Bridging the Gap between Affective Well-Being and Organizational Citizenship Behavior: The Role of Work Engagement and Collectivist Orientation

Abstract

Workplace well-being has received considerable attention over the past decade. Relative to the positive relationship between affective well-being and in-role performance, the relationship between affective well-being and extra-role performance has received little empirical attention. The purpose of this study was to examine the relationships among affective well-being, work engagement, collectivist orientation, and organizational citizenship behavior. Specifically, we tested this model with a sample of 264 employees from a telecom company in China. We found that: (1) affective well-being was the positive predictor of organizational citizenship behavior (B = 0.482, p < 0.001); (2) work engagement mediated the relationship between employee affective well-being and organizational citizenship behavior (indirect effect = 0.330, p < 0.001); and (3) collectivist orientation moderated the relationship between affective well-being and work engagement (B = 0.113, p < 0.01) and affective well-being and organizational citizenship behavior (B = 0.084, p < 0.05). Our discussion highlights the benefits of understanding the role of work engagement and cultural values with regard to the relationship between affective well-being and organizational citizenship behavior.

Do Work Engagement and Transformational Leadership Facilitate Knowledge Sharing? A Perspective of Conservation of Resources Theory

“…Work engagement refers to an active, positive, fulfilling, work-related state of mind characterized by vigor, dedication, and absorption [31,48]. In the previous studies, work engagement has been proven to be positively related to desirable outcomes, such as innovative behavior [49] or organizational citizenship behavior [50]. According to COR, individuals with more resources are more likely to invest in future resources [29,30].…”

Guanxi HRM Practice and Employees’ Occupational Well-Being in China: A Multi-Level Psychological Process

“…In the context of occupational health psychology, occupational well-being is defined as a positive assessment of one's work life [42]. It is commonly reported in the literature that occupational well-being has both personal and organizational implications that require attention if organizations are to ensure a competitive advantage [43]. The relationship between occupational well-being and performance is well established [44,45].…”

Antecedent of Organizational Citizenship Behavior: Positive and Negative Affectivity

“…OCB gets considerable attention from scholars because it has a positive impact on organizational success. OCB increased work effectiveness, job satisfaction, organizational commitment, OCB leader behavior, timeliness, helping colleagues, and volunteering, a tendency to reject unwanted behavior such as expressing hatred, cynicism, and nagging at others [3]. A close relationship had demonstrated to disposition, attitudes, emotions, affectivity, and OCB.…”

“…A close relationship had demonstrated to disposition, attitudes, emotions, affectivity, and OCB. However, studies of the influence of affectivity on OCB so far are still limited [3].…”

“…Affectivity divide into two, positive affectivity and negative affectivity. Positive affectivity can influence OCB and work attitude (e.g., [3], [5], [6]).…”