scholarly journals Is anyone else feeling completely unessential? Meaningful work, identification, job insecurity, and online organizational behavior during a lockdown in the Netherlands

2020 ◽  
Author(s):  
Jaap Ouwerkerk ◽  
Jos Bartels
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Job Insecurity ◽  
Meaningful Work ◽  
Citizenship Behavior ◽  
Negative Consequences ◽  
Positive Meaning ◽  
Greater Good ◽  
Work Perceptions

A survey among Dutch employees (N = 408) investigated how a lockdown in response to the COVID-19 pandemic affected work perceptions. Results demonstrate that employees who are not working during lockdown, or have strongly reduced work hours, perceive their job as contributing less to the greater good, identify less with their organization, and experience more job insecurity, compared to those who are still performing a high percentage of their work activities. Moreover, the longer employees were in lockdown, the weaker their greater good motivations and the more job insecurity they experienced. Additionally, we investigated the relations of work perceptions with prosocial and deviant online organizational behaviors of employees who were still working. Identification with colleagues and perceiving positive meaning in one’s job emerged as significant predictors of online organizational citizenship behavior directed at other individuals (OCB-I), whereas organizational identification predicted such behavior directed at the organization (OCB-O). Moreover, indicative of a job preservation motive, increased job insecurity was related to more online OCB-O, as well as more deviant online behaviors directed at others in the form of cyberostracism and cyberincivility. Based on these findings, we discuss practical lessons for future lockdowns to minimize negative consequences for organizations and employees.

scholarly journals Unstable Jobs Cannot Cultivate Good Organizational Citizens: The Sequential Mediating Role of Organizational Trust and Identification

2019 ◽  
Vol 16 (7) ◽  
pp. 1102 ◽  
Author(s):  
Byung-Jik Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Job Insecurity ◽  
Organizational Trust ◽  
Organizational Outcomes ◽  
Citizenship Behavior ◽  
Identification Function ◽  
The Impact ◽  
Underlying Processes

Although existing works have investigated the influence of employee’s job insecurity on his or her perceptions or attitudes, those studies relatively have paid less attention to the influence of it on employee’s behaviors, as well as to its intermediating mechanisms of the relationship between job insecurity and the behaviors. Considering that employee’s behaviors substantially influence various organizational outcomes, I believe that studies which examine the impact of job insecurity on the behaviors as well as its underlying processes are required. Grounded on the context–attitude–behavior framework, I delved into the intermediating mechanism between job insecurity and organizational citizenship behavior with a sequential mediation model. In specific, I hypothesized that employee’s organizational trust and organizational identification would sequentially mediate the job insecurity–organizational citizenship behavior (OCB) link. Utilizing 3-wave time-lagged data from 303 employees in South Korea, I found that organizational trust and organizational identification function as sequential mediators in the link. The finding suggests that organizational trust and organizational identification are underlying processes to elaborately explain the job insecurity–OCB link.

scholarly journals Perbedaan Organizational Citizenship Behavior (OCB) Ditinjau Dari Identifikasi Organisasi Guru SD PNS dan Honorer

2020 ◽  
Vol 9 (2) ◽  
pp. 77-83
Author(s):  
Zakia Nurul Fitriana ◽  
Munawir Yusuf ◽  
Fadjri Kirana Anggarini
Keyword(s):  
Elementary School ◽  
Organizational Behavior ◽  
Elementary School Teachers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Hypothesis Test ◽  
Citizenship Behavior ◽  
School Teachers ◽  
Cluster Random Sampling

This study aims to find out: (1) differences of organizational citizenship behavior in terms of organizational identification in PNS and honorary elementary school teachers (2) differences of organizational citizenship behavior in terms of organizational identification  (3) differences of organizational citizenship behavior in PNS and honorary elementary school teachers. The population was elementary school teachers in Wonosari Subdistrict, using cluster random sampling, a minimum sample of Slovin preliminaries was received by 174 teachers. With a sample of 87 honorary and 89 PNS teachers, uses citizenship organizational behavior (α = 0.907) and organizational identification scale (α = 0.854). With two-way Anova hypothesis test, it was found that there was no difference in organizational citizenship behavior in terms of organizational identification in PNS and honorary teachers (F = 0.974; p> 0.05), there were differences of organizational citizenship behavior in terms of organizational identification ​​( F = 36.768; p <0.05), and there were no differences of organizational citizenship behavior in PNS and honorary teachers (F = 0.139; p> 0.05). The results of the additional analysis prove that there is no difference of organizational citizenship behavior in terms of years of service, gender, age, and salary.

