The Relationship Between Perceived Organizational Support, Employee Engagement, and Organizational Citizenship Behavior: Application of PLS-SEM Approach

Shams, Muhammad Shahid; Niazi, Murtaza Masud; Asim, Fawad

doi:10.31841/kjems.2021.37

Cited by 18 publications

(17 citation statements)

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“…Employee engagement has received significant attention in the prior literature to spur the extra-role performance of employees. For example, it was mentioned earlier in a plethora of studies that employee engagement is critical to foster the OCB of employees in an organization ( Prabasari et al, 2018 ; Sugianingrat et al, 2019 ; Shams et al, 2020 ). At the same time, several other extra roles of employees including scouting behavior ( Shore et al, 2006 ) and employee creativity ( Mubarak and Noor, 2018 ).…”

Section: Literature Reviewmentioning

confidence: 99%

Fostering Advocacy Behavior of Employees: A Corporate Social Responsibility Perspective From the Hospitality Sector

et al. 2022

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Considering the stiff competitiveness situation in every sector, promoting the advocacy behavior of employees is of seminal importance for an organization. With this regard, the hospitality sector has no exceptions, however, a review of the prior literature uncovers that most of the prior studies on advocacy behavior were conducted from the standpoint of consumers, and the role of employees’ advocacy behavior, especially in the context of the hospitality sector, remained an understudied area. Research also shows that the corporate social responsibility (CSR) efforts of an organization can significantly influence employees’ behavior but the relationship of CSR to spur employees’ advocacy behavior was not discussed earlier. Against this knowledge gap, the current work aims to investigate the relationship between CSR and employees’ advocacy behavior in the hotel sector of a developing economy with the mediating effect of employees’ engagement. A hypothesized model was developed, which was validated by collecting data from different hotel employees through a self-administered questionnaire. The findings offer different theoretical and practical implications. Theoretically, one important implication was that the CSR perceptions of hotel employees can drive their advocacy behavior. Practically, the study implicates that hotels can improve their reputation significantly by converting their employees into advocates, as the personal information source is preferred over company-generated information sources. Moreover, the CSR commitment of a hotel can lead the employees to a higher level of engagement, which then motivates them to act as advocates.

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Section: Literature Reviewmentioning

confidence: 99%

Fostering Advocacy Behavior of Employees: A Corporate Social Responsibility Perspective From the Hospitality Sector

et al. 2022

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“…Furthermore, employees who engage in such behaviors develop a positive reputation among others, reach a higher workplace status and improve their own self-concept (Klotz et al, 2018;Teng et al, 2020). Shams et al (2020) incorporated in their study Organ's (1990) findings that suggested OCB among workers endorses positive behaviors that benefit the organization and inhibits negative behaviors that might cause any harm. Such employees are also more satisfied in their work, and the study of Indarti et al (2017) deduced that OCB indirectly mediates the relationship between personality, job satisfaction, organizational commitment and performance.…”

Section: Outcomes Of Organizational Citizenship Behaviormentioning

confidence: 99%

“…At the organizational level, OCB stimulates social networking among employees, thus creating and sustaining healthy interpersonal relationships (Shams et al, 2020). It also promotes synchronization and clearer communication channels between different organizational levels, which in turn impacts performance (Harvey et al, 2018).…”

Section: Outcomes Of Organizational Citizenship Behaviormentioning

confidence: 99%

“…Grit is correlated with higher employee engagement, which in turn has a direct positive impact on OCB (Schimschal et al, 2021;Shams et al, 2020). Gritty individuals aim for meaningful actions and take interest in the well-being of others, whereby they willingly help others to complete their tasks and objectives, which is linked to OCB (Choi et al, 2020).…”

Section: Moderating Effect Of Gritmentioning

confidence: 99%

“…PsyCap is correlated with positive emotions, which in turn broaden the employees' thinking and attention span, hence allowing them to be proactive and contributing to their organization through exhibiting OCBs (Norman et al, 2010;Avey et al, 2011;Yildiz, 2019). Moreover, a study by Dagher et al (2015) found that high self-efficacya dimension of PsyCapleads to increased employee engagement, and the latter has a direct and significant effect on OCB (Shams et al, 2020).…”

Section: Validmentioning

confidence: 99%

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Job Insecurity and Organizational Citizenship Behavior, with the Moderating Roles of Positive Psychological Capital and Grit. (c2022)

Farroukh¹

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Job Insecurity has been consistently on the rise as a result of Covid-19 and the simultaneous changes taking place as a consequence of current events. The purpose of this research is to analyze how Job Insecurity influences employees’ Organizational Citizenship Behaviors, and whether Positive Psychological Capital and Grit moderate this relationship. This study bridges the gap in the literature regarding the impact of job insecurity on employees’ organizational citizenship behavior during the Covid-19 pandemic. There are also limited studies that explore different personal resources like psychological capital and grit as potential moderators in this relationship. To test the hypotheses set in this study, data was gathered via email and link shared on social media platforms. Using SPSS software and Excel MegaStat, the data collected was analyzed. The empirical data shows that qualitative job insecurity has a negative relationship with organizational citizenship behavior, and positive psychological capital and grit are established as moderators to this relationship. Managers can alleviate job insecurity in the workplace by promoting positive psychological capital and grit amongst employees, both of which will sustain and promote organizational citizenship behavior even during difficult times.

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Antecedents and outcome of employee engagement: Empirical study of Ethiopian public higher education institutions

Diko,

Saxena

2023

SN Bus Econ

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The Relationship Between Perceived Organizational Support, Employee Engagement, and Organizational Citizenship Behavior: Application of PLS-SEM Approach

Cited by 18 publications

References 0 publications

Fostering Advocacy Behavior of Employees: A Corporate Social Responsibility Perspective From the Hospitality Sector

Fostering Advocacy Behavior of Employees: A Corporate Social Responsibility Perspective From the Hospitality Sector

Job Insecurity and Organizational Citizenship Behavior, with the Moderating Roles of Positive Psychological Capital and Grit. (c2022)

Antecedents and outcome of employee engagement: Empirical study of Ethiopian public higher education institutions

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