The moderating role of self‐efficacy in the organizational culture–training transfer relationship

This paper aims to examine the combined effects of self‐efficacy and organizational culture on employees' transfer of knowledge/skills acquired through training. The questionnaires were distributed to 252 newly hired employees working in a service organization in Greece. Each of the independent variables examined added incrementally to the prediction of training transfer. Moreover, self‐efficacy was found to act as a moderator in the organizational culture–training transfer relationship. High self‐efficacy was found to strengthen both achievement culture–training transfer as well as humanistic culture‐training transfer relationships, whereas low self‐efficacy weakened these relationships. The study has practical implications by providing insights into ways of engaging employees in transferring the skills acquired during training. This investigation extends previous research by demonstrating that self‐efficacy acts as an accentuating factor in the relationship between organizational culture orientations and new hires' transfer of training.     

Change-oriented organizational citizenship behaviors: the direct and moderating influence of goal orientation

Organizational learning in a retail setting relies on the motivation of boundary-spanning retail associates to identify and implement organizationally functional changes with respect to work methods, policies, and procedures within the context of their jobs, stores, or organizations-referred to as change-oriented organizational citizenship behaviors (OCBs). A theoretical model of situation and person antecedents of change-oriented OCBs is developed and tested with a sample of 183 full-time boundary-spanning employees of a national retail sales organization. The results reveal that learning goal orientation and leader-member exchange quality are direct positive antecedents of these behaviors. The results also demonstrate interesting Person × Situation interactions. Direct relationships between transformational or contingent reward leadership behaviors and change-oriented OCBs are moderated by employee performance goal orientation. A positive relationship between organizational commitment and change-oriented OCBs is moderated by employee learning goal orientation. Contingent reward leadership and transformational leadership behaviors also have indirect positive relationships with change-oriented OCBs via leader-member exchange quality.     

The moderating influence of ad framing for ad–self‐congruency effects

Prior research indicates that ad–self‐congruency effects are significant only when participants are not motivated to process ad messages, as when they are in a positive rather than negative affective state (Chang, 2002a). In line with this reasoning, it was expected that ad tactics such as ad framing that can evoke emotional responses would determine reliance on ad–self‐congruency for making judgments. As expected, when positive emotions were evoked by positive ad framing, participants formed brand evaluations based on ad–self‐congruency, generating more positive responses to self‐congruent ad messages than to self‐incongruent messages. In contrast, when negative emotions were elicited by negative ad framing, responses to self‐congruent ad messages and self‐incongruent messages were not significantly different. © 2005 Wiley Periodicals, Inc.     

Linking employee development activity,social exchange and organizational citizenship behavior

The authors examined ‘perceived beneficiary’ of employee development (self, organization) for relationships with employee development activity. Perceived organizational support served as a moderator. The authors conclude that employees may engage in development activities to partly benefit their organization to the extent that a positive exchange relationship exists. Correlational data also show that development behavior is related to organizational citizenship behavior, and this is particularly true for work‐related development activity. This research links employee development with social exchange and organizational citizenship, providing implications for both research and practice.     

Research on the organizational citizenship behavior continuum and its consequences

Through literature review and induction from management practices, this paper firstly identifies four subtypes of organizational citizenship behavior (OCB), namely altruistic OCB based on personality, responsible OCB based on reciprocity, instrumental OCB based on self-interest, and compulsory OCB based on stress. The four OCB subtypes constitute an OCB continuum in the order of an individual’s degree of voluntariness. Both the positive and negative impacts of the four OCB subtypes on organizations and individuals are analyzed. Conclusions, limitations and future research directions are presented.     

Leading ethically to shape service-oriented organizational citizenship behavior among tourism salespersons: Dual mediation paths and moderating role of service role identity

While ethical leadership may have boundary-spanning effects on different stakeholders even beyond the organizational boundaries, the role of ethical sales leadership in promoting sales and service behavior outcomes has not been fully researched. Our research aims to unfold how and when sales managers’ ethical leadership evokes service-oriented organizational citizenship behavior (OCB) among salespersons in the tourism setting. Grounded on the dataset from managers and employees working in sales departments of tour companies in Vietnam, the results reveal the role of adaptive selling and service harmonious passion as dual mediation channels for the link between ethical sales leadership and service-oriented OCB. The findings further lend credence to the moderating role that service role identity plays for the impacts of ethical sales leadership on these two mediators.     

