The document discusses a theoretical framework for examining organizational citizenship behavior (OCB) using Herzberg's two-factor theory of motivation. It proposes that motivation factors positively impact OCB while their absence negatively impacts OCB. It also proposes that the presence of sufficient hygiene factors reduces job dissatisfaction, which could indirectly influence OCB. The framework aims to provide additional insights into understanding what motivates individuals' OCB.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
Employee Englightnment Sulphey and BasheerM M Sulphey
an enlightened employee is capable of radiating a positive energy among his peers and colleagues. He creates not only a better surrounding by keeping his actions at par with his words, but also better humans of tomorrow not just limiting to commitment or engagement.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
This document summarizes a study that examined the relationship between organizational justice and job satisfaction among health workers at a public hospital in Turkey. 377 health workers completed surveys measuring their perceptions of organizational justice (including distributive, procedural, and interactional justice) and job satisfaction. The results found moderate relationships between all three dimensions of organizational justice and job satisfaction. Interactional justice and procedural justice were found to have a stronger influence on employees' job satisfaction levels. The study provides context on organizational justice and job satisfaction and reports the main findings of the research conducted at the Turkish public hospital.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
This research article examines workforce engagement at the organizational level across 102 publicly traded companies. The researchers define workforce engagement as the aggregate work engagement experiences of individual employees in an organization. They hypothesize and find that workforce engagement significantly predicts organizational financial and customer metrics 1-2 years later, after controlling for industry. Additionally, they find that organizational practices, supervisory support, and work attributes are significant drivers of workforce engagement, and that workforce engagement mediates the relationship between these drivers and organizational performance. The study contributes to research on employee engagement by examining outcomes at the organizational level across diverse industries, using a predictive design, and investigating antecedents of and mediators in the workforce engagement-performance relationship.
This document summarizes a dissertation that tests models of how organizational perceptions relate to job attitudes, effort, performance, and organizational citizenship behaviors. The dissertation integrated aspects of two previous models and hypothesized that Perceived Organizational Support and Perceived Opportunity for Reward would impact job satisfaction, organizational commitment, and job involvement, which would in turn influence effort and subsequently impact performance and citizenship behaviors. Employee-supervisor surveys were administered to test the hypothesized model and alternatives using structural equation modeling. Results provided support for the hypothesized model and indicated how organizational perceptions can impact attitudes, effort, and behaviors through social exchange relationships.
Asif razzaq final Business Research Methods on Employees satisfactionAsif Razzaq
Workplace spirituality may positively impact organizational commitment and job satisfaction. The study examined these relationships among employees of Toyota dealerships in Islamabad and Rawalpindi, Pakistan. A survey was administered to 111 employees. Results showed workplace spirituality significantly influences both organizational commitment and job satisfaction. Prior research also linked these concepts, with spiritual workplaces enhancing motivation, commitment, and adaptability among employees. The study aimed to analyze these effects at Toyota and investigate how job satisfaction relates to organizational commitment.
Integrative Approach to Work Psychology and The Integration of Multi Criteria...H.Tezcan Uysal
Abstract
The purpose of this study is analysing the work psychology through a holistic view, so
determining the right choice to designate a strategic management move through multi criteria
decision making method, by performing positive and negative work psychology analysis. In the
study, 221 the positive and negative work psychologies perception oriented to employees were
determined through survey method. The data were processed through correlation and regression
methods and a new set of information was obtained for ELECTRE analysis, a multi criteria
decision making method. Thus, the cycle of ELECTRE analysis was provided by using positive
work psychology outputs as alternative, and negative psychology outputs as criteria. In the result
of the analyses related to the work psychologies of employees, a reasonably significant relation
was determined between the outputs of positive and negative work psychologies. However, this
could not set forth which was the action plan to be implemented by managers. This problem was
solved through ELECTRE analysis. In the result of the ELECTRE analysis performed, it was
determined that, among the outputs of positive work psychology, “job satisfaction” was the most
dominant output to enhance the work psychology.
Employee Englightnment Sulphey and BasheerM M Sulphey
an enlightened employee is capable of radiating a positive energy among his peers and colleagues. He creates not only a better surrounding by keeping his actions at par with his words, but also better humans of tomorrow not just limiting to commitment or engagement.
This document is a literature review on job satisfaction that discusses definitions of job satisfaction, its importance, and factors that influence it. The review examines definitions from various authors that describe job satisfaction as an internal feeling or attitude toward one's work. It discusses the importance of job satisfaction for employee motivation, productivity and company performance. The review also analyzes several models of job satisfaction and identifies factors that can influence satisfaction, such as the nature of work, salary, opportunities for advancement, management, working conditions and social relationships.
Organizational Justice and Job Satisfaction of Health Workers in Example of P...inventionjournals
This document summarizes a study that examined the relationship between organizational justice and job satisfaction among health workers at a public hospital in Turkey. 377 health workers completed surveys measuring their perceptions of organizational justice (including distributive, procedural, and interactional justice) and job satisfaction. The results found moderate relationships between all three dimensions of organizational justice and job satisfaction. Interactional justice and procedural justice were found to have a stronger influence on employees' job satisfaction levels. The study provides context on organizational justice and job satisfaction and reports the main findings of the research conducted at the Turkish public hospital.
This document summarizes several studies on employee satisfaction and related concepts. It discusses factors that influence employee satisfaction such as job security, compensation, benefits, promotion opportunities, and work environment. It also examines the relationship between employee satisfaction and outcomes like motivation, performance and loyalty. Several models and frameworks for understanding job satisfaction are reviewed. Measures of job satisfaction, such as the Job Descriptive Index and Minnesota Satisfaction Questionnaire, are also summarized.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
This research article examines workforce engagement at the organizational level across 102 publicly traded companies. The researchers define workforce engagement as the aggregate work engagement experiences of individual employees in an organization. They hypothesize and find that workforce engagement significantly predicts organizational financial and customer metrics 1-2 years later, after controlling for industry. Additionally, they find that organizational practices, supervisory support, and work attributes are significant drivers of workforce engagement, and that workforce engagement mediates the relationship between these drivers and organizational performance. The study contributes to research on employee engagement by examining outcomes at the organizational level across diverse industries, using a predictive design, and investigating antecedents of and mediators in the workforce engagement-performance relationship.
This document summarizes a dissertation that tests models of how organizational perceptions relate to job attitudes, effort, performance, and organizational citizenship behaviors. The dissertation integrated aspects of two previous models and hypothesized that Perceived Organizational Support and Perceived Opportunity for Reward would impact job satisfaction, organizational commitment, and job involvement, which would in turn influence effort and subsequently impact performance and citizenship behaviors. Employee-supervisor surveys were administered to test the hypothesized model and alternatives using structural equation modeling. Results provided support for the hypothesized model and indicated how organizational perceptions can impact attitudes, effort, and behaviors through social exchange relationships.
Asif razzaq final Business Research Methods on Employees satisfactionAsif Razzaq
Workplace spirituality may positively impact organizational commitment and job satisfaction. The study examined these relationships among employees of Toyota dealerships in Islamabad and Rawalpindi, Pakistan. A survey was administered to 111 employees. Results showed workplace spirituality significantly influences both organizational commitment and job satisfaction. Prior research also linked these concepts, with spiritual workplaces enhancing motivation, commitment, and adaptability among employees. The study aimed to analyze these effects at Toyota and investigate how job satisfaction relates to organizational commitment.
Formation of organizational citizenship behaviors in students employed in uni...AlFajrQuraan
This document summarizes a study that examined how manager and coworker behaviors influence the development of organizational citizenship behaviors (OCBs) in student employees of university dining services. The study found that managers and coworkers demonstrating OCBs towards individuals was positively related to students also exhibiting individual-oriented OCBs. It also found that certain transformational leadership behaviors by managers indirectly led to students demonstrating organization-oriented OCBs. Additionally, there was a weak but significant negative relationship between students' OCBs and their intent to leave their job.
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
This document provides an introduction and background to a study on the relationship between flexible work arrangements, specifically telecommuting, and employee job involvement. It discusses previous research that identified individual and organizational determinants of job involvement. While some studies have looked at how factors like gender and tenure influence job involvement, little research has examined the impact of work arrangements. The objective of this study is to determine whether telecommuting affects employee job involvement levels and whether tenure, age or gender influence job involvement. It aims to address gaps in understanding how work arrangements may impact an important work attitude.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
This document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
IMPACT OF KARASEK JOB DEMAND CONTROL MODEL ON THE JOB SATISFACTION OF THE EMP...Nehal Hussain
This document summarizes a study that examines the impact of the Karasek Job Demand Control (JDC) model on job satisfaction levels of employees at NADRA, a Pakistani government organization. The study used a questionnaire to collect data from 200 NADRA employees on job demands, job control, social support, and job dissatisfaction. Statistical analysis using linear regression and correlation found that low demands, low control, and low social support were associated with higher job satisfaction. The results provide insight into factors influencing satisfaction among NADRA employees, though future research could further explore the findings.
