When perceived welfare practices leads to organizational citizenship behavior

Lin, Szu-Yin; Chen, Hsien-Chun; Chen, I‐Heng

doi:10.1016/j.apmrv.2016.04.001

Cited by 13 publications

(16 citation statements)

References 70 publications

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“…Due to the importance of OCBs for organizational performance, several studies have been focusing on the relation of the OCBs and human resources policies and practices (Lin et al 2016;Tinti et al 2017) in order to identify possible antecedents of OCBs. Some of the of these antecedents found in the literature are presented in the next section.…”

Section: Organizational Citizenship Behaviorsmentioning

confidence: 99%

Perceived Organizational Support, Coworkers’ Conflict and Organizational Citizenship Behavior: The Mediation Role of Work-Family Conflict

Andrade

Neves

2022

Administrative Sciences

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The aim of the present study is to investigate the extent to which perceived organizational support and coworkers’ conflict and work-family conflict play a role in the performance of three types of organizational citizenship behaviors. A cross-sectional design was used comprising a sample of 164 health support workers working in Portuguese elderly care facilities. Using structural equation model findings showed that perceived organizational support is linked with organizational citizenship behaviors, directly and indirectly, via work-family conflict. Furthermore, coworkers’ conflict was also related with organizational citizenship behaviors, directly and indirectly via work-family conflict. The linkage between perceived organizational support and coworkers’ conflict through work-family conflict can offer new insights into how to enhance organizational citizenship behaviors by active management. These findings can help elderly care organizations and their managers to design better workplace conditions where organizational support and coworkers’ conflict can be better managed allowing workers to have more control over work-family conflict and promoting organizational citizenship behaviors.

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Section: Organizational Citizenship Behaviorsmentioning

confidence: 99%

Perceived Organizational Support, Coworkers’ Conflict and Organizational Citizenship Behavior: The Mediation Role of Work-Family Conflict

Andrade

Neves

2022

Administrative Sciences

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“…There are still other domains and disciplines in the organizational field equally important but less attended, like human resources management ( Gavino et al., 2012 ), organizational support ( Lin et al., 2016 ), organizational formalization ( Fisher et al., 2010 ), and organizational culture ( Liu and Fellows, 2008 ). They all relate well to one or more dimensions of OCB.…”

Section: Reporting the Reviewmentioning

confidence: 99%

The individuals' discretionary behaviors at work. An overview and analysis of its growing interest

Pedro

Pereira

Wiedenhöft

et al. 2021

Heliyon

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Nearly forty years have passed since the term Organizational Citizenship Behavior appeared. Despite a current consensus among scholars about the citizenship gestures as prosocial acts of employees that benefit the organization, it does not apply commonly to the exponential growth of all OCB-related concepts. The concept's expansion has confused the researchers and practitioners, mainly when choosing the most appropriate instruments (constructs) and dimensions to use in their area of interest and context. A systematic literature review was conducted and 420 articles were analyzed. Results point that the trends on OCB-like behaviors goes higher, with an average annual growth rate of new studies of 3.13%. United States (39%) and China (25%) lead but some "under-studied" contexts like Africa, Latin America, the Caribbean, and Oceania start being studied towards OCB. New trends appear in the spectrum of the many different domains and disciplines related to OCB, while leadership and task performance remain the most studied domains and disciplines. In future studies, researchers must freely choose the OCB dimensions and constructs they want to use or adapt to meet their needs and research needs since there is no written rule about their use, only the care to be taken with the context and discipline studying.

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“…The work of Lin et al (2016), grounded their research on the social exchange theory and signalling theory. The social exchange theory is a robust framework with which to ground the influence of fostering LFP, which was termed as EWC policy in the research, to arouse organizational citizenship behaviour (OCB).…”

Section: Relevance Of Supporting Theories To Firm Value Creationmentioning

confidence: 99%

Labour-friendly practices and value maximization: a SEM approach

Al-Tawil

Gantasala

Younies

2021

IJLMA

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Purpose This paper aims to present a vital strand that is part and parcel of an informed discussion towards the adoption of labour-friendly practices (LFP). This study is intended to examine the influence of LFP on five dimensions: job performance (JP), employee satisfaction (ES), corporate governance (CG), customer satisfaction (CS) and organizational performance (OP). Design/methodology/approach The study was conducted on top and middle-level management personnel in several companies across the United Arab Emirates (UAE). A total of 1,000 questionnaires was distributed personally and via email of which 366 usable responses were analysed using confirmatory factor analysis and structural equation modelling (SEM). Findings The results reinforce the premise that LFP positively and significantly influences value maximization. Originality/value This paper affirmed that what is good for the employees (or other stakeholders) is also good for shareholders, but within the constraints of an ideal context, where the shareholders subscribe to strict ethical principles and the stakeholders act with their moral agency intact. Thus, the discussion of LFP comprises not just about what is satisfying for the employees but also what is conducive for optimal value creation. The empirical findings were, however, more compatible within the agency theory framework because of the non-instrumentality that was observed too ideal and philosophical for the stakeholder theory of value creation.

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When perceived welfare practices leads to organizational citizenship behavior

Cited by 13 publications

References 70 publications

Perceived Organizational Support, Coworkers’ Conflict and Organizational Citizenship Behavior: The Mediation Role of Work-Family Conflict

Perceived Organizational Support, Coworkers’ Conflict and Organizational Citizenship Behavior: The Mediation Role of Work-Family Conflict

The individuals' discretionary behaviors at work. An overview and analysis of its growing interest

Labour-friendly practices and value maximization: a SEM approach

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