A systematic review and meta-analytic synthesis of the relationship between compulsory citizenship behaviors and its theoretical correlates

Abstract

BackgroundCompulsory 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.MethodsForty-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.ResultResults 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.ConclusionIn 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.

Maintaining altruism among nursing professionals

“…They exhibit altruistic behavior as they see the potential implications of such acts, which improves their acceptance amongst the team members, resulting in positive impressions and task achievements. Furthermore, conscientiousness is found to be negatively associated with social loafing [50]. Thus, employees who exhibit conscientious behavior are less susceptible to the "sucker effect" and more prone to showcase altruistic behavior.…”

The brief introduction to organizational citizenship behaviors and counterproductive work behaviors: a literature review

“…However, these factors may inadvertently pressurize employees, compelling them to display what appears to be OCB, but is in fact imposed. Such behaviors are termed as CCBs ( Yildiz et al, 2023 ). In another study, Yildiz et al (2022) examined the CCBs, anger, and moral disengagement levels of nurses during the COVID-19 pandemic.…”

“…In studying constructive workplace behaviors, researchers have distinguished between OCB and CCB (Compulsory Citizenship Behaviors). They have also identified the differential effects of various antecedents, including equity sensitivity, Chinese tradition, and job stress ( Yildiz et al, 2023 ). In research on destructive deviant workplace behaviors, these behaviors have been labeled with various terms that share similar meanings, such as counterproductive workplace behaviors (CWB) ( Yıldız et al, 2015 ).…”

How does compulsory citizenship behavior disturb police employees' psychological health? The roles of work–family conflict and putting family first

“…, 2023). Although CCBs are profitable for a firm in the short run, they still inflict great harm to employees in the long run, which is why they received more attention in recent years in public administration and other disciplines (Yildiz et al. , 2023).…”

“…Likewise, workers in the education industry feel compelled to go above and beyond what is required of them to ensure the success of their students, which can result in CCB (Abukhait et al, 2023). Although CCBs are profitable for a firm in the short run, they still inflict great harm to employees in the long run, which is why they received more attention in recent years in public administration and other disciplines (Yildiz et al, 2023). High CCB demands can backfire on the organization by increasing counterproductive behaviors, burnout, job stress and turnover intention (He et al, 2020;Pradhan and Gupta, 2021;Chen et al, 2021a, b;Jin and Hahm, 2019); therefore, this study is an effort to identify the negative consequences of CCB on the police force of Pakistan.…”