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
This is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
This document investigates the effects of role conflict, role ambiguity, and work-family conflict on employee job stress. It reviews previous literature on these relationships and develops hypotheses. A study was conducted of 118 employees of Iran's central insurance company using questionnaires. Structural equation modeling found that:
1) Role ambiguity significantly increases work-family conflict and job stress.
2) Role conflict significantly increases job stress but does not affect work-family conflict.
3) Work-family conflict significantly increases job stress.
The study confirms the relationships between these workplace factors and employee stress levels. Managing role clarity, role demands, and work-life balance can help reduce stress.
Process of chinese career starters adapting to their work the differentiated ...Alexander Decker
This study examines how organizational socialization tactics and proactive behavior affect adjustment outcomes for Chinese career starters. The study uses a longitudinal survey of college graduates in China over their first 6 months of full-time work.
The study develops hypotheses about how institutionalized socialization tactics and proactive information seeking relate to socialization content acquisition and outcomes like commitment, satisfaction, and performance. It also hypothesizes about how these relationships are moderated by prior work experience.
Data was collected at 3 time points from 187 participants. Measures included socialization tactics and behavior, socialization content acquisition, and adjustment outcomes. Results provide insights into the differentiated roles of reactive and proactive socialization for career starters with and without prior experience
A Literature Review on Organizational Commitment – A Comprehensive SummaryIJERA Editor
The paper encapsulates the evolution of the concept of organizational commitment, and its constructs. It focuses and analyses the literature findings of organizational commitments over the last five decades. It categorizes the approaches into six broad eras, each era being an extension and modification over the preceding ones. This review paper brings to the fore the theories that have emerged in the body of knowledge regarding commitment in organizations in a chronological order, starting from the side bet theory to the more recent multiple commitment approach. The gaps in the theories proposed have been identified and reviewed critically. It is difficult to conceptualize and measure organizational commitment as it encompasses a vast and highly diverse body of knowledge. Due to this it becomes difficult to interpret and conclude from the existing bodies of literature. The paper also highlights the importance of recognizing the individual/employee‟s perspective towards organizational commitment.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This document explores the relationship between personality and job performance. It begins by reviewing previous studies that have investigated this relationship. Conscientiousness and extraversion are generally found to be positively correlated with job performance factors like productivity, while neuroticism and agreeableness are negatively correlated with leadership capabilities. The document then outlines the objectives and methodology of the study. The study aims to identify the meaning of personality and its relationship to job performance, discuss the Big Five personality theory, and investigate problems organizations face with personality testing. It reviews literature on the Big Five personality traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness and their relationships with job performance dimensions like task performance and contextual performance.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
This article introduces the Job Content Questionnaire (JCQ) as a tool for assessing psychosocial job characteristics. Part I describes the development and theoretical basis of the JCQ scales, which measure job demands, decision latitude, social support, physical demands, and job insecurity. These scales assess the job strain model and its predictions about stress risk and behavioral responses under conditions of high psychological demands and low decision control. Part II reports on the cross-national validity of the JCQ scales based on studies of over 10,000 men and 6,000 women across multiple countries. Part III reviews comparisons of intercountry and interoccupation differences in JCQ scale scores.
Master Thesis Executive Progam Business Studies Ron van de Port 10475591 (2)Ron van de Port
This document is a thesis submitted by Ron van de Port to the Amsterdam Business School examining the moderated effect of organizational change on organizational commitment. It reviews literature on organizational change and commitment, and presents a study conducted among 107 employees undergoing organizational change. The study finds that personal impact on work and company culture have a substantial effect on commitment. However, change management practices like communication and leadership do not significantly impact the relationship between change impact and post-change commitment. The thesis provides insight into how organizational change affects commitment and what factors influence this relationship.
the relationship between normative commitment (one form of organizational commitment) and loyal boosterism (one construct of organizational citizenship behaviours)
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
The Effect of Organizational Commitment and Organization Identity Strength to...IOSR Journals
Fire Department Employee Performance Jakarta Indonesia was marked by people had not been
maximized yet since in the fire cases always come late. Society always expected the performance of the fire
department in carrying out their duties on time. The purpose of this research was to measure and describe the
extent to which performance of the Jakarta Fire Department when it was affected by the variable of
organizational commitment and strength of organizational identity and organizational citizenship behaviour.
The method used in this research was quantitative. Data analysis techniques used was SEM (Structural
Equation Modelling) with the help of AMOS program. The data were collected by using a research instrument
that was distributed to the sample of 355 employees. The results showed that organizational commitment was
significantly influence organizational citizenship behaviour, but having no significant effect on employee
performance. While organizational citizenship behaviour had a significant effect on employee performance.
Organizational citizenship behaviour was mediating the relationship between commitments to employee
performance. On the other hand, it did not significantly influence organizational identity on organizational
citizenship behaviour, and also no significant effect on the employee performance. The implication of research
was organizational citizenship behaviour of Fire Department employee to be important in improving employee
performance.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
Formation of organizational citizenship behaviors in students employed in uni...AlFajrQuraan
This document summarizes a study that examined how manager and coworker behaviors influence the development of organizational citizenship behaviors (OCBs) in student employees of university dining services. The study found that managers and coworkers demonstrating OCBs towards individuals was positively related to students also exhibiting individual-oriented OCBs. It also found that certain transformational leadership behaviors by managers indirectly led to students demonstrating organization-oriented OCBs. Additionally, there was a weak but significant negative relationship between students' OCBs and their intent to leave their job.
Advanced research methods research paperAlFajrQuraan
This document discusses a study examining the impact of negative workplace gossip by employees about their supervisor on the supervisor's perception of a psychological contract breach. It proposes that negative gossip threatens the supervisor's self-esteem, leading to perceived breach of the implicit obligations between employee and supervisor. The study will test whether self-affirmation by supervisors can reduce this effect by buffering threats to self-esteem. It outlines hypotheses, a research model, and methodology including field and experimental studies to collect data from supervisors and employees to test the relationships between negative gossip, self-esteem, perceived breach, and the moderating role of self-affirmation.
This document provides an introduction and background to a study on the relationship between flexible work arrangements, specifically telecommuting, and employee job involvement. It discusses previous research that identified individual and organizational determinants of job involvement. While some studies have looked at how factors like gender and tenure influence job involvement, little research has examined the impact of work arrangements. The objective of this study is to determine whether telecommuting affects employee job involvement levels and whether tenure, age or gender influence job involvement. It aims to address gaps in understanding how work arrangements may impact an important work attitude.
ble, accommodation of cultural differences personality, the
use of sound
This article discusses three major gaps be- in employee attitudes and job satisfaction selection
tween HR practice and scientific research on will help organizations enhance employee methods and a
employee attitudes and job satisfaction: (1) attitudes and performance. good match
the causes of employee attitudes, (2) the re- between
sults of positive or negative job satisfaction, Gap 2—The Results of Positive or employees and
and (3) how to measure and influence em- jobs will ensure
Negative Job Satisfaction people are
ployee attitudes. The causes of employee at- selected and
This document summarizes a critical review of the relationship between job satisfaction and organizational citizenship behavior (OCB). It finds that most research has shown a positive relationship between job satisfaction and OCB. Job satisfaction is influenced by both intrinsic and extrinsic factors. When employees are satisfied, they are more likely to display OCB through voluntary helpful behaviors towards colleagues and the organization. While a few studies found no relationship, the majority of evidence suggests higher job satisfaction translates to higher levels of OCB.
IMPACT OF KARASEK JOB DEMAND CONTROL MODEL ON THE JOB SATISFACTION OF THE EMP...Nehal Hussain
This document summarizes a study that examines the impact of the Karasek Job Demand Control (JDC) model on job satisfaction levels of employees at NADRA, a Pakistani government organization. The study used a questionnaire to collect data from 200 NADRA employees on job demands, job control, social support, and job dissatisfaction. Statistical analysis using linear regression and correlation found that low demands, low control, and low social support were associated with higher job satisfaction. The results provide insight into factors influencing satisfaction among NADRA employees, though future research could further explore the findings.
