Comportamentul Cetățeniei Organizaționale Și Bunăstarea Angajaților

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Organizational Citizenship Behavior & Employee Well-being

Author(s): Manish Kumar, Hemang Jauhari and Shailendra Singh
Source: Indian Journal of Industrial Relations , April 2016, Vol. 51, No. 4 (April 2016),
pp. 594-608
Published by: Shri Ram Center for Industrial Relations and Human Resources
Stable URL: https://www.jstor.org/stable/43974584
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Organizational Citizenship Behavior & Employee

Well-being
Manish Kumar, Hemang Jauhari & Shailendra Singh

Introduction
This work tests the relationship
between dimensions of Organizational citizenship behavior
Organizational Citizenship (OCB) was initially defined by Organ
Behavior (OCB) and measures of (1988: 4) as "behavior that is
well-being. The study hypothesizes discretionary, not directly or explicitly
that OCB will be related positively recognized by the formal reward system
with psychological health and negatively and
withthat
burnout.
in the aggregate promotes the
OCB targeted at other individuals effective functioning of the organization".
(OCBI) will positively relate with Later, Organ (1997: 91) redefined OCB
relatedness need satisfaction. It fur- as behavior that "con-
ther hypothesizes negative relationship of tributes to the maintenance and en-
relatedness need satisfaction with burnout
ancement of the social and
and burnout with psychological health. Web-
psychological context that supports
based survey task performance". Since then, there
was used for data collection for the
has been rapid growth in research on
study. OCBI was found positively the nature, antecedents, and
related with relatedness need satis-
consequences of OCB (Podsakoff,
faction and OCB-Organization was MacKenzie,
positivelyPaine & with
related Bachrach, 2000;
psychological
Podsakoff, Whiting, Podsakoff & health.Blume,
Further, relatedness need sat-
isfaction was negatively associated in research2009). However,
is uneven, the
as the growth
conse-
with burnout and burnout was nega-
quencies of OCB have not been studi- iedtively
as associated
extensivelywith
as its
psychological
antecedents
(Spitzmuller, Van Dyne & Ilies, 2008).
health.
In the past research, consequences of

Manish Kumar is Asst. Professor (OB & HRM), OCB Indianhave
Institute
beenofstudied
Management
at organiza-
Kozhikode. E -tional, group, and individual levels. email: colamanish@gmail.com.
Hemang Jauhari (E-mail: Studies focusing
on the organizational hcmang.jauhari@gmail.com) is Fellow
of OCB & Shailendra
(eg, Dunlop level outcomes
Singh (E-Mail:
iim.shail@gmail.com) is Professor (OB & Lee, 2004; Podsakoff et al., 2009)
&HRM). Indian Institute of Management Lucknow.
594 The Indian Journal of Industrial Relations, Vol. 51, No. 4, April 2016

