High-performance HR practices and OCB: a cross-level investigation of a causal path

This study investigates the relationships between high-performance human resource (HR) practices and individual outcome variables from a cross-level perspective. It also identifies the mediating role of job satisfaction in the relationship between psychological climate and organizational citizenship behavior (OCB). Drawing on a sample of 576 employees from 11 manufacturing plants in Taiwan, our results show that psychological climate perceptions are positively and significantly associated with job satisfaction and OCB, and job satisfaction mediates the relationship between psychological climate perceptions and OCB at the individual level. At the plant level, high-performance HR practices have a positive and significant relationship only with job satisfaction. The theoretical and managerial implications and contributions of these findings are discussed.     

Harmony and organizational citizenship behavior in Chinese organizations

From the divergence perspective in human resource management (HRM), this paper develops an indigenous framework exploring the mechanisms between the prominent cultural characteristic of harmony originating from Confucian ideology, and organizational citizenship behavior (OCB) as well as job satisfaction in the Chinese context. By employing structural equation modeling, our findings demonstrate that the degree of harmony is positively related to employees' OCB and job satisfaction, and that job satisfaction positively mediates the relationship between the degree of harmony and OCB. This research – that examines the relationships between Chinese harmony grounding in an art-based view and employees' display of OCB derived from Western theories – is a response to the recent calls for introducing valid context-specific measures and considering the cultural impact on individual behaviors in HRM. This study suggests that firms in China may encourage employee OCB and job satisfaction by boosting harmonious level at workplace. It provides a useful guideline for multinational enterprises eager to effectively manage Chinese employees, and enriches non-Chinese managers' understanding of the values of harmony in China.     

组织支持感、组织认同感与OCB的关系研究

回收了金域集团上海子公司和贵阳子公司共161份有效问卷。数据分析结果表明:①组织支持感与组织认同感呈显著正相关关系;②组织支持感与组织公民行为呈显著正相关关系;③组织认同感与OCB呈显著正相关关系;④组织认同感组织支持感与OCB之间起完全中介作用。研究结果为国内医学监测行业管理员工,提高组织公民行为提供了实证依据。     

Citizenship ambivalence: Its nature,causes and consequences

Early research on organizational citizenship behavior (OCB) indicated that such actions were beneficial to organizations and employees. In contrast, more recent work has suggested that there are also some negative consequences associated with these behaviors as well. However, research has yet to examine how employees who recognize both positive and negative aspects of OCB navigate this reality. To better understand this phenomenon, we define a new construct, citizenship ambivalence, which occurs when employees feel torn as to whether they should engage in or refrain from engaging in a specific act of OCB. We discuss the likely sources of citizenship ambivalence and employee responses to citizenship ambivalence, focusing particular attention on how citizenship ambivalence relates to the quantity of OCB performed, the quality of OCB performed, and citizenship fatigue. After discussing the causes and consequences of citizenship ambivalence, we conclude with a discussion of the implications for human resource management and directions for future research.     

Organizational Citizenship Behavior and Role Breadth: A Meta‐Analytic and Cross‐Cultural Analysis

We provide a meta‐analysis of the empirical literature concerning role breadth, defined as the degree to which employees consider organizational citizenship behavior (OCB) to be an inherent part of their job. Results based on a combined sample size of 9,222 showed: (a) Confucian Asians consider OCB as part of their job to a greater extent than do their Anglo counterparts; (b) affiliative kinds of OCB (e.g., helping, conscientiousness, and courtesy) are more likely to be considered part of one's job than are change‐oriented OCB (e.g., voice, taking charge, and initiative); and (c) OCB‐inclusive role breadth correlates strongly with OCB (r_c = .43). The implications of these findings for human resources practice, such as competency modeling, employee selection and training, organizational rewards, and employee‐employer/supervisor relations, are discussed. © 2013 Wiley Periodicals, Inc.     

Cultural differences in organizational citizenship behavior: a comparison between Chinese and American employees

The present study examined the differences in the perceptions of organizational citizenship behavior (OCB) between Chinese and American employees. Survey responses concerning the presence of OCB in their organizations were collected from a total of 393 employees. Analyses showed that Chinese and American employees reported similar levels of personal support and conscientious initiative in their organizations, but Chinese employees reported higher levels of organizational support in comparison with American employees. In addition, results indicated that perceptions of personal support, organizational support, and conscientious initiative were a function of job/hierarchical level such that management reported lower levels on all three dimensions of OCB. Finally, the results showed that country and job/hierarchical level do not interact to influence perceptions of organizational citizenship behavior. Implications and directions for future research on cultural differences in organizational citizenship behavior are discussed.     