scholarly journals Beyond intrinsic and extrinsic motivation: A meta-analysis on self-determination theory’s multidimensional conceptualization of work motivation

2021 ◽  
pp. 204138662110061
Author(s):  
Anja Van den Broeck ◽  
Joshua L. Howard ◽  
Yves Van Vaerenbergh ◽  
Hannes Leroy ◽  
Marylène Gagné
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship Behavior ◽  
Extrinsic Motivation ◽  
Work Motivation ◽  
Meta Analysis ◽  
Well Being ◽  
Self Determination ◽  
Added Value ◽  
Citizenship Behavior ◽  
Negative Consequences

This meta-analysis aims to shed light on the added value of the complex multidimensional view on motivation of Self-determination theory (SDT). We assess the unique and incremental validity of each of SDT’s types of motivation in predicting organizational behavior, and examine SDT’s core proposition that increasing self-determined types of motivation should have increasingly positive outcomes. Meta-analytic findings (124 samples) support SDT, but also adds precision to its predictions: Intrinsic motivation is the most important type of motivation for employee well-being, attitudes and behavior, yet identified regulation is more powerful in predicting performance and organizational citizenship behavior. Furthermore, introjection has both positive and negative consequences, while external regulation has limited associations with employee behavior and has well-being costs. Amotivation only has negative consequences. We address conceptual and methodological implications arising from this research and exemplify how these results may inform and clarify lingering issues in the literature on employee motivation.

Leading Machiavellians on the road to better organizational behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Syed Imad Shah ◽  
Asad Shahjehan ◽  
Bilal Afsar
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship Behavior ◽  
Cross Sectional Study ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Negative Consequences ◽  
Cross Sectional ◽  
Content Type ◽  
The Road ◽  
On The Road

PurposeStudies highlighting negative behavioral influences of Machiavellians are plentiful; however, those prescribing their management are scarce. Machiavellians are intelligent, adaptable and resourceful people with negative, self-serving and unethical persona traits. Their abundance in organizations poses a challenge for managers in minimizing negative consequences of Machiavellian's manipulative behaviors and tap into their true potential. Leadership can play a crucial role in this regard. This purpose of this paper is to investigate the moderating effects of transformational leadership (TFL) versus transactional leadership (TSL) styles on the relationship between subordinates' Machiavellianism and their organizational citizenship behavior (OCB) and counterproductive work behavior (CWB). The aim was to highlight the style that better adept in managing high-Mach subordinates.Design/methodology/approachThis cross-sectional study used multiple surveys administered to 90 managers and their 269 subordinates from 56 organizations. Multiple regression was used for testing and hypothesize linear and supplementary nonlinear relationships between the study variables.FindingsAfter a detailed data analysis, authors posit that, as compared to TFL, the TSL style is better suited for managing Machiavellian subordinates.Practical implicationsBy employing transactional tactics, leaders can reign in the divergent behavior of Machiavellians, thus, transforming them into useful organizational assets.Originality/valueThis study expands on limited body of knowledge on managing Machiavellians. It advocates using TSL for improving the OCB of Machiavellians while countering their CWBs. Furthermore, this study contributes to transactional/transformational theories as it lends credence to the situational theory of leadership.

