The Role of Moderators in Linking Job Crafting to Organizational Citizenship Behaviour: A Study on the Indian Hospitality Sector

Abstract

The purpose of this article is to test the conceptual model that addresses the association between job crafting (JC) and organizational citizenship behaviour (OCB) and also highlights how mindfulness and trust influence the JC and OCB relationship of front-line employees in hospitality sector. The data for the present study was collected from 246 front-line employees of Delhi-NCR regions of northern India. In order to avoid common method variance effect, the data was collected in two phases, namely T1 and T2. Techniques such as exploratory factor analysis (EFA), discriminant validity and confirmatory factor analysis were used to test the hypothesized model. The results show that JC strengthens OCB and also found that trust and mindfulness act as moderators for JC and OCB relationship. JC will help employees to manage their resources efficiently and this process of seeking resources and challenges at work is likely to increase OCB. Mindfulness promotes concentration and interest on work which in turn helps employees to explore new and creative ways to improve their work and makes it more meaningful which in turn improves the organization. The authors could not locate any study on JC in the Indian hospitality industry. In hotel industry, satisfaction and engagement of hotel workers is essential for superior customer service. Therefore, the outcomes of this research work could be helpful to the hotel managers in finding the alternative ways to motivate and engage employees in order to generate OCB. As the sample consisted of only 246 respondents belonging to the North Indian region, therefore, the outcomes of the study cannot be generalized. In future research, retesting of the new model can be done on a larger sample and different cultural contexts. Extended work of the current research work is likely to highlight the possible implications of JC in facilitating positive organizational outcomes and increased prosocial behaviour.

Motivation to Donate, Job Crafting, and Organizational Citizenship Behavior in Blood Collection Volunteers in Non-Profit Organizations

“…Our second piece of data upholds results of previous studies that have confirmed the positive influence of JC on OCB [50][51][52]. Furthermore, when considered together with the non-influence of Motivation to donate on the OCB (unconfirmed hypothesis), it is interesting to note that being motivated to donate blood is probably not enough to ensure a level of engagement in OCB that will enable the association to flourish and evolve.…”

“…Lastly, Demerouti et al [54] also employed the JD-R Model to corroborate that JC is a construct capable of fostering extra-role positive behaviors, which as we have said can be filed under OCBs (see also references [50,51]).…”

“…With regard to the relationship between them, although not carried out in the context of voluntary work, some recent research has confirmed the connection between Job Crafting and OCB. For example, in a study conducted among hospitality workers in India using the above-cited JD-R Model [47], Srivastava et al [50] showed that the extent of JC in terms of one's ability to manage one's own resources and seek new challenges, does reinforce OCB. In a longitudinal study conducted on a sample (N = 50) of Korean flight attendants, again applying the JD-R Model, Shin et al [51] showed that the amount of daily JC, increasing job resources, and daily challenge job demands have the effect of reinforcing daily OCB.…”

Organizational justice and organizational citizenship behaviour: the mediating role of psychological ownership

“…In addition to the talent of employees, organizations also expect certain discretionary work-related behaviour from employees, which is not part of their job requirements but which support one's psychological and social environment such as organizational citizenship behaviour (Cem-Ersoy et al, 2015). Organizational citizenship behaviour is the pro-social behaviour of an employee, which is discretionary and not part of the formal role that affects other employees and the organization (Srivastava and Pathak, 2020). The concept received increased attention from Mediating role of psychological ownership 1 researchers during the last three decades (Khaola and Rambe, 2020) and is considered a pivotal factor in the competitive business environment (Khaola and Coldwell, 2019).…”

Pengaruh Job Crafting Terhadap Work Engagement Melalui Mindfulness Sebagai Mediator

“…Karena semakin tinggi fokus perhatian, maka semakin baik pula hasil yang diberikan kepada perusahaan (Dane & Brummel, 2014) dan (Morrow & Conger, 2018). Hal ini mendukung penelitian yang dilakukan (Srivastava & Pathak, 2020) dalam penelitian mereka yang menyatakan bahwa job crafting dapat dipengaruhi oleh mindfulness, karena mindfulness mendorong konsentrasi dan minat pada pekerjaan yang dapat membantu karyawan untuk mengeksplorasi cara-cara baru dan kreatif untuk meningkatkan pekerjaan mereka dan membuat pekerjaan lebih bermakna yang akan meningkatkan organisasi.…”