The Relationship between Work Family Balance and Job Performance: An Empirica...Shehara Ranasinghe
This is an Empirical study on the relationship between Work Family Balance and Job Performance with related to administrative officers in selected Sri Lankan universities.
This study examines the relationships between organizational culture, leadership behaviors, organizational commitment, job satisfaction, and job performance in small and medium Taiwanese firms. Surveys were distributed to 1,451 employees across 84 firms, with 749 valid responses. Significant findings include: (1) transformational leadership was positively related to organizational commitment in innovative cultures, (2) organizational commitment mediated the relationship between transformational leadership and job satisfaction across all cultures, and (3) organizational commitment mediated the relationship between transformational leadership and job performance in supportive and bureaucratic cultures.
This is the Topic: performance management Subject : Business Research Method .. please read the file i upload and read it very well before do the work..
This document investigates the effects of role conflict, role ambiguity, and work-family conflict on employee job stress. It reviews previous literature on these relationships and develops hypotheses. A study was conducted of 118 employees of Iran's central insurance company using questionnaires. Structural equation modeling found that:
1) Role ambiguity significantly increases work-family conflict and job stress.
2) Role conflict significantly increases job stress but does not affect work-family conflict.
3) Work-family conflict significantly increases job stress.
The study confirms the relationships between these workplace factors and employee stress levels. Managing role clarity, role demands, and work-life balance can help reduce stress.
Process of chinese career starters adapting to their work the differentiated ...Alexander Decker
This study examines how organizational socialization tactics and proactive behavior affect adjustment outcomes for Chinese career starters. The study uses a longitudinal survey of college graduates in China over their first 6 months of full-time work.
The study develops hypotheses about how institutionalized socialization tactics and proactive information seeking relate to socialization content acquisition and outcomes like commitment, satisfaction, and performance. It also hypothesizes about how these relationships are moderated by prior work experience.
Data was collected at 3 time points from 187 participants. Measures included socialization tactics and behavior, socialization content acquisition, and adjustment outcomes. Results provide insights into the differentiated roles of reactive and proactive socialization for career starters with and without prior experience
A Literature Review on Organizational Commitment – A Comprehensive SummaryIJERA Editor
The paper encapsulates the evolution of the concept of organizational commitment, and its constructs. It focuses and analyses the literature findings of organizational commitments over the last five decades. It categorizes the approaches into six broad eras, each era being an extension and modification over the preceding ones. This review paper brings to the fore the theories that have emerged in the body of knowledge regarding commitment in organizations in a chronological order, starting from the side bet theory to the more recent multiple commitment approach. The gaps in the theories proposed have been identified and reviewed critically. It is difficult to conceptualize and measure organizational commitment as it encompasses a vast and highly diverse body of knowledge. Due to this it becomes difficult to interpret and conclude from the existing bodies of literature. The paper also highlights the importance of recognizing the individual/employee‟s perspective towards organizational commitment.
“Exploring the Relationship between Personality and Job Performance” "New App...inventionjournals
This document explores the relationship between personality and job performance. It begins by reviewing previous studies that have investigated this relationship. Conscientiousness and extraversion are generally found to be positively correlated with job performance factors like productivity, while neuroticism and agreeableness are negatively correlated with leadership capabilities. The document then outlines the objectives and methodology of the study. The study aims to identify the meaning of personality and its relationship to job performance, discuss the Big Five personality theory, and investigate problems organizations face with personality testing. It reviews literature on the Big Five personality traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness and their relationships with job performance dimensions like task performance and contextual performance.
The meaning and measurement of employee engagement A review of the literature...Omar Ababneh
This document provides a review of the literature on defining and measuring employee engagement. It discusses several debates in the literature, including whether burnout is the antithesis of engagement, if engagement is a state or trait, and how engagement differs from similar constructs like job satisfaction and organizational commitment. The review examines how engagement has been defined by various researchers and identifies inconsistencies in these definitions. It also analyzes the different approaches that have been used to measure engagement and the limitations of these approaches. The goal of the document is to bring clarity to the conceptualization and measurement of employee engagement.
This article introduces the Job Content Questionnaire (JCQ) as a tool for assessing psychosocial job characteristics. Part I describes the development and theoretical basis of the JCQ scales, which measure job demands, decision latitude, social support, physical demands, and job insecurity. These scales assess the job strain model and its predictions about stress risk and behavioral responses under conditions of high psychological demands and low decision control. Part II reports on the cross-national validity of the JCQ scales based on studies of over 10,000 men and 6,000 women across multiple countries. Part III reviews comparisons of intercountry and interoccupation differences in JCQ scale scores.
Master Thesis Executive Progam Business Studies Ron van de Port 10475591 (2)Ron van de Port
This document is a thesis submitted by Ron van de Port to the Amsterdam Business School examining the moderated effect of organizational change on organizational commitment. It reviews literature on organizational change and commitment, and presents a study conducted among 107 employees undergoing organizational change. The study finds that personal impact on work and company culture have a substantial effect on commitment. However, change management practices like communication and leadership do not significantly impact the relationship between change impact and post-change commitment. The thesis provides insight into how organizational change affects commitment and what factors influence this relationship.
the relationship between normative commitment (one form of organizational commitment) and loyal boosterism (one construct of organizational citizenship behaviours)
Mathematical modeling to monitor workplace humor style and subordinate worked...Triple A Research Journal
ABSTRACT
The study monitors the effect on workplace humour style and
subordinate work attitude in telecommunication companies. The
output of staff in these organization were observed to reflect on their
subordinate work attitudes, job satisfaction and job involvement in
these companies, the study experience the positivity from these
dimensions as a function of workplace humour style in various
period at different conditions, linear trend were observed from the
predictive values, but there were variations despites the linear trend
displayed from these parameters through graphical representations.
These conditions implies that the input of subordinate work attitudes
determine the output of job satisfaction and staff efficiency
involvement, these dimensions determine the output of efficiency or
growth rate of these companies productivity, these parameters
generated the system that produced the predictive model, and
subjecting these parameters to model validation developed a
favorable fits, the study expressed the rate which these
organizational behaviour determined the efficiency of staff thus
generate positive or negative productivity, the study is however
imperative because the evaluation of these dimensions as a function
of workplace humour style has been monitored, these conceptual
framework has express their various function of influence in
different dimensions.
Keywords: Mathematical modeling, humour style, subordinate
This document summarizes factors that influence employee job satisfaction and models of job satisfaction. It discusses dimensions of job satisfaction such as working conditions, wages/salaries, opportunities for advancement, and social relationships. Models explained include affect theory, dispositional theory, opponent process theory, equity theory, and Herzberg's two-factor theory. The document concludes that job satisfaction is important for employee motivation and a positive work environment enhances satisfaction.
The Effect of Organizational Commitment and Organization Identity Strength to...IOSR Journals
Fire Department Employee Performance Jakarta Indonesia was marked by people had not been
maximized yet since in the fire cases always come late. Society always expected the performance of the fire
department in carrying out their duties on time. The purpose of this research was to measure and describe the
extent to which performance of the Jakarta Fire Department when it was affected by the variable of
organizational commitment and strength of organizational identity and organizational citizenship behaviour.
The method used in this research was quantitative. Data analysis techniques used was SEM (Structural
Equation Modelling) with the help of AMOS program. The data were collected by using a research instrument
that was distributed to the sample of 355 employees. The results showed that organizational commitment was
significantly influence organizational citizenship behaviour, but having no significant effect on employee
performance. While organizational citizenship behaviour had a significant effect on employee performance.
Organizational citizenship behaviour was mediating the relationship between commitments to employee
performance. On the other hand, it did not significantly influence organizational identity on organizational
citizenship behaviour, and also no significant effect on the employee performance. The implication of research
was organizational citizenship behaviour of Fire Department employee to be important in improving employee
performance.
To what extent does employees’ perception of organizational justice influence...Alexander Decker
This document summarizes a research study that investigated the relationship between employees' perceptions of organizational justice (distributive justice, procedural justice, and interactional justice) and their organizational citizenship behavior (OCB). The study was conducted with 152 employees in Ghana and found that:
1) Employees' overall perceptions of organizational justice significantly influenced and accounted for 6.5% of the variance in their OCB.
2) Procedural justice and interactional justice both positively related to OCB at a significant level, accounting for 3.7% and 2.1% of variance respectively.
