Associations of employees’ identification and citizenship behavior in organization: a systematic review and a meta-analysis

Sidorenkov, Andrey V.; Borokhovski, Eugene; Vorontsov, Dmitry V.

doi:10.1007/s11301-022-00258-9

Cited by 15 publications

(9 citation statements)

References 40 publications

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“…Extra-role behavior, as captured by the concept of OCB (Organ, 1990), reflects discretionary behavior that may benefit others in the individual's direct environment (i.e., colleagues) as well as the organization at large (Organ et al, 2006). Given its clear links to the organization's interest, organizational identification would be expected to be positively related to citizenship behavior, and this is exactly what research has shown (e.g., van Dick et al, 2006van Dick et al, , 2008Lee et al, 2015;Livi et al, 2018;Riketta, 2005;Sidorenkov et al, 2023).…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 84%

“…It has long been recognized that employees' psychological linkage to their employing organization plays a key role in motivating positive behavior at work, such as organizational citizenship behavior (OCB; Lee et al, 2015; Riketta, 2005; Sidorenkov et al, 2023) that are key to sustainable and effective organizational functioning (Organ et al, 2006). In attempts to understand and predict this influence of individuals' psychological relationship with the organization, social identity analyses have increasingly assumed center stage (Ashforth & Mael, 1989; Bartel et al, 2007; Blader et al, 2017; Brown, 2017; Van Dick, 2016; Dutton et al, 1994; Haslam et al, 2003; He & Brown, 2013; van Knippenberg, 2000; van Knippenberg & Hogg, 2018).…”

Section: Introductionmentioning

confidence: 99%

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Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

Pugliese,

Bonaiuto,

Livi

et al. 2023

J Applied Social Pyschol

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Organizational identification has been linked to both positive behavior and negative behavior at work. Based on theory and research that suggest that for many organizational behaviors, team identification may be a more important influence than organizational identification, we advance a research model proposing that team identification, more than organizational identification, predicts counterproductive work behavior and organizational citizenship behavior and is the more important mediator of the influence of communication climate (CC) and perceived external prestige (PEP) on these outcomes. This research model was tested in a survey of N = 300 employees of four Italian organizations from different sectors. Results show that team identification, but not organizational identification, predicts counterproductive behavior and citizenship behavior and mediates the influence of CC and PEP. To enhance team identification for sustaining positive voluntary behavior at work, two possible strategies could be considered: improving perceived external prestige and promoting a good communication climate.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 84%

Section: Introductionmentioning

confidence: 99%

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

Pugliese,

Bonaiuto,

Livi

et al. 2023

J Applied Social Pyschol

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“…However, as we shall demonstrate below, there are some inconsistent findings around the association between OCB and intent to quit. Organizational identification: In an extensive systematic review, Sidorenkov et al [ 54 ] reported on a positive moderate association between identification and OCB. Job involvement: Similar to commitment, job involvement has been shown to promote OCB [ 55 , 56 ].…”

Section: Introductionmentioning

confidence: 99%

The Outcomes of Organizational Citizenship Behaviors in Part-Time and Temporary Working University Students

Johansson,

Hart

2023

Behavioral Sciences

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The personal outcomes of Organizational Citizenship Behavior (OCB) have recently gained popularity in research, but it is rarely studied in part-time or temporary employees and, in particular, in employed university students. The aim of the current study was to address this gap in the literature by investigating the outcomes of OCB, including job stress, work–university conflict, work–leisure conflict, intent to quit, well-being, and job satisfaction, in university students who undertake contingent and part-time work. Using a correlational research design, data collection was conducted through an online survey administered to 122 employed university students. The correlation analysis revealed that OCB correlated positively with work–university conflict and work–leisure conflict, which is aligned with earlier work. However, in contrast to earlier findings, OCB did not correlate with well-being, stress, job satisfaction or intent to quit. Regression analyses revealed that OCB positively predicted job satisfaction, when entered together with work–university conflict, job stress, and intent to quit. OCB also predicted job stress when entered with job satisfaction. However, OCB did not predict well-being. In turn, work–university conflict negatively predicted well-being. The current findings differ from the wider literature on full-time employees, which suggests a need for further research to examine why these differences exist and what are their practical implications.

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“…Van Knippenberg and Van Schie [ 1 ] note that our understanding of organizational attitudes and behaviors can greatly benefit from a serious attention to the plurality of ID foci. For instance, it was discovered that the organizational ID of employees positively correlates with organizational commitment, job involvement, occupational attachment and work group attachment, in-role and extra-role behaviour, and is negatively correlated with intention to leave [ 2 , 3 , 4 ] and counterproductive work behaviors [ 5 ], and has non-linear relationships with health and burnout of employees [ 6 ].…”

Section: Introductionmentioning

confidence: 99%

Multiple Identifications of Employees in an Organization: Salience and Relationships of Foci and Dimensions

Sidorenkov

Borokhovski

Stroh

et al. 2022

Behavioral Sciences

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This research addresses: (1) the salience of employees’ social (organizational, sub-organizational, group, micro-group), interpersonal, and personal identifications and their dimensions (cognitive and affective); (2) and the relationship and structure of the identifications of employees in different areas of professional activity. The study was conducted on independent samples of employees in the socio-economic sphere (241 participants), in the law enforcement agency (265), and in higher education (172). To assess the respective identification foci and dimensions, the study employed four questionnaires. The personal identification was the weakest and the micro-group identification was the strongest for both dimensions in all samples. The affective dimension prevails over the cognitive in all identifications, except for interpersonal. Social identifications were significantly positively correlated to each other in all samples whereas personal identification was significantly negatively correlated with all social identifications (on the affective dimension) in two samples. The results expand our understanding of the identifications of employees in organizations.

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Associations of employees’ identification and citizenship behavior in organization: a systematic review and a meta-analysis

Cited by 15 publications

References 40 publications

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

Team identification more than organizational identification predicts counterproductive work behavior and organizational citizenship behavior and mediates influences of communication climate and perceived external prestige

The Outcomes of Organizational Citizenship Behaviors in Part-Time and Temporary Working University Students

Multiple Identifications of Employees in an Organization: Salience and Relationships of Foci and Dimensions

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