and data analysis   with Path Analysis techniques. The  data collection process  is done by using the questionnaire  as an instrument. There are   192 samples from 370 population   was selected  as the unit analysis which is determined  by  proportional simple random sampling techniques.  Research result : First, there is a positive direct effect of locus of control on OCB with a correlation coefficient of 0.346 and a path coefficient of 0.268. This gives the meaning of an increase in the locus of control of state high school teachers in the city of Bekasi to be followed by an increase in its OCB. Second, there is a positive direct effect of intrinsic motivation on OCB with a correlation coefficient of 0.314 and a path coefficient of 0.218. This gives the meaning of increasing the intrinsic motivation of teachers of Public High Schools in Bekasi City to be followed by an increase in OCB. Third, there is a positive direct effect of locus of control on intrinsic motivation with a correlation coefficient of 0.359 and a path coefficient of 0.359. This gives the meaning of the increase in the locus of control of public high school teachers in Bekasi City, followed by an increase in intrinsic motivation.   Abstrak Penelitian ini bertujuan untuk mengetahui  pengaruh Locus of Control dan motivasi intrinsik terhadap Organizational Citizenship Behavior (OCB) guru SMA Negeri di Kota Bekasi. Penelitian  dengan pendekatan kuantitatif ini menggunakan  metode survey dan analisa data dilakukan dengan  teknik analisa jalur (Path Analysis). Proses pengumpulan  data  dilakukan dengan  menggunakan kuesioner sebagai intrumen.  Terdapat 192 sampel dari 370 populasi dipilih sebagai unit analisis yang ditentukan dengan menggunakan teknik  proporsional acak sederhana (propotional simpel random sampling). Hasil penelitian menunjukkan : Pertama, terdapat pengaruh langsung positif locus of control terhadap OCB dengan nilai koefisien korelasi sebesar 0,346 dan nilai koefisien jalur sebesar 0,268. Ini memberikan makna peningkatan locus of control guru SMA Negeri di Kota Bekasi akan dikuti oleh peningkatan OCB-nya. Kedua, Terdapat pengaruh langsung positif motivasi intrinsik terhadap OCB dengan nilai koefisien korelasi sebesar 0,314 dan nilai koefisien jalur sebesar 0,218. Ini memberikan makna peningkatan motivasi intrinsik guru SMA Negeri di Kota Bekasi akan dikuti oleh peningkatan OCB-nya. Ketiga, terdapat pengaruh langsung positif locus of control terhadap motivasi intrinsik dengan nilai koefisien korelasi sebesar 0,359 dan nilai koefisien jalur sebesar 0,359. Ini memberikan makna meningkatnya locus of control guru SMA Negeri di Kota Bekasi akan dikuti oleh peningkatan motivasi intrinsik-nya. Kata kunci: Locus of control, motivasi intrinsik, organizational citizenship behavior

scholarly journals The Effect of Positive Leadership on Organizational Citizenship Behavior based on Self-determination theory

CONVERTER ◽  
2021 ◽  
pp. 501-515
Author(s):  
Yunneng Fu Et al.
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Power Distance ◽  
Mediating Effect ◽  
Self Determination ◽  
Citizenship Behavior ◽  
Positive Leadership ◽  
Positive Effect

Based on the theory of self-determination and the related literature of positive leadership, we explore the internal mechanism of the influence of positive leadership on organizational citizenship behavior, especially the mediating role of intrinsic motivation and the moderating role of right distance. Through the statistical test and analysis of 281 data in China, we use SPSS 23.0 and Mplus7.0 to test our research hypothesis. Consistent with our hypothesis, the results show that positive leadership can have a significant positive effect on intrinsic motivation. Positive leadership can have an indirect positive impact on organizational citizenship behavior partly through the transmission of intrinsic motivation. Power distance can weaken the positive effect of positive leadership on intrinsic motivation, that is, for employees with high power distance, the positive effect of positive leadership on intrinsic motivation is weaker, on the contrary, the positive effect of positive leadership on intrinsic motivation of employees with low power distance is stronger. Power distance can adjust the mediating effect of intrinsic motivation between positive leadership and organizational citizenship behavior, that is, the stronger the power distance of employees, the weaker the indirect relationship between positive leadership and organizational citizenship behavior through intrinsic motivation.

scholarly journals A MODEL OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR IMPROVEMENT BASED ON INSTRINSIC MOTIVATION AND ORGANIZATIONAL JUSTICE IN REGIONAL SECRETARIAT OF SEMARANG REGENCYA MODEL OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR IMPROVEMENT BASED ON INSTRINSIC MOTIVATION AND ORGANIZATIONAL JUSTICE IN REGIONAL SECRETARIAT OF SEMARANG REGENCY

2017 ◽  
Vol 2 (4) ◽  
pp. 246
Author(s):  
Ika Rusmawati ◽  
Mutamimah Mutamimah
Keyword(s):  
Human Resources ◽  
Intrinsic Motivation ◽  
Path Analysis ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Significant Positive Effect ◽  
Analysis Model ◽  
Positive Effect

Good Organizational Citizenship Behavior (OCB) needs to be supported by a strong commitment from human resources since the stronger the employees� commitment, the higher the OCB will be. The improvemnet of Human Resource commitment needs to be supported by strong intrinsic motivation from human resources and organizational justice which is able to encourage human resources in improving organizational citizenship behavior (OCB). This study was conducted in Regional Secretariat of Semarang regency to 118 civil servants working there. Census was used as the sampling technique in this study in which every member of the population had the same opportunity to be taken as the research sample. Regressive analysis of path analysis model (path analysis) was used as the analysis technique. The research revealed that intrinsic motivation and organizational justice had a significant positive effect on organizational commitment and OCB, while commitment had a significant positive effect on OCB.Keywords : intrinsic motivation, organizational justice, commitment and OCB.

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