3) Distributive justice did not significantly relate to OCB and only accounted for 1.4% of the variance
This document summarizes a study that examined the relationship between job satisfaction (intrinsic and extrinsic) and organizational citizenship behavior (OCBI and OCBO) among employees at higher learning institutions in Malaysia. The study reviewed literature on OCB and job satisfaction, and developed hypotheses that intrinsic and extrinsic job satisfaction would both positively correlate with OCBI and OCBO. Surveys of employees were conducted to measure the variables and analyze their relationships. The findings and implications for understanding how job satisfaction impacts extra-role behaviors in educational organizations were then discussed.
Kuisioner untuk mengetahui perilaku birokrasi terhadap pelayanan izin mendir...Adama Rahim
Kuesioner ini bertujuan untuk mengetahui pendapat masyarakat tentang perilaku birokrasi Dinas Pekerjaan Umum Kabupaten Enrekang dalam pelayanan izin mendirikan bangunan. Kuesioner ini meminta responden untuk memberikan penilaian terhadap sumber daya aparat, adat istiadat, kebijakan, etika pelayanan, kedisiplinan, dan transparansi biaya di dinas tersebut.
This document is a project report submitted by Devika Mohan C to Mahatma Gandhi University in partial fulfillment of an MBA degree. The project studied organizational citizenship behavior at Primus Gloves Private Limited in Kakkanad, India. It includes a literature review on OCB, the company and industry profiles, research methodology used which was a survey of 50 employees, data analysis using statistical tests, findings, and suggestions. The analysis found OCB of Primus employees was associated with altruism, conscientiousness, civic virtue, sportsmanship and courtesy. The major suggestion was to introduce a motivational training program to develop OCB.
This document summarizes an organizational behavior final project submitted by five students. The project examines the relationship between job satisfaction, organizational justice, and organizational citizenship behaviors. It studies these relationships in both the private sector (Crescent Bahuman LTD) and public sector (Pakistan International Airline). The methodology section indicates that questionnaires will be used to collect data from 40 respondents across both sectors. Findings sections present data on levels of job satisfaction, organizational justice (distributive, procedural, interactional), and citizenship behaviors (interpersonal help, initiative, loyalty) for both the private and public sectors.
This document provides an overview of organizational citizenship behavior (OCB). It begins with a brief history of OCB, noting that Dennis Organ is considered the father of OCB. It then defines OCB as individual behaviors that are not formally rewarded but improve organizational effectiveness. The document outlines the benefits of OCB, including increased productivity, efficiency, and job satisfaction. It also describes the main types of OCB, such as altruism, courtesy, sportsmanship, conscientiousness, and civic virtue. Examples of each type are provided. The document concludes by stating that OCB comes in many forms and traditionally improves workplace cooperation and performance.
1) Organizational citizenship behavior (OCB) refers to individual behavior that is discretionary and promotes the effective functioning of an organization, though it is not formally rewarded.
2) OCB has five dimensions: altruism, courtesy, conscientiousness, civic virtue, and sportsmanship.
3) High levels of OCB are related to benefits like improved employee performance, productivity, and satisfaction.
This proposal examines how leadership influences employee workplace spirituality, motivation, citizenship behaviour, and organisational performance in the City of Johannesburg Metropolitan Municipality (CJMM). The researcher aims to fill gaps in understanding these relationships. Specifically, the objectives are to explore relationships between leadership skills/empowerment and workplace spirituality/motivation, and examine how spirituality/motivation influence citizenship behaviour and organisational performance. The study would provide insights to help CJMM improve service delivery and achieve strategic goals by optimizing these factors.
This document provides an overview of employee retention and the healthcare industry in India. It discusses that employee retention involves encouraging employees to remain with an organization. Retaining key employees is critical for long-term success. The healthcare industry in India includes hospitals, health insurance, medical software/equipment, and pharmacies. It is growing rapidly due to rising incomes and health awareness. Factors attracting corporations to healthcare include recognition as an industry, socioeconomic changes, brand development, and the opening of the insurance sector. The document then discusses characteristics of the service industry like intangibility and perishability as they relate to hospitals.
This document defines and discusses organizational citizenship behavior (OCB). It defines OCB as individual behavior in an organization that is discretionary, not recognized by formal rewards, and promotes effective functioning. It discusses five dimensions of OCB: altruism, courtesy, conscientiousness, civic virtue, and sportsmanship. Antecedents that influence OCB include job satisfaction, organizational justice, organizational commitment, personality, task characteristics, and leadership. OCB is similar to other constructs like contextual performance and prosocial organizational behavior. The document also outlines benefits of OCB for organizations such as increased performance and productivity, freeing up resources, and attracting and retaining employees.
This document provides an introduction to a study on employee motivation. It includes definitions of motivation, the importance of motivation, what motivates employees, frameworks and types of motivation. Key points discussed include the need to align employee and organizational goals, understanding what motivates each individual employee, and that supporting motivation is an ongoing process not a single task. Intrinsic motivators like empowerment, growth and purpose are highlighted as particularly effective. The document lays out the background and context for a research study on employee motivation.
Dokumen tersebut membahas analisis rasio keuangan bank, termasuk definisi bank, kegiatan bank umum, jenis-jenis laporan keuangan bank, dan berbagai rasio keuangan yang dapat digunakan untuk menilai kinerja bank seperti rasio likuiditas, solvabilitas, rentabilitas, dan nilai pasar.
Organizational citizenship behavior is one which goes beyond the basic requirements of Job, to a large extent discretionary & is a benefit to the organization
The purpose of this paper is to discuss on the concept of job satisfaction and how job satisfaction can make impact on the performance of employees in an organization. The paper will be limited to the positive and negative effects of Job satisfaction. Secondly, the literature review will discuss the relationship between employee motivation, job satisfaction and employee performance.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This study examined the relationship between employee commitment and organizational citizenship behavior in Nepalese companies. A survey was administered to 340 employees across five companies. The results showed that affective commitment and normative commitment were positively related to both factors of organizational citizenship behavior - altruism and compliance. Continuance commitment was not significantly related to altruism or compliance. The findings imply that affectively and normatively committed employees are more likely to exhibit organizational citizenship behaviors that benefit coworkers and the organization, while continuance commitment does not influence such extra-role behaviors. Overall, the study found employee commitment, especially affective and normative commitment, can promote organizational citizenship behavior in Nepalese workplaces.
Human Resource Management Practices And Workers Job SatisfactionKimberly Williams
Human resource management practices and workers’ job satisfaction analyzes the relationship between HRM practices and workers' job satisfaction using data from two British datasets. The study finds that several HRM practices are associated with higher job satisfaction, including practices that promote ongoing learning. However, these effects are only significant for non-union members. Perceived pay inequality within a firm is linked to substantially lower job satisfaction for non-union members.
Organizational Effectiveness as aFunction of Employee Engage.docxgerardkortney
Organizational Effectiveness as a
Function of Employee Engagement
Aakanksha Kataria*, Renu Rastogi** arú Pooja Garg***
The paper reviews the organizational paradigms of employee engagement in context of its
organizational outcomes and aims to unlock the relationship between engagement and perceived
organizational effectiveness. The study was designed to generate and test two hypothesized models
colligating between engagement and the constituents oforganizatiorud effectiveness. The results of
structural equation modeling suggest that engagement is significantly associated with perceived
organizational effectiveness in that it also entails a positive impact upon the organizational
effectiver\ess. The results encourage organizations to consider the potential signiftance of employee
engagement towards organization^ effectiveness and also exemplify the role ofHR managers in
delineating the psychological fabric of the organization and conditions for high engagement. The
paper adds useful insights while articulating that engagement is an expedient phenomenon that
drifts organizational effectiveness.
INTRODUCTION
The notion of employee engagement has marked its critical presence in organizational
sciences for more than over 20 years. The research on engagement is flourishing lately
and witnessing a remarkable increase in the number of empirical studies more frequently
than ever (Sonnetag, 2011 ; and Rurkkhum and Bartlett, 2012), while noting its positive
linkages to several bottom line organizational outcomes for instance, productivity, profits,
business growth, quality, customer satisfaction, employee retention, job performance,
and low absenteeism (Buckingham and Cofifiman, 1999; Coffinan and Gonzalez-Molina,
2002; Buchanan, 2004; Hewitt Associates LLC, 2005; Fleming and Asplund, 2007;
Lockwood, 2007; Bakker and Bal, 2010; Demerouti and Cropanzano, 2010;
Xanthopoulou et al, 2009; and Sundaray, 2011). In addition, it has also been observed
that engaged employees report less absenteeism, stay with the organization longer, and
are happier being proactive, and more productive (Harter et al, 2002; and Sonnentag,
2011). This might be due to the fact that engaged employees being enthusiastic (Pitt-
* Research Scbolar, Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee
(IITR), Roorkee. India. E-mail: [email protected]
** Professor, Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee (IITR),
Roorkee, India. E-mail: [email protected]
* * * Assistant Professor, Department of Humanities & Social Sciences, Indian Institute of Technology, Roorkee
(IITR), Roorkee, India. E-mail: [email protected]
ORGANIZATIONAL EFFECTIVENESS AS A FUNCTION OF EMPLOYEE ENGAGEMENT
Catsouphes and Matz-Costa, 2008), dedicated, and psychologically involved in their
work, are willing to invest their active physical strength and emotional energy towards
the fulfilment of organizational goals.
