The causes of organizational citizenship behavior: a motivational analysis.

By Sheila M. Rioux, Louis A. Penner. Journal of Applied Psychology, 2001

959 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/7c06c44e3408c23beded094c5bf9b84440ce2e98

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Citations in the corpus

Government Employees’ Organizational Citizenship Behavior: The Impacts of Public Service Motivation, Organizational Identification, and Subjective OCB Norms (2017, background): “Rioux and Penner (2001) also found that prosocial value has a significant influence on several OCB components (altruism and civic virtue) in a sample of Florida city employees.”
From Games to Giving: Social Value Orientation Predicts Donations to Noble Causes (2007, background): “As such, the present research extends past research on prosocial attitudes and dispositions that used instruments not rooted in game theory, and that examined forms of prosocial behavior other than donations, such as citizenship behavior in organizations (e.g., Rioux & Penner, 2001 ) and volunteeri”
Are all good soldier behaviors the same? Supporting multidimensionality of organizational citizenship behaviors based on rewards and roles (2010, result): “Hence, the motivational forces behind OCBI may be more personal and consistent with relationship motives and/or altruistic motives.”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, methodology): “Prosocial values and impression management motives each explain unique variance in helping, civic virtue, and sportsmanship behaviors (Rioux & Penner, 2001).”
Professional Image Maintenance: How Women Navigate Pregnancy in the Workplace (2015, background): “Further, the OCB literature suggests the importance of examining motives for OCBs (e.g., Rioux & Penner, 2001).”
Proactive and reactive helping: Contrasting the positive consequences of different forms of helping (2013, background): “Finally, Weyant (1978) demonstrated that subjects in a negative mood were more inclined to help than those with neutral or positive moods, again supporting the finding that helping can be used to manage personal mood states.”
Leadership and Organizational Citizenship Behavior: OCB-Specific Meanings as Mediators (2011, background): “Consistent with the position that multiple motives and causes underlie citizenship behavior (Organ et al. 2006; Rioux and Penner 2001), we further suggest an independent impact of perceived organizational instrumentality on OCB from that of perceived individual instrumentality.”
Perceived Labor Productivity in Small Firms—The Effects of High–Performance Work Systems and Group Culture through Employee Retention (2012, background): “Organizational citizenship behaviors (OCBs) are a third common factor that leads to increased retention (Li-Yun et al., 2007; Rioux & Penner, 2001; Schein, 1992).”
Relational job crafting: Exploring the role of employee motives with a weekly diary study (2018, methodology): “To bring a motivation angle and relate it to RCJ, which entails interactions with and focus on co-workers, we delineated the role of prosocial and impression management motives as boundary conditions: The former relates to employees’ tendencies to care for the needs and well-being of co-workers (Gra”
When Job Performance is All Relative: How Family Motivation Energizes Effort and Compensates for Intrinsic Motivation (2017, background): “The majority of existing studies on prosocial motivation in the workplace have focused on the desire to help beneficiaries such as the organization (Rioux & Penner, 2001), other members of one’s workplace such as coworkers (McNeely & Meglino, 1994), and—as originally designated by Blau and Scott…”
Transformational Leadership and Job Behaviors: The Mediating Role of Core Job Characteristics. (2006, result): “Some support for this assertion was found by Lee and Allen (2002), who linked “intrinsic cognitions” to some forms of OCB, and by Rioux and Penner (2001), who linked the outcome to an organizational concern motive that captured, among other things, having a genuine interest in work.”