Job insecurity and performance: the mediating role of organizational identification

2017 ◽  
Vol 46 (8) ◽  
pp. 1508-1522 ◽  
Author(s):  
Beatrice Piccoli ◽  
Antonino Callea ◽  
Flavio Urbini ◽  
Antonio Chirumbolo ◽  
Emanuela Ingusci ◽  
...  
Keyword(s):  
Social Identity ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Structural Equation ◽  
Job Insecurity ◽  
Theoretical Perspective ◽  
Contextual Performance ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type

Purpose The purpose of this paper is to extend knowledge about theoretical explanations of the job insecurity-performance relationship. Specifically, the authors examine how and why job insecurity is negatively associated with task and contextual performance (i.e. organizational citizenship behavior) and whether organizational identification may account for these relationships. Design/methodology/approach The mediational hypotheses were examined using structural equation modeling in a heterogeneous sample of Italian employees. Findings Consistent with social identity theory, results show that job insecurity is related to reduced levels of identification with the organization and, consequently, to low task and contextual performance. These findings suggest that employees’ behaviors in job insecure contexts are also driven by evaluations about the perceived belongingness to the organization. Practical implications The research supports initial evidence that it is possible to prevent low performance resulting from job insecurity by designing interventions to boost organizational identification. By ensuring a sense of belonging and providing a positive basis for employees’ social identity, managers may increase involvement and attachment to the organization. Originality/value This study provides a deeper understanding of behavioral reactions to job insecurity and adds a path unexplored so far, by introducing a theoretical perspective from social psychology. Job insecurity may represent a specific condition that leads organizational identification to be a key mechanism for employees and their behaviors.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

scholarly journals Do Environmental Transformational Leadership Predicts Organizational Citizenship Behavior towards Environment in Hospitality Industry: Using Structural Equation Modelling Approach

2021 ◽  
Vol 13 (10) ◽  
pp. 5594
Author(s):  
Jehanzeb Khan Gurmani ◽  
Noor Ullah Khan ◽  
Muhammad Khalique ◽  
Muhammad Yasir ◽  
Asfia Obaid ◽  
...  
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Social Information Processing ◽  
Structural Equation Modelling ◽  
Structural Equation ◽  
Meaningful Work ◽  
Citizenship Behavior ◽  
Equation Modelling ◽  
The Impact

Voluntary pro-environmental behaviors in the workplace such as organizational citizenship behavior towards environment (OCBE) are pertinent for the organizations striving to become environmentally responsible entities. The significance of OCBE for green organizational initiatives has led scholars to strive for expanding its nomological network. Approaching from the theoretical angle of the social information processing approach, this quantitative, survey-based study theoretically links and empirically tests the impact of environmental transformational leadership on organizational citizenship behavior towards environment (OCBE) via mediating mechanism of perceived meaningful work. Data from a sample of 311 employees working in Pakistan’s hospitality sector were collected and analyzed to test the hypothesized relationships using structural equation modelling. Results indicated the indirect effect of perceived meaningful work on the relationship between environmental transformational leadership and organizational citizenship behavior towards environment. Implications of both theoretical and practical nature are laid out in the relevant sections of the paper.

scholarly journals The Effect of Self-concept and Organizational Identity on Organizational Citizenship Behavior ( A Case Study in Social Security Organization of Isfahan city)

2012 ◽  
Vol 2 (1) ◽  
pp. 175
Author(s):  
Sayyed Mohsen Allameh ◽  
Saeed Alinajimi ◽  
Ali Kazemi
Keyword(s):  
Social Security ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Self Concept ◽  
Citizenship Behavior ◽  
Isfahan Province ◽  
The Relationship

During the two recent decades, researchers of organizational behavior have paid special attention to extra-social behavior in organizations, and there has been specific focus on employees' affairs which are developed beyond formal job demands. Globalization era has created increased inter-individual mutual dependencies among organizations and groups. Thus, it has made more need for extra-social cooperation and interaction inside and outside the organizations. Therefore, organizational citizenship behavior plays a role in increasing the effectiveness and durability of the organization. The main purpose of this survey is to study the manner of impact of self-concept, and organizational identity on organizational citizenship behavior of employees of Social Security Corporation in Isfahan province and also to examine the existence of the balancing role of self-concept variable in the relationship between organizational identity and organizational citizenship behavior. This survey was conducted using descriptive-metrical method. Obtained results of this survey reveal that organizational citizenship behavior is affected by organizational identity, and self-concept; and each variable of organizational identity has positive correlation with organizational citizenship behavior. It means that by strengthening and improving the above variables it is possible to enhance organizational citizenship behavior. Also, results demonstrate that self-concept balances the relationship between organizational identity and organizational citizenship behavior.

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