Resilience and Organizational Citizenship Behavior (OCB)

Abstract

Research shows that resilience exerts a significant impact on organizational citizenship behavior. This linkage may be partly due to prevailing organizational circumstances. This study assessed the moderating effect of leadership and interpersonal trusts in the correlation between resilience and organizational citizenship behavior (OCB). Responses were obtained from 236 healthcare employees in Ghana's public and private hospitals. This study used regression to analyze the predictions. Findings of the study indicated that resilience, interpersonal (employee), and leadership trust positively and significantly predicted OCB. The hierarchical regression indicated that leadership trust moderated the linkage between resilience and organizational citizenship behavior. However, interpersonal trust moderates the linkage between resilience and organizational citizenship behavior. Unequivocally, resilience produces the highest organizational citizenship behavior when leaders trust their subordinates. This study, therefore, pinpoints the significant role of leadership trust in alleviating the impact of resilience on organizational citizenship behavior.

Emotional intelligence and career success: Does resilience matter?

“…In this study, the interpersonal dimension emerged as the leading predictor of resilience among all five emotional intelligence dimensions, consistent with the findings of Boakye et al. (2022), Richard (2020), Yu et al. (2022), and Van Damme et al.…”

“…Therefore, these results imply that the adaptability function of emotional intelligence is vital in career outcomes. In this study, the interpersonal dimension emerged as the leading predictor of resilience among all five emotional intelligence dimensions, consistent with the findings of Boakye et al (2022), Richard (2020), Yu et al (2022), and Van Damme et al (2021. Similarly, the indirect effect of the interpersonal dimension on career success via employee resilience was the greatest among all the emotional intelligence dimensions.…”

“…Bar‐On (2016) and Drigas and Papoutsi (2019) proposed that the Bar‐On model predicts the performance of individual employees more accurately than other models of emotional intelligence because its five components contain the whole person (emotional, social, motivational, adaptive, and intellectual) attributes measures. Additionally, this emotional and social intelligence model also assesses social or interpersonal management skills and forecasts an individual's sponsored mobility opportunities within the organization (Bar‐On & Fiedeldey‐Van Dijk, 2022; Boakye et al., 2022). Also, Bar‐On's model remains the most frequently used framework in empirical studies by the research community (Neubauer & Freudenthaler, 2005).…”

Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior

“…The voluntary efforts of employees to make a difference outside of their assigned activities and responsibilities are referred to as "organizational citizenship behavior" (Guven, 2018). Employee politeness is defined as behaviors that uphold peace and assist others in avoiding confrontations with one another (Boakye, et al, 2022). According to Magdalena (2014), organizational citizenship behavior refers to any voluntary action that a person takes but is not specifically or explicitly recognized by the organization's formal rewards program.…”

“…By fostering cooperation and lowering conflict, OCB improves organizational performance and production (Almadadha, Al-adwan, & Zakzouk, 2021). According to Boakye et al (2022), firms cannot thrive if their personnel do not behave positively and as decent citizens. These types of behaviors are indicative of organizational citizenship behaviors: (1) altruism, which is defined as discretionary assistance given to coworkers or partners in matters pertaining to job tasks; (2) consciousness, which is defined as behavior that exceeds the minimal standard or expectation; (3) fair-play, which is defined as the willingness to put up with the annoyances and limitations associated with work without complaining; (4) courtesy, which is defined as behavior that helps prevent problems before they arise rather than providing assistance to someone who is already facing difficulties; and (5) civic virtue, which characterizes behavior involving involvement in organizational issues overall (Chayomchai, 2023).…”