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have shown that OCB is positively ising research avenue. From the research on pro-
related to a variety of organizational social behaviors, it is evident that people who indulge
effectiveness measures (including in pro-social behaviors experience positive affect
production quantity, efficiency, (Penner et al., 2005), less burnout (Grant & Campbell,
profitability, and reduction of costs). At 2007), good psychological health (Penner et al., 2005),
unit/group level, OCB is negatively and relatedness need satisfaction (Weinstein & Ryan,
related to unit-level turnover (eg, Sun, 2010). As OCB is a specific form of pro-social behavior,
Aryee & Law, 2007; Podsakoff et al., we expect similar relationships between OCB and
2009), and positively related to unit aforesaid individual-level outcomes.
sales (eg, Podsakoff et al., 2009) and
customer satisfaction (eg, Yen &
Niehoff, 2004; Podsakoff et al., 2009).
At the individual level of analysis, OCB-
like behaviors are positively related to Organizational Citizenship
performance evaluations (eg, Allen & Behavior (OCB)
Rush, 1998; Podsakoff et al., 2009) and reward recommendation decisions
(eg, Allen & Rush, 1998; Johnson, Organ (1997) defined OCB as "the
Erez, Kiker, & Motowidlo, 2002); and contribution to the maintenance and en-
negatively
psychological -related to turnover intentions (eg, hancement
Chen, Hui &ofSego, the social
1998;and
Coyne & Ong, 2007). cal context that supports
Organ ettask al. (2006)
performance
emphasized
". Further,
the
discretionary nature of It is evident from
themostly
"discretionary con- that scholars have past research
focused OCB on thebytributions
defining that
it as
managerial interest. Possi- scription andgothatbeyond
do notthe laystrict
claim outcomes
to con- bly,of the
only individual-level
the actor's perspective is turnover contractual reward from the outcome
formalthat takes
reward
system". Since the early
Otherwise, the outcomes of OCB for the doer/actor have been ig- Organ and work of intentions.
colleagues, the domain of citizenship behavior
recent times,
has grownan increasing
at an impres-
bodynored.
of In
rate and it has been categorized in several
research
ways.on One pro-social
framework behaviors
describeshas sive
taken a social and personality psychol- perspective
a typology based for exploring
on clusters
its conse-
of behavior
iors
quences for the doer/actor (eg, Penner,(eg, sportsmanship,
Dovidio conscientious-
, Piliavin & Schroeder, 2005;
ness, civic virtue, altruism, and courtesy;
Organ,
Thoits1988).
& Hewitt,
Another
2001). approach
However, distin-
no
guishes behaviors by their intended bensuch attention
- research has been
despite paidt hat
the fact in the
OCBsOCB
individuals or OCBI vs. OCBs targeted at areorga-
effective (eg, OCBs
a specific form oftargeted
pro-social at
behaviors
believe that nizations or OCB-Organization; Williams(Spitzmulleret
& Anderson, al., 2008). We
1991).
Spitzmüller et al. the focus on individual-level
majority conse-
of OCB (2008) opines
research can that
bethe vast
subsumed into two
quences of OCB from the social and personality

psychology front offers a prom-
The Indian Journal of Industrial Relations, Vol. 51, No. 4, April 2016 595

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Manish Kumar, HemangJauhari & Shailendra Singh
categories defined by Williams and

Anderson (1991): OCBI and OCBO. In OCB contributes to employees'
this study, we follow the classification of socialization in the organization. and
OC B by Wiÿ Iams and Anderson (1991).
terpersonal and therefore, affects
OCB & Related ness Need
relatedness by bringing in closeness to
Satisfaction
others , positive responses from others,
and cohesiveness or intimacy (Weinstein
Natural groups are characteristic of all& Ryan, 2010). Caprara and Steca (2005)
human beings (Coon, 1946). People in every claim that our ability to help is essential to
society indulge in face-to-face and personal the maintenance of mutually rewarding
interactions in small groups (Mann, 1980).relationships and we as human beings are
Interpersonal relationships are the basis ofevolutionarily programmed to experience
human life and, therefore, most human relatedness by helping others.
behavior takes place in the context of the From a relational perspective, behavior
individual's relation-
performed to benefit co-workers (OCBI)
ships with others (Reis, Collins, & indicates the depth
2000). of feeling
In Maslow's for and
(1968) Berscheid,
connection with
others in an organization. views 'love andpositive
belongingness needs' This
emotions from both parties may evoke
involved
in help exchanges, chy theory. Human beings, therefore,
relatedness havereinforcing
a "pervasive perceptions of
drive to form
formed the middle of his needs hierar-
and main- (Mossholder et al., 2005).
Therefore, we tain at least a minimum quantity of last-
significant hypothesize:
interpersonal ing, positive, and
relationships
" (Baumeister & Leary, Hypothesis l. OCBIrelatedness
is positivelyisrelated
defined1995). The need for
as "individual's
inherent propensity to feel connected to others,
member thatofis, to be OCB
a group, to love& Burnout
and carea and
be loved and cared for" (Baumeister & Leary, 1995 ).The need for relatedness
symptom of emotional exhaustion, dep- is-ersonalization,
a nutriment thatand is required
a reduced forsense
psy of
chological growth, integrity, and well-be- personal accomplishment,
to relatedness each of which
need satisfaction of
ing across developmental stages and cul- cantheoccur actor. among individuals who work
(Deci & Ryan, 2000). It is satisfied in jobs where interaction with people and when
people experience and develop involved
(Maslach & Jackson, 1981). As close and intimate relationships with oth- per this
definition, burnout is exclusive ers (Deci & Ryan, 2000). to situations such as working
Burnout has been defined as a
in some kind of 'human services' or 'people OCB contributes to employees' so- work'
of some
organization (Feather & Schaufeli, 1993). However, kind (Maslach
it has & cialization
been Rauter, 2004).inHelping
the is
inherently in-

