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.

/pdf/individual-and-organizational-level-consequences-of-35c6cvqoog.pdf

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

Regulatory focus theory (Higgins, 1997) has received growing attention in organizational psychology,necessitating a quantitative review that synthesizes its effects on important criteria. In addition, there isneed for theoretical integration of regulatory focus theory with personality research. Theoretical integrationis particularly relevant, since personality traits and dispositions are distal factors that are unlikelyto have direct effects on work behaviors, yet they may have indirect effects via regulatory focus. Thecurrent meta-analysis introduces an integrative framework in which the effects of personality on workbehaviors are best understood when considered in conjunction with more proximal motivational processessuch as regulatory focus. Using a distal–proximal approach, we identify personality antecedentsand work-related consequences of regulatory foci in a framework that considers both general andwork-specific regulatory foci as proximal motivational processes. We present meta-analytic results forrelations of regulatory focus with its antecedents (approach and avoid temperaments, conscientiousness,openness to experience, agreeableness, self-esteem, and self-efficacy) and its consequences (workbehaviors and attitudes). In addition to estimates of bivariate relationships, we support a meta-analyticpath model in which distal personality traits relate to work behaviors via the mediating effects of generaland work-specific regulatory focus. Results from tests of incremental and relative validity indicated thatregulatory foci predict unique variance in work behaviors after controlling for established personality,motivation, and attitudinal predictors. Consistent with regulatory focus theory and our integrativetheoretical framework, regulatory focus has meaningful relations with work outcomes and is notredundant with other individual difference variables.

Regulatory focus and work-related outcomes: a review and meta-analysis.

Employee commitment in context: The nature and implication of commitment profiles

http://journals.sagepub.com/doi/pdf/10.1177/0149206310394865

Let’s Make a Deal: Development and Validation of the Ex Post I-Deals Scale

Are Commitment Profiles Stable and Predictable? A Latent Transition Analysis

Purpose
The purpose of this investigation was to develop a multidimensional measure of continuance organizational commitment, specifying dimensions for continuance commitment based on the perception of beneficial economic exchanges versus the perception of low job alternatives.

The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives

Although organizational commitment is a multidimensional construct, researchers have tended to examine the independent effects of its different forms. However, doing so creates potential problems of model misspecification and under-prediction if interactions exist among different commitments. In this paper we discuss theoretically plausible interactions among different commitments, the patterns of which are expected to vary depending on the nature of the criterion and the foci of commitment. We then test these predictions via empirical data. Results revealed a ‘synergistic’ pattern of effects for discretionary outcomes, such that levels of organizational citizenship behaviour and strain were most favourable when employees reported high levels on multiple commitments. Importantly, no evidence was found for competitive effects between commitments, such that high levels on multiple commitments are detrimental. We discuss the implications of our findings for research and practice.

Nature of the Interactions among Organizational Commitments: Complementary, Competitive or Synergistic?*

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The Multidimensional Nature of Continuance Commitment: Commitment Owing to Economic Exchanges Versus Lack of Employment Alternatives

Nature of the Interactions among Organizational Commitments: Complementary, Competitive or Synergistic?*