scholarly journals The Relationship between Organizational Citizenship Behavior and Counterproductive Work Behavior

2012 ◽  
Vol 8 (9) ◽  
Author(s):  
Hafidz S. W. M. ◽  
Hoesni S. M. ◽  
Fatimah O.
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
The Relationship

scholarly journals A Study of Casual Relationship of Job Design and Employee’s Behavior

2018 ◽  
Vol 9 (6) ◽  
pp. 26-35
Author(s):  
Saqib Muneer ◽  
Khalid Jamil ◽  
Muhammad Idrees
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Counterproductive Work Behavior ◽  
Job Design ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Job Rotation ◽  
Job Enrichment ◽  
The Relationship

Some factors other than higher salaries, compensation benefits and conducive workplace seem to have strong impact on employee’s performance i.e. organization citizenship behavior and counterproductive work behavior.  Purpose of this study is to examine the impact of job design elements i.e. job enlargement, job enrichment and job rotation on employee’s organizational citizenship behavior and counterproductive work behavior in the banking sector of Faisalabad and extent to which this relationship is mediated by motivation. Data was collected from 170 frontline managers of banks. After analysis of data, it was found that that there is a positive and significant relationship between job enlargements, job enrichment on OCB while negative and significant relationship between job rotation and OCB. Negative and significant relationship between job enlargement and CWB, negative but insignificant relationship between job enrichment and CWB while positive and significant relationship was found between the job rotation and CWB. Motivation was partially mediating the relationship between job enlargement, enrichment, rotation and organizational citizenship behavior, while motivation was partially mediating the relationship between job rotation and counterproductive work behavior. This study enhances the existing literature of job design and contributes to research by finding how job design influences the OCB & CWB. 

The Other Side of the Coin?: Similarities and Differences Between Organizational Citizenship Behavior and Counterproductive Work Behavior

2016 ◽  
Author(s):  
Reeshad S. Dalal ◽  
Nichelle Carpenter
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Research Opportunities ◽  
Empirical Results ◽  
Counterproductive Behavior ◽  
The Relationship

This chapter examines the relationship between two important forms of job performance: organizational citizenship behavior and counterproductive work behavior. There are several reasons (e.g., construct definitions, relationships with antecedents) to suspect that these two constructs are strongly negatively related, perhaps even opposite ends of a single behavioral continuum. However, empirical results demonstrate a relationship that is typically weakly to moderately negative and occasionally even positive. We discuss theory and empirical results (where possible, meta-analytic) at not just the traditional between-person level of analysis but also the within-person and between-unit levels. Our review suggests several important future research opportunities at the traditional between-person level (e.g., a pressing need for more and better theory). Yet, in our view, the most exciting research opportunities exist at the within-person level. Overall, the relationship between citizenship and counterproductive behavior promises to remain a vibrant and influential area of research for the foreseeable future.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

scholarly journals Examining correlates of organizational citizenship behavior and counterproductive work behavior in a collectivist culture: the case of Arab teachers in Israel

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Aaron Cohen ◽  
Mohammad Abedallah
Keyword(s):  
Emotional Intelligence ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Self Evaluation ◽  
Core Self

Purpose This study aims to examine the relationships between personal (emotional intelligence, Dark Triad (DT), core self-evaluation and burnout) and situational variables (organizational justice) and organizational citizenship behavior (OCB) (supervisor report) and counterproductive work behavior (CWB) (self-report). Design/methodology/approach In total, 680 questionnaires were distributed to teachers in 20 Arab elementary schools in Northern Israel. Usable questionnaires were returned by 509 teachers (75%). The questionnaires covered emotional intelligence, DT, core self-evaluation, organizational justice, burnout, CWB and demographic characteristics. Their principals filled out questionnaires on the teachers’ in-role performance and OCB. Findings Results showed that CWB was mostly related to higher levels of psychopathy, lower levels of emotional intelligence (ability to use emotions) and higher levels of burnout (emotional exhaustion). OCB was related to higher levels of procedural justice, lower levels of burnout and higher levels of emotional intelligence. Practical implications Organizations should consider ways to reduce burnout, which may reduce CWB and increase perceptions of justice, thereby promoting OCB. Originality/value Two novel aspects are noteworthy. First, this study simultaneously examines both CWB and OCB to clarify the similarities and differences between them. Second, few studies have examined the correlates of CWB and OCB in Arab culture.

Employees’ turnover intention and behavioral outcomes: The role of work engagement

2020 ◽  
Vol 48 (1) ◽  
pp. 1-7 ◽  
Author(s):  
Ran Xiong ◽  
Yuping Wen
Keyword(s):  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Structural Equation ◽  
Counterproductive Work Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Equation Modeling

We examined the mediating role of work engagement in predicting organizational citizenship behavior and counterproductive work behavior. The 227 participants were employees of 2 major retail banks in China, who completed a survey. The results showed that both turnover intention and work engagement were significantly correlated with organizational citizenship behavior and counterproductive work behavior. Results of structural equation modeling indicated that work engagement partially mediated both the turnover intention–organizational citizenship behavior relationship and the turnover intention–counterproductive work behavior relationship. These results extend prior findings and shed light on how turnover intention affects organizational citizenship behavior and counterproductive work behavior. Theoretical and practical implications are discussed.

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