Gender And Organizational Citizenship Behavior
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Gender And Organizational Citizenship Behavior
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Author : Heather M. Clarke
language : en
Publisher:
Release Date : 2016
Gender And Organizational Citizenship Behavior written by Heather M. Clarke and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2016 with categories.
A series of three studies examined the role of gender in predicting OCB performance as well as its impact on the appraisal and reward of OCB performance. Study 1 examined gender ideology as both a predictor of gender-congruent OCBs (i.e. helping for women and civic virtue for men) and a moderator of the relationships between attitudinal and dispositional antecedents and gender-congruent OCBs. Survey data from participants across a wide range of jobs and organizations revealed that men with a traditional gender ideology reported more civic virtue performance than women and men with an egalitarian ideology. Contrary to the predicted relationship, traditional women did not report more helping than egalitarian women or men. Consistent with previous research, job satisfaction, organizational justice, and conscientiousness were significantly correlated with OCBs. However, when modeled together, only conscientiousness explained additional variance in both helping and civic virtue. Contrary to predictions, a traditional gender ideology did not moderate the relationship between job attitudes and personality predictors and OCBs. Studies 2 and 3 examined the impact of gender-congruent OCBs on perceptions of competence, overall performance ratings and reward allocation decisions. In Study 2, students viewed a video of a male or female university instructor that included a brief lecture as well as additional statements, which in the experimental conditions, manipulated OCB performance. It was predicted that the performance of gender-incongruent OCBs (i.e. helping for men and civic virtue for women) would, because it is unexpected, be more likely to be noticed by raters than the performance of gender-congruent OCBs, and therefore cause inflation in competence and overall performance ratings. The hypotheses were not supported. Study 3 employed a modified design based upon Study 2 and results indicated that the highest competence and overall performance ratings were received when the instructor was female and performed civic virtue. OCB also explained unique variance in overall performance ratings over and above that accounted for by in-role performance. The results of the three studies are discussed along with their theoretical and applied implications, limitations of the studies, and recommendations for future research.
Gender And Organizational Citizenship Behavior
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Author : Stephen Vong
language : en
Publisher:
Release Date : 2009
Gender And Organizational Citizenship Behavior written by Stephen Vong and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2009 with categories.
The Relationship Of Formal Education And Gender To Organizational Citizenship Behaviors
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Author : Deborah Ann Noble
language : en
Publisher:
Release Date : 2006
The Relationship Of Formal Education And Gender To Organizational Citizenship Behaviors written by Deborah Ann Noble and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2006 with categories.
The Oxford Handbook Of Organizational Citizenship Behavior
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Author : Philip M. Podsakoff
language : en
Publisher: Oxford University Press
Release Date : 2018-06-27
The Oxford Handbook Of Organizational Citizenship Behavior written by Philip M. Podsakoff and has been published by Oxford University Press this book supported file pdf, txt, epub, kindle and other format this book has been release on 2018-06-27 with Psychology categories.
The Oxford Handbook of Organizational Citizenship Behavior provides a broad and interdisciplinary review of state-of-the-art research on organizational citizenship behaviors (OCBs), and related constructs such as contextual performance, spontaneous organizational behavior, prosocial behavior, and proactive behavior in the workplace. Contributors address the conceptualization and measurement of OCBs; the antecedents, correlates, and consequences of these behaviors; and the methodological issues that are common when studying OCBs. In addition, this handbook pushes future scholarship in this and related areas by identifying substantive questions, methods, and issues for future research. The result is a single resource that will inform and inspire scholars, students, and practitioners of the origins of this construct, the current state of research on this topic, and potentially exciting avenues for future exploration. This handbook is designed to meet the needs of a broad spectrum of researchers and advanced undergraduate and graduate students in a variety of disciplines including management, organizational behavior, human resources management, and industrial and organizational psychology, as well as those interested in studying citizenship behavior in a variety of organizational contexts including marketing, nursing, engineering, sports, and education.
