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Song H, Li Y, Zhang Q, Cheng Y. The Moderating Effects of Trust and Felt Trust on the Nonlinear Relationship Between Compulsory Citizenship Behavior and Counterproductive Work Behavior. Psychol Res Behav Manag 2023; 16:2517-2531. [PMID: 37431432 PMCID: PMC10329834 DOI: 10.2147/prbm.s413674] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/31/2023] [Accepted: 06/22/2023] [Indexed: 07/12/2023] Open
Abstract
Purpose This study explored the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior of new generation employees, as well as the separate and joint moderating effects of trust and felt trust on the J-shaped relationship between compulsory citizenship behavior and counterproductive work behavior. Methods Three waves of data were collected from 659 new generation employees in China. A self-report method was used to measure compulsory citizenship behavior, counterproductive work behavior, trust and felt trust. Then, based on the cognitive appraisal theory of stress and social information processing theory, a nonlinear model was constructed and tested. Results (1) Compulsory citizenship behavior had a J-shaped effect on job performance. That is, when the compulsory citizenship behavior level was lower, the effect of compulsory citizenship behavior on counterproductive work behavior was not significant; but when it increased to medium and higher levels, the effect was significant and stronger. (2) The moderating effect of trust (employees' perceived trust in leader) or felt trust (employees' perception of being trusted by leader) was significant. That is, when trust or felt trust was lower, the J-shaped effect was stronger; conversely, the J-shaped effect was weak. (3) The joint moderating effect of trust and felt trust was significant. That is, when trust was high, the moderation effect of felt trust was significant; conversely, the moderation effect of felt trust was not significant. Conclusion The results identify the nonlinear effect of compulsory citizenship behavior through exploring the J-shaped effect of compulsory citizenship behavior on counterproductive work behavior and the boundary conditions in the nonlinear relationship. Meanwhile, the study provide implications for organizations regarding how to manage employees' work behavior.
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Affiliation(s)
- Haojie Song
- School of Business, Zhengzhou University, Zhengzhou City, People’s Republic of China
| | - Yueyang Li
- School of Business, Zhengzhou University, Zhengzhou City, People’s Republic of China
| | - Qiang Zhang
- Department of Health Policy & Management, Shenzhen Health Development Research and Data Management Center, Shenzhen City, People’s Republic of China
| | - Yanyuan Cheng
- School of Labor and Human Resources, Renmin University of China, Beijing City, People’s Republic of China
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Qin G, Zhang L. How compulsory citizenship behavior depletes individual resources—a moderated mediation model. CURRENT PSYCHOLOGY 2023. [DOI: 10.1007/s12144-023-04386-7] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/18/2023]
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Abukhait R, Khattak MN, Shaya N, Ramanathan U. The underlying mechanism between compulsory citizenship behaviors and employee innovative work behaviors and knowledge sharing: A moderated mediation model. Front Psychol 2023; 14:1128499. [PMID: 36865361 PMCID: PMC9974151 DOI: 10.3389/fpsyg.2023.1128499] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/20/2022] [Accepted: 01/30/2023] [Indexed: 02/16/2023] Open
Abstract
Purpose This paper draws on conservation of resources theory to advance the literature on extra-role performance behaviors among academics, particularly innovative work behaviors and knowledge sharing, through the lens of work stressors. Methods We develop a moderated-mediated model based on multi-source, multi-timed, and multi-level data from a sample of 207 academics and 137 direct supervisors in five higher education institutions in the United Arab Emirates (UAE). Findings Results show that academics' compulsory citizenship behaviors positively influence negative affectivity, which, in turn, negatively impacts academics' innovative work behavior and knowledge sharing. The detrimental effect of compulsory citizenship behaviors on negative affectivity is then positively moderated by passive leadership, which amplifies this relationship. The combined effect of compulsory citizenship behaviors and negative affectivity exerted on innovative work behavior and knowledge sharing are magnified amid the elevated presence of passive leadership, while gender does not significantly influence this association. Originality This is a pioneering study in the context of UAE to look into the counterproductive impact of CCB on employee innovative work behaviors and knowledge sharing. Implications Pertinent theoretical and managerial implications are discussed.