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realized that burnout can also exist out- Hypothesis 2a. OCBI is negatively related
side the human services (Maslach & to burnout of the actor.
Leiter, 1997). It has been established
Hypothesis 2b. OCBO is negatively re-
that pro-social behavior leads to higher related to burnout
affect (Piliavin,ofDovidio,
the actor. positive
Gaertner,
& Clark, 1981), relieves/re- OCB & Psychological Health duces bad moods
(Cialdini & Kenrick, 1976), and enhancescomponent
personal efficacy, The psychological
of self-esteem & confidence
(Giles & health, as conceptualized by Testa and Eyler, 1994; Yates & Youniss,
1996). As Simonson (1996), reflects one's affective
positive all of these
affect, constructs
experiences, which
interact with associ- high personal efficacy, self-esteem
states, processes, andand related cognitive
confidence are
negatively associated judgments about one'snotionlife,
of oneself,
'positive and
psy-the withfuture.
burnout,
Theit is
implied that indulgence chological health'behavior,
refers to like
behaviors,
OCB, can in pro-social
reduce the
burnout levels of the actor. attitudes, andlevel
feelings that represent
of personal an individual's
effectiveness , success,
and satisfaction. Social psychological research has found positive
social behavior on the psychological effects of pro-
behavior (Thoits & Hewitt, 2001). health of those who engage in the
I Indulgence like OCB, can in pro-social reduce the behavior, burnout like OCB, can reduce the burnout I
levels of the actor.
OCB research well established that

Penner and colleagues (2005) suggest
employees who display OCB get favor- three reasons for
able treatment thissupport
and relationship: First,
from their
pro-social behavior can lead to more fa- supervisors in the form of favorable
permanent self-assessments , which
then formance evaluation, reward allocation,
health.
translate
amonginto
others
better
(Podsakoff
psychological
et al.,
2000).
Second, helping others can provide dis-
So, OCB is likely to build a supportive traction
climatefrom personal
for the actor. troubles. Third,
This supportive
cli- pro-social behavior includes a social com-
levelsmate can reduce
of ponent the burnout
which facilitates social
integration employees (Firth, Mellor, Moore & and interaction. When people help
indi- Loquet, 2004). For example, in a
study viduals (OCBI) or community (OCBO), on nurses
supervisory for itgreater
was foundgood,that
these
mechanisms will support reduced two components
psychological of likely influence
health. burnout,their
namely
depersonalization and Therefore, we hypothesize: emotional exhaustion
(Kalliath& Beck, 2001). Based on the
above rationale, we Hypothesis 3a.OCBIwill is positively relatedby
reduce burnout believe that OCB
to psychological
health of the actor. building a supportive is
climate and en- Hypothesis 3b.
positively related hancing esteem, OCBO
self-efficacy, and posi- to psychological health of the actor. tive affect.

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Relationships Indian B-school. The participants were mainly

from private sector organizations across various
Self-determination theory holds that industries (eg, information technology, banking,
basic psychological need satisfaction will pharmaceuticals, telecommunications,
result in more self-determined forms of
automobiles, oil & gas, etc.). A web based
turn, signs of optimal functioning and well-being.
surveyOn linkthrough
was sent email
behavior
communications
regulation, and
to 41in
S par- the contrary, need frustration is consid- ticipants
usable of thewere
responses program. A totalfor
considered of 389
ered to
lead to the adoption of more controlled regulations (ie, behavior
of demographics, out driven analysis.
by internal In terms
or external
were female , and 84% were married. Mean contingencies),
age of the understood
of the 389torespondents,
lead to states5% of ill-
being (Deci & Ryan, 2000). Work-related need respondents were 33 years old.
respon- satisfaction has furthermore been The
related dents had an average tenure of 56themmonths while average overall experience for
to general well-being in terms of vitality, was 127

