Ratings of Organizational Citizenship Behavior: Does the Source Make a Difference?

By Tammy D. Allen, S. Barnard, M. C. Rush, Joyce E. A. Russell. 2000

174 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/ec5cc28932cf5c810c1d36fb0f61a7a1aaa4662d

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Strategy and Management

Citations in the corpus

The role of HRM practices, procedural justice, organizational support and trust in organizational commitment and in-role and extra-role performance (2010, background): “In fact, several behaviors could be known only to individuals (Allen, Barnard, Rush and Russell 2000 ), whereas supervisors may be aware of only a portion of these behaviors (Moorman 1991 ).”
Does home life interfere with or facilitate job performance? (2010, methodology): “Using this methodology, the measures of performance minimize subjectivity inherent in self-report measures and reflect the shared variance between self-reports and co-worker ratings (Allen, Barnard, Rush, & Russell, 2000 ).”
The role of employee engagement in work-related outcomes (2011, background): “The effect of Job Characteristics, Intrinsic and Extrinsic Rewards, Perceived Supervisor Support, Perceptions of Procedural Justice, Perceptions of Distributive Justice on Employee Engagement is also confirmed.”
The personal costs of citizenship behavior: the relationship between individual initiative and role overload, job stress, and work-family conflict. (2005, methodology): “Some studies have also used self-report or peerreport measures ( Allen, Barnard, Rush, & Russell, 2000 ).”
The Relative Importance of Correlates of Organizational Citizenship Behavior and Counterproductive Work Behavior Using Multiple Sources of Data (2007, result): “Our findings are consistent with previous studies that have found correlations between self- and supervisor reports to be low to moderate in magnitude (eg, Allen, Barnard, Rush, & Russell, 2000 ).”
Organizational citizenship behaviour and turnover intention: a cross-cultural study (2007, background): “, 2000) it has been suggested that, as OCB is discretionary and has multiple recipients, supervisors and peers might observe only part of an individual’s total OCB (Allen et al., 2000).”
Going Beyond Role Expectations: Toward an Understanding of the Determinants and Components of Teacher Organizational Citizenship Behavior (2006, background): “Coupled with research findings that indicated that many OCBs occur out of sight of the superior (Allen et al., 2000), this potential weakness was taken into account in the interpretation of the data gathered in this study.”