Accordingly.
The document discusses a study on the relationship between employee satisfaction and work performance, absenteeism, and retention rates. The study examined these relationships through surveys and interviews of employees at a company. The results found a positive correlation between satisfaction and performance as well as commitment, though the relationship with absenteeism was less clear. Prior research also generally found positive correlations between satisfaction and commitment/performance as well as a link to turnover, though the link to performance was debated. The level of job complexity may also impact these relationships.
Doctors' Work Life Quality and Effect on Job Satisfaction: An Exploratory Stu...AI Publications
Every day, the health-care system becomes more complicated. It is mostly due to changes in lifestyle, greater demand for patient care, and the effect of technology on the health-care delivery process. Sophisticated devices necessitate specialized knowledge, which necessitates a better and more current medical education system, which, in turn, necessitates a better organizational structure. All of this has an impact on the entire medical profession, as novel difficulties must be met with increasing skill and potential development, as well as increased dedication to the profession, as performance management becomes a major aspect in avoiding professional hazards in various forms. As a result, the entire health policy needs to be updated in order to provide health care professionals, particularly doctors, with enough quality work life and improved job satisfaction in order to improve their performance at work. We try to answer these questions in our research.
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This document is an annotated bibliography for a research paper on the causes and effects of employee dissatisfaction from the perspectives of human resources and organizational leadership. It summarizes four research articles that are relevant to understanding employee dissatisfaction from these two disciplinary viewpoints. Two articles examine causes of dissatisfaction related to human resources practices like compensation and performance management. The other two articles analyze the effects of dissatisfaction on organizational outcomes like profitability and job satisfaction. The sources use quantitative and qualitative methods to empirically test theories linking human resources, leadership, and employee attitudes.
Relationship between job satisfaction and organizational citizenship behaviorIAEME Publication
This document summarizes a research study that examined the relationship between job satisfaction, organizational commitment, and organizational citizenship behavior among faculty members at private universities in Punjab, India. The study found that:
1) Affective commitment partially mediates the relationship between job satisfaction and organizational citizenship behavior.
2) Normative commitment fully mediates the relationship between job satisfaction and organizational citizenship behavior.
3) Job satisfaction, affective commitment, and normative commitment were all found to be correlated with organizational citizenship behavior.
Role Stress Sources (Role Perceptions)'s Effect on Intention to Leave the Wor...inventionjournals
Role ambiguity and role conflict as role stress sources and turnover intention have been studied with various variables such as job satisfaction, organizational commitment, or organizational culture by some researchers. Then in this study we tried introduce the effect of role stress sources on intention to leave the work. Research of the study is applied at a State University in Ankara/Turkey. Role stress sources or role perceptions are held as role ambiguity and role conflict. The sample is consisted of 297 research assistants of the university from different departments. Role conflict and role ambiguity questionnaires applied to the research assistants. The results of the study demonstrated that multiple linear regression analysis is performed to determine effects of role conflict and role ambiguity on intention to leave work of research assistants. The results of multiple regression analysis are statistically significant (F (2,294) = 38,378, p <, 001). The adjusted R square value is 0,20. This result shows that 20 percent of the intention to leave the work is explained by role conflict and role ambiguity. According to the multiple regressions analysis performed, while the role ambiguity affects intention to leave the work significantly and negatively, the role conflict effects intention to leave the work significantly and positively.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
An investigation into the antecedents of organizational citizenship behaviors...inventionjournals
The purpose of this research was to test and empirically analyze the effect of commitment, culture, and organizational support on Organizational Citizenship Behavior. The mediating role of job satisfaction. The design of this research using survey method with the collection of data in cross-section through the questionnaire. Simple random sampling is used on 200 employees, hypothesis testing using Structural Equation Modeling (SEM). This study provides evidence that commitment, culture and organizational support is a positive and significant effect on the job satisfaction. The other causality shows that organizational commitment and organizational support is a positive and significant effect on the Organizational Citizenship Behavior. The organizational culture and job satisfaction is positive but not significant effect on Organizational Citizenship Behavior. Job satisfaction is not a mediating role in explaining the effect of commitment, culture and organizational support on Organizational Citizenship Behavior. The practical implications of this research provide increased knowledge and understanding of the employees and the management to make changes in Organizational Citizenship Behavior of the Islamic banking employees to the good direction through organizational commitment and organizational support. The limitations of this study on the sample size using only permanent employees and the Islamic Banks just so limit the ability to generalize the results of the research findings. Originality of research provides basic configuration modeling development towards using SEM and conceptual models that proved the effect of commitment, culture and organizational support to increased Organizational Citizenship Behavior to employees-good direction by entering the job satisfaction
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The Journal will bring together leading researchers, engineers and scientists in the domain of interest from around the world. Topics of interest for submission include, but are not limited to
This document summarizes research on the relationship between employee satisfaction and organizational performance. It discusses that while most research has focused on individual employee satisfaction and performance, theorists have suggested employee satisfaction should relate to organizational performance levels. The document reviews two studies that found positive relationships between aggregated employee satisfaction at the business unit or organizational level and various performance outcomes such as productivity, profitability, and customer satisfaction. However, both studies had limitations in generalizability across industries. Overall, the research suggests higher aggregated employee satisfaction within an organization or business unit may positively relate to organizational performance.
A study on organisational citizenship behaviour and organisational commitmenIAEME Publication
This study examined the relationship between organizational citizenship behavior (OCB) and organizational commitment among employees. It found a moderate level of citizenship behavior but a low level of organizational commitment. There was a significant positive relationship between OCB and organizational commitment, such that higher levels of commitment were associated with increased citizenship behaviors by employees that benefit the organization. The study utilized surveys to assess OCB and commitment among 120 employees of an Indian energy company.
Applied Research Quality Life DOI 10.1007s11482-017-9509-8 .docxjesuslightbody
This document provides an integrative literature review of work-life balance research. It introduces a conceptualization of work-life balance involving two key dimensions: engagement in work and nonwork life roles, and minimal conflict between these roles. It reviews evidence that work-life balance leads to positive work-related, nonwork-related, and stress-related outcomes. It also identifies personal and organizational antecedents that predict work-life balance and impact the two key dimensions. Finally, it discusses theoretical mechanisms linking work-life balance to overall life satisfaction and outlines directions for future research.
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11.a two factor model of organizational citizenship behaviour in organizations
1. European Journal of Business and Management www.iiste.org
ISSN 2222-1905 (Paper) ISSN 2222-2839 (Online)
Vol 4, No.3, 2012
A Two-Factor Model of Organizational Citizenship Behaviour
in Organizations
Hana S. Abuiyada1 Shih Yung Chou2*
1. HEB School of Business and Administration, University of the Incarnate Word, 4301 Broadway,
San Antonio, Texas 78209, USA
2. HEB School of Business and Administration, University of the Incarnate Word, 4301 Broadway,
CPO 394, San Antonio, Texas 78209, USA
* E-mail of the corresponding author: chou@uiwtx.edu
Abstract
It has been suggested that organizational citizenship behaviour (OCB) has an important impact on
individual, group, and organizational outcomes. Because of its crucial role in facilitating performance and
effectiveness, OCB has been investigated from various perspectives. However, very little attention has been
paid to how motivation factors and hygiene factors influence an individual’s OCB. In this article, we
develop a theoretical framework of OCB using the two-factor theory of motivation as the theoretical base.
By investigating OCB from this perspective, our framework provides several important implications that
may help managers and organizations design a work environment where OCB is maximized.
Keywords: organizational citizenship behaviour, motivation factors, hygiene factors
1. Introduction
High performing organizations generally exert excessive efforts to improve organizational outcomes by
searching for highly motivated employees and reinforcing positive work behaviours such as organizational
citizenship behaviour (OCB). It has been shown that OCB facilitates organizational effectiveness,
efficiency, and success as it frees up scarce resources, allows managers to devote more time to productive
activities, and improves employees’ productivity (Organ, Podsakoff, & Mackenzie, 2006).
