Added Benefits: The Link Between Work-Life Benefits and Organizational Citizenship Behavior

By Susan J. Lambert. 2000

704 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/84c59c0d90407caaa3242a6d16972b92e9c10c5b

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In Organizational Behavior and Human Resource Management

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Citations in the corpus

Predicting employee reactions to perceived organizational wrongdoing: Demoralization, justice, proactive personality, and whistle-blowing (2012, background): “Signaling theory (e.g. Lambert, 2000; Rynes and Barber, 1990) explains why this may be true, by articulating that managerial actions send signals to employees about what behaviors are expected and will be rewarded.”
The moment of truth: Conceptualizing managerial work‐life policy allowance decisions (2008, background): “Firms with ample work–family benefits were indeed found to more likely elicit OCB in employees (Lambert, 2000).”
Beyond family-friendly: The construct and measurement of singles-friendly work culture (2007, positive): “Family-supportive actions (Guzzo, Noonan, & Elron, 1994) and work-family beneWts (Casper & BuVardi, 2004; Lambert, 2000) are both related to greater POS.”
In-Role or Extra-Role Organizational Citizenship Behavior: Which Are We Measuring? (2004, background): “…not recognized Organ’s redefinition and still define OCB as extra-role or unrequired and unenforceable behavior (Allen, Barnard, Rush, & Russell, 2000; Donaldson, Ensher, & Grant-Vallone, 2000; Lambert, 2000; MacKenzie, Podsakoff, & Rich, 2001; Turnipseed & Murkison, 2000; Wagner & Rush, 2000).”
Citizenship under pressure: What's a “good soldier” to do? (2010, methodology): “Organizational citizenship behavior Like other recent investigations of citizenship (e.g., Dineen, Lewicki, & Tomlinson, 2006; Dukerich, Golden, & Shortell, 2002; Ilies, Scott, & Judge, 2006; Lambert, 2000), this study used a self-report measure of OCB.”
The influence of work environment on workers productivity: A case of selected oil and gas industry in Lagos, Nigeria (2010, background): “In the literature, it is posited that the industrial revolution and the movement away from agrarian society was the pivotal point in history that instigated the concern with workers output (Kartzell and Yanalorich, 2000). The major schools of thought, namely, Fredrick W. Taylor and the Human Relatio”
Work-Life Balance and Employees' Performance: The Mediating Role of Affective Commitment (2014, background): “…it tends to exhibit positive results such as low turnover, work engagement, organizational citizenship behavior, in-role performance, increased firm productivity, job satisfaction, and organizational commitment (Konrad and Mangel, 2000; Lambert, 2000; Shepard et al., 1996; Wang and Walumbwa, 2007).”
Work-Life Balance: an Integrative Review (2017, background): “, Yasbek 2004), increased employee loyalty and commitment, organizational citizenship behavior, and financial performance (e.g., Avgar et al. 2011; Dex and Scheibl 2001; Lambert 2000; Thompson and Prottas 2006; Yasbek 2004), and improved productivity (e.”
Explaining organizational responsiveness to work‐life balance issues: The role of business strategy and high‐performance work systems (2012, background): “…and individual outcomes such as an organization’s financial performance, labor productivity (Perry-Smith & Blum 2000; Konard & Mangel 2000), employee organizational commitment and attachment (Wang & Walumbwa 2007; Grover & Crooker 1995) and organizational citizenship behaviors (Lambert 2000).”
Connecting Work—Family Policies to Supportive Work Environments (2009, background): “…organizational perceptions and SSPs. Support perceptions, in turn, have been linked to many positive outcomes such as increased organizational citizenship behaviors, increased organizational commitment, and decreased intention to turnover, among others (Allen, 2001; Lambert, 2000).”
Work-life benefits and organizational attachment: Self-interest utility and signaling theory models (2008, background): “, Armeli, S., Rexwinkel, B., Lynch, P. D., & Rhoades, L. (2001). Reciprocation of Perceived Organizational Support, Journal of Applied Psychology, 86, 42–51.”