The influence of Ratee Gender on Ratings of Organizational Citizenship Behavior1

By Tammy D. Allen, M. C. Rush. 2001

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Backlash effects for disconfirming gender stereotypes in organizations (2008, background): “The likely result is that women will be expected to engage in more service-oriented activities, but will be less likely to be noticed and rewarded than men (see Allen & Rush, 2001).”
Researching Rudeness: The Past, Present, and Future of the Science of Incivility (2017, background): “, 2010), lower afterwork psychological detachment and next-morning recovery (Nicholson & Griffin, 2015), reduced creativity, task performance, and helpfulness (Porath & Erez, 2007), higher turnover intentions (e.g., Wilson & Holmvall, 2013), lower marital satisfaction (Ferguson, 2012), depression, a”
Organizational Citizenship Behavior and Career Outcomes (2013, background): “For example, research shows that both task performance and OCB are positively related to performance evaluations (see the meta-analysis by Podsakoff, Whiting, Podsakoff, & Blume, 2009) and rewards or reward recommendations (e.g., Allen & Rush, 2001; Kiker & Motowidlo, 1999).”
The five-factor model of personality traits and organizational citizenship behaviors: a meta-analysis. (2011, unknown): “Even though the focus of our study is on differential relationships and incremental validity, for comprehensiveness purposes, we present effect sizes for FFM traits predicting aggregate OCB (combining all citizenship forms: OCB-O, OCB-I, and OCB-CH; see Table 2).”