Matching a cause with self‐schema: The moderating effect on brand preferences

The moderating roles of consumer brand involvement type and product type on the effect of a match between consumers' self‐schema and the cause a brand supports on consumers' preference for the cause‐supporting brand is investigated. The authors show that a schema–cause match enhances consumer preference for a brand engaging in cause‐related marketing when (1) consumers' involvement with the brand is of the impression‐relevant type (vs. outcome‐relevant type) and (2) when the branded product is functional (vs. hedonic). © 2011 Wiley Periodicals, Inc.     

Understanding the link between communication satisfaction,perceived justice and organizational citizenship behavior

This study broadens the application of the justice and OCB concepts beyond pay and job satisfaction to capture previously uninvestigated effects by examining the link between communication satisfaction (CS), perceived justice, and organizational citizenship behaviors (OCB) among Chinese employees. We predict perceived justice will mediate the relationship between CS and OCB. We also predict CS will mediate the relationship between perceived justice and OCB. Quantitative analyses were used to analyze the relationships. FsQCA was used as an additional technique to test the mediating effect. Results show that OCB were influenced by CS and perceived justice. CS is a mediator between perceived justice and OCB. Perceived justice is not a mediator between CS and OCB. The finding points to the need for enhancing communication practices and creating a fair working environment in order to encourage discretionary behaviors. Theoretical and practical implications are discussed along with the limitations.     

Professional financial advice,self‐control and saving behavior

This study investigates whether professional financial advice (“PFA”) can assist households in making better‐informed financial decisions and whether PFA may help households achieve better self‐control in implementing financial plans. In particular, we examine the effects of PFA and self‐control ability on saving behavior, as well as the interaction of PFA and self‐control on saving behavior. We extend the dual‐self model of impulse control and derive three hypotheses: (a) people with higher levels of self‐control save more than those with lower levels of self‐control; (b) PFA has a positive effect on saving behavior; and (c) people with lower levels of self‐control benefit more from obtaining PFA than those with higher levels of self‐control. We use a German household panel dataset SAVE, which was collected annually from 2005 to 2009. Respondents are asked whether they have discussed financial matters with financial advisors in banks, insurance companies or financial service providers. Using a number of behavioral proxies of self‐control, we create an aggregate measure of self‐control through factor analysis. We estimate a fixed‐effects model to identify the effects of PFA and self‐control on financial assets. Empirical results show that both PFA and self‐control have a significant positive relationship with financial assets. The interaction term of PFA and self‐control is a significant predictor of financial assets. We discuss conclusions for the financial advising industry and public policy aimed at consumer financial literacy.     

Turnover intentions and organizational citizenship behaviours in Korean firms: the interactional effects of organizational and occupational commitment

This study investigated the effects of the organizational commitment and occupational commitment of employees in Korean firms on their turnover intentions and organizational citizenship behaviours. In addition, using the interactional effect analysis, this study examined the interactional effects of the two types of commitment on turnover intentions and organizational citizenship behaviours. A total of 209 employees in nine different firms participated in this study. The results revealed that organizational commitment had a negative effect on turnover intentions, while occupational commitment had a positive effect. In addition, organizational commitment had a positive effect on organizational citizenship behaviours, whereas occupational commitment did not have any noticeable effect thereupon. Both organizational commitment and occupational commitment showed certain overall interactional effects regarding organizational citizenship behaviours as well as turnover intentions.     

