Does bureaucracy kill individual initiative? The impact of structure on organizational citizenship behavior in the hospitality industry
By Steffen Raub. 2008
195 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/83d75ce088070b4f0970e55e3511cc0188f01f34
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In Organizational Behavior and Human Resource Management
Citations in the corpus
- Person–organization fit, perceived organizational support, and organizational citizenship behavior: The role of job embeddedness (2016, background): “…should demonstrate more prosocial behaviors because they deal with superior service quality and customer experience management, more diverse customer demographics, including international customers and greater competitive pressure to differentiate themselves (Raub, 2008; Williams & Shaw, 2011).”
- Ethical leadership, organizational identification and employee voice: examining moderated mediation process in the Chinese insurance industry (2014, background): “They provide constructive change-oriented suggestions as a way of reciprocating for the positive treatment they have received in their employment relationships (Burris, Detert, and Chiaburu 2008; Fuller, Marler, and Hester 2006; Raub 2008; Choi 2007; Withey and Cooper 1989).”
- The effect of centralization on organizational citizenship behavior and deviant workplace behavior in the hospitality industry. (2013, background): “Raub (2008) suggested that centralization represents a personal form of control which is expressed through the way in which managers or supervisors interact with their subordinates.”