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Affiliation(s)
- Rawan Abukhait
- Department of Management, Ajman University, Ajman, United Arab Emirates
| | | | - Nessrin Shaya
- Department of Education, American University in the Emirates, Dubai, United Arab Emirates
| | - Usha Ramanathan
- Nottingham Business School, Nottingham Trent University, Nottingham, United Kingdom
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Yildiz B, Kaptan Z, Yildiz T, Elibol E, Yildiz H, Ozbilgin M. A systematic review and meta-analytic synthesis of the relationship between compulsory citizenship behaviors and its theoretical correlates. Front Psychol 2023; 14:1120209. [PMID: 37213371 PMCID: PMC10192750 DOI: 10.3389/fpsyg.2023.1120209] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/09/2022] [Accepted: 04/10/2023] [Indexed: 05/23/2023] Open
Abstract
Background Compulsory citizenship behaviors (CCBs) are increasingly endorsed and expected of workers in contexts where managerial worker protections are low and performance demands on workers are high. Although studies on compulsory citizenship behaviors have shown a significant increase in recent years, the literature still lacks a comprehensive meta-analysis. To fill this gap the purpose of this study is to synthesize the collective outcomes of prior quantitative research on CCBs with the objective of identifying the factors linked to the concept and offering a primary reference for future researchers. Methods Forty-three different correlates with CCBs were synthesized. The dataset of this meta-analysis consists of 53 independent samples with a sample size of 17.491, contributing to 180 effect sizes. PRISMA flow diagram and PICOS framework were used for the study design. Result Results showed only gender and age were significant among demographic characteristics related to CCBs. Correlates between CCBs and counterproductive workplace behaviors, felt obligation, work-family conflict, organizational-based self-esteem, organizational cynicism, burnout, anger toward the organization, and work alienation were found as large. We also found turnover intention, moral disengagement, careerism, abusive supervision, citizenship pressure, job stress, facades of conformity, and feeling trusted to be moderately related to CCBs. Next, there was a small relationship between CCBs and social loafing. On the other hand, LMX, psychological safety, organizational identification, organizational justice, organizational commitment, job satisfaction, and job autonomy were found as significant deterrents of CCBs. These results suggest that CCBs flourish in contexts with low levels of worker protection and low road practices to people management. Conclusion In sum, we found solid cumulative evidence that CCBs are a harmful and undesirable phenomenon for employees and organizations. Also, positive correlations of felt obligation, feeling trusted, and organization-based self-esteem with CCBs, showed that, contrary to general acceptance, positive factors could also cause CCBs. Lastly, we found CCBs as a dominant phenomenon in eastern culture.
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Affiliation(s)
- Bora Yildiz
- Department of Management, Faculty of Economics, Istanbul University, Istanbul, Türkiye
- Department of Organizational Psychology, School of Business, Economics and Informatics, University of London-Birkbeck College, London, United Kingdom
| | - Zeynep Kaptan
- Department of Management, Faculty of Economics, Istanbul University, Istanbul, Türkiye
| | - Tayfun Yildiz
- Department of Management and Organization, Faculty of Economics and Administrative Sciences, Ardahan University, Ardahan, Türkiye
| | - Esengul Elibol
- Department of Nursing, Faculty of Health Sciences, Istanbul Bilgi University, Istanbul, Türkiye
| | - Harun Yildiz
- Department of International Trade, Omer Seyfettin Faculty of Applied Sciences, Bandirma Onyedi Eylul University, Balikesir, Türkiye
- Brunel Business School, Organisations and People, College of Business, Arts and Social Sciences, Brunel University London, Uxbridge, United Kingdom
| | - Mustafa Ozbilgin
- Brunel Business School, Organisations and People, College of Business, Arts and Social Sciences, Brunel University London, Uxbridge, United Kingdom
- *Correspondence: Mustafa Ozbilgin
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He Q, Fu J, Wu W, Pervaiz S. Does Compulsory Citizenship Behavior Necessarily Reduce Employee’s Work Well-Being? The Role of Relative Deprivation and Resource Compensation Based on Compulsory Citizenship Behavior. Psychol Res Behav Manag 2022; 15:1105-1119. [PMID: 35535130 PMCID: PMC9078435 DOI: 10.2147/prbm.s321689] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/25/2021] [Accepted: 11/03/2021] [Indexed: 11/23/2022] Open
Abstract
