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Agreeableness and Organizational Citizenship Behavior in Focus

Agreeableness and Organizational Citizenship Behavior in Focus. Ozgun B. Rodopman Amy M. Taylor. Construct of interest. Organizational citizenship behavior task activities that support the organizational, social, and psychological environment in which task performance occurs (Organ, 1997)

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Agreeableness and Organizational Citizenship Behavior in Focus

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  1. Agreeableness and Organizational Citizenship Behaviorin Focus Ozgun B. Rodopman Amy M. Taylor

  2. Construct of interest • Organizational citizenship behavior • task activities that support the organizational, social, and psychological environment in which task performance occurs (Organ, 1997) • Similar to ‘contextual performance’ by Borman and Motowidlo (1993) • Beneficial for the organization and for the individual • E.g., organizational success and higher performance ratings

  3. Dispositional Antecedents of OCB • Personality predicts performance and workplace behavior • Big Five framework • Agreeableness: individual differences in the motivation to maintain positive relations with others

  4. OCB and its dimensions • Most commonly used categorization of OCB • Interpersonal: OCB-I, interpersonal facilitation • Job-focused: OCB-O, job dedication • Level of specificity • Overall • Particular dimensions

  5. Research Questions • What is the relationship between agreeableness and OCB? • Does the level of specificity moderate the relationship between agreeableness and OCB?

  6. Lit Search • PsycINFO keywords (32 articles) • Contextual performance, organizational citizenship behavior with agreeableness, Big Five, personality • Excluded review articles, meta-analysis, unavailable or irrelevant data • Final ka=13, kr=14, n=2962.5

  7. Study Characteristics • 1 international study (China) • 1 lab study • 86% supervisor ratings of OCB • Diverse job types represented

  8. Measures • Agreeableness • NEO (most common), Images, PCI, unknown • α=0.63-0.91 (M=0.78, SD=0.08) • OCB • All individually created measures • Specificity determined by author(s) and coders • α=0.70-0.98 (M=0.85, SD=.08) • # items= 2-9 (M≈6) • 4 overall OCB measures, 10 OCBI measures

  9. Procedure • Hunter & Schmidt • Calculated interrater reliability • ICC(3,1)=.996 • Corrections • Sampling error • Predictor & criterion unreliability • Used mean reliability when study did not report measure reliability

  10. Results 95%CI 95%CR SEr lower upper lower upper .15 .18 .02 .03 .13 .22 .12 .23

  11. Test for Moderators • Q test • Q(13)=13.73, n.s. (REVC=0) • No moderators

  12. Discussion • Agreeableness is positively related to OCB and is a valid predictor of organizational citizenship behavior. • The level of specification of OCB does not moderate the relation between agreeableness and OCB.

  13. Limitations • Small number of studies included in the meta-analysis • Small number of correlations used in moderation analysis • More studies for OCB-I File-drawer problem • Disagreement among researchers in how OCB (overall vs. specific) is defined

  14. Direction for future research • The relative contribution of all Big Five dimensions to OCB • The type of OCB measure used • Frequency v effectiveness • Other moderators • Occupation type • Organizational culture and climate

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