The curvilinear relationship between career plateauing and organizational citizenship behavior

Abstract

According to social exchange theory, the motivation for organizational citizenship behavior can be understood with the help of the frameworks of obligation to reciprocate and expected reciprocity. This study predicts that the true motivation for organizational citizenship behavior could be differentiated conditional on the career plateau. These relationships predict the existence of a U-shaped nonlinear relationship between the career plateau and organizational citizenship behavior. In addition to exploring this relationship, the study attempted to discover the effect of organizational commitment and job involvement on the relationship. As a result, a U-shaped curvilinear relationship is applied between career plateau and four dimensions of organizational citizenship behavior except civic virtue. Commitment and involvement show unexpected moderating effects on those curved relationships.

So tired, I can't even help you: how work-related sleep deprivation evokes dehumanization of organizational leaders and less organizational citizenship behavior

“…For example, employees rated whether "I undertake voluntary action to protect the organization from potential problems" and "If necessary, I am prepared to work overtime" (Cronbach's alpha = .78). Our reliance on this self-rated measure is consistent with previous studies (e.g., Asplund, 2020;Johnson & Lake, 2019;Song, Kim, & Lee, 2019) and with the argument that other raters (e.g., peers, supervisors) have only a partial view of the range of voluntary activities that employees undertake during the course of their work (Chan, 2009;Organ et al, 2006). A meta-analysis also reveals only very small differences between self-and other-rated measures of OCB (Carpenter, Berry, & Houston, 2014).…”

Curvilinear relationship between experienced incivility and nontask behavior in Korean companies

“…The present study predicted and confirmed that this would manifest as a curvilinear relationship between experienced incivility and the outcome variables. The estimation of nonlinear relationships using multiple regression analysis is extremely useful because it can identify hidden relationships not identified by studies that assumed linear relationships (Song et al ., 2019; Astakhova, 2015; Rapp et al ., 2013). In fact, in the regression analysis results presented in Tables 3 and 4, Model 1 solely verifies the linear relationship between the independent and dependent variables.…”

“…Given that existing studies of employee responses to stressful situations have demonstrated that employees have diverse reactions—not only negative but also positive and proactive—indicates that the relationships between experienced incivility and outcome variables may take the form of nonlinear curves (e.g. Song et al ., 2019; Lam et al ., 2015; Cortina and Magley, 2009; Skinner et al ., 2003). Thus, this study posits that the relationship between experienced incivility and both OCBs and instigated incivility would be curvilinear and examines the relevant theories and studies that confirm this presumption in-depth.…”

“…However, many studies that utilized the COR theory to examine employees’ proactive responses have offered evidence of curved relationships (e.g. Song et al ., 2019; Lam et al ., 2015; Qin et al ., 2014; Cortina and Magley, 2009; Zapf and Gross, 2001; Hobfoll, 1988, 1989), as a curvilinear relationship is useful for capturing the change from a passive to an active motive. Thus, the existence of curvilinear relationships was postulated.…”

Losing the benefits of work passion? The implications of low ego-resilience for passionate workers

“…The second step included the main effect terms for work passion and ER. Recent research theorized (and documented) the potential of passion for showing non-linear effects when examining work outcomes (Song et al. , 2019).…”