Citizenship performance: Its nature, antecedents, and motives.

Borman, Walter C.; Penner, Louise

doi:10.1037/10434-002

Cited by 81 publications

(34 citation statements)

References 36 publications

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“…This perception agrees with the importance of political skills in adapting positively to the workplace (Ferris et al, 2000; Perrewé et al, 2000). The quality of perseverance, as well as the ability to remain well-balanced in a dispute are considered both within the context of political skills and as a personality traits favouring OCBs (Borman & Penner, 2001). In addition, all three elements which emerged in this category confirmed the most recent views on resilience as a promoter of well-being in the workplace (Cooper, 2010; Ferguson, 2009; Magrin, 2008).…”

Section: Discussionmentioning

confidence: 99%

Well-being in the workplace through interaction between individual characteristics and organizational context

Biggio

Cortese

2013

International Journal of Qualitative Studies on Health and Well

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Well-being in the workplace is considered by many authors to be the outcome of the interaction between individual characteristics and those of the working and organizational environment. This study aims to understand the significance attributed to the concept of well-being in the workplace by employees, its influencing factors, and, among those, the role of individual psychological characteristics. The research was conducted on a sample of 72 employees using a qualitative approach based on focus groups and individual interviews. Data analysis was performed by a paper and pencil technique. The focus groups and interviews collected 628 statements, which were divided into three main areas: meaning of well-being in the workplace (248), any kind factors that affect well-being in the workplace (158), and individual characteristics that affect well-being in the workplace (222). The individual characteristics identified by the participants as capable of influencing well-being in the workplace include being positive, communication, management of difficulties and conflicts, socio-emotional skills, and values. The research was limited by the participants involved and by the sole use of the paper and pencil technique of data analysis. Results highlight that well-being in the workplace does not depend exclusively on external conditions in terms of the working and organizational environment within which the individual operates: so, it could be promoted not only from above, through actions by management, but also from below, influencing individual traits and behaviours. Results would be useful for developing training, workplace counselling, and organizational development activities aimed to support small groups, leaders, and other strategic players in the construction of the subsystems of well-being in the workplace.

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Section: Discussionmentioning

confidence: 99%

Well-being in the workplace through interaction between individual characteristics and organizational context

Biggio

Cortese

2013

International Journal of Qualitative Studies on Health and Well

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“…As the attribution theory suggests, when people observe certain behaviors, people tend to make dispositional attribution on behaviors that are under the control of the actors [17,18]. In recent years, the attribution perspective has been widely used in the studies on organizational behavior [19][20][21]. The extant research has shown that performance appraisals are significantly influenced by the supervisor's attribution of an employee's motives behind certain behaviors [22,23], implying that when employees make suggestions and/or present new ideas, their motives will be perceived and attributed by supervisors, thereby influencing their performance appraisals.…”

Section: Introductionmentioning

confidence: 99%

Voice Behavior, Supervisor Attribution and Employee Performance Appraisal

Liu

Hanson-Rasmussen

2017

Sustainability

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Employees contribute to the sustainability of organizations in many ways, yet the specific impact of employee voice on employee performance appraisal, as an element of organization sustainability, is not clear. Based on the attribution theory, we present a model to investigate the relationship between employee voice and employee performance appraisal. Using the PLS (Partial Least Squares) method, we test our model's hypotheses with 273 dyads of supervisor-employee questionnaires administered on a branch of a state-owned enterprise in China. The results show that promotive voice is positively attributed to prosocial motives and constructive motives, while prohibitive voice is not significantly attributed to prosocial motives and constructive motives. The attribution of prosocial motives and constructive motives has a significant and positive effect on employees' performance appraisal. Moreover, the attribution of prosocial motives and constructive motives fully mediates the relationship between promotive voice and performance appraisal, but has no mediating effects on the relationship between prohibitive voice and performance appraisal.

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“…Competitive and high-performance organizations, such as some universities, expect their workforce to perform above and beyond their formal duties in return for more tangible and symbolic rewards and support, including appreciation and respect. Another dimension of these expectations for extra behavioral performance has recently been researched around the theme of Organizational Citizenship Behavior (OCB) (Borman and Penner, 2001;Organ and Ryan, 1995;Schappe, 1998). In a paper devoted to the causes of OCB, Rioux and Penner (2001) wrote: "Much of the current research on the causes of OCB either implicitly or explicitly assumes that engaging in such behavior is a reaction or a response to an individual's perceptions of his or her job and the organization for which he or she works" (p. 1306).…”

Section: Introductionmentioning

confidence: 99%

IRRODL Volume 7, Number 2

Authors

2006

IRRODL

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Theme Issue OverviewInstitutions of open and distance learning present a number of special challenges for academics. Development loads and teaching effectiveness are increasing, while traditional demands for research productivity have become a new and/ or increased pressure. The size, complexity, and structure of the networked learning environment at most institutions of open and distance learning have been known to contribute to feelings of isolation and loneliness leading to disengagement experienced by many new and not so new academics. It is possible if we do not address the disconnectedness experienced by many open and distance academics and tutors that detachment to our institutions will occur, resulting in an increased migration to either collaborate with, or work in, other institutions.Retaining faculty members is not only important for the stability and health of open and distance organizations, but retention -and recruitment -are also issues that institutions of open and distance learning need to be concerned about. The large numbers of senior faculty appointed in the mid 1970s are moving into retirement and/ or later-life careers. It has been estimated that 40 percent of university faculty will retire within the next 10 years. Recruitment and retention of academics is a pressing concern for all universities -but particularly for open and distance universities. The current detached environment may result in a serious employment problem down the road as other traditional universities begin an intensive competition for the best academics. And while these problems exist to some extent at all universities, there is probably no other type of university where building a sense of community is needed.This theme issue on academics working in open and distance learning environments includes papers based on empirical research, theoretical analysis, and position papers dealing with issues, challenges, and possibilities for academics and tutors at open and distance learning environments. But before I introduce the papers for this theme issue, the editor, Terry Anderson, asked that I briefly outline some new changes made to IRRODL and to talk briefly about a readership survey developed for www.irrodl.org.First, Terry Anderson asked that I relay to you some news -specifically that IRRODL has survived the transition to the Open Journal System (OJS) journal management and publication system. He will be updating the user interface in the near future and hopes that readers have not been overly confused with IRRODL's "new look" and functionality. He advises one major reason Kanuka, Guest Editorial Volume 7, No. 2 2 the change was made was the capacity of OJS to format articles for harvesting using the Open Archives Initiative protocol. Unfortunately, the current generation of harvesters do not like abstracts composed of multiple languages. Thus, Terry has discontinued the publication translated abstracts for the time being. There was also question of the value of being able to read an abstract in a different language other...

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Citizenship performance: Its nature, antecedents, and motives.

Cited by 81 publications

References 36 publications

Well-being in the workplace through interaction between individual characteristics and organizational context

Well-being in the workplace through interaction between individual characteristics and organizational context

Voice Behavior, Supervisor Attribution and Employee Performance Appraisal

IRRODL Volume 7, Number 2

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