satisfaction, self-esteem, and less ill- months. life-
being as indexed by anxiety, depression
and somatization (Baard, Deci & Ryan, Measurement
2004). This leads us to an understanding
that relatedness needs satisfaction leads Organizational citizenship behavior to
positive affect at the workplace and wasburnout
measured
(Vanusing a 14-itemWilliams
den Broeck, scale byand
reduces
Anderson ( 199 1 ). This scale Vansteenkiste, De Witte &
two dimensional Lens, 2008;
Perreault, is basedLapointe
Gaudreau, on
& conceptualization of OCB: OCB- Lacroix,
(OCBI)
2007).
andMoreover,
OCB-Organizburnout
(OCBO).
has viduals
Factor
analysis howeve
widely been associated negatively with

psychological health (Schaufeli & veiled three factors. All items measured
Bakker, 2004; Tang, Au, Schwarzer & Schmitz, ing OCB towards individuals
loaded on a 2001). Therefore, we hypothesize:
wordedsingle
items factor.
measuring However,
OCB positively
towards
organi- Hypothesis 4. Relatedness need
satisfaction loaded separately other thanburnout
nega- tion is negatively
tively worded items. related to
Moreover,
one item of the actor. measuring OCBOloading.
was dropped
Thus, wedue usetothree
poorHypothesis
factor
5. Buftiout is negatively re -components of OCB in our
psychological healthstudy: OCBI,
of the OCBOrelated to
(Negative), and OCBO (Positive ). The
Cronbach's alpha for OCBI, OCBO (Negative),
0.70, and and0.61
OCBO (Positive) was 0.75,
respectively.
actor.
Samples & Procedures
We conducted the study among work-

Burnout:
executives, who took part in the executive education We measured
program only the ing
of a top rated
emotional exhaustion dimension of burn-

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out using an eight-item scale developed ing LISREL. To test our hypotheses, we
by Maslach and Jackson (1981). Out of followed the structural equation modeling
eight items, one item was dropped in the approach using LISREL. To assess model fit,
confirmatory factor analysis due to poor relative %2 (x2/df) less than 3; RMSEA less
loading. The Cronbach's alpha coefficient than 0.08; CFI greater than 0.95; SRMR less
for seven items was 0.92. than 0.08; and NNFI
greater than 0.95 were taken as
Relatedness Need Satisfaction was acceptable threshold levels (Hooper et
al., 2008;
a nine-item scale adapted from Leary, Kelley, Kline,and
Cottrell 2005). measured using
Schreindorfer
(2005). The Cronbach's For checking the significance of in -alpha coefficient
was 0.83. direct effects, we used the moretest
rigorous
insteadand
of powerful
Sobe! test,bootstrap
as
suggested by Zhao, Lynch and Chen (2010).
for Indirect
In this
Effects'
test, ifat'Bootstrap
95% confidence
Results
interval do not include
Psychological Health was measured
using a twelve-item scale by Goldberg and
Williams (1988). Confirmatory factor analysis
indicated two separate factors for positively
and negatively worded items. One item was 0 (zero), the indirect effect is significant
dropped in the confirmatory factor analysis and mediation is established.
due to poor loading. The Cronbach's alpha for
psychological health (positive) and Results
psychological health (negative) was 0.78 and

Our first step was to validate the factor structure of individual constructs. For 0.81
respectively.
this, we loaded items on their respective latent factors.
Analysis Apart from relatedness need satisfaction and OCB1,
one item
We rely on self-reports as the data each was dropped from burnout, psychological health,
collection technique, therefore the threat and OCBO constructs due to poor factor loadings.
of common method variance is present. These items were removed from further analysis.
To determine the extent of this problem,
we conducted the Harman one-factor test During CFA, there were concerns with
(Podsakoff, MacKenzie, Lee & Podsakoff, negatively worded items of OCBO and
2003) using LISREL 8.52 (Jöreskog& Sörbom,psychological health. These items formed
1993). separate factors that were named OCBO
(Negative) and psychological health
In the next step, we determined the (Negative). CFA1, 2, 3, 4, 5, 6 and 7 refer to
single-factor models of OCBI, OCBO
dimensionality and correlations of all the constructs.
(Positive), OCBO (Negative), psychological
We conducted confirmatory factor analysis for all
the constructs to confirm the dimensionality andhealth (positive), psychological health
then checked for the discriminant validity us- (negative), burnout, relationship need
satisfaction, respectively. All
The Indian Journal of Industrial Relations, Vol. 51, No. 4, April 201

