scholarly journals Death Reflection and Employee Work Behavior in the COVID-19 New Normal Time: The Role of Duty Orientation and Work Orientation

2021 ◽  
Vol 13 (20) ◽  
pp. 11174
Author(s):  
Shilong Wei ◽  
Yuting He ◽  
Wenxia Zhou ◽  
József Popp ◽  
Judit Oláh
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Work Behavior ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
Role Performance ◽  
Source Data ◽  
Generativity Theory ◽  
Job Orientation

Coronavirus disease 2019 (COVID-19) is a destructive affair for both workplace and community. However, with the strengthen of global anti-pandemic measures, COVID-19 becomes the norm and there is an increased trend for people to reflect on life or death. Moreover, regardless of its facilitating role in advancing organizational behavior (OB) study, very few studies empirically examine the effects of death reflection in the work domain. Drawing on the generativity theory, we identify how death reflection influences employees’ in-role and extra-role performance under the COVID-19 pandemic. A longitudinal study is performed by using multi-source data from 387 employees in China. Our results reveal that the COVID-19-triggered death reflection is associated with the stronger in-role performance and organizational citizenship behaviors. We find that duty orientation is the mechanism that can explain the effects of the COVID-19-triggered death reflection on employees’ work behaviors. Furthermore, employees who reflect on death with high (vs. low) career and calling orientations tend to have higher in-role and extra-role performance, while employees who reflect on death with low (vs. high) job orientation are likely to have lower in-role and extra-role performance.

scholarly journals The Mediating Role of Psychological Capital between Motivational Orientations and Their Organizational Consequences

2020 ◽  
Vol 17 (13) ◽  
pp. 4864
Author(s):  
Francisco Rodríguez-Cifuentes ◽  
Adrián Segura-Camacho ◽  
Cristina García-Ael ◽  
Gabriela Topa
Keyword(s):  
Organizational Citizenship ◽  
Psychological Capital ◽  
Positive Impact ◽  
Organizational Citizenship Behaviors ◽  
Work Behavior ◽  
Citizenship Behaviors ◽  
Mediating Role ◽  
First Case ◽  
Organizational Consequences

Just as we can speak of different personality traits, it is also possible to identify distinct motivational traits, which may be related to a series of organizational consequences. In this sense, understanding how these traits are related to workers performance is fundamental. Specifically, the purpose of this study is to test the mediating role of psychological capital in the relationship between such traits and organizational citizenship behaviors and counterproductive work behaviors, which is expected to be more significant in the first case. The study was carried out using a panel design, with a sample group of Spanish employees aged over 40 (n = 741), in two waves (with a 4-month interval). The results support the hypothesis that psychological capital resources may play a mediating role in some of the relationships explored and that approach orientation traits are mainly related to a better performance, fostering organizational citizenship behaviors and diminishing counterproductive work behavior. The findings show that employees who develop their personal resources may have a positive impact on their organizations. The implications of this study for counseling practices are discussed.

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.

scholarly journals Workplace Spirituality, Job Satisfaction and Organizational Citizenship Behaviors: A Theoretical Model

2016 ◽  
Vol 11 (8) ◽  
pp. 256 ◽  
Author(s):  
Shibani Belwalkar ◽  
Veena Vohra
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Workplace Spirituality ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Managerial Effectiveness ◽  
Inner Life ◽  
Management Leadership ◽  
The Relationship

<p class="Abstract">Workplace spirituality has steadily been gaining attention in the last couple of years. Many researchers have investigated the role of “workplace spirituality” with the aim of generating research data that would firmly entrench this construct as vital in the workplace. This article proposes the relationships between workplace spirituality, job satisfaction and organizational citizenship behaviors. It examines the relationship between three workplace spirituality components–meaning and purpose in work, recognition of an inner life or spirit and interconnectedness with the various forms in which organizational citizenship behaviours manifest, mediated by the job satisfaction experienced by the employees. This study can provide significant inputs to promote managerial effectiveness, change management, leadership, holistic performance and growth of organizations, through environments which promote workplace spirituality.</p>

scholarly journals The Role of Discrete Negative Emotions in Predicting the Behavior of Misusing Time and Resources in Business Organisations in India

2019 ◽  
Vol 5 (2) ◽  
Author(s):  
J. Savitha ◽  
K.B. Akhilesh
Keyword(s):  
Negative Emotions ◽  
Counterproductive Work Behavior ◽  
Work Conditions ◽  
Work Behavior ◽  
Counterproductive Work Behaviors ◽  
Work Behaviors ◽  
Deviant Behaviors ◽  
Extant Literature ◽  
Productive Time

Counterproductive work behaviors (CWB) are the deviant behaviors ofemployees that violate the organisational norms, and in turn harm theorganisation or its members. Misuse of time and resources (MTR), a form ofCWB is of increasing concern to business organisations world-wide. Suchbehaviors are mainly aimed at the organisations than the individuals,restricting productive time on the job and inappropriate or unauthorized use oforganisational resources. Extant literature informs that these behaviors arecaused by stressful work conditions mediated by negative emotions. However,the extant literature does not adequately consider multiple discrete emotions tostudy CWB. This study examines the influence of discrete negative emotions onmisuse of time and resources in the context of manufacturing and IT firms inIndia. It contributes to theory by linking individual emotions to the deviantbehaviors relevant to misuse of time and resources. Finally, the managerialimplications derived from the study helps to understand employees’ emotionalstates and their possible consequences.KeywordsMisuse of time and resources; Counterproductive work behavior; Time theft;Time banditry; Withdrawal

The Relationship between the Fulfillment of the IT Professional’s Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

2012 ◽  
pp. 1085-1105 ◽  
Author(s):  
Sandra K. Newton ◽  
Linda I. Nowak ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Citizenship ◽  
Social Information Processing ◽  
Psychological Contract ◽  
Research Question ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
It Professionals ◽  
Innovative Work ◽  
The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.

The Relationship Between the Fulfillment of the IT Professional's Psychological Contract and their Organizational Citizenship and Innovative Work Behaviors

2010 ◽  
pp. 368-389
Author(s):  
Sandra K. Newton ◽  
Linda I. Nowak ◽  
J. Ellis Blanton
Keyword(s):  
Organizational Citizenship ◽  
Social Information Processing ◽  
Psychological Contract ◽  
Research Question ◽  
Organizational Citizenship Behaviors ◽  
Work Behaviors ◽  
Citizenship Behaviors ◽  
It Professionals ◽  
Innovative Work ◽  
The Relationship

Little is known about the relationship between of the level of fulfillment of the IT professional’s psychological contract and their innovative work and organizational citizenship behaviors. Using psychological contract and social information processing theories, this study proposes to answer the research question: What is the relationship between the level of fulfillment of the IT professionals’ psychological contract and their organizational citizenship and innovative work behaviors? Survey data were collected from 209 IT professionals using group-administered paper and on-line surveys. Results show positive relationships with the level of fulfillment of the IT professional’s psychological contract and their innovative work behavior, as well as four of their organizational citizenship behaviors, specifically loyalty, advocacy participation, obedience, and functional participation. Extending the body of knowledge, the dimensional approach of the psychological contract was used resulting in the scope, focus, and tangibility dimensions being the most significant predictors of the organizational behaviors.a

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