Given OCB has an important impact on organizational outcomes, previous studies have sought to identify
antecedents of OCB. Among various antecedents, job satisfaction has received much attention because of
its impact on an individual’s work attitude (Organ et al., 2006; Organ & Ryan, 1995) and work behaviour
(Bowling, 2010). Meanwhile, motivation theorists and researchers have suggested that an individual’s job
satisfaction could be affected by his or her work motivation (e.g., Hackman & Oldham, 1976). One could,
therefore, expect that an individual’s work motivation could affect his or her job satisfaction, which in turn
determines the degree of OCB exhibited by him or her. Although the relationships among work motivation,
job satisfaction, and OCB have been examined extensively, what has been largely ignored is the job
dissatisfaction-OCB relationship. Specifically, the literature has traditionally supported the idea that if the
presence of a factor in a work environment results in job satisfaction, then its absence leads to job
dissatisfaction (Ewen, Hulin, Smith, & Locke, 1966). However, Herzberg, Mausner, and Snyderman (1959)
claimed that motivation factors or job-content factors determine much of an individual’s overall job
satisfaction, whereas hygiene factors or job-context factors affect the individual’s overall job dissatisfaction.
Herzberg et al. (1959) further stated that motivation factors do not play a significant role in producing job
dissatisfaction and hygiene factors do not generate much of job satisfaction.
As mentioned earlier, previous OCB research has focused much on the effect of job satisfaction on OCB
and neglected the role of job dissatisfaction. Therefore, the primary objective of this article is to use
Herzberg et al.’s (1959) two-factor theory as the theoretical base and examine the impact of motivation and
hygiene factors on the degree of OCB exhibited by an individual. The application of the two-factor theory
is important because motivation factors generally operate mainly on the positive side of overall job
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satisfaction, whereas hygiene factors operate on the negative side of overall job dissatisfaction (Herzberg et
al., 1959). In other words, because job satisfaction and job dissatisfaction produced by motivation factors
and hygiene factors are not the two ends of a single dimension (Gardner, 1977), the analysis of OCB using
the two-factor theory may provide additional insight into the understanding of how an individual’s OCB is
motivated.
The reminder of this article is organized as follows. In the second section, we provide a review of the
literature on OCB with the emphasis on the job satisfaction-OCB relationship. Next, we develop our
theoretical framework and provide arguments on how motivation factors and hygiene factors affect the
degree of OCB exhibited by an individual in the third section. As we present the theoretical arguments, we
specify our propositions that can be tested by future empirical research. In the fourth section, we discuss the
implications for theory and managerial practice as well as the limitations of this article and future research
directions. The final section concludes this article with a brief summary.
2. Literature Review
2.1 Organizational Citizenship Behaviour
Organizational citizenship behaviour (OCB) refers to “individual behaviour that is discretionary not
directly or explicitly recognized by the formal reward system, and in the aggregate promotes the efficient
and effective functioning of an organization” (Organ et al., 2006, p. 3). As OCB is important to
organizational functioning, its consequences have been studied extensively. For instance, OCB is suggested
to be positively associated with the quantity and quality of work group performance, organizational
efficiency, customer satisfaction, profitability, employee satisfaction, and employee commitment (Allen &
Rush, 1998; Posdakoff & Mackenzie, 1994; Shore, Barksdale, & Shore, 1995; Whiting, Podsakoff, &
Pierce, 2008). Moreover, OCB has been found to be positively related to an individual’s reputation and
social benefits (Hall, Zinko, Perryman, & Ferris, 2009), managerial performance appraisals and managerial
decision quality (Johnson, Erez, Kiker, & Motowidlo, 2002; Rotundo & Sackett, 2002), and organizational
success (Borman & Motowidlo, 1993).
In addition to examining its consequences, previous studies have sought to investigate antecedents of OCB.
For instance, Babcock-Roberson and Strickland (2010) tested a mediation model that links charismatic
leadership to OCB through work engagement and their findings suggested that work engagement not only
predicted OCB but also mediated the relationship between leader charisma and OCB. In a longitudinal
study conducted by Greguras and Diefendorff (2010), proactive personality was found to be a predictor of
psychological need satisfaction, which in turn determined an employee’s OCB. Rego, Ribeiro, and Cunha
(2010) investigated the role of virtuousness in organizational settings and found that employees’
perceptions of organizational virtuousness affected supervisor-rated OCB. Salami (2010) examined the
relationship between conflict resolution strategies and OCB and discovered that confronting, compromising,
and smoothing strategies to be significant predictors of OCB. In a recent study conducted by Avey,
Palanski, and Walumbwa (2011), the effect of ethical leadership on follower’s OCB and deviant behaviour
was examined and the results demonstrated that ethical leadership was positively related to follower’s
OCB.
Although previous research has investigated OCB antecedents from various perspectives, much scholarly
attention has been paid to job satisfaction as it explains much of how hard an individual works, how much
an individual achieves, how frequently an individual misses work, and whether an individual looks for
another job (Organ et al., 2006). Given the perceived relationship between job satisfaction and OCB,
previous studies have examined this relationship and shown a consistent result of a positive relationship
between job satisfaction and OCB. For instance, Bateman and Organ’s (1983) study demonstrated that there
was a significantly positive relationship between general measures of job satisfaction and OCB. A study
conducted by Organ and Konovsky (1989) showed that satisfaction with pay was a significant predictor of
altruism and conscientiousness. Konovsky and Organ (1996) found that job satisfaction was positively
related to OCB. Lowery, Beadles II, and Krilowicz (2002) found that workers’ OCB was positively related
to satisfaction with co-workers, supervisors, and pay. In their meta-analytic study, Lapierre and Hackett
(2007) found that employees reciprocated their job satisfaction by engaging in OCB. Similarly, Whitman,
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Van Rooy, and Viswesvaran’s (2010) meta-analytic study demonstrated that unit-level job satisfaction was
positively related to collective OCB.
Although the literature has largely supported the argument that job satisfaction and job dissatisfaction are
on the opposite side of a single continuum (Ewen et al., 1966), Herzberg et al. (1959) claimed that job
satisfaction and job dissatisfaction are two separate continua and are generated by motivation factors and
hygiene factors, respectively. Herzberg et al.’s unique perspective, therefore, suggests that OCB could be
understood from the perspective of motivation factors and hygiene factors. In the next section, we provide a
brief review on Herzberg et al.’s (1959) two-factor theory.
2.2 The Two-Factor Theory of Motivation
In 1959, Herzberg, Mausner, and Snyderman proposed a two-factor theory of motivation, which posits that
certain factors in a work environment lead to overall job satisfaction but do not influence much of job
dissatisfaction, whereas other factors result in overall job dissatisfaction but do not affect much of job
satisfaction. Herzberg and his colleagues further termed those factors that result in job satisfaction as
motivation factors and those that lead to job dissatisfaction as hygiene factors. Although previous research
has criticized that the results of the two-factor theory were method bound (e.g., Ewen, 1964; Dunnette &
Kirchner, 1965; Quinn & Kahn, 1967), the two-factor theory has influenced both research and practice
concerning the nature of motivation in industrial contexts (Farr, 1977).
According to the two- factor theory, motivation factors are related to the content of a job and these factors
include achievement, recognition, responsibility, work itself, advancement, and growth. Meanwhile,
hygiene factors are associated with the context of a job and these factors include company policy and
administration, supervision, interpersonal relations, work conditions, salary, status, and job security.
Because of its unique viewpoint on job satisfaction and job dissatisfaction as two separate and parallel
continua, the two-factor theory has been used as the theoretical base in various research settings. For
example, Hines (1973) tested the two-factor theory using middle managers and salaried employees and
found that supervision and interpersonal relationships were ranked highly by those with high overall job
satisfaction. Gaziel (1986) examined the generality of the two-factor theory in an educational setting and
the results supported the assumptions of the two-factor theory. In addition, Gaziel found that individual
factors such as experience and autonomy had a contingent impact on the generality of the two-factor theory.
Leach and Westbrook (2000) studied employee motivation in a governmental setting and discovered similar
results as shown in the two-factor theory. Gopalan, Khojasteh, and Cherikh (2010) investigated the impact
of faculty teaching style on business school students’ learning motivation and showed that students were
motivated by intrinsic factors such as desire to achieve and extrinsic factors such as classroom atmosphere.
