Effects of Workers’ Careers and Family Situations on OCB-Related Work Values

Abstract

A variety of reasons why workers exhibit organizational citizenship behaviors (OCBs) have been discussed; one that has received limited attention is that certain of workers' work values (i.e., their OCB-related ones) cause them to take certain types of discretionary contributions to organizations for granted. We investigate the effects of workers' careers and family situations on OCB-related work values by examining data collected from 6,860 Japanese workers. Hierarchical regression analysis revealed some expected effects of labor hours, marital status, and annual income on work values relevant to OCB for individuals (OCBI) and OCB for the organization (OCBO). However, male workers' organizational tenure was not associated with OCB-related work values, whereas that of female workers was negatively associated with OCBI-related work values, contrary to expectations. Some implications for future research are also discussed.

Pengaruh good governance dan kompetensi sumber daya manusia serta motivasi terhadap komitmen kerja dan kinerja pegawai dengan inovasi sebagai variable moderasi

“…Hasil penelitian ini sejalan dengan penelitian yang dilakukan oleh Halmard (2008), Hans (2007), Phoobe & Steband (2007), Singh & Singh (2010), Akhbari et al (2013) yang menyatakan bahwa kompetensi SDM berpengaruh signifikan terhadap komitmen normatif akan tetapi tidak sejalan dengan penelitian yang dilakukan oleh Ueda (2013), Kwan (2006), Yasa & Suandra (2017) yang menyatakan bahwa kompetensi SDM berpengaruh tidak signifikan terhadap komitmen normatif…”

How Conformity to Labor Market Norms Increases Access to Job Search Assistance

“…Although not nationally representative, the 11 prefectures surveyed are home to about 50% of Japan’s population, and the survey allows for inferences about workers in Japan’s three largest urban labor markets. (For other descriptions of the data and use in English-language literature, see Ono, 2007; Ono & Zavodny, 2005; Ueda & Ohzono, 2013. )…”

Applying Stakeholder and Self-Efficacy Theories to Classify Organizational Citizenship Behavior Antecedents

“…Meanwhile, Organ (1997) classified OCB according to the roles of these behaviors in organizations, such as intra or extra. Finally, Ueda and Ohzono (2013) noted that OCB could be classified based on who would benefit from these behaviors (e.g., organization vs. specific individuals) or by the expectation of rewards (expecting vs. not expecting rewards).…”