Dispositional predictors of Organizational Citizenship Behavior: Motives, motive fulfillment, and role identity

By M. Finkelstein. 2006

142 citations recorded by the source corpus.

Constructs from a conceptual model of the volunteer process were applied to discretionary helping in the workplace (Organizational Citizenship Behavior or OCB). A total of 193 employees at 4 private companies completed anonymous surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the extent to which those motives were fulfilled by the behavior. Also assessed was the degree to which respondents developed an organizational citizen role identity. Amount of OCB and the strength of a citizen identity correlated with two motives for helping, concern for coworkers and concern for the organization, as well as with the fulfillment of those motives. Impression management motives were related to citizenship behaviors directed toward coworkers but not to citizenship activities targeting the organization per se. Impression management goals also were unrelated to formation of a citizen role identity. The findings suggest that similar dispositional factors are involved in sustaining volunteerism and OCB.

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

View Paper: https://www.semanticscholar.org/paper/7ab05318c3e661c5a98b723c169370cf7d7194dd

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Citations in the corpus

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).”
Motives for Organizational Citizenship Behavior: Personality Correlates and Coworker Ratings of OCB (2012, background): “According to Finkelstein (2006), OCB motivated by prosocial values tends to map strongly onto OCBIs, whereas OCB motivated by organizational concern tends to map strongly onto OCBOs.”
Good soldiers and good actors: prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors. (2009, background): “Finkelstein, M. A. (2006). Dispositional predictors of organizational citi-”
Psychological Sense of Community (2014, background): “First, Smith, Organ, and Near (1983) confirmed that OCB is an exhibition of prosocial disposition propensity, and Finkelstein (2006) indicated that employees’ prosocial value can influence their OCB.”
Why and When Do Motives Matter? An Integrative Model of Motives, Role Cognitions, and Social Support as Predictors of OCB (2013, result): “For example, some research demonstrates that impression management motives lead to OCB (Finkelstein, 2006; Yun, Takeuchi, & Liu, 2007), but other studies demonstrate weak or no associations for impression management motives (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.”