Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values

By Norman T. Feather, Katrin A Rauter. 2004

645 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/1f42ecc11afdac8a69aec21d0d4c124c4ab9568e

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Literature Review of Theory and Research on the Psychological Impact of Temporary Employment: Towards a Conceptual Model (2008, neutral): “For example, the stepping stone or foot-in-the-door hypothesis suggests that many temporary workers are strongly motivated to secure permanent employment, and that they may want to signal their potential value as permanent workers to the organization by providing high levels of effort and by showing”
Evolution of Research on Job Insecurity (2010, background): “Only in cases when temporary workers attempted to secure a more stable job did temporaries show higher organizational citizenship behavior than permanent employees in an insecure job situation (Feather and Rauter 2004).”
Psychological consequences of fixed-term employment and perceived job insecurity among health care staff (2005, background): “Thus, anticipated positive outcomes, i.e., expectations of eventually having a permanent job, would yield positive rather than negative outcomes (see Connelly & Gallagher, 2004; Feather & Rauter, 2004; McDonald & Makin, 2000).”
The Effects of Job Insecurity on Job Satisfaction, Organizational Citizenship Behavior, Deviant Behavior, and Negative Emotions of Employees (2010, background): “This effect is both direct and indirect through job satisfaction and is consistent with earlier findings of research conducted with contract and permanent teachers (Feather and Rauter 2004).”
On the Relation of Job Insecurity, Job Autonomy, Innovative Work Behaviour and the Mediating Effect of Work Engagement (2014, neutral): “Such a negative correlation between job insecurity and job autonomy was also observed in previous research, although never explicitly modelled (Feather & Rauter, 2004; Mauno, Kinnunen & Ruokolainen, 2007; Schreurs et al., 2010).”
A model for the effects of job insecurity on performance, turnover intention, and absenteeism (2010, background): “negative relationships with job insecurity ( Feather & Rauter, 2004; King, 2000).”
Perceived Organizational Support, Alternative Job Opportunity, Organizational Commitment, Job Satisfaction and Turnover Intention: A Moderated-mediated Model (2019, background): “…2006; Rahman et al., 2008) contend that positive correlativity exist; while others (i.e., Khatri et al., 2001) contend that a negative correlativity exist A different stream of research shows a link between perceived alternative opportunities and organizational commitment (Feather & Rauter, 2004).”
School Climate and Social-Emotional Learning: Predicting Teacher Stress, Job Satisfaction, and Teaching Efficacy. (2012, background): “Teachers’ sense of job satisfaction has been associated with their motivation (Barnabé & Burns, 1994), well-being (Vansteenkiste et al., 2007), and commitment to teaching (Feather & Rauter, 2004).”