Relationship between job characteristics and organizational citizenship behavior: The mediational role of job satisfaction

By Su-fen Chiu, H. Chen. 2005

188 citations recorded by the source corpus.

Despite the numerous studies on the antecedents of organizational citizenship behavior (OCB), relatively few researchers have examined the effects of job characteristics on OCB. The aims of this study were to investigate the relationship between job characteristics and OCB and to clarify the mediating effects of job satisfaction. Two hundred and seventy employees from 24 electronic companies participated in this study. The results show that job variety and job significance had a significant positive relationship with OCB, whereas job identity, job autonomy, job feedback and job interdependence were not significantly related to OCB. Furthermore, job satisfaction, especially intrinsic satisfaction, was a mediating mechanism of the relationship between job variety, job significance and OCB. Finally, extrinsic satisfaction did not mediate the relationship between job characteristics and OCB. This finding suggests that practicing managers should enrich job characteristics and place greater emphasis on enhancing employees’ intrinsic satisfaction to promote employees’ OCB.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/8b78013a71b267f66d6d140786a462fec12f5e53

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In Communication

In Organizational Behavior and Human Resource Management

Citations in the corpus

JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT AS ANTECEDENTS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) OF TEACHERS (2010, background): “…concept with two facets including intrinsic job satisfaction (degree of satisfaction an employee receives from the job itself) and extrinsic job satisfaction (degree of satisfaction an employee has with work conditions, policies and praise which are unrelated to the job itself) (Chiu & Chen, 2005).”
Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort (2016, background): “…and turnover intention are obviously important, autonomous motivation is a potent predictor of task performance (Cerasoli et al. 2014; Gagné and Deci 2005; Kuvaas 2006, 2009; Piccolo and Colquitt 2006), OCB (Chiu and Chen 2005; Piccolo and Colquitt 2006), and knowledge sharing (Foss et al. 2009).”
Factors Related to Social Service Workers' Job Satisfaction: Revisiting Herzberg's Motivation to Work (2013, background): “Why should the social service sector organizations concern themselves with workers' job satisfaction? Job satisfaction is positively related to organizational commitment ( Fruend, 2005 ; Mannheim & Papo, 2000 ), as well as organizational citizenship behavior ( Chiu & Chen, 2005 ).”
Perceived investment in employee development, intrinsic motivation and work performance (2009, background): “First, and as far as the relationship between intrinsic motivation and work performance is concerned, recent research suggests that intrinsic motivation is a potent predictor of both task performance (Kuvaas, 2006a,b, 2007; Piccolo and Colquitt, 2006) and OCB (Chiu and Chen, 2005; Piccolo and Colqui”
Testing the mediation effect of person–organization fit on the relationship between high performance HR practices and employee outcomes in the Egyptian public sector (2014, background): “In contrast to these simple, overarching definitions, Chiu and Chen (2005) differentiate between two dimensions of job satisfaction: intrinsic and extrinsic satisfaction.”