Redrawing the boundaries of OCB? An empirical examination of compulsory extra-role behavior in the workplace

By E. Vigoda-Gadot. 2007

312 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/f8fcf74f1eae2a1991898dad9db545175a15005b

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Teachers’ organizational citizenship behavior: Examining the boundary between in-role behavior and extra-role behavior from the perspective of teachers, principals and parents (2010, background): “Although in the school context teachers' OCBs have been examined from principals' and teachers' perspectives (e.g., Somech & Ron, 2007; Vigoda-Gadot, 2007), no systematic work has examined whether different role-holders perceive differently the boundary between in-role and extra-role behaviors.”
How and When Compulsory Citizenship Behavior Leads to Employee Silence: A Moderated Mediation Model Based on Moral Disengagement and Supervisor–Subordinate Guanxi Views (2017, background): “By linking CCB to silence, we have answered the call of Vigoda-Gadot (2006, 2007) for more empirical research to shed new light on the CCB field.”
Managers’ Citizenship Behaviors for the Environment: A Developmental Perspective (2018, background): “The literature’s emphasis on traditional managerial and organizational variables raises questions about the supposedly discretionary, non-rewarded, and informal nature of employee citizenship behaviors, which in many cases may be less voluntary than generally assumed (Vigoda-Gadot 2007).”
The performance implications of ambivalent initiative: The interplay of autonomous and controlled motivations (2011, background): “Grant). of pressure that makes it difficult to sustain effective contributions over time (Bolino, Valcea, & Harvey, 2010; see also Bolino, Turnley, & Niehoff, 2004; Vigoda-Gadot, 2006, 2007).”
The relationship between leadership styles and organizational commitment in Malaysia: role of leader–member exchange (2010, background): “Research by Vigoda-Gadot ( 2007 ) have concluded that better performances can be achieved when there is a reasonable level of expectation-fit and when the social exchange between supervisors and subordinates is fair and equal.”
Procedural Justice, Work Engagement, and Job Outcomes: Evidence from Nigeria (2011, unknown): “Hotel category, gender, and organizational tenure are treated as control variables in this study, because they may significantly influence the study variables and confound the relationships (eg, Karatepe & Aleshinloye, 2009 ; McFarlin & Sweeney, 1992 ; Schminke, Cropanzano, & Rupp, 2002 ; Vigoda”
The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018, background): “Yet, whereas OCB consists of goodwill gestures and spontaneous actions, CCB is coerced and may become ultimately harmful for the employees and the organization (Bolino, Turnley, Gilstrap, & Suazo, 2010; Vigoda-Gadot, 2006, 2007).”
Overcoming the barriers to pro-environmental behaviors in the workplace: A systematic review (2018, background): “For instance, Vigoda-Gadot (2007) argues, “while forcing someone to act in an altruistic manner would seem to be a contradiction in terms, it is possible to put pressure on an individual to help and support others, even against his/her free will and even when the employee did not intend to become…”