Employees' Death Awareness and Organizational Citizenship Behavior: A Moderated Mediation Model

The Effect of Death Anxiety on Work Passion: Moderating Roles of Work Centrality and Work Connection

Fear of death is an emotional manifestation of the instinct for self-preservation. Any threat to our existence induces an anxiety response. Death anxiety can trigger obsessive-compulsive behaviours, such as an obsessive passion for work. Using a sample of 314 participants (68.2% female), with a mean age of 38.97 years (SD = 10.36), this study sought to observe the predictive effect of death anxiety on work passion, as well as the moderating effect of work-family centrality and connection on the relationship between anxiety and passion. The results revealed that death anxiety negatively affects harmonious passion, and positively affects obsessive passion. Work centrality did not moderate the influence of death anxiety on harmonious and obsessive passion. Nonetheless, work connection moderated the influence of death anxiety on harmonious passion. The negative influence of death anxiety on harmonious passion was greater in a group with high work connection than a group with low connection.

The impact of corporate social responsibility on firm reputation and organizational citizenship behavior: The mediation of organic organizational cultures

This study investigates the impact of corporate social responsibility (CSR) on firm reputation and organizational citizenship behavior, along with the mediating inclusion of organic organizational cultures (Clan and Adhocracy) in the medium and large enterprises of Pakistan. To do the path analysis and to investigate the mediating role of organic organization culture, Smart PLS was used. For data collection, the convenience sampling technique was used and responses from 360 questionnaires were the main data source. The results displayed that CSR has a significant and optimistic effect on a firm reputation and employees' organizational citizenship behavior (OCB). Secondly, the outcomes showed a positive and full mediation effect of organic organizational cultures between CSR and firm reputation but a partial mediation effect of organic organizational cultures between CSR and employees OCB. Further, the results demonstrated a positive and significant influence of employees' OCB on a firm reputation. The extensive analysis of all factors of the study was autonomously examined to identify the insights that verify how the inclusion of organic organizational cultures can boost the firm reputation and employees' OCB. Theoretical implications and future research direction are discussed.