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

Dados Bibliográficos

ID21249893
AutoresTheresa Eriksson (0000-0002-9285-397X, Luleå University of Technology, autor correspondente), Caitlin Ferreira (0000-0001-9575-6676, Luleå University of Technology)
Ano2021
Volume5
Fascículo3
Páginas215-228
Data de publicação2021-07-01
Peer ReviewedSim
Open AccessSim
TipoARTICLE
PeriódicoJournal of Theoretical Social Psychology (JOURNAL)
Identificadores do periódicoISSN: 2475-0387 • E-ISSN: 2475-0387
EditoraWiley (PUBLISHER • GB)
DOI10.1002/jts5.87
OpenAlexW3127663806
IdiomaEN
Referências citadas102

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