Organizational citizenship behavior in Chinese society: a reexamination

Zhao, Hao; Wu, Jihong; Sun, Jian‐Min; Chen, Charles Weizheng

doi:10.1080/09585192.2012.669786

Cited by 14 publications

(13 citation statements)

References 58 publications

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“…Therefore it can be said that volunteer behaviors of employees can be seen as a significant factor in achieving organizational tasks. These behaviors bring the concept of OCB, a very frequently studied employee behavioral outcome in management literature (Zhao et al 2012), to our agenda. OCB has evolved as a powerful concept over the last three decades and researchers and practicing managers are engaged in decoding the factors that augment OCB (Jha & Jha 2009).…”

Section: Organizational Citizenship Behavior and Its Relation With Inmentioning

confidence: 99%

Linking Organizational Identification with Individual Creativity: Organizational Citizenship Behavior as a Mediator

Kesen

2016

Journal of Yaşar University

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Section: Organizational Citizenship Behavior and Its Relation With Inmentioning

confidence: 99%

Linking Organizational Identification with Individual Creativity: Organizational Citizenship Behavior as a Mediator

Kesen

2016

Journal of Yaşar University

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“…The additional two, interpersonal harmony; actions aimed at facilitating and preserving harmonious relations, and protecting company resources; actions that save company resources, were described as emic (culture specific). This conceptualisation of OCB and the associated measurement tool has been the most extensively used of those derived from Asian contexts (e.g., Lam et al, 2009;Zhao et al, 2012). However, Zhao et al (2012) provide evidence through a series of studies, to suggest that the two culture specific dimensions identified by Farh et al (1997) are simply the positive end of deviant behaviours and should not be classified at OCB.…”

Section: June 2019mentioning

confidence: 99%

“…Other research uses existing scales, but attempts to establish measurement equivalence in the new context generally through factor analysis and other methods (e.g. ; Takeuchi et al, 2015;Zhao et al, 2012). Both these sets of studies demonstrate consistency in OCB dimensions across settings.…”

Section: Introductionmentioning

confidence: 99%

Seeing the forest, beyond the trees: dimensionality of context specific Organizational Citizenship Behaviour in a Sri Lankan context

Rauf

Kumar²

2019

Sri Lanka J. Soc. Sci.

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Factor analyses of existing measures of Organizational Citizenship Behaviour (OCB) administered across different contexts and country settings demonstrate cross-setting consistency and support a common dimensionality for OCB irrespective of context. Challenging the use of generic models of OCB are concerns over the local relevance of such generic models and the substantial variation in OCB dimensionality in different country settings found through research using inductive qualitative methods. Even though these findings give conflicting understandings of the context specificity of OCB, a review of literature found no studies that subjected qualitatively derived dimensions to factor analysis. This research uses factor analyses to test a qualitatively derived, context-specific OCB model to explore the context specificity of OCB. University academic staff in Sri Lanka participated in two studies. Findings support a generally accepted two-factor model and not the context specific model. The findings suggest that even when high contextual variations in constructs seem evident, conceptual similarity at a more general level may be present. Past research exploring OCB conceptualisations have used either qualitative or quantitative methods. While qualitative methods indicate complex and contextually specific dimensions, quantitative methods support simpler models with more general applicability. The findings suggest that even when the model and items are localised, factor analyses support a general OCB model.

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“…From the aspect of trust, humans, being social animals, learn to interact from childhood, and trust is necessary for the uncertainty in the interaction process. However, it is found in the society in Taiwan before the 21st century that trust loss, loyalty disappearance, and value collapse appear in both public domain and private domain (Zhao et al, 2012). The relationship and trust between individuals and the government, enterprises, spouses, children, or friends might collapse at any time; they even betray the other parties to acquire the due benefits, but end the relationship.…”

Section: Introductionmentioning

confidence: 99%

“…Such evidence contains personality, background, intention, capability, and deeds according to words. The process to consider such evidence is a cognitive process that trust generated through such a process is called cognition-based trust (Zhao et al, 2012).…”

Section: Organizational Trustmentioning

confidence: 99%

Effects Of Organizational Trust On Organizational Learning And Creativity

Jiang

Chen

2017

EURASIA J MATH SCI T

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In the knowledge economy era, the competitive advantage of an enterprise is established on intangible resources and capability. Trust allows individuals acquiring and exchanging intellectual capitals, especially in ambiguous and uncertain situations, and knowledge exchange relies on the existence of trust. Different from past other industries, hi-tech industry stresses on intangible assets, endeavors to transform real assets into valuable knowledge, and manage and create "intellectual property" based on value for specific operating performance of an enterprise. This study therefore discusses the effect of organizational trust on organizational learning and creativity in hi-tech industry. Aiming at Mawei Hi-Tech Park in Fujian Province, 500 supervisors and employees are distributed the questionnaire and 373 valid copies are retrieved, with the retrieval rate 75%. The research results show 1. positive and significant effects of organizational trust on organizational learning, 2. positive and remarkable effects of organizational learning on creativity, and 3. positive effects of organizational trust on creativity. It is expected to propose suggestions, based on the results, for the promotion of intellectual capitals in hi-tech industry.

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Organizational citizenship behavior in Chinese society: a reexamination

Cited by 14 publications

References 58 publications

Linking Organizational Identification with Individual Creativity: Organizational Citizenship Behavior as a Mediator

Linking Organizational Identification with Individual Creativity: Organizational Citizenship Behavior as a Mediator

Seeing the forest, beyond the trees: dimensionality of context specific Organizational Citizenship Behaviour in a Sri Lankan context

Effects Of Organizational Trust On Organizational Learning And Creativity

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