As mentioned earlier, previous OCB research has focused much on the effect of job satisfaction on OCB
and neglected the potential role of job dissatisfaction. However, as Herzberg et al. (1959) pointed out that
the presence and the absence of motivation and hygiene factors could have different impacts on an
individual’s work motivation, the application of the two-factor theory in the study of OCB, therefore, may
provide additional insight into how an individual’s OCB is motivated. Thus, in the next section, we apply
the two-factor theory and systematically examine the impact of motivation and hygiene factors on the
degree of OCB exhibited by an individual.
3. Theoretical Model and Research Propositions
3.1 Motivation Factors and OCB
Herzberg et al.’s (1959) two-factor theory suggests that motivation factors including achievement,
recognition, responsibility, growth, and work itself are related to an individual’s job satisfaction. Herzberg
et al. further stated that an individual who finds his or her job challenging, exciting, and satisfying tends to
tolerate demanding supervision, avoid complaining, focus more on positive sides, and forgive
organization’s minor faults. These types of behaviours are typically related to OCB.
In addition, previous research has investigated the relationships among work motivation, job satisfaction,
and OCB. For instance, Organ (1988) proposed that satisfied employees are more prone to engage in
activities that are not formally required but ultimately benefit their organizations. Bolino and Turnley (2003)
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claimed that organizations can foster OCB by offering employees with meaningful and interesting jobs. In
their empirical study, Wegge, Van Dick, Fisher, Wecking, and Moltzen (2006) found that high motivational
work environments produce high levels of job satisfaction and OCB. Organ et al. (2006) claimed that
intrinsic task satisfaction might positively affect OCB. Given the perceived positive relationship between
motivation factors and OCB, one could expect that an individual who is motivated by one or more
motivation factors might exhibit OCB. In other words, an individual will display high levels of OCB in a
work environment where motivation factors are present. Thus, we propose the following:
Proposition 1a: The presence of motivation factors in a work environment will have a positive impact on
the degree of OCB exhibited by an individual.
As we have argued that motivation factors will have a positive influence on whether an individual is
motivated to go above and beyond his or her formal requirements, one could reasonably expect that an
individual would focus much on performing his or her formal tasks and meeting his or her formal role
requirements when motivation factors are absent in his or her work environment due to the lack of intrinsic
rewards. Moreover, it is suggested that an employee’s in-role behaviours could be viewed as a fulfilment or
an economic exchange of his or her psychological contract with the organization, whereas OCB is exhibited
only when the employee has positive experience such as organizational support and job involvement
(Organ, 1990; Robinson & Morrison, 1995; Uen, Chien, & Yen, 2009). In other words, an individual will
focus much on fulfilling the economic terms of exchange with the organization when there is a lack of
socio-emotional terms (i.e., motivation factors) of exchange, which in turn will reduce the degree of OCB
exhibited by the individual. Therefore, we propose the following:
Proposition 1b: The absence of motivation factors in a work environment will have a negative impact on
the degree of OCB exhibited by an individual.
3.2 Hygiene Factors and OCB
Unlike motivation factors, hygiene factors are related to the context of a job and do not affect much of an
individual’s motivation to work directly but determine his or her job dissatisfaction (Herzberg et al., 1959).
According to the two-factor theory, hygiene factors include company policy and administration, supervision,
interpersonal relations, work conditions, salary, status, and job security. Moreover, the two-factor theory
suggests that hygiene factors need to be sufficient in a work environment in order to avoid work related
pain and unhappiness. In other words, the presence of sufficient hygiene factors reduces work related pain
and unhappiness, which in turn lowers job dissatisfaction.
Since hygiene factors are related to an individual’s job dissatisfaction, one could expect that hygiene factors
might also influence an individual’s OCB. Although very few previous studies have examined OCB from
job dissatisfaction perspective, the indirect link between hygiene factors and OCB has been examined when
scholars started to investigate factors that influence an individual’s motivation, ability, and opportunity to
engage in OCB. For example, in Podsakoff, Mackenzie, and Bommer’s (1996) study, structural distance
between supervisor and subordinates was found to hinder an employee’s ability and opportunity to display
OCB. Jex, Adams, Bachrach, and Sorenson (2003) discovered that organizational constraints such as
supplies, equipment, tools; budgets were negatively related to an individual’s altruistic behaviour. Organ et
al. (2006) found that organizational inflexibility and formality negatively affected an individual’s altruism
and civic virtue. In their meta-analytic study, Chang, Rosen, and Levy (2009) found that perceived politics
and strain negatively affected OCB toward individuals and organizations. Finally, Staufenbiel and Konig
(2010) revealed job insecurity negatively affected OCB. Although hygiene factors can be viewed as
important tools for maintaining proper organizational functions and reinforcing employees’ in-role
behaviours, one could expect that the presence deficient hygiene factors might reduce an individual’s
motivation and opportunity to exhibit OCB. Zellars, Tepper, and Duffy (2002) supported this view that
stating that the fewer situational constraints an employee sees the higher levels of OCB the employee
demonstrates. Based on the effect of the presence of deficient hygiene factors, we propose the following:
Proposition 2a: The presence of deficient hygiene factors in a work environment will have a negative
impact on the degree of OCB exhibited by an individual.
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Because hygiene factors are related to job dissatisfaction at work, Herzberg (1974) suggested that hygiene
factors could also be viewed as “treatment factors” (p. 18). Specifically, hygiene factors influence an
employee’s perception of how well or poorly he or she is treated. Thus, when hygiene factors are
sufficiently present at work, an employee perceives he or she is treated well because the improvement of
deficient hygiene factors reduces his or her work related pain and unhappiness.
Meanwhile, previous OCB research has studied factors that could be considered sufficient hygiene factors
in the workplace. For instance, Moorman, Blakely, and Niehoff (1998) tested the relationship between
procedural justice and OCB and found that perceived organizational support fully mediated the relationship
between procedural justice and OCB. Korsgaard, Brodt, and Whitener (2002) discovered that managerial
trustworthy behaviour was related to trust in the manager and OCB. In their study of the relationship
between safety climate and OCB, Gyekye and Salminen (2005) revealed that workers who were more
compliant with safety management policies tended to demonstrate higher levels of OCB. Love and Forret
(2008) investigated how perceptions of the exchange relationships among co-workers affect OCB and
found that team-member exchange was associated with supervisor ratings of OCB. Walumbwa, Wu, and
Orwa’s (2008) study demonstrated that procedural justice climate perceptions and strength partially
mediated the relationship between contingent reward leader behaviour and follower’s OCB.
Given hygiene factors could have an important impact on an individual’s OCB, one could expect that an
organization might be able to provide employees necessary tools and resources to go above and beyond
their formal role requirements when it puts much effort into removing the pain and unhappiness result from
the presence of deficient hygiene factors at work. For instance, an organization is able to improve an
individual’s job outcomes by providing adequate levels of supervision and feedback (Rosen, Levy, & Hall,
2006). Moreover, it is suggested that organizational policies and procedures are important to perceived
organizational justice and fairness (Forray, 2006). Thus, by improving the deficiency of hygiene factors, an
organization might be able to reduce employees’ work related pain and unhappiness, which in turn might
encourage them to reciprocate the organization by exhibiting positive work behaviours such as OCB.
Therefore, we propose the following:
Proposition 2b: The absence of deficient hygiene factors in a work environment will have a positive
impact on the degree of OCB exhibited by an individual.
3.3 Motivation Factors, Hygiene Factors, and OCB
As argued earlier, motivation factors operate mainly on the positive side of the overall job satisfaction,
whereas hygiene factors operate on the negative side of overall job dissatisfaction. However, it is possible
that an individual’s work behaviours are affected by motivation and hygiene factors simultaneously.
According to Maslow's (1943) theory of hierarchy of needs, there are five basic human needs including
physiological, safety, love and belong, self-esteem, and self-actualization needs. Maslow further stated that
physiological needs are the most potent needs and that higher order needs (i.e., self-esteem and
self-actualization) are not important if lower order needs (i.e., physiological and safety needs) are not at
least partially satisfied. Similarly, Adams (1965) suggested that individuals are mainly motivated by
economic gains in order to provide the necessities and conveniences for their lives. From this perspective,
one could argue that an individual might not be motivated by motivation factors if hygiene factors are
deficient as hygiene factors could generally be viewed as lower order needs. For instance, an individual
may not be motivated by the opportunities for achievement and/or recognition (motivation factors) if there
is a fear of losing his or her job (a hygiene factor). Moreover, when an employee is satisfied with lower
order needs through improved salary, work conditions, job security, and company’s policies such as health
care, he or she might demonstrate high levels of OCB because of his or her perceived organizational
obligations (Cohen & Keren, 2008). Given lower order needs are more important than higher order needs
when considering human needs, it is expected that an individual will be more motivated to engage in OCB
by the presence of sufficient hygiene factors than the presence of motivation factors. Therefore, we propose
the following:
Proposition 3: The presence of sufficient hygiene factors will have a greater impact than the presence of
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motivation factors on the degree of OCB exhibited by an individual’s OCB.
