Organizational Citizenship Behavior and Work Experience

Abstract

The authors compared the relationship of elements of the Organizational Citizenship Behavior (OCB) and years of work experience of registered nurses in the state of Texas. Work experience research has shown a relationship between OCB and work experience through mediating roles of various work related characteristics does exist. Work experience is described as the overall length of time in an occupation or workforce. Civic virtue was the only element of organizational citizenship behavior to have a statistically significant correlation with years of work experience in this study. Other elements were found to have no statistically significant correlation with years of work experience. Further research should be undertaken to determine if correlations between these two constructs holds up when the population under study is further refined by job classification, such as management and staff, or industry segment.

Organisational citizenship behaviour: Sensitization to an organisational phenomenon

“…Organisational citizenship behaviour can be promoted and developed by an organisation and its managers (Kegans et al., ). Concretely, five areas can be influenced by managers to increase OCB: high quality relationships, encouraging employees to recognize organisational justice and ethical climate, empowerment, recognition, and attraction and retention of staff.…”

“…Closely associated with age is the work experience of employees. Employees with long work experience are described as having high work-value congruence, which increases the possibility of promoting OCB; they are also described as participating more in civic virtue activities (Kegans, McCamey, & Hammond, 2012). As to gender, Bahrami et al (2013) showed that male employees in an Iranian teaching hospital demonstrated more OCB than their female counterparts.…”

“…Positive affectivity (PA) is the trait of a person that sees himself as positive and is receptive to a positive environment (Gilmore, Hu, Wei, Tetrick, & Zaccaro, 2013). There is an increase in OCB where PA is present (Gilmore et al, 2013;Spence, Brown, Keeping, & Lian, 2014) and vice-versa in the presence of negative affectivity (Kegans et al, 2012). Of interest, is the influence a manager can have on an employee's personal identification through a high-quality relationship with him (Huang, Wang, & Xie, 2014).…”

“…Organisational citizenship behaviour can be promoted and developed by an organisation and its managers (Kegans et al, 2012).…”

Leadermember exchange, organizational citizenship behaviours and performance of Ghanaian Technical University Lecturers

“…A moderation argument for work tenure was built, based on previous research showing that individual and contextual factors related to work experience bring valuable work-related skills, knowledge and incentives fostering individual and organizational outcomes (Lance et al, 1989;Ng and Feldman, 2010;Teskluk and Jacobs, 1988). In the current study, work experiences as number of years a person has been in a workforce or has been working was evaluated (Kegans et al, 2012;McDaniel et al, 1988) and intend to examine the degree to which work experience moderates the influence of LMX on OCB among higher-education lecturers.…”