Organizational Citizenship Behavior
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Author : Sean M. Cameron
language : en
Publisher:
Release Date : 2012
Organizational Citizenship Behavior written by Sean M. Cameron and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2012 with categories.
This study explores the gendered nature of OCB effects by examining communal and agentic forms of OCB (altruism and civic virtue, respectively), as well as the possible effects of not performing gendered OCBs on performance appraisals and related job outcomes. Using employee evaluation based scenarios which included task performance and OCBs (altruism/civic virtue; engage/disengage/no OCB), participants ( N = 306) rated the job performance of a female or male employee. Employees engaged in OCBs experienced higher performance evaluations than did employees in scenarios which did not contain OCB information or scenarios in which employees disengaged in OCB. Employees who engaged in OCB, despite gender, were rated similarly. Gender differences were found in the disengaging of OCB but directions were contrary to the past research and theories. In this study, employees incurred lower evaluations when disengaging in gender incongruent OCB in comparison to disengaging in gender congruent OCB. The findings of this study are two-fold. First, in comparison to past research, the results of this study present positive possibilities for women and men who engage in the OCBs of altruism and civic virtue. Second, the results on disengagement suggest more research needs to be conducted to explore evaluations of employees disengaging in gender incongruent OCBs.
Gender And Organizational Citizenship Behavior Of Information Technology Users In Poland And Germany
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Author : Alicja Keplinger
language : en
Publisher:
Release Date : 2016
Gender And Organizational Citizenship Behavior Of Information Technology Users In Poland And Germany written by Alicja Keplinger and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2016 with categories.
We examine the effect of gender and country (cultural and organizational differences) on the organizational citizenship behavior (OCB) of information technology (IT) users in Poland (transition economy) and Germany (developed economy). We investigate two dimensions of human capital: the OCB individually oriented (OCBI) and organizationally oriented (OCBO). The online random survey comprised 280 Polish respondents and 72 German respondents, in different regions of the two countries. Our findings show that effects of gender and country between Poland and Germany exist. In Germany employees more appreciate OCB than in Poland. However in both countries women - subordinates better evaluate supervisors OCB in comparison to men - subordinates. Women - supervisors evaluate worse subordinates OCB in comparison to men - supervisors. Our findings complement the gap in the stream of scientific knowledge on the relationship between gender, country and OCB in the group of IT users, in relation to Polish and German economies.
Organizational Citizenship Behavior Gender And Performance Ratings
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Author :
language : en
Publisher:
Release Date : 2013
Organizational Citizenship Behavior Gender And Performance Ratings written by and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2013 with Electronic books categories.
Although many strides have been made with regard to gender differences over the past few decades, there are still discrepancies in treatment and expectations of women and men in the workplace that warrant further research. One such difference is evident in perceptions of organizational citizenship behaviors, or OCBs, which are organizationally relevant actions taken by employees that go above and beyond their formal job requirements. Following the logic of gender role theory, several studies have examined how cultural expectations regarding gender roles affect the way individuals' performance of different various OCBs are evaluated and rewarded. One potential connection that has not received much attention in the literature thus far focuses not on the employee performing OCBs, but the person who is using that information to form a performance rating of the employee. In light of mixed findings regarding the role for rater gender, this thesis hypothesized that the raters' gender personal identity, gender social identity, and modern sexist beliefs will affect their ratings of the overall performance of females and males exhibiting varying levels of helping behavior (a stereotypically feminine OCB) and voice (a stereotypically masculine OCB). Two models come to fruition here. In one, the stronger a rater's gender personal identity and/or modern sexist beliefs, the more likely she or he will be to make judgments with traditional gender norms in mind, thus providing lower ratings for women who perform stereotypically masculine OCBs. Alternatively, the stronger a rater's gender social identity and/or gender identity salience, the more likely she or he will be to make judgments with the ratee's position as part of their gender's in- or out-group in mind, thus providing lower ratings to ratees in the out-group. The hypothesized models were investigated in two studies using a sample of currently employed college students (Study 1: n=234, Study 2: n=175). The first was an experimental policy capturing study, in which participants read scenarios describing the behavior of hypothetical employees and rated their overall performance. In the second study, participants rated the OCBs and overall performance of one female and one male coworker. Both studies measured the gender personal identity, gender social identity, gender identity salience, and modern sexism of the performance rater. Hierarchical linear modeling was conducted to analyze the hypotheses. The results supported the hypotheses that OCBs would significantly affect overall performance ratings. Additionally and contrary to expectations, the results suggested that male targets are punished more than female targets when they are low in either voice behaviors or task performance. No support was found for the remaining hypothesized interactions. Although there were few significant findings in this thesis, there is still an abundance of research that suggests that OCBs are important because they affect decisions that influence career advancement. Considering the influence of these behaviors, it is vital to continue investigating how OCBs contribute to overall performance ratings in the workplace. Doing so may shed light on how performance ratings are formed, as well as how those ratings may eventually impact gender gaps in career advancement.
