The role of job dedication in organizational citizenship behavior performance

Abstract

Purpose This paper aims to attempt to clarify differences between organizational citizenship behaviors (OCBs) and attitudes as well as explore job dedication’s role regarding OCBs. Using social exchange theory, job dedication is hypothesized to mediate the relationship between leader-member exchange (LMX) and OCBs. Design/methodology/approach Hierarchical regression analysis was performed on data obtained from 190 supervisor/subordinate dyads from a number of firms to test the study hypotheses. Findings Results indicate that job dedication fully mediates the relationship between LMX and OCBs directed toward individuals and the organization, thus playing a role in the production of OCBs. Research limitations/implications Due to non-employment of an experimental design, causality cannot be determined. If managers use signals to determine performance, then scholars need to conduct further research to determine what the cues are. Practical implications Managers need to spend time in determining and care whether what they are actually measuring is accurate in terms of spontaneous behaviors performance. Originality/value First, this study has developed an explanation as to how managers can use job dedication as a means to track the behaviors of multiple subordinates based on social exchange theory. Second, this study provides empirical evidence of the mediating role job dedication plays on mediating the LMX/OCBs relationship.

Examining an integrative model of resilience, subjective well-being and commitment as predictors of organizational citizenship behaviours

“…(1) what causes individuals to show OCBs (Levine, 2010;Muldoon et al, 2017;O'Connell et al, 2001;Shih and Chuang, 2013;Tziner and Sharoni, 2014;Yang and Wei, 2018); and (2) the consequences of OCB for organizations (Motowidlo, 2000;Podsakoff and MacKenzie, 1997;Tziner and Sharoni, 2014).…”

The Impact of Perceived Organizational Support on Organizational Depression and Dedication

“…Organ zat onal ded cat on supports the employees to use the r capac ty at the h ghest level, wh le hav ng a pos t ve effect on the performance of the company (Manfred & De Vr es, 2001: 40). Also, organ zat onal ded cat on med ates the relat onsh p between leader-member exchange and organ zat onal c t zensh p behav ors (Muldoon et al, 2017).…”

Emotions, Behavior, and the Mediating Role of Climate

“…o The level of organization acceptance and internalization rooted in the employee. It entails promoting the organization to outsiders, protecting and defending it against external threats, and remaining committed to it even under adverse conditions (Jauhari & Singh, 2013;Muldoon, Keough, & Liguori, 2017).…”