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

By Jacqueline A-M. Coyle-Shapiro, I. Kessler, J. Purcell. 2004

338 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/065fa1321e1b5c2c5d3326c7ebffccacade6af44

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Intrinsic motivation as a moderator on the relationship between perceived job autonomy and work performance (2011, positive): “First, factor analysis (principal component analysis with Varimax rotation) was performed on all the multiple-scale items to determine item retention (eg, Coyle-Shapiro, Kessler, & Purcell, 2004 ).”
Satisfaction with HR practices and commitment to the organisation: why one size does not fit all (2005, background): “The attitudes of employees towards these policies are important because they have been seen as drivers of discretionary behaviour (Appelbaum et al, 2000; Purcell et al, 2003) and organisational citizenship behaviour (Coyle-Shapiro et al, 2004).”
Hotel Employee Work Engagement and Its Consequences (2016, background): “Given that extensive research indicates all the outcome variables in this study (i.e., LMX quality, job satisfaction, and affective organizational commitment) were further linked to many important job-related behavioral variables, among them in-role service behavior, OCB, and workplace deviant behav”
Relationship of Emotional Intelligence with Transformational Leadership and Organizational Citizenship Behavior (2007, background): “Shapiro et al. (2004)) have found that citizenship levels are markedly lower when employees are engaged in very repetitive and highly standardized tasks.”
Play hard, work hard: Fun at work and job performance (2014, background): “Social exchange theory is often coupledwith reciprocity norms to explainwhy people may engage in organizational citizenship behaviors (Coyle-Shapiro et al., 2004).”
Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support (2013, methodology): “First, factor analysis (principal component analysis with Promax rotation) was performed on all the multiple-scale items to determine item retention (eg, Coyle-Shapiro, Kessler, & Purcell, 2004 ).”