Purpose On the basis of previous research results, the opinion that compulsory citizenship behavior (CCB) leads to negative impacts over employees and organizations prevails. However, the latest researches negate the absence of rewards and favorable evaluation from organizational system for CCB. Instead, CCB is likely to be awarded by incentive allocation and recognitive affirmation. In the case of the resource compensation based on CCB, will the expected utility of CCB still show the consistence with the traditional CCB researches, imposing negative effects over employees and organizations? Methods This research explored the mechanism and boundary condition based on self-determination theory (SDT) and relative deprivation theory (RDT) to avert the negative effects of CCB, hoping to explain the above question. Time-lagged survey data from 227 employees tested the moderated mediation model, and the results verified the hypotheses. Results With resource compensation after the delivery of CCB, employees will not feel relative deprivation caused by reluctant false citizenship behaviors. In addition, relative deprivation expresses the gap between expectation and reality, low psychological discrepancy will not deeply undermine employees’ work well-being.
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Affiliation(s)
- Qi He
- School of Finance and Economics, Jiangsu University, Zhenjiang, 212013, People’s Republic of China
| | - Jingtao Fu
- School of Management, Hainan University, Haikou, 570228, People’s Republic of China
- Correspondence: Jingtao Fu Tel +86 18252586527 Email
| | - Wenhao Wu
- Overseas Education College, Jiangsu University, Zhenjiang, 212013, People’s Republic of China
| | - Sabeeh Pervaiz
- School of Management, Jiangsu University, Zhenjiang, 212013, People’s Republic of China
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Liang HL, Yeh TK, Wang CH. Compulsory Citizenship Behavior and Its Outcomes: Two Mediation Models. Front Psychol 2022; 13:766952. [PMID: 35185718 PMCID: PMC8855056 DOI: 10.3389/fpsyg.2022.766952] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/30/2021] [Accepted: 01/17/2022] [Indexed: 11/13/2022] Open
Abstract
Employees view compulsory citizenship behavior (CCB) as concessionary behavior they undertake because of pressure exerted by their organizations. This study applies affective events theory to CCB-workplace deviance relationships, and impression management theory to CCB-facades of conformity relationships, to posit that employee emotional exhaustion is an essential mediating factor that effectively explains how CCB contributes to workplace deviance and facades of conformity. This study utilizes two mediation models to investigate whether employees’ CCBs are positively related to their work deviance and false behavior, and how emotional exhaustion mediates those relationships. Two-wave data collected from 655 valid participants (480 males, 175 females; average age of 30.1 years) in a public sector bank and a large private bank in Taiwan supported our hypotheses. We conducted surveys with volunteer employees that included CCB, emotional exhaustion, facades of conformity, and work deviance. The results of this study uncovered statistically significant relationships between CCB and work deviance and between CCB and facades of conformity and revealed that emotional exhaustion significantly mediated these relationships. Implications and directions for future study are discussed.
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Affiliation(s)
- Huai-Liang Liang
- College of Management, Dayeh University, Changhua, Taiwan
- *Correspondence: Huai-Liang Liang,
| | - Tsung-Kai Yeh
- Department of Management, Air Force Institute of Technology, Kaohsiung City, Taiwan
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Al-Shatti E, Ohana M. Impression Management and Career Related Outcomes: A Systematic Literature Review. Front Psychol 2021; 12:701694. [PMID: 34393939 PMCID: PMC8360861 DOI: 10.3389/fpsyg.2021.701694] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/28/2021] [Accepted: 07/05/2021] [Indexed: 12/29/2022] Open
Abstract
Despite the popularity of the term impression management (IM) in the literature, there is no consensus as how different types of IM (direct vs. indirect) and modes of interaction (face-to-face vs. online) promote career-related outcomes. While most empirical studies focus on direct IM, individuals engage in both types of IM and interaction modes, particularly indirect IM in the online context. Indeed, recent developments suggest that online interactions now prevail over face-to-face interactions, especially during the COVID-19 pandemic. Accordingly, this study presents the first systematic literature review that differentiates between types of IM (direct vs. indirect) and modes of interaction (face-to-face vs. online) in a career development perspective. The review shows that direct IM is more widely studied in the face-to-face than online interaction mode, while indirect IM is neglected in both interaction modes. This study thus provides evidence of the need to investigate and differentiate between the different types of IM and interaction modes for career-related outcomes, highlighting some research gaps and directions for future inquiry.
