Using goal facilitation theory to explain the relationships between calling and organization-directed citizenship behavior and job satisfaction

Xie, Baoguo; Zhou, Wenxia; Huang, Jason L.; Xia, Mian

doi:10.1016/j.jvb.2017.03.001

Cited by 75 publications

(83 citation statements)

References 56 publications

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“…In testing the hypotheses, we controlled for age, gender and work experience (years) in all analyses. These variables were controlled because demographic variables are related to levels of civility norms (see, e.g., Walsh et al, 2012), job calling (see, e.g., Xie, Xia, Xin, & Zhou, 2016;Xie, Zhou, Huang, & Xia, 2017) and customer-directed CWB (see, e.g., Penney & Spector, 2005;Sakurai & Jex, 2012;Skarlicki, van Jaarsveld, Shao, Song, & Wang, 2016).…”

Section: Control Variablesmentioning

confidence: 99%

Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

Hur

Moon

Hangeun

2018

Corp Soc Responsibility Env

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This study aims to examine how service employees' perceptions of corporate social responsibility (CSR) affect their customer‐directed counterproductive work behavior (CWB) and the mediation of this link through their organizational civility norms and job calling. Working with a sample of 252 frontline employees in South Korea hotels, structural equation modeling is employed to test research hypotheses. The results of this study suggest that service employees' perceptions of CSR are negatively related to their customer‐directed CWB. Second, service employees' organizational civility norms mediated the negative relationship between service employees' perceptions of CSR and customer‐directed CWB. Third, service employees' job calling also mediated the negative relationship between their perceptions of CSR and customer‐directed CWB. Finally, the relationship between service employees' perceptions of CSR and customer‐directed CWB is sequentially and fully mediated by organizational civility norms and job calling. The theoretical and managerial implications of the results and limitations of the study are discussed, and future research directions are suggested.

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Section: Control Variablesmentioning

confidence: 99%

Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

Hur

Moon

Hangeun

2018

Corp Soc Responsibility Env

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“…Chan dan Lai (2017) menguji hubungan kepuasan komunikasi dan persepsi keadilan dengan OCB. Penelitian lainnya lebih banyak yang menempatkan kepemimpinan sebagai anteseden OCB (Miao et al, 2018;Arda et al, 2017;Joo dan Jo, 2017;Moo dan Shi, 2017), dukungan organisasi yang dirasakan (Li, Chiaburu, & Kirkman, 2017;Reader et al, 2016;Harris dan Kacmar, 2018), dan kepuasan kerja (Xie et al, 2017;Chan dan Lai, 2016).…”

Section: Pendahuluanunclassified

“…Dapat dinyatakan bahwa kepuasan kerja (SAT) berpengaruh secara postitif dan signifikan terhadap OCB. Temuan ini mendukung penelitian Xie et al (2017) dan Chan dan Lai. (2016).…”

Section: Evaluasi Model Struktural (Inner Model)unclassified

“…Dua teori mendukung hubungan ini: teori pertukaran sosial dan teori kontrak psikologis(dalam Varela González & García Garazo, 2006). Berdasarkan perspektif dua teori tersebut, dasar hubungan terletak pada aturan timbal balik, atau karyawan yang puas akan membalas berperilaku positif seperti OCB(Xie et al, 2017; Chan dan Lai., 2016). H3: Kepuasan kerja memiliki hubungan positif dengan OCB Kepuasan kerja memediasi hubungan POS dengan OCB Didasarkan pada model teoritis yang sudah diuraikan sebelumnya bahwa POS dapat mempengaruhi kepuasan kerja karyawan(Kurtessis et al, 2017, Abou Hashish., 2017Knapp et al, 2017), dan kepuasan kerja dapat mempengaruhi OCB (Varela González & García Garazo, 2006; Xie et al, 2017; Chan dan Lai., 2016) maka model ini dapat bersifat mediasi sederhana, dimana karyawan yang memiliki tingkat POS tinggi cenderung memiliki kepuasan kerja yang tinggi, dan kepuasan yang tinggi tersebut selanjutnya berdampak pada OCB.…”

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Hubungan dukungan organisasi, kepuasan kerja, dan organizational citizenship behavior: pendekatan partial least square

Cahyani

Hendryadi

2018

JMSAB

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This study aims to examine the relationship of perceptions of organizational support (POS), job satisfaction and organizational citizenship behavior (OCB) in the government sector. The survey approach was carried out to obtain data through questionnaires. A total of 60 employees were used as research samples. Partial least square structural equation modeling (PLS-SEM) is used to test hypotheses. The results showed that: there was a positive relationship between POS and job satisfaction and OCB, job satisfaction was significantly correlated with OCB. In addition, job satisfaction has proven to play a role as a mediator for POS relations with OCB. This research contributes to efforts to increase OCB in the government sector,

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“…Individuals with intrinsic satisfaction can easily undertake responsibility in the organization. And, the individuals who take responsibilities tend to make sacrifices for the organization (Xie et al, 2017).…”

Section: Intrinsic Factorsmentioning

confidence: 99%

Explanation of Intrinsic and Extrinsic Job Satisfaction via Mirror Model

Bektaş

2017

bmij

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Using goal facilitation theory to explain the relationships between calling and organization-directed citizenship behavior and job satisfaction

Cited by 75 publications

References 56 publications

Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

Employee engagement in CSR initiatives and customer‐directed counterproductive work behavior (CWB): The mediating roles of organizational civility norms and job calling

Hubungan dukungan organisasi, kepuasan kerja, dan organizational citizenship behavior: pendekatan partial least square

Explanation of Intrinsic and Extrinsic Job Satisfaction via Mirror Model

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