Change‐oriented organizational citizenship behavior: effects of work environment characteristics and intervening psychological processes

By Jin Nam Choi. 2007

482 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/ec5c07c863bf5c790998100638823d6cdca6baf7

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In Organizational Behavior and Human Resource Management

Citations in the corpus

Does Leader-Follower Regulatory Fit Matter? The Role of Regulatory Fit in Followers’ Organizational Citizenship Behavior (2017, background): “…degree of fit between a leader’s promotion focus and that of a follower, the follower is unlikely to feel the necessity of changing the current situation, which is often driven by dissatisfaction with the status quo or willingness to challenge the current relationships and functions (Choi, 2007).”
Transformational leadership as an antecedent of change-oriented organizational citizenship behavior (2013, methodology): “In this regard, and noting that few authors establish some of the possible antecedents of changeoriented OCB (e.g. Bettencourt, 2004; Choi, 2007), this research aims at examining proactive behaviors in the field of organizational citizenship behavior.”
Translating Team Creativity to Innovation Implementation (2013, background): “…individual creative performance (e.g., Amabile et al., 1996), studies on team innovation tend to take a team-level perspective by concentrating on the team and the organizational context as the significant potential factors to promote team innovation (e.g., Choi, 2007; Shalley & Gilson, 2004).”
Change-oriented behavior: A meta-analysis of individual and job design predictors (2015, background): “…(Morrison & Phelps, 1999), voice (Van Dyne & LePine, 1998), change-oriented citizenship (Bettencourt, 2004; Bettencourt, Gwinner, & Meuter, 2001; Choi, 2007; Seppälä, Lipponen, Bardi, & Pirttilä‐Backman, 2012; Van Dyne et al., 2008), personal initiative (Frese & Fay, 2001), and creative…”
Change-Supportive Employee Behavior: Antecedents and the Moderating Role of Time (2011, background): “More active views of change-oriented or proactive behavior have been studied in terms of voice (Van Dyne & LePine, 1998), taking charge (Morrison & Phelps, 1999), and change-oriented organizational citizenship behavior (OCB; Choi, 2007).”
Do Big Five personality factors affect individual creativity? The moderating role of extrinsic motivation. (2009, background): “Because of the increasing interest in investigating creativity, in recent studies various predictors of individual creative performance have been examined, mostly focusing on workplace characteristics such as task design, leader and coworker characteristics, and organizational climate (Choi, 2007; G”
Ethical leadership and employee success: Examining the roles of psychological empowerment and emotional exhaustion (2018, background): “As empowered employees begin thinking beyond their current role and seeing how their work fits into organizational objectives (Spreitzer, De Janasz, & Quinn, 1999), they are more likely to engage in long-term organizational initiatives (Choi, 2007).”
Employees’ Social Context and Change-Oriented Citizenship (2013, background): “Favorable voice climate as well as less bureaucratic systems coupled with more egalitarian organizational cultures facilitate voice (Erez, LePine, & Elms, 2002; Morrison, Wheeler-Smith, & Kamdar, 2011; Stamper & Van Dyne, 2001), climate for innovation predicts innovation (Baer & Frese, 2003), and su”
Voice, creativity, and big five personality traits: A meta-analysis (2018, background): “outcomes via a wide range of behaviors (e.g. cooperation, altruism, dependability, civic virtue, etc.; Choi, 2007; Podsakoff, Mackenzie, Paine, & Bachrach, 2000); however, we think this emphasis on a broad range of OCBs fails to isolate the nuances of specific discretionary behaviors including voice”