Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis.

Although one of the main reasons for the interest in organizational citizenship behaviors (OCBs) is the potential consequences of these behaviors, no study has been reported that summarizes the research regarding the relationships between OCBs and their outcomes. Therefore, the purpose of this study is to provide a meta-analytic examination of the relationships between OCBs and a variety of individual-and organizational-level outcomes. Results, based on 168 independent samples (N ϭ 51,235 individuals), indicated that OCBs are related to a number of individual-level outcomes, including managerial ratings of employee performance, reward allocation decisions, and a variety of withdrawal-related criteria (e.g., employee turnover intentions, actual turnover, and absenteeism). In addition, OCBs were found to be related (k ϭ 38; N ϭ 3,611 units) to a number of organizational-level outcomes (e.g., productivity, efficiency, reduced costs, customer satisfaction, and unit-level turnover). Of interest, somewhat stronger relationships were observed between OCBs and unit-level performance measures in longitudinal studies than in cross-sectional studies, providing some evidence that OCBs are causally related to these criteria. The implications of these findings for both researchers and practitioners are discussed. Keywords: organizational citizenship behaviors, contextual performance, meta-analysis, customer satisfaction, withdrawal If the number of articles that have been published over the past quarter century is any indication, it would appear that organizational citizenship behaviors (OCBs) are firmly embedded in the fabric of the fields of organizational behavior and industrialorganizational psychology. For example, since Organ and his colleagues (Bateman & Organ, 1983; Organ (1988) originally defined organizational citizenship behavior as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization" (p. 4). However, more recently, he modified this definition to say that OCB is "performance that supports the social and psychological environment in which task performance takes place" (Organ, 1997, p. 95). The advantage of this revised definition is that it (a) maintains the distinction that has empirically been shown to exist between task performance and OCBs (MacKenzie, Podsakoff, & Fetter, 1991; Of course, if one assumes that OCBs have an effect on organizational performance, it makes sense to identify those variables that increase these behaviors in organizational settings. That is probably why most of the research in this domain has focused on the potential antecedents of OCBs, such as personality traits (cf. There are several good reasons for the growing interest in the effects that OCBs have on these types of outcomes. First, if OCBs do have positive relationships with organizational effectiveness criteria, then it is important for us to quantify these effects so that we have a more complete picture of the potential impact that OCBs have on the "bottom line" of the organization. Second, it is important to examine the relationships between OCBs and organizational effectiveness criteria because, despite the fact that OCBs are assumed to be positively related to unit or organizational effectiveness, there is some evidence that this assumption is not always true. For example, in their study of 116 insurance agencies, Therefore, the purpose of this article is to provide a quantitative summary of the empirical relationships between OCBs and individual and organizational outcomes. As a first step in this process, we review several theoretical explanations for why we expect OCBs to influence both individual and organizational outcomes. Following this, we conduct a meta-analytic review of the studies examining these relationships. Finally, we discuss the implications of these results and identify several avenues for future research. This study makes several contributions to the literature. First, although there have been a substantial number of meta-analyses that have reported the relationships between OCBs and some of their antecedents (Borman et al., 2001; Background and Hypothese

Will a Good Citizen Actively Support Organizational Change? Investigation of Psychological Processes Underlying Active Change Support

The present study investigated motivational factors of employees active change support (ACS). It also investigated good citizens response to the change by highlighting convergence and divergence of motivational factors between ACS and traditional extra-role behavior. The findings based on 166 staff responses and 346 supervisor assessments in a hospital that recently implemented a sharedgovernance structure suggest that active change support is a result of an active thinking process that involves perception of potential benefit from change but not necessarily the consequence of conventional predictors of extra-role behaviors (i.e., positive attitudes). The findings also suggest that good citizens are not necessarily the supporters of organizational change and that in actuality they confront motivational dilemma especially when they hold high quality relationship with their employer because they are reluctant to challenge the status quo

Customer Interaction and Innovation in Hybrid Offerings:Investigating Moderation and Mediation Effects for Goods and Services Innovation

Hybrid offerings are bundles of goods and services offerings provided by the same firm. Bundling value offerings affects how firms innovate, interact with customers, and customize their goods and services. However, it remains unclear how customer interaction might drive the innovation performance of various bundled components. Therefore, this study investigates the effects of customer interactions and service customization on both goods and services innovations in a hybrid offering context, using a unique data set of 146 information technology and manufacturing firms. Customer interaction appears beneficial to both goods and services innovation in a hybrid offerings context, but service customization has different direct effects on goods versus services innovation. As a potential mediator, customer knowledge mobilization resources exert different effects on the goods and services elements of hybrid offerings. Furthermore, for high-interaction customers, medium levels of technical modularity lead to most favorable innovation outcomes for services innovation. The results thus suggest that providers of hybrid offerings should foster customer interactions, to drive the innovation performance of the good and service components, while still making sure to implement service customization strategies. These findings have notable implications for service innovation research

An Empirical Comparison of Consumer Innovation Adoption Models: Implications for Subsistence Marketplaces

So called “pro-poor” innovations may improve consumer wellbeing in subsistence marketplaces. However, there is little research that integrates the area with the vast literature on innovation adoption. Using a questionnaire where respondents were asked to provide their evaluations about a mobile banking innovation, this research fills this gap by providing empirical evidence of the applicability of existing innovation adoption models in subsistence marketplaces. The study was conducted in Bangladesh among a geographically dispersed sample. The data collected allowed an empirical comparison of models in a subsistence context. The research reveals the most useful models in this context to be the Value Based Adoption Model and the Consumer Acceptance of Technology model. In light of these findings and further examination of the model comparison results the research also shows that consumers in subsistence marketplaces are not just motivated by functionality and economic needs. If organizations cannot enhance the hedonic attributes of a pro-poor innovation, and reduce the internal/external constraints related to adoption of that pro-poor innovation, then adoption intention by consumers will be lower

Societal-level versus individual-level predictions of ethical behavior: a 48-society study of collectivism and individualism

Is the societal-level of analysis sufficient today to understand the values of those in the global workforce? Or are individual-level analyses more appropriate for assessing the influence of values on ethical behaviors across country workforces? Using multi-level analyses for a 48-society sample, we test the utility of both the societal-level and individual-level dimensions of collectivism and individualism values for predicting ethical behaviors of business professionals. Our values-based behavioral analysis indicates that values at the individual-level make a more significant contribution to explaining variance in ethical behaviors than do values at the societal-level. Implicitly, our findings question the soundness of using societal-level values measures. Implications for international business research are discussed