Who pays it forward the most? Examining organizational citizenship behavior in the workplace

Bibliographic Data

ID21249893
AuthorsTheresa Eriksson (0000-0002-9285-397X, Luleå University of Technology, corresponding author), Caitlin Ferreira (0000-0001-9575-6676, Luleå University of Technology)
Year2021
Volume5
Issue3
Pages215-228
Publication date2021-07-01
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueJournal of Theoretical Social Psychology (JOURNAL)
Journal identifiersISSN: 2475-0387 • E-ISSN: 2475-0387
PublisherWiley (PUBLISHER • GB)
DOI10.1002/jts5.87
OpenAlexW3127663806
LanguageEN
References cited102

This research expands knowledge of individual tendencies to “pay it forward,” as a result of commitment to the organization. It is desirable for organizations to have employees who go above and beyond their prescribed work duties, resulting in positive outcomes and increased organizational performance. The critical role that organizational citizenship behavior plays in providing internal and external benefits for the organization highlights the importance of research in this field. This is particularly important in dynamic work environments with an increase in non-traditional (e.g., decentralized and remote) working arrangements. This work conceptually confirms that the generalized social exchange driven behavior of paying it forward (PIF) is an organizational citizenship behavior distinct from other conceptualizations. The research proposes and empirically tests a conceptual model contributing to literature examining individual tendencies to engage in social exchange and organizational citizenship behavior in organizations. The research uses a single, cross-sectional descriptive research design and data are analyzed using regression analyses. The findings confirm that a positive relationship exists between organizational commitment and PIF. Age and gender are confirmed moderators of this relationship, with younger respondents and males exhibiting the highest levels of PIF. Key practical implications from this research relate to furthering the understanding of individual tendencies to engage in organizational citizenship behavior, as a result of their commitment to the organization. This provides managers insight into fostering desired behavior, which assists with the creation of a self-reinforcing, positive behavioral cycle

Citizenship · Organizational Behavior · Organizational citizenship behavior · Organizational commitment · Political science · Politics · Public relations · Sociology · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Law · Psychology · Social Psychology · Workplace Spirituality and Leadership