Predicting organizational citizenship behavior: Integrating the functional and role identity approaches

By M. Finkelstein, Louis A. Penner. 2004

229 citations recorded by the source corpus.

Motive and role identity, previously studied as predictors of volunteerism, were examined as correlates of another discretionary prosocial behavior, Organizational Citizenship Behavior (OCB). County employees (181 females, 62 males) completed questionnaires that measured frequency of OCB, motives for the behavior, and the degree to which the respondents had developed an organizational citizen identity. Motives concerned with the desire to help coworkers and/or the organization proved to be better predictors of OCB than those concerned with the desire for Impression Management. A citizen role identity also correlated with citizenship behavior but, contrary to expectation, mediated the relationship between OCB and motive only partly. The findings suggest that similar mechanisms are involved in sustaining both volunteerism and OCB.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/28ac0e096a25cd82a8f34e629e0f3f514b8943ae

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Motives for Organizational Citizenship Behavior: Personality Correlates and Coworker Ratings of OCB (2012, background): “More recent work and theoretical development (e.g., Finkelstein, 2006; Finkelstein & Penner, 2004) has surrounded the two-factor conceptualization involving OCBI and OCBO (Williams & Anderson, 1991).”
A Person-Environment Fit Approach to Volunteerism: Volunteer Personality Fit and Culture Fit as Predictors of Affective Outcomes (2008, background): “…concern motives (a desire that the company does well and wanting to be proud of the organization) were associated with organizational citizenship behavior directed toward the organization (e.g., being punctual, obeying rules; Finkelstein, 2006; Finkelstein & Penner, 2004; Rioux & Penner, 2001).”
When corporate social responsibility motivates employee citizenship behavior: The sensitizing role of task significance (2018, background): “On the other hand, OCB that benefits the organization might be associated with general compliance (Organ & Konovsky, 1989; Smith et al., 1983) or organizational concern motives (Finkelstein, 2006; Finkelstein & Penner, 2004; Rioux & Penner, 2001), rather than prosocial concerns.”
Government Employees’ Organizational Citizenship Behavior: The Impacts of Public Service Motivation, Organizational Identification, and Subjective OCB Norms (2017, background): “Finkelstein and Penner (2004) found that prosocial motives (organization concern, personal values, and impression management) have significant influences on county government employees’ citizenship behaviors.”
Prosocial behavior: multilevel perspectives. (2005, background): “An OCB is a voluntary “extrarole” behavior; that is, it is not part of the worker’s formal job requirements, and there is no explicit or formal demand that the worker engage in OCB (Brief & Weiss 2002).”