How to Fuel Public Employees’ Change-Oriented Organizational Citizenship Behavior: A Two-Wave Moderated Mediation Study

Abstract

Determining how to stimulate public employees’ change-oriented organizational citizenship behavior (OCB) has become a critical issue in both theory and practice. This article draws on the theories of job demands-resources (JD-R), leadership, and public service motivation (PSM) to propose a moderated mediation model to explore how empowering leadership shapes public employees’ change-oriented OCB. We conducted a two-wave investigation of 267 public employees in a large metropolitan city in Northern China to test this study’s hypotheses. The results show that empowering leadership significantly predicts employees’ change-oriented OCB by enhancing job crafting. Furthermore, PSM moderates the relationship between empowering leadership and job crafting. These findings advance our understanding of how to motivate employees’ change-oriented OCB from the perspective of empowering leadership in public organizations.

Discretion: Whether and How Does It Promote Street-Level Bureaucrats' Taking Charge Behavior?

“…First, employees who can accomplish their work autonomously are more likely to conduct TCB (Homberg et al, 2019 ; Chen D. C. et al, 2021 ), and discretion contributes to the satisfaction of street-level bureaucrats' basic psychological needs, including the need for autonomy. As the necessary tool for street-level bureaucrats to perform duties (Jones, 2001 ), discretion allows them to make decisions in specific situations (Thomann et al, 2018 ), as well as to choose between possible courses of action and inaction (Hupe and Hill, 2007 ).…”

“…Discretion offers the opportunities to experiment, which greatly improves street-level bureaucrats' self-efficacy. Street-level bureaucrats with a high level of self-efficacy may show a higher level of TCB (Chen D. C. et al, 2021 ). Besides, the opportunities to experiment could also increase the likelihood of street-level bureaucrats successfully carrying out TCB and reduce the potential risks of consequences.…”

“…Taking charge behavior (TCB) refers to a type of voluntary and constructive behavior of individual employees to promote organizationally functional change within the contexts of their jobs, work units, or organizations (Morrison and Phelps, 1999 ), which is also called change-oriented organizational citizenship behavior (Choi, 2007 ; Kim et al, 2011 ; Love and Dustin, 2014 ; Chen D. C. et al, 2021 ). In recent years, with the organizational environment showing high competitiveness and uncertainty, TCB has become critical to individual performance and organizational effectiveness (Fuller and Marler, 2009 ; Kim et al, 2015 ).…”

Disclosing the relationship between public service motivation and job satisfaction in the Chinese public sector: A moderated mediation model

“…Since introduced by Perry and Wise (1990) , public service motivation (PSM) has attracted growing attention from scholars and practitioners, which is considered an important antecedent of work attitudes and behaviors, such as job satisfaction (e.g., Liu et al, 2008 ; Homberg et al, 2015 ), organizational commitment ( Crewson, 1997 ; Sun, 2021 ), performance ( Bellé, 2013 ; Andersen et al, 2014 ), change-supportive behavior ( Hassan et al, 2021 ), and organizational citizenship behavior ( Liu and Perry, 2016 ; Chen et al, 2021 ). This study focuses on the relationship between PSM and job satisfaction.…”

Comportamento de Cidadania Organizacional no Setor Público: Validação de uma Escala de Mensuração

“…Diante de ambientes externos cada vez mais mutáveis, as organizações públicas devem identificar problemas internos e tomar rapidamente as medidas necessárias para resolvê-los. A eficiência das organizações públicas depende do comportamento dos funcionários, pois eles podem identificar rapidamente e resolver efetivamente esses desafios, alinhando-se ao ambiente (Vigoda-Gadot & Cohen, 2004;Chen et al, 2021).…”