The other side of the story: Reexamining prevailing assumptions about organizational citizenship behavior

By M. Bolino, W. H. Turnley, B. Niehoff. 2004

279 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/1a8869dc37a8e03dd04f124363d483eaccd13072

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In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

Organizational Concern, Prosocial Values, or Impression Management? How Supervisors Attribute Motives to Organizational Citizenship Behavior (2010, background): “, 2000), OCBs are sometimes unrelated to important indicators of performance (Bolino et al., 2004; Organ et al., 2006), and occasionally are negatively related to organizational performance (e.”
Citizenship under pressure: What's a “good soldier” to do? (2010, result): “These findings, then, are only partially consistent with the notion that employees with fewer family responsibilities generally demonstrate more OCBs (Bolino et al., 2004).”
Why and When Do Motives Matter? An Integrative Model of Motives, Role Cognitions, and Social Support as Predictors of OCB (2013, background): “This is important because it shows that both other-serving and self-serving motives predict citizenship behavior (Bolino et al., 2004; Grant & Mayer, 2009).”
Matching Ethical Work Climate to In-role and Extra-role Behaviors in a Collectivist Work Setting (2008, background): “It should be noted that performing OCB for selfdirected reasons has been associated with reduced organizational functioning (Bolino et al., 2004).”
Organizational citizenship behavior, organizational justice, job stress, and work-family conflict: examination of their interrelationships with respondents from a non-Western culture (2014, background): “Perhaps at the simplest level, we recall that negative effects on employees’ welfare and productivity occur only when OCBs are exhibited at a high level (Bergeron, 2007; Bolino & Turnley, 2005; Bolino et al., 2004; Bolino et al., 2010).”
Trust‐in‐supervisor and helping coworkers: moderating effect of perceived politics (2006, background): “to impress others, to make coworkers look bad) can influence people to engage in OCBs ( Bolino et al. , 2004”
Workplace ostracism and hospitality employees’ counterproductive work behaviors: The joint moderating effects of proactive personality and political skill (2013, result): “However, we did not include some behavioral strategies such as self-serving, impressionmanagement, and ingratiation which may influence these relationships in our study (Bolino et al., 2004; Wu et al., 2012).”
The employee–organization relationship: Where do we go from here? (2007, background): “Furthermore, Bolino et al. (2004) argue that OCB might negatively influence organizational functioning and it is likely that many citizenship behaviors occur at the expense of in-role behaviors rather than in addition to them.”