The Role of Organizational Citizenship Behavior and Gender between Job Satisfaction and Task Performance

Abstract

Job satisfaction (JS) is an indicator of individual psychosocial health. Consistent evidence showed that voluntary extra-role behavior in organizations, namely organizational citizenship behavior (OCB), can also contribute to individual psychological health. JS has been found to positively influence employees’ OCB, and both JS and OCB have been found to predict employees’ task performance (TP). The purpose of this study was to investigate whether employees’ OCB mediates the relationship of JS with TP, taking into consideration gender as a potential moderator, and other sociodemographic and work-related characteristics as confounding variables. A total of 518 employees, 54.6% women, aged 19–66 years with a mean age of about 36 years, completed measures of JS, OCB, and TP. Results showed a partial mediation of OCB in the JS-TP relationship, which was invariant across gender. A potential practical implication of findings is that human resource managers and practitioners might ultimately benefit male and female employees’ well-being as well as the organizations’ productivity by developing targeted individual- and group-level trainings and interventions to enhance JS and OCB.

The magnitude of organizational justice affects teachers’ OCB and task performance

“…The prior studies above indicated that OCB mediates the effect of organizational justice on teachers' task performance. The researchers' investigation indicates that organizational justice influences OCB (e.g., Donglong et al, 2020;Ajlouni et al, 2021;Widodo&Sulistiasih, 2021), meanwhile other studies by Yang and Chae (2021) and Casu et al (2021 show that OCB affects task performance. In practice, when organizational justice manifested in distributive, procedural, and interactional justice (Aamodt, 2016) can realized at school, it potentially enhancing teacher's OCB, such as altruism, conscientiousness, sportsmanship, courtesy, and civic virtue (Organ et al, 2006).…”

“…If at a high level, these indicators can drive task performance. Specific studies by Yang and Chae (2021) and Casu et al (2021) also indicated that OCB is related to task performance. Further, other studies concluded that OCB influences job performance (e.g., Albloush et al, 2020;Tagliabue et al, 2020;Santoso et al, 2020;Taufiqurrahman & Kurniawati, 2021;Setiawan & Surya, 2021).…”

Work-life Balance and Compensation on Performance with Job Satisfaction as an Intervening Variable for Millennial Generation Banking Employees

“…Employees can do their roles between work and personal life optimally to improve employee performance towards their obligations, responsibilities, and duties. According to Grzywacz and Carlson (2007) and Casu et al (2021), by creating a work-life balance, balancing responsibilities between work and personal life makes a person feel at home and comfortable to work and happy to be able to divide his time correctly. It is essential for every employee mentally and emotionally to maintain their feeling, thoughts, and actions at work.…”

“…Positive attitudes towards the job indicate job satisfaction. Casu et al (2021) affects a meta-analysis of longitudinal studies. There is no evidence for the reserve effect because the social psychology perspective can affect job performance.…”

“…Positive attitudes towards the job indicate job satisfaction and vice versa. In a meta-analysis of longitudinal studies, job satisfaction has shown positive results and no evidence of reserve effect (Casu et al, 2021). The social psychology perspective can cause particular behaviors such as job performance.…”