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the seven models revealed an acceptable Next, we specified a model with hypothesized
fit to the data, based on majority of fitness relationships. When we subjected the specified
indicators used: CFA1 (%2 [11] = 45.4, model to test in LISREL, our data supported many
CFI = 0.96, NNF1 = 0.93, RMSEA = 0.08, of the specified relationships between constructs.
SRMR = 0.04); CFA2 (%2 [I] = 1.62, CFI
= 0.99, NN FI = 0.99, RMSEA = 0.04, Specifically, the direct path from OCBI to relatedness
SRMR = 0.01); CFA3 (%2 [1] = 2.87, CFI need satisfaction was significant, but direct paths
= 0.98, NNFI = 0.99, RMSEA - 0.06, from OCBI to burnout and health (both positive and
SRMR = 0.02); CFA4 (%2 [3] = 4.82, CFI negative) were insignificant. On the other hand,
= 0.99, NNFI = 0.99, RMSEA = 0.04, paths from OCBO (positive) to psychological health
SRMR = 0.02); CFA5 (%2 [4] = 8.95, CFI (negative) and OCBO (negative) to psychological
= 0.99, NNFI = 0.98, RMSEA = 0.05, health (positive) were insignificant. However, paths
SRMR = 02); CFA6 (%2 [13] = 42.97, CFI from OCBO (positive) to psychological health
= 0.99, NNFI = 0.98, RMSEA = 0.07, (positive) and OCBO (negative) to psychological
SRMR = 0.02);CFA7 (*2 [27] = 84.22, CFI health (negative) were significant. Additionally, the
= 0.97, NNFI = 0.96, RMSEA = 0.07, hypothesized relationship between relatedness
SRMR = 0.04). need satisfaction and burnout was
Next, we examined the discriminant

validity of constructs. A measurement
model where all items load on a single significant. Similarly, burnout was found
factor was compared with a measurement to have a significant relationship with both
model where items load on the
psychological health (positive) and
seven factors. The results show that the psychological health (negative). In other
one-factor model (%2 [773] = 4163.09, words, results lend full support to hypoth- CFI =
0.85, NNFI = 0.85, RMSEA = 0. 1 0, essays 1, 4, doesn't
and 5; and partial
fit the data support to SRMR3.=Hypotheses
well hypothesis 0.13)
2 was not sup- and seven-factor model (%2 [752] = ported by the results.
1486.17, CFI = 0.95, NNFI = 0.95, RMSEA

= 0.05, SRMR = 0.09) fits the Paths from OCBO
(positive) to data better. Thus, support for
the discrimina- psychological health (positive) and nant validity of the variables in the cur-
OCBO (negative) to psychological I rent
study is provided. Moreover, as the health (negative) were significant.
one-factor model did not fit the data well,

common method variance is not a great Once we
removed
the data and is unlikely to con- found the interpretation these insignificant concern in
of results.
paths from the specified model, the overall
model (Fig. 1 ) showed a good fit to the data
A preliminary correlation analysis (-2 [679] = 1 23 1 .94, CFI = 0.98, NNFI = 0.99,
RMSEA
performed. The findings, presented in Table 1, confirm that= 0.04, SRMR = 0.04) . It was then
relationship
, further validate the significance of indirect paths,
proceeded in the expected directions. we performed the Bootstrapping test

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Table 1 Means, Standard Deviations & Correlations
AND. Variables 12 3 4 5 6 7 8 91011
No.
1 Gender
2 Marital -.07
Status
3 Age -.12* .57**

