Compulsory Citizenship Behavior and Perceived Stress Level in the Pandemic Process

Abstract

Turkey has been fighting against Coronavirus since March of 2020. During this period, healthcare workers who have been at high risk of becoming infected and transmitting the virus to their relatives were prohibited from resignation and going abroad. In the context of these prohibitions, this study aims to reveal how the stress levels and compulsory citizenship behaviors of healthcare workers were affected during the early stages of pandemic. According to the results of the study, middle-level stress, low-medium compulsory citizenship behavior, and high dissatisfaction with the income level and working conditions have been identified among healthcare workers. In addition to this, intention to quit or stay in job has not been changed during the first three months of the pandemic.

How do compulsory citizenship behaviors affect moral disengagement in organizations? Significance of anger toward the organization during the COVID-19 pandemic

“…In addition to the potential stress caused by the characteristics of the job, intensification and precarious conditions cause nurses to suffer from high workloads and stress (Khademi et al, 2015;Youn et al, 2017;Hardiyono et al, 2020). During the COVID-19 pandemic, this workload has peaked, and the balance between work and family has been jeopardized Boztilki et al, 2021). In this process, it has become necessary to exhibit CCBs, such as working overtime without pay.…”

“…Extra-contractual work behaviors are imposed by organizations or management and are defined as compulsory citizenship behaviors (CCBs). Previous research indicates that nurses have found it increasingly hard to handle CCBs in extreme conditions such as the COVID-19 pandemic (Boztilki et al, 2021;Yildiz et al, 2022b).…”

“…The COVID-19 pandemic has rendered much conventional wisdom about healthcare workers' workload Boztilki et al, 2021), professionalism (Cici and Yilmazel, 2021), job satisfaction (Said and El-Shafei, 2021), work engagement (Giménez-Espert et al, 2020), motivation (Sperling, 2021), and psychological resilience questionable (Bozdağ and Ergün, 2021). For example, a recent meta-analytic study found that the relationship between work engagement and job satisfaction, which was positively and highly correlated before COVID-19, turned negative during the COVID-19 process (Yildiz et al, 2022b).…”