Organizational citizenship behaviors: a glimpse in the light of values and job satisfaction

Abstract

Purpose -The main goal of this study is to analyze the influence of work related values and work satisfaction on the Organizational Citizenship Behaviors (OCB), according to the perspective of the employees of a company from the education sector.Design/methodology/approach -A survey was carried out with 244 employees of a company located in the state of Rio Grande do Sul, Brazil. The company covers publishers, elementary school and high school levels, and preparative courses for Vestibular (university entrance exam) and Concursos Públicos (exams to be admitted to the civil service), and they are acting in the education sector since 2001.Findings -The main results reveal that the work related values and work satisfaction positively influence the OCB, and the main values with higher influence on OCB are Conformity, Universalism, Benevolence, and the Satisfaction with the boss, which are the independent variables with higher influence. The only value researched that has no influence on the OCB was Power.Originality/value -The results will enable a reflection on the reasons that make these individuals work, their satisfaction with the work done and its influence on the organizational citizenship behaviors. Additionally, they may provide subsidies for the education sector, to assess the prospect of their professionals regarding their concerns, interactions and behaviors in the workplace.

When COVID-19 Is the Invader and Internal Communication Is the Hero: Understanding the Influence of Internal Communication on Individual Performance and Evaluating the Mediating Role of Perceived Support

“…SET was first presented by Blau (1964), and can be used to illustrate the relationships among humans with respect to attitudes and behaviours (Barbalet 2017). According to Andrade et al (2017), the assumption of SET is based on the fact that the interactions among individuals or communities can be characterised as an attempt to maximise rewards and reduce costs (material or non-material). The authors also add that, according to Blau (1964) analysis, interactions are maintained because individuals consider them to be more compensatory, regardless of the reason.…”

“…The authors also add that, according to Blau (1964) analysis, interactions are maintained because individuals consider them to be more compensatory, regardless of the reason. These interactions are considered from a relationship perspective, where social resources are exchanged through the development of cognition, emotion and behaviour, in order to achieve mutual benefits for individuals, employees, customers, organisations and societies (Karanges 2014;Andrade et al 2017). Furthermore, SET is also considered a kind of exchange of mutual satisfaction between two parties, which is exchanged through a process of reciprocity, providing psychological benefits that serve to maintain a stable social system (Swalhi et al 2017).…”

Valores do Trabalho para Estudantes de Stricto Sensu em Contabilidade das Gerações Y e Z

“…EVT-R composes of 34 items in which respondents should indicate the importance of each item using the scale that ranges from "1 -not important at all" to "5extremely important". EVT-R was chosen because: (i) the scale presents satisfactory security; (ii) it was developed and suits Brazilian context in order to understand work values at organizational environment; (iii) it evaluates theoretical structure in a more satisfactory way so that, according to the authors, it is the scale that gets closer to Schwartz's Theory of General Values (Porto & Pilati, 2010;Andrade, Costa, Estivalete & Lengler, 2017).…”

Influência da Cultura Organizacional Mediada pelo Assédio Moral na Satisfação no Trabalho

“…A compreensão dos seus antecedentes e consequentes pode contribuir para se entenderem outros fenômenos dentro da organização, se inferirmos que a satisfação está associada a índices melhores de efetividade dos trabalhadores (Hauff et al, 2015). A satisfação, especialmente no que se refere aos antecedentes, é resultante da percepção do indivíduo sobre seu trabalho, envolvendo os aspectos afetivos que ele considera adequados ou não (Andrade, Costa, Estivalete, & Lengler, 2017;Locke, 1976;Martins & Santos, 2006). Dessa percepção, o indivíduo estará ou não satisfeito.…”

“…Ao se considerarem os efeitos danosos patrocinados pelo assédio moral, espera-se que os indivíduos vítimas do assédio moral reduzam a própria satisfação no trabalho, já que o assédio afeta aspectos importantes da relação do trabalho e que se associam com a satisfação no trabalho, a exemplo da relação com colegas e superiores, clima organizacional e expectativas profissionais (Andrade et al, 2017;Divincova & Sivakova, 2014;Siqueira, 2008;Tamayo, 2001). Sendo assim, propomos a hipótese H3:…”