Theorizing about the deviant citizen: An attributional explanation of the interplay of organizational citizenship and counterproductive work behavior

We present an attribution-based explanation about how helpful organizational citizenship behavior (OCB) and harmful counterproductive work behavior (CWB) are positively related under some circumstances. Attributions concerning controllability and locus of causality are important factors. Controllability attributions for OCB-eliciting demands, such as coworker lack of performance, organizational constraints, or supervisor expectations, can lead to CWB. Conversely, controllability and internal attributions for one's own CWB can lead to OCB.     

The impact of employee perceptions of organizational corporate social responsibility practices on job performance and organizational citizenship behavior: evidence from the Chinese private sector

This paper examines the impact of employee perceptions of organizational corporate social responsibility (CSR) practices on their job performance and organizational citizenship behavior (OCB). Hierarchical regression analysis on two-wave data from 184 supervisor/subordinate dyads from three organizations located in Zhejiang Province, South-East China, revealed that employee perceptions of CSR toward social and non-social stakeholders strongly influenced their OCB. However, employee perceptions of CSR toward employees, customers and government influenced neither their job performance nor OCB.     

Intellectual Capital–Enhancing HR,Absorptive Capacity,and Innovation

This study investigates the role of intellectual capital (i.e., human, social, and organization capital)–enhancing human resource (HR) practices in the development of a firm's absorptive capacity, as well as the mediating role of absorptive capacity in its relationship to the firm's innovation performance. Results show that while human capital–enhancing HR (acquisition and developmental HR) is positively related to absorptive capacity, social capital–enhancing HR affects absorptive capacity through egalitarian HR practices. Organization capital–enhancing HR practices contribute to absorptive capacity through effective information systems. Finally, our findings confirm that the various intellectual capital–enhancing HR practices affect innovation performance through their impact on the firm's absorptive capacity. © 2016 Wiley Periodicals, Inc.     

Differentiating Good Soldiers from Good Actors*

abstract In a qualitative interview study, 20 Hong Kong Chinese informants were asked to report stories about colleagues who were either ‘good soldiers’ or ‘good actors’. In stories about good soldiers, informants attributed their colleagues' organizational citizenship behaviour (OCB) primarily to prosocial or pro‐organizational motives. Informants' stories about good actors broke down into three major subcategories of citizenship‐related impression management: OCB attributed primarily to impression management motives; alleged pseudo‐OCB concomitant with minimal compliance; and alleged pseudo‐OCB concomitant with counterproductive behaviour. When distinguishing good soldiers from good actors, informants adopted two criteria for attribution: wilful behavioural inconsistency, i.e. low generality of behaviour across contexts; and alleged false pretence, i.e. discrepancy between claims or allusions and actual deeds. Our findings partially supported a prior hypothesis from attribution theory, that consistency was a criterion for attribution, but indicated that consensus, i.e. correspondence between the focal colleague's behaviour and other employees' behaviour, failed to differentiate good soldiers from good actors. Informants generally regarded OCB as socially desirable only when it was attributed primarily to prosocial/pro‐organizational motives.     

组织公民行为对团队有效性影响研究述评

组织公民行为被认为是工作团队或组织有效运行的重要因素。本文从群体（团队）层面探讨了组织公民行为对团队有效性的影响作用。简要回顾了组织公民行为的概念及其起源;在此基础上详细探讨了组织公民行为与团队有效性之间的关系;提出未来该领域中值得研究的方向。     

Competency Models at Work: The Value of Perceived Relevance and Fair Rewards for Employee Outcomes

The purpose of this study was to generate empirical knowledge on how employees perceive and respond to competency models at work. A cross‐sectional survey of 278 employees in four Norwegian organizations showed that competency models perceived as strategically and personally relevant and fairly rewarded were positively related to supervisor‐rated work effort and organizational citizenship behavior (OCB) and self‐rated “employability” outcomes. Exchange relationships mediated the link between competency model perceptions and work effort and OCB. Social exchange relationships marginally mediated the link between competency model perceptions and employees' openness to job‐related changes and engagement in activities aimed at improving one's employability. © 2013 Wiley Periodicals, Inc.     