Work-family conflict and organizational citizenship behavior: the role of job satisfaction and decision authority

Drawing upon the conservation of resources theory (Hobfoll, Am Psychol 44:513–524, 1989), social exchange theory (Blau, Exchange and power in social life, 1964)and the job demand-control model (Karasek, Adm Sci Q 24:285–308, 1979), this studyuncovers the theoretical mechanism that explains the relationship between workfamily conflict and organizational citizenship behavior (OCB). First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in the mediated relationship. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Results of hierarchical linear modeling (HLM) first shows that job satisfaction mediates the relationship between work interference with family (WIF) and OCB. In addition, employees’ decision authority moderates the direct effect of WIF on OCB. Specifically, the negative relationship between WIF and OCB is stronger when employees’ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WIF and job satisfaction is weaker when employees’ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.     

Work-family conflict and organizational citizenship behavior: the role of job satisfaction and decision authority

Drawing upon the conservation of resources theory (Hobfoll, Am Psychol 44:513–524, 1989), social exchange theory (Blau, Exchange and power in social life, 1964) and the job demand-control model (Karasek, Adm Sci Q 24:285–308, 1979), this study uncovers the theoretical mechanism that explains the relationship between work-family conflict and organizational citizenship behavior (OCB). First, this study focuses on how employee job satisfaction mediates the relationship. Then, we investigate the moderating role of decision authority in the mediated relationship. We employ three-wave data collected from 324 employees in 102 teams to test our hypotheses. Results of hierarchical linear modeling (HLM) first shows that job satisfaction mediates the relationship between work interference with family (WIF) and OCB. In addition, employees’ decision authority moderates the direct effect of WIF on OCB. Specifically, the negative relationship between WIF and OCB is stronger when employees’ decision authority is high. Moreover, decision authority moderates the indirect effect of WIF on OCB via job satisfaction. Specifically, the negative relationship between WIF and job satisfaction is weaker when employees’ decision authority is high. The results suggest that organizations should give employees enough decision authority over their work, as a high level of decision authority may act as a double-edged sword regarding critical organizational outcomes.     

Effects of mentoring functions on receivers' organizational citizenship behavior in a Chinese context: A two-study investigation

This research examines the relationship between mentoring functions received by employees and their organizational citizenship behavior (OCB), and the moderating effects of perceived quality relationships with mentoring function providers in China. Results of Study 1 from a sample of 385 supervisor-subordinate dyads reveal that role modeling received by protégés positively relates to their OCB, and perceived mentoring relationship quality moderates the association between career support received and protégés' OCB. Moreover, nonprotégés and protégés who receive high levels of overall mentoring functions perform more OCB than protégés who receive low levels of mentoring functions. Results of Study 2 from 258 supervisor-subordinate dyads show that role modeling received by subordinates positively relates to their OCB directed at individuals (OCBI) and at the organization (OCBO) while career support received positively relates to OCBO. Additionally, leader-member exchange moderates the linkages of role modeling with OCBI and OCBO.     

Ad–self‐congruency effects: Self‐enhancing cognitive and affective mechanisms

This article explores how the drive for self‐enhancement influences responses to ads depicting images that are self‐congruent along the dimensions of femininity and individualism/collectivism. Participants' schematics on the portrayed dimension were found to exhibit higher levels of cognitive self‐referencing and positive affect when the ad image was congruent with their ideal self‐schemata than when it was not. Greater self‐referencing and positive affect were found, in turn, to promote more favorable ad attitudes, thereby resulting in more positive brand attitudes. © 2005 Wiley Periodicals, Inc.     

Leader-member exchange and organizational citizenship behavior: A new perspective from perceived insider status and Chinese traditionality

Although much research has been done on the relationship between leader-member exchange (LMX) and organizational citizenship behavior (OCB), little attention has been paid to the mechanism underpinning the relationship. Based on a sample of 214 supervisor-subordinate dyads from indigenous family business in China, this paper examines the mechanism by which LMX affects OCB, especially the mediating role of perceived insider status and the moderating role of Chinese traditionality. Structural equation modeling results show that: (1) LMX is positively related to OCB, and (2) perceived insider status fully mediates the relationship between LMX and OCB. Hierarchical regression results further reveal that Chinese traditionality moderates the effect of LMX on perceived insider status.     

