Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis.

2009/01/01 by Nathan P. Podsakoff, Steven W. Whiting, Philip M. Podsakoff +1 · 53 citations
Business, Management and Accounting · Psychology · #Job Satisfaction and Organizational Behavior #Motivation and Self-Concept in Sports #Workaholism, burnout, and well-being

paper · doi:10.1037/a0013079

Abstract

Although one of the main reasons for the interest in organizational citizenship behaviors (OCBs) is the potential consequences of these behaviors, no study has been reported that summarizes the research regarding the relationships between OCBs and their outcomes. Therefore, the purpose of this study is to provide a meta-analytic examination of the relationships between OCBs and a variety of individual- and organizational-level outcomes. Results, based on 168 independent samples (N = 51,235 individuals), indicated that OCBs are related to a number of individual-level outcomes, including managerial ratings of employee performance, reward allocation decisions, and a variety of withdrawal-related criteria (e.g., employee turnover intentions, actual turnover, and absenteeism). In addition, OCBs were found to be related (k = 38; N = 3,611 units) to a number of organizational-level outcomes (e.g., productivity, efficiency, reduced costs, customer satisfaction, and unit-level turnover). Of interest, somewhat stronger relationships were observed between OCBs and unit-level performance measures in longitudinal studies than in cross-sectional studies, providing some evidence that OCBs are causally related to these criteria. The implications of these findings for both researchers and practitioners are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Citations

• Impetus for Action: A Cultural Analysis of Justice and Organizational Citizenship Behavior in Chinese Society
• The relative importance of task, citizenship, and counterproductive performance to global ratings of job performance: A policy-capturing approach.
• Interpersonal facilitation and job dedication as separate facets of contextual performance.
• The Personal Costs of Citizenship Behavior: The Relationship Between Individual Initiative and Role Overload, Job Stress, and Work-Family Conflict.
• INTEGRATING JUSTICE AND SOCIAL EXCHANGE: THE DIFFERING EFFECTS OF FAIR PROCEDURES AND TREATMENT ON WORK RELATIONSHIPS.
• Social and Economic Exchange: Construct Development and Validation

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