The Perception And Recognition Of Organizational Citizenship Behavior From Hotel Guests
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Author : Shina Bharadwaja
language : en
Publisher:
Release Date : 2016
The Perception And Recognition Of Organizational Citizenship Behavior From Hotel Guests written by Shina Bharadwaja and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2016 with categories.
In general, organizational citizenship behavior or OCB refers to constructive or cooperative gestures that are neither mandatory, nor directly or contractually compensated for by formal organizational reward systems (Allen & Rush, 2001). Although there has been a substantial amount research regarding the perception and recognition of organizational citizenship behavior within interpersonal relationships, such as employee and management, there has yet to be significant research studying the perception and recognition of OCB within the employee and customer relationship. Therefore, the purpose of this research is to discover whether or not the gender differences associated with OCB, are also applicable when considered from the customer’s perspective, and, the degree to which the customer agrees with traditional or egalitarian gender roles influences perspective. This research studies the influence of gender and traditional values on the perception and recognition of organizational citizenship behavior from hotel guests.
Same Behavior Different Consequences
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Author : Makishi Nobuko
language : en
Publisher:
Release Date : 2012
Same Behavior Different Consequences written by Makishi Nobuko and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2012 with Discrimination in employment categories.
The objective of this current study was to investigate how job evaluations were changed based on a performer's gender, especially when a performer engaged in compulsory pro-social behaviors under undesirable pressure from others. Gadot (2006) named this type of behavior as Compulsory Citizenship Behavior (CCBs). Gadot (2007) mentioned that employees are forced to perform Organizational Citizenship Behaviors (OCBs). The present study used a 2 (gender) x 2 (voluntary nature of behavior: OCBs or CCBs) x 2 (type of behavior: altruistic or civic) mixed between-within-subjects methodology. Participants were randomly assigned to view different types of imaginary employees, which would vary in terms of gender and whether some of the imaginary employee's behaviors were voluntary or coerced. Students at Cleveland State University participated in a voluntary study. All participants were asked to read an employee description that included the imaginary employee's work history. Then, they were asked to evaluate the employee's job performance and make reward recommendations that they thought the employee should receive. The results suggested that OCB evaluations were changed based on a performers' gender. Moreover, it was found that people evaluated OCB performance more favorably than CCB performance. This study will help to train future managers in minimizing future gender discrimination in the workplace.
Gender Marital Status Education Attainment And Their Effects On Organizational Citizenship Behavior
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Author : Ana Maria R. Andugo
language : en
Publisher:
Release Date : 2001
Gender Marital Status Education Attainment And Their Effects On Organizational Citizenship Behavior written by Ana Maria R. Andugo and has been published by this book supported file pdf, txt, epub, kindle and other format this book has been release on 2001 with categories.