Compulsory Citizenship Behavior and Organizational Commitment

Abstract

Organizational citizenship behavior means the extra role behavior of employee that is not in the role description. Managers expect from employees to show organizational citizenship behavior for benefits to the organization. This expectation may become an obligation over time, and an employee can perceive managers and co-workers' expectations for extra role behavior as a compulsory that will affect an employee's organizational attitudes and behaviors. This study's aim is to investigate the relationship between compulsory citizenship behavior and organizational commitment and, the mediating role of leader-member exchange in Turkey's cultural context. The data were gathered from the 222 employees in a public organization by convenience sample method at two points in time. Regression-based path analyses were conducted to explore the relationship between the variables. According to the results, compulsory citizenship behavior had a negative effect on organizational commitment and leader-member exchange fully mediated this effect.

The Moderating Effects of Trust and Felt Trust on the Nonlinear Relationship Between Compulsory Citizenship Behavior and Counterproductive Work Behavior

“…8 However, some studies pointed out that even when employees had to engage in compulsory citizenship behavior, they still did not perform counterproductive work behavior to harm organizational performance. [9][10][11] Previous studies have laid a foundation for understanding the effect of compulsory citizenship behavior on counterproductive work behavior, but there is insufficient studies on how compulsory citizenship behavior impacts counterproductive work behavior, and the existing studies did not reach a consensus conclusion. There are still some gaps to bridge.…”