Temporary Employees as Good Citizens: Factors Influencing Their OCB Performance

By R. H. Moorman, Lynn K. Harland. 2002

151 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/ceb2bee21f72d0ccaf93a42b33f771d495dbb90c

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In Communication

In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Are Chameleons Good Citizens? A Longitudinal Study of the Relationship Between Self-Monitoring and Organizational Citizenship Behavior (2003, background): “Moorman and Harland (2002) found that temporary employees will perform more OCB when they seek a permanent position with the employing organization.”
The Benefits of Justice for Temporary Workers (2007, background): “Moreover, Moorman and Harland (2002) have shown that temporary employees can be committed to their temporary agency and to the client organization.”
Organizational Citizenship Behavior and Employee Performance: A Moderating Effect of Work Status in Restaurant Employees (2008, background): “Eisenberger et al. (1986) and Kidder (cited in Moorman & Harland, 2002) found that if employees perceive that their employers’ commitment to them exceeds their expectations, the employees will more likely demonstrate stronger commitment to their organizations.”
Different temporary work status, different behaviors in organization (2006, background): “When direct-hire temporary workers view this contract as a way of gaining entrance to the organization, with the opportunity for learning and skills acquisition, they will tend to exhibit organizational citizenship behaviors in a similar way to core workers ( Moorman & Harland, 2002 ), ‘‘...because ”
Volition and reasons for accepting temporary employment: Associations with attitudes, well-being, and behavioural intentions (2008, background): “As regards reasons related to instrumental choice, earlier evidence suggests that the motivation to gain permanent employment (Moorman & Harland, 2002 ; Van Dyne & Ang, 1998 ; von Hippel et al, 1997 ) and opportunities for skill development (Finegold, Levenson, & van Buren, 2005 ; Virtanen, Kivi”
Organizational commitment and the well-being of temporary agency workers: A longitudinal study (2009, background): “Whereas temporary agency work is beneficial for organizations by increasing their competitiveness (e.g. Moorman & Harland, 2002), respective concerns were raised regarding the consequences of temporary agency work for the temps themselves (Beard & Edwards, 1995).”
Trait conscientiousness, leader-member exchange, job satisfaction and organizational citizenship behaviour: A test of an integrative model (2007, background): “Model A2 While Organ and Ryan (1995) described OCB as a behavioural manifestation of job satisfaction, their conceptualization does not preclude OCB from also enhancing LMX quality and subsequently, job satisfaction.”
Literature Review of Theory and Research on the Psychological Impact of Temporary Employment: Towards a Conceptual Model (2008, unknown): “Similarly, it has been argued that involuntary workers are highly motivated to gain permanent employment, and that this motivation monitors high levels of performance and cooperation (De Cuyper and De Witte 2006c; Moorman and Harland 2002; Van Dyne and Ang 1998; Von Hippel et al. 1997).”