4 Tenures -.12* .38** .55**
5 OCBI -.01 -.08 -.02 .01 (.75)
6 OCBOP .08 -.08 .05 -.00 .41** (.61)
7 OCBON -.08 .16** .19** .10 .12* .15** (.70)
8 Burnout .12* -.16** -.17** -.12* -.07 -.09 -.14** (.92)
9 Related- -.04 .10 .12* .16* .19** .14** .11* -.45** (.83)
ness
10 HealthP -.11* .13** .24** .07 .12* .22** .15** -.44** .24** (.78)
11 HealthN -.08 .12* .16** .08 -.02 .02 .25** -.47** .24** .28** (.81)
12 M 3.63 4.19 3.98 2.57 3.62 3.64 3.57
13 SD
Notes: N= 389. The Cronbac
with a tion.
(-0. 1 934 test was performed to an indirectrelate 95% From
relationship(as suggested
even
the
if there by Zhao
bootstrap
burnout zero t
rectthrough
effect
faction. that the mean indirect ef
tween OCBI
Fig. 1 Structural Model
25* Relatedness
r OCBI 1
y'. Satisfaction 7
-.53*
I Burnout 1
-.58*
£ OCHO «.«»¡v., )
-.52*
y / Psychological
, (Negative) J N. (Negative)' J )
(X .BO J
ÿRelationships significant at p<0.01 level
The Indian Journal of Industrial Relations ,

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Second test was performed to check if the proponents of mixed wording approach suggest that
there was an indirect relationship between this practice reduces the dangers of response bias such
relatedness need satisfaction and
as acquiescence, critics suggest that this mixture may
psychological health (positive) through lessen a scale's internal rect effect is significant with a
burn out We found that the mean indi- 95% con- consistency and disrupt its dimensional-
confidence interval excluding zero (0.1 184 ity (Wong,
worded Rindfleisch
scales to & Burroughs,
0.2177). Next 2003).
test wasIn performed
our case, mixed
to
check if there was an indirect relation- lead to disruption of dimensionality
need satisfac- OCBO andofpsychological
ship betweenhealth
relatedness
con- tion
and psychological
case, it is important to decide whether the two factors health
are sub -through (negative)
burnout. structures.
The mean In this
indirect effect
is significant with a 95% confidence statistically meaningful rather than an interval excluding zero (0.1 667
to 0.3420). method artifact. Since, we have used well
These results lend support to the exist- tested and psychometrically
relationship betweenvalidated
scales inence of an indirect
our study, we expect this
prob- relatedness need satisfaction and psycho- (positive
lem to beand
a method artifact,
negative) otherlike in many
cases logical
(reported in health
Tomas &
Oliver, 1999; Wong et al., 2003). through burnout.
Discussion
One interesting result of the study was that OCBO
(positive) and OCBO (negative) related differentially with
This study examines the impact of organizational
psychological health (positive) and psychological health
citizenship behavior on burnout, psychological(negative). On perusal of items of Williams and Andersen
health, and relatedness need satisfaction of the
(1991) scale, the positively worded items of OCBO seem to
actor. Hon represent discretionary but organizationally desirable
on the one hand, OCBI leads to relatedness behavior whereas negatively worded items seem to represent
need satisfaction, which is an essential discretionary but organizationally undesirable behavior. It is
possible that for some "undesirable to desire
nutriment for individual well-being. On the other hand, OCBO
leads to better over-
all psychological health. Importantly, relatedness need

satisfaction also improves the psychological health
indirectly by reducing the burnout level of an individual.
able" may represent a continuum while
for some others it could well be a case
In fact OCBI indirectly relates to psychological
health through relatedness of "desirable to not indulging in desirable"
need satisfaction and burnout.
representing a continuum while "non-desirable to
not indulging in non-desirable" as another separate
It is important to highlight that we encountered
continuum. The above possibility, if considered to
some problems with the negatively worded items in could be either on account of uniqueness in
be true,
OCBO and psychological health constructs. whites
preference of the sample respondents