4. Discussion
We have intended to develop a theoretical framework that describes the degree of OCB exhibited by an
individual using the concepts from the two-factor theory. Our purpose is to establish an OCB framework
that includes motivation and hygiene factors. This emphasis has been largely neglected in the OCB
literature. Specifically, most previous studies have supported the idea that job satisfaction and job
dissatisfaction are on the same continuum (Ewen et al., 1966). However, this assumption might overlook
the different impacts of motivation and hygiene factors on an individual’s OCB. Thus, our basic rationale is
that both the presence and absence of motivation and hygiene factors could have an impact of the degree of
OCB exhibited by an individual.
Regarding the relationship between motivation factors and OCB, we have argued that OCB will be affected
by the presence and the absence of motivation factors. Specifically, when motivation factors are present in a
workplace, an individual might experience high levels of job satisfaction, which in turn lead to high levels
of OCB. On the other hand, when motivation factors are absent in a workplace, an individual might not be
able to experience the socio-emotional terms of exchange, which in turn reduces his or her willingness to
exhibit OCB.
In terms of hygiene factors, we have presented our argument based on the presence or absence of deficient
hygiene factors. Specifically, the presence of deficient hygiene factors could be viewed as situational
constraints (e.g., high levels of standardized organizational procedures) that reinforce an individual’s in-role
behaviours and therefore OCB is discouraged. In other words, an individual might exhibit higher levels of
OCB when fewer organizational constraints are present in a workplace result from the improvement of
deficient hygiene factors (e.g., the improvement of poor leader-follower relations).
When considering both motivation and hygiene factors, we have claimed that the presence of sufficient
hygiene factors will have a stronger influence than the presence of motivation factors on an individual’s
OCB. This is because if hygiene factors are deficient, motivation factors will have limited or no impact on
an individual’s OCB as higher order needs are not important when lower order needs are not satisfied.
4.1 Implications for Theory
We believe that the application of the two-factor theory extends prior OCB research in two major ways.
First, because the framework offered by this article conceptually distinguishes the different impact of
motivation factors and hygiene factors, it makes a sharper distinction between how an individual’s OCB is
motivated given motivation factors are related to the content of a job and hygiene factors are related to the
context of a job (Herzberg et al., 1959).
While it has been shown that job satisfaction is one of the most important antecedents of OCB (Lapierre &
Hackett, 2007; Whitman et al., 2010), our theoretical framework provides a new OCB perspective that
incorporates the view of job satisfaction and job dissatisfaction as two distinct dimensions. By investigating
this area, we have shown that both job satisfaction and job dissatisfaction, affected by motivation and
hygiene factors, could both be antecedents of OCB. In addition, since the OCB literature lacks of research
on the effect of job dissatisfaction, the inclusion of job dissatisfaction provides the basis for future research
to explore how job dissatisfaction related variables in a work environment affect an individual’s OCB.
4.2 Implications for Practice
If empirically validated by future research, our theoretical framework could have important implications for
practice. First, understanding OCB in the context of the two-factor theory may provide insight into the
improvement of individual, group, and organizational performance as organizations and managers can
employ managerial practices that encourage OCB. Herzberg et al. (1959) claimed that the presence of
motivation factors leads to high levels of job satisfaction. Meanwhile, previous OCB research has shown
the important impact of job satisfaction on OCB. Thus, organizations and managers are able to encourage
high levels of OCB by presenting high levels of motivation factors. For instance, by ensuring an individual
utilizes a variety of skills to perform his or her tasks, organizations and managers are able to increase the
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individual’s perception of challenging work, which in turn may promote high levels of OCB (Piccolo &
Colquitt, 2006).
In terms of improving the deficiency of hygiene factors, organizations and managers can utilize team-based
approaches to encourage OCB. Specifically, organizations and managers can use a team building approach
to encourage helping and collaborative behaviours, which in turn may improve interpersonal relations and
work conditions and reduce the reliance on supervision and company policies.
We have also argued that hygiene factors have greater impact than motivation factors on an individual’s
OCB based on the concepts from Maslow’s (1943) theory of hierarchy of needs. Thus, organizations and
managers should pay more attention to improving deficient hygiene factors than presenting motivation
factors. In addition, it is important for organizations and managers to identify the levels of individual needs.
In other words, to motivate an individual’s OCB, organizations and managers should critically assess
individual needs using need assessment instruments such as Porter’s (1961) or Mitchell and Moudgill’s
(1976) questionnaires. After individual needs are identified, organizations and managers could then
facilitate the process of attaining those needs by removing task barriers, reducing uncertainties,
implementing delegation, offering training and coaching, and ensuring a supportive work culture.
5. Limitations and Future Research Suggestions
By exploring OCB in the context of the two-factor theory, we provide another perspective for
understanding OCB as motivation and hygiene factors function differently in determining an individual’s
work motivation (Herzberg et al., 1959). Although this article intends to offer a new OCB perspective, it is
not without limitations.
A first limitation is related to the two-factor theory itself. Specifically, it has been suggested that some
motivation factors could contribute to job dissatisfaction while some hygiene factor could contribute to job
satisfaction because the results of the two-factor theory were suggested to be method bound (e.g., Gardner,
1977). Thus, future research that interprets and applies our theoretical framework may need to be cautious.
However, Bockman (1971) claimed that previous research that objected the two-factor theory neglected the
explanations that the two-factor theory presented. Bockman further concluded that there was considerable
support for the two-factor theory based upon her comprehensive literature review.
When examining individual differences, previous research has shown that individual factors could have a
great impact on an individual’s motivation. For instance, in their study of motivation to learn, Major, Turner,
and Fletcher (2006) found that proactive personality to be a significant predictor of motivation to learn.
Richardson and Abraham (2009) examined what motivates university students’ grade point average (GPA)
and revealed that conscientiousness and achievement motivation explained much of a student’s GPA. Sung
and Choi (2009) studied the impact of Big-Five personality traits on the motivational orientations of
creative performance and discovered that creative performance was strongly affected by whether an
individual possesses extrinsic motivation. Given previous studies have shown that individual differences
play a crucial role in determining an individual’s work motivation and outcomes, a second limitation of this
article is that it does not account for those factors. Although our primary objective is to introduce a new
OCB perspective, future research that includes individual factors is needed to validate and strengthen our
theoretical framework.
A final limitation is that our theoretical framework focuses much on an aggregated OCB. However, a
certain motivation or hygiene factor might be more related to certain OCB dimensions than others. For
instance, responsibility might have a greater impact on conscientiousness than sportsmanship while work
conditions might have a greater influence on sportsmanship than civic virtue. Thus, future theoretical and
empirical research is needed to further extend the theoretical framework offered by this article. Despite the
potential limitations, this article provides important implications for theory and practice.
6. Conclusion
In this article, we have sought to develop a theoretical framework that explains OCB by applying Herzberg
et al.’s (1959) two-factor theory. This emphasis has been neglected in the OCB literature. Thus, we believe
that OCB can be conceptually better understood when motivation and hygiene factors are both examined.
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We provide the theoretical framework and the propositions that guide future theoretical and empirical
research. In addition, we offer managers and organizations suggestions and recommendations on how the
proposed theoretical framework and propositions can be used to enhance organizational outcomes through
encouraging high levels of OCB.
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Hana S. Abuiyada received her Master’s degree in Administration and Organizational Development from
the University of the Incarnate Word. Her research interests are organizational citizenship behaviour,
organizational change, and organizational development.
Shih Yung Chou is an Assistant Professor at the University of the Incarnate Word – San Antonio, Texas.
He holds a Ph.D. in Management from Southern Illinois University Carbondale. His research has appeared
in academic journals such as Computers in Human Behaviours, the International Journal of Business and
Public Administration, and Journal of Management Research, International Journal of Business and
Management. His current research interests include organizational citizenship behaviour, motivation, group
dynamics, and consumer behaviour in e-commerce.
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