知识工作团队中组织公民行为的作用机制实证研究

组织公民行为是员工做出的超越基本工作职责要求的积极主动合作行为,这类行为在整体上有利于组织的有效运作。本研究以12家高科技组织中的50个知识工作团队作为研究对象,探讨团队成员整体上表现出的组织公民行为对团队绩效的影响作用机制。研究结果表明,团队整体水平的组织公民行为对团队绩效具有积极的影响作用,并且群体效能感在组织公民行为对团队绩效产生影响时起到中介作用。     

基于辱虐型领导视角的强制性公民行为研究

强制性公民行为是员工因感受到来自主体、客体及环境的压力,被迫表现出来的一种非自发性公民行为。它的出现将增加员工的工作压力和疲惫感,提高员工的离职意愿,降低工作满意度和工作绩效。组织中常通过强制性说服、角色定义、刻意追求OCB三种辱虐型领导方式形成强制性公民行为。     

Exploring Organizationally Directed Citizenship Behaviour: Reciprocity or ‘It's my Job’?*

ABSTRACT This study sets out to examine two explanations for why employees engage in organizational citizenship behaviour (OCB). The first explanation views OCB as a form of reciprocation where employees engage in OCB to reciprocate fair or good treatment from the organization. The second view is that employees engage in OCB because they define those behaviours as part of their job. The research methodology consisted of survey data from 387 hospital employees on their perceptions of procedural and interactional justice, mutual commitment, job breadth and OCB. The results suggest that procedural and interactional justice are positively associated with mutual commitment that in turn, is related directly to OCB and indirectly through expanding the boundaries of an individual's job. These findings suggest that together the reciprocation thesis and ‘it's my job’ argument complement each other and provide a more complete foundation for our understanding of OCB. The difference between the two perspectives lies in the process by which individuals respond; that is, role enlargement and role maintenance. Implications and directions for future research are discussed.     

The effect of strike militancy intentions and general union attitudes on the Organizational Citizenship Behavior of university faculty

Using a sample of unionized faculty, this study investigated whether faculty members' militancy intentions and general union attitudes affected their level of organizational citizenship behavior (OCB). OCB was divided into three dimensions (OCB-teaching, OCB-faculty, and OCB-university), and separate predictions were made for each. Results indicated weak relationships at best between the predictor variables and OCB, suggesting that unionization is not likely to affect this important aspect of job performance.     

Assessing the impact of green supply chain practices on firm performance in the Korean manufacturing industry

As a growing number of customers tend to view corporate social responsibility (CSR) as a key purchase decision criterion, demands for CSR including environmental sustainability have accelerated in today's business world. To meet such demands, many firms consider embracing environment-friendly business practices. However, many firms are still hesitant to implement those practices due to sceptical views about their real managerial benefits. Although the previous literature confirms the positive link between a firm's commitment to environmental sustainability and its performance, the varying degree of impact of different kinds of environment-friendly supply chain practices on the firm's operational performance is still unknown. To fill the void left by prior research, this paper aims to classify various types of green supply chain management (GSCM) practices and then assess the impact of each of these distinct types on the firm's operational performances (especially manufacturing and marketing performance). Also, this paper examines how the firm's organisational profiles such as firm size affect the particular firm's choice of GSCM practices. Our experimental results reveal that the chosen type of GSCM practices influences the firm's performance differently.     

The impact of HR configuration on firm performance in Singapore: a resource-based explanation

This study investigates how the characteristics of a firm's human resource practices and processes (HRPPs) are associated with firm performance. The results found that the extent to which HRPPs can be substituted by information technology or codified in employee manuals, made them easy to be imitated and were therefore associated with an attenuation of the firm's financial performance. On the other hand, constant positive investments into a firm's HRPPs were associated with enhanced firm performance. No significant relationships were found between the embeddedness of HRPPs with information technology or the uniqueness of the firm's HRPPs and firm performance. The results are explained in terms of the resource-based view of the firm.     

领导—部属交换与员工组织公民行为：组织公平的缓冲作用实证研究

通过在上海、浙江等地按照“配比研究”的办法来选择研究样本进行结构化问卷调查，最终得到有效的主管／部属配对数据218条。据此，本研究采用验证性因子分析（CFA）、相关分析和层次回归分析法，检验了组织中领导—部属交换与组织公民行为的关系，以及组织公平在这一关系间的缓冲作用。研究结果表明：领导—部属交换与组织公民行为有显著的正相关；组织公平与组织公民行为有显著的正相关；组织公平对领导—部属交换和组织公民行为的关系具有一定程度的缓冲作用。     

Cognitive and Behavioral Outcomes of Quality Improvement Teams: The Influence of Leadership and the Work Unit Environment

Data were collected from team members and matched controls on continuous quality improvement (CQI) knowledge, perceptions of empowerment, leadership, and constraints within the work unit at two points in time. Supervisors rated the subjects' organizational citizenship behavior (OCB) and job behaviors related to quality improvement. There was a significant increase in CQI knowledge among team members but no significant changes in perceptions of empowerment, OCB, or CQI job behaviors for either group. Increases in CQI job behavior was related to lower physical constraints within the work environment but greater increases in CQI knowledge.