The personal costs of citizenship behavior: the relationship between individual initiative and role overload, job stress, and work-family conflict.

By M. Bolino, W. H. Turnley. Journal of Applied Psychology, 2005

904 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/635a2589f68590dd67168a39161b46a99376b2cd

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Citations in the corpus

The centrality of communication norm alignment, role clarity, and trust in global project teams (2016, background): “Organizational research has demonstrated that role clarity positively impacts both performance (Bolino and Turnley, 2005; Podsakoff et al., 2000; Salamon and Deutsch, 2006) and satisfaction (Martins et al.”
When Do Employees Speak up for Their Customers? A Model of Voice in a Customer Service Context (2013, background): “Research on prosocial motivation highlights that employees are willing to subordinate their self-interest for the welfare of others (Bolino & Turnley, 2005; Meglino & Korsgaard, 2004; Moon, Kamdar, Mayer, & Takeuchi, 2008), suggesting that because employees high in customer orientation care about…”
Why individuals in larger teams perform worse (2012, background): “…(Blau, 1964; Clark & Mills, 1993) and express positive emotions (Reis et al., 2000), all behaviors that require a time investment (Bergeron, 2007; Nadler, Ellis, & Bar, 2003; Sutton & Rafaeli, 1988), and that, at high levels, can induce feelings of stress and burnout (Bolino & Turnley, 2005).”
Can prosocial motivation harm entrepreneurs' subjective well-being? (2019, background): “…motivation refers to the extent to which an individual's expectation of the outcome of a motivation is self-directed, or targeted at personal work tasks, as opposed to other-directed, or targeted at goals outside of the context of immediate work tasks (Brief and Aldag, 1977; Ryan and Deci, 2000).”
Ethical and Passive Leadership and Their Joint Relationships with Burnout via Role Clarity and Role Overload (2018, background): “Role overload is characterized by a workload, work demands or a set of responsibilities that exceeds the particular role and capacity of the employee in the time available (Beehr et al. 1976; Bolino and Turnley 2005).”
High-Performance Work Systems and Job Control (2013, background): “For instance, it has been noted that women may experience greater levels of work stress and overload than their male counterparts do (Bolino & Turnley, 2005; Lundberg & Frankenhaeuser, 1999).”
Organizational Citizenship Behavior and Career Outcomes (2013, background): “This, however, can have other negative consequences, including a cost to one’s personal life (e.g., Bolino & Turnley, 2005).”
Getting to the “COR” (2014, background): “For example, Ng and Feldman (2012) examined the manner in which voice in the workplace can serve both as potential means by which to gain new resources (Fuller, Barnett, Hester, Relyea, & Frey, 2007) or a risky use of current resources (Bolino & Turnley, 2005; Detert & Burris, 2007).”
Workload Manageability Among Novice Special and General Educators: Relationships With Emotional Exhaustion and Career Intentions (2017, background): “Scholars should consider drawing upon organizational research investigating role overload, a related construct for which several scales have been developed (e.g., Bolino & Turnley, 2005).”
Employee, manage thyself: The potentially negative implications of expecting employees to behave proactively (2010, background): “Moreover, the findings of other studies suggest that employees who are especially proactive in their work may also experience higher levels of job stress, role overload, and work–family conflict (Bolino & Turnley, 2005; Grant, 2008).”