The effects of ethical pressure and power distance orientation on unethical pro‐organizational behavior: the case of earnings management

A multiphase study tested a proposed mediated moderation model for the joint effects of ethical pressure and power distance orientation on accountants’ ethical judgments of earnings management. Results based on a sample of 354 accountants from China indicated that the relationship between ethical pressure and ethical judgments of earnings management is contingent on the accountants’ power distance orientation. That is, the relationship between ethical pressure and ethical judgments of earnings management was stronger for accountants with a high power distance orientation. The results also demonstrated that ethical beliefs in support of the company serve as a mediator for the interaction effect of ethical pressure and power distance orientation on the outcome. These results are discussed in terms of viewing earnings management as a form of unethical pro‐organizational behavior which can be effectively investigated within the framework of the person‐situation interactionist model.     

Effect of social support on customer satisfaction and citizenship behavior in online brand communities: The moderating role of support source

Customers often join online brand communities to seek support from others when they encounter product problems. Some customers who receive good social support exhibit customer citizenship behavior. This study develops a theoretical model to investigate how social support influences customer citizenship behavior through customer satisfaction with firms in online brand communities. Moreover, the moderating role of support source (i.e., firms vs. other customers) is measured. The research model is tested by using the Partial Least Squares technique. The results show that informational and emotional support significantly affects the customer citizenship behavior of providing feedback to the firm, recommendations, and helping other customers through customer satisfaction in online brand communities. Moreover, informational and emotional support from firms and other customers exert different effects on customer satisfaction.     

Social influence: The role of self‐monitoring when making social comparisons

The self‐monitoring construct (Snyder, 1987) may prove to be useful when examining who individuals choose when making social comparisons. In Study 1, the self‐monitoring propensity of individuals who provide social comparison information and the self‐monitoring propensity of individuals who use such information were examined. Results supported the hypothesis that high self‐monitors have advisors (i.e., individuals to whom they first turn for advice) that are high in self‐monitoring, whereas low self‐monitors have advisors that are low in self‐monitoring. In Study 2, high and low self‐monitors identified their advisors as experts and generalists. Results supported the hypothesis that high self‐monitors have more expert advisors than low self‐monitors. The findings are discussed in terms of the implications for consumer decision making. © 2006 Wiley Periodicals, Inc.     

Psychological drivers in the adoption of morally controversial innovations: the moderating role of ethical self‐identity

The present article conceptualizes morally controversial innovations as a category of innovations that raise ethical issues due to their potentially undesirable long‐term consequences on society or the natural environment. Then, it analyzes the case of biofuel crops by applying an extended version of the theory of planned behavior, which includes moral norm (i.e. the personal convictions of what is wrong or right for society) and ethical self‐identity (i.e. the extent to which one perceives himself/herself as an ethical person). The obtained results show that attitude and subjective norms are positively related to farmers' intention to grow biofuel crops. Yet the intention of those farmers with a higher ethical self‐identity is also influenced by perceived behavioral control and moral norm. In particular, moral norm negatively affects their intention to grow biofuel crops, thus restraining the adoption of this innovation. Implications for theory, as well as for policymakers interested in promoting the diffusion of morally controversial innovations, are discussed.     

Moving beyond the mechanistic structures: The role of inclusive leadership in developing change‐oriented organizational citizenship behaviour

In this study, we explore the relationship between inclusive leadership and change‐oriented organizational citizenship behaviour (OCB) with the mediating roles of behavioural integrity and trust in leadership. Data were collected from 151 supervisor–subordinate dyads from small and medium enterprises in Pakistan. The results revealed that inclusive leadership is positively related to change‐oriented OCB. Our study reaffirms the indirect effect of the inclusive leadership on change‐oriented OCB via behavioural integrity and trust in leadership. Finally, the results supported the chain of causality: sequential mediation of behavioural integrity, and trust in leadership between inclusive leadership and change‐oriented OCB. Causal attribution theory is used to support the findings. Implications for theory and practice are discussed.