The leading causes and consequences of citizenship pressure in the hotel industry

Abstract

Purpose -This study aims to examine the causes of citizenship pressure and to investigate the relationship between citizenship pressure, job stress, and turnover intentions. Specifically, the current study examines the effects of the personality trait of neuroticism and the organizational cultures of bureaucracy and the market.Design/methodology/approach -Data were collected from 224 hotel employees in the People's Republic of China using a self-administered survey questionnaire. The participants completed measures examining citizenship pressure, personality, organizational culture, job stress, and intention to quit. Structural equation modeling (SEM) was used to test the research hypotheses. Findings -The results showed that employees who are more neurotic are more likely to experience citizenship pressure. Moreover, citizenship pressure was found to increase job stress and turnover intentions. However, a bureaucratic culture, which prizes stability, was found to reduce citizenship pressure.Practical implications -This study presents factors that may influence hotel employees' perceptions of citizenship pressure and reveals the negative consequences of such pressure. Thus, the study results contribute to a better understanding of citizenship pressure and can be used to develop guidelines to reduce citizenship pressure in work environments.Originality/value -To the best of our knowledge, the current study is the first empirical study to examine the antecedents and consequences of citizenship pressure in the hotel industry. Moreover, previous citizenship pressure studies have mainly been conducted in a Western cultural context; it is unclear whether citizenship pressure can be similarly observed in China, where the nature and form of employment relationships differ significantly from those in Western countries.

Compulsory Citizenship Behavior and Employee Creativity: Creative Self-Efficacy as a Mediator and Negative Affect as a Moderator

“…Recent research noted that personality traits matter in employees' perception of work pressure and their stress appraisal and coping processes (Carver and Connor-Smith, 2010). For example, employees with the personality trait of neuroticism tend to experience more citizenship pressure (Youn et al, 2017). Moreover, meta-analysis (Feist, 1998) and empirical studies (Herrmann and Felfe, 2014;Coelho et al, 2018) both highlighted the effects of several personality traits on employee creativity.…”

“…Prior research on OCB—“individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in aggregate promotes the effective functioning of the organization” ( Organ, 1988 , p. 4)—has advocated its positive influences on employees and organizations. However, in recent years, there is an emerging stream of research starts to question the exclusive discretionary nature of OCB ( Youn et al, 2017 ; Germeys et al, 2019 ) and examine the potential negative consequences of OCB ( Deery et al, 2017 ; De Clercq et al, 2019 ; He et al, 2019a ). In particular, the destructive effects of the enforced/non-voluntary version of citizenship behavior, which was described by Vigoda-Gadot (2006) as CCB, have attracted considerable attention from OB and human resource management (HRM) scholars (e.g., Zhao et al, 2014 ; He et al, 2018 , 2019a ).…”

“…When expending extra efforts at work (e.g., engaging in helping behaviors toward the coworkers and supervisors beyond the formal job obligations) due to facing strong social or managerial pressures in the workplace, employees are likely to feel role overload, burnout, and anxiety. Citizenship pressure is extremely harmful to employees’ work motivation ( De Clercq et al, 2019 ) and can seriously endanger their health and well-being ( Deery et al, 2017 ; He et al, 2019a ; Somech and Bogler, 2019 ) as it might be positively associated with job stress/burnout ( Zhang L. et al, 2018 ), work–family/work–leisure conflict and intention to quit ( Bolino and Turnley, 2005 ; Bolino et al, 2010 ; Youn et al, 2017 ; Banwo and Du, 2020 ). For instance, a significant relationship between nurses’ CCB and their experienced job stress was found by Ünaldi Baydin et al (2020) .…”

Organizational culture in the hospitality industry a bibliometric analysis and systematic literature review

“…Another identified group in this cluster (red) is a group of publications with a selective approach on psychological issues of workers Datta; Singh (2018), Zhao et al (2016) and Youn et al (2017). In the first place, Datta and Singh (2018) studied the climate perceived by hospitality employees in luxury hotels in India, and they specified four dimensions of climate: "esprit of profession, organization, and workgroup"; "leader facilitation and support"; "cohesion, clarity and objectivity of system" and "job challenge, variety and feedback".…”

Unraveling the fuzzy predictors of stress at work

“…Moreover, Zhao and Ghiselli (2016) took into consideration the specific characteristics of tourism and hospitality jobs and illustrated the significant buffering impact of hospitality characteristics on job stress. In a study of hotel employees in China, Youn et al (2017) found that citizenship pressure significantly increases job stress among hotel employees. It appears that several other factors in terms of abusive supervision (Harms et al, 2017), surface acting (Geng et al, 2014), team personal and team task conflict (Hon and Chan, 2013), JC and OC (Tiyce et al, 2013) and emotional labor (Jung and Yoon, 2014) are key sources of stress among tourism and hospitality employees.…”