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Affiliation(s)
| | - Marc Ohana
- Kedge Business School, Talence, France
- Université de Pau et des Pays de l'Adour, Pau, France
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Tefera CA, Hunsaker WD. Intangible assets and organizational citizenship behavior: A conceptual model. Heliyon 2020; 6:e04497. [PMID: 32743100 PMCID: PMC7385458 DOI: 10.1016/j.heliyon.2020.e04497] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2020] [Revised: 07/08/2020] [Accepted: 07/15/2020] [Indexed: 11/24/2022] Open
Abstract
Through reviewing extant literature, this conceptual paper is aimed to improve the understanding of the intervening mechanisms that influence the relationship between intangible assets (IAs) and organizational citizenship behavior (OCB) to improve the performance of contemporary knowledge-dependent organizations. The authors believe this to be the first attempt to bring four major components of IAs together and look at their relationship with OCB. This helps to create awareness of the necessity of matching key resources with appropriate behavior to improve organizations’ competitive advantages. The proposed model and propositions showed relationships between IAs and OCB mediated and moderated by work engagement and perceived organizational support, respectively. Moreover, this paper suggests the need for integrated multi-level studies to strengthen the links between critical resources and behaviors to put the learning organization on the right growth track. Future research is suggested on new conceptualizations of IAs, such as spiritual capital, as well as the relationship of IAs with other typologies of OCB.
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Affiliation(s)
- Chalachew Almaw Tefera
- Department of Management, College of Business and Economics, Jimma University, 00387, Jimma, Ethiopia
| | - William D Hunsaker
- School of Business Administration, Kyungpook National University, 80 Daehak-ro, Buk-gu, Daegu, South Korea
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Bashir M, Shaheen K, Saleem S, Bhutta MK, Abrar M, Jun Z. The Mediating Role of Psychological Need Thwarting in the Relationship Between Compulsory Citizenship Behavior and Psychological Withdrawal. Front Psychol 2019; 10:2595. [PMID: 31849742 PMCID: PMC6888699 DOI: 10.3389/fpsyg.2019.02595] [Citation(s) in RCA: 7] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/19/2019] [Accepted: 10/31/2019] [Indexed: 11/13/2022] Open
Abstract
This study examined a novel process underlying the relationship between compulsory citizenship behavior and psychological withdrawal. Specifically, based on basic psychological needs theory, thwarting of autonomy and relatedness needs were expected to explain the association between compulsory citizenship behavior and psychological withdrawal. The PROCESS macro was used to analyze the data collected from 368 clerical staff working in public universities in Pakistan. The results confirmed that thwarting of autonomy and relatedness need mediated the relationship between compulsory citizenship behavior and psychological withdrawal. This study makes a significant contribution to the unexplored domain of the process employees use to cope with compulsory citizenship behavior. It also highlights the role of an understudied construct, i.e., psychological need thwarting as a crucial motivational mechanism for elucidating the relationship between compulsory citizenship behavior and psychological withdrawal. The findings of this study provide recommendations for future researchers, along with its implications for practitioners.
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Affiliation(s)
- Mohsin Bashir
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Kanwal Shaheen
- Department of Business Administration, Government College Women University Faisalabad, Faisalabad, Pakistan
| | - Sharjeel Saleem
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | | | - Muhammad Abrar
- Lyallpur Business School, Government College University Faisalabad, Faisalabad, Pakistan
| | - Zhao Jun
- School of Public Administration, Zhongnan University of Economics and Law, Wuhan, China
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