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or it could very well be on account of directed at job related aspects while OCB1 is directed
cultural preferences of Indian at interpersonal discretionary
respondents . Similarly continuum can behaviors and OCBO is directed at or-
be perceived differently for condition of organizational level discretionary behavior.
psychological health ("good health and It may well be the case that OCB relates with a
bad health as a continuum" vs. "good phenomenon such as supervisory support (Podsakoff
health and not good health" and bad et al., 2000) and presence of such support relates
health and not bad health" as two with reduction in experiences such as job burnout
separate continuum ). If the respondents' (eg, Kalliath & Beck, 2001 ) but the effect of OCB is
mental models see the continuum as felt indirectly.
separate in both the cases then it is
likely that the positively and negatively
worded items would have differential relations. Yet another
Theoretical & Practical
alternative explanation for differential Contributions
relationship between OCBO and

psychological health components could be that The consequences of organizational the use
of English language based ques- citizenship separate
behavior connotations
have not beenied stud-
as extensively
tionnaire may as have
antecedents of citi- of structure of sentences empirical
for a non-studies
nazenship,
focusperhaps
on OCBbecause
as a valuable
most
out- tive language speaker. Although the re -come
of the in andwere
study of itself
well(Spitzmuller
versed 2008).et al., spondents
Studies that
consider OCB as the with the use of English, the
role of social predictor of other outcomes focus context in interpretations cannot be completely
ruled out.
as a predictor of individual above norm attendance" mayForbeexample,
seen as "having majorly
individual on and
, group, OCB
surprisingly going against group norms or grouporganizational
conformity;performance
"giving advance. This tendency
notice" may is
benot
(Organ, 1997). We viewed this seen as beingdue tooto
formal
the managerial
or acting smart;
bias ofwhile
early"taking
work on OCB
undeserved breaks" for as an opportunity to expand
symptoms ourofunder-
standing
example
of themay
individual
be seen
level
as
consequences of OCB, specifically from so- difficulties
can be seen being faced at home
as appropriate front
in cial andand therefore
personality
psychology
personal and tive, which provides strong evidence perspec- particular
that professional lives arecultures where
not considered
dis- helping behavior has important implications for those who do the helping.
parades
Similarly non-support of hypotheses on Taking a lead from the research on pro-

relationship between OCB and burnout
social behaviors, we tested that individuals
who indulge in citizenship towards other
could possibly be explained on account of items of
burnout (only emotional exhaustion dimension wasindividuals experience relatedness need
satisfaction due to reception of positive
considered representing burnout in our study) being
di- responses from the re-

86.120.131.165 on Fri, 02 Dec 2022 19:18:55 UTC
that indulging in OCB is not only important

Individuals who indulge in citizenship from the organization's point of view but
towards other individuals experience also from the point of view of their own
relatedness need satisfaction due to well-being. Such thought processes are
reception of positive responses from likely to self-motivate the employees to
the receivers of help. indulge in more of OCB acts. Individuals
not only join organizations for making their
ends meet but also for aspects such as
recipients of help and experience of increasing their overall well-being.
cohesiveness or intimacy, which is
essential to the maintenance of mutually Another contribution to practitioners
rewarding relationships that humans is that the findings can act as sense-
are evolutionarily wired for. The making tool for managers to resolve the
satisfaction of relatedness need keeps dilemma as to why should they ask em-
a check on the burnout levels of the ployees to indulge in OCB beyond
actor that may emanate from emotional exhaustion,indulging
other- in activities on performance
wise. On the other hand, citizenship parameters just because OCB related
behaviors targeted at the organization behav - iors are beneficial for the organization.
may help improve the psychological When the managers get to see the
health of the actor due to the feelings of rational that it is not only organizations
effectiveness, success and satisfaction. More- which stand to gain directly from such
over, social integration that results from discretionary activities of employees but
such behaviors may also lead to height- the employees themselves, the managers
ened positive affect at work. This are more likely to persuade employees in
positive affect can originate from the a spirited way to increase their citizenship
feeling of warmth that one receives from others behavior as well as proactively create the
as well as other advantages that one may enabling environment such as on the spot
get. rewards, recognition through words of
praise in both formal and informal settings
Past research has not explored etc. which will motivate employees to
these consequences of citizenship behaviors. indulge in OCB. The two above-mentioned
However, these individual level outcomes ways of self-motivation and managerial
are of great importance. Relatedness motivation are likely to lead to the virtuous
need satisfaction, less burnout, and good cycle of OCB in organizations.
psychological health can all in fact act as
positive reinforcements that motivate an Limitations & Implications
individual to re-engage in citizenship
behaviors. First, the primary data for the invest-
tigation came from a self-report survey,
From a practitioner perspective our making it possible that common-method
study can be seen as one which existing variance inflated relationships between
employees can appreciate for themselves variables (Podsakoff et al., 2003). whites

86.120.131.165 on Fri, 02 Dec 2022 19:18:55 UTC
we conducted the Harman one-factor

visual well-being. Further, past research (eg, Chen et
method 2007; Pare & Tremblay, 2007; Biswas bias wasal.,
not1998;
prominent
Coynein &our
Ong,
study,
testfu-
for&ensuring
Varma, 2012)
that common-
has
the measurement of predictor and criterion good relationship
foundwith
OCB turnover
to haveinten-
ture studies
variables
cantotemporally
further minimize
separate
the effect. sions. Turnover intention as a variable has
To inhibit the occurrence of common- always been subject of much interest to method bias,
future studies in this area organizations. As a natural extension
scholarly of can collect
inquiry, data using
it therefore, multiple
makes methods
(eg, interviews,
surveys, peer reports, sense to explore bridging mechanism
designetc.).
that prohibits
Another limitation
states andofthe
ourorganization;
study is its research
and
naturally OCB's role in it. A study which would be ments
well-being
of causality.
measures
The strongest
as mediators
evi- able
of relationship
to use individual
between OCB and turnover intention is between variables of interest to individual
dence of mediation effects is derived
using experimental research designs (Spencer, Zanna

& Fong, 200S), thus suggesting future quasi-
experimental de- expected to be the future scope of this signs as a useful extension of this study. study.
Additionally, the data has been collected In fact future

research
working executives test of cyclic relationship between OCB frommay includebusiness
a premier from highly educated
school and
fore generalization may be problematic. there- and well-being. As well-being makes an
Furthermore, collection of data over web individuals indulge in OCB and after indulging in OCB one
experiences
although we took care to caution participants with is- being. This is well- may have
how OCB its sustained
may be own nuances,
due
to technical glitches. The partici- for longer periods. Similarly differential
on individual pantseffects
howeverof OCBI
were and OCBO
highly
conversant with use of computers and therefore web well-being
area to research
variables
on.may
Rolealso
of based
be an difficulty
interestingis
less likely to be a prob- individual differences
and context such lem. In addition, the sample was more representative of private sector organiza-
as culture in explaining variations in the zations and male
withparticipants. Replica-
individual well -beingrelationship
of the studyoftherefore
OCB
source sector, NGOs and other forms of organi- practitioners
with public
alike.
being
zations
variables
particularly
is likely
with
to significant
be a rich
number of female participants consisting of
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Comportamentul Cetățeniei Organizaționale Și Bunăstarea Angajaților

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Organizational Citizenship Behavior & Employee Well-being

Stable URL: https://www.jstor.org/stable/43974584

This content downloaded from

Organizational Citizenship Behavior & Employee

Manish Kumar, Hemang Jauhari & Shailendra Singh

In the past research, consequences of

&HRM). Indian Institute of Management Lucknow.

This content downloaded from

Organizational Citizenship Behavior & Employee Well-being

quences of OCB from the social and personality

This content downloaded from

Manish Kumar, HemangJauhari & Shailendra Singh

categories defined by Williams and

This content downloaded from

Organizational Citizenship Behavior & Employee Well-being

levels of the actor.

OCB research well established that

This content downloaded from

Manish Kumar, HemangJauhari & Shailendra Singh

Relationships Indian B-school. The participants were mainly

to general well-being in terms of vitality, was 127

widely been associated negatively with

Samples & Procedures

We conducted the study among work-

This content downloaded from

Organizational Citizenship Behavior & Employee Well-being

psychological health (negative) was 0.78 and

This content downloaded from

Manish Kumar, HemangJauhari & Shailendra Singh

Next, we examined the discriminant

1486.17, CFI = 0.95, NNFI = 0.95, RMSEA

one-factor model did not fit the data well,

This content downloaded from

Organizational Citizenship Behavior & Employee Well-being

Table 1 Means, Standard Deviations & Correlations

AND. Variables 12 3 4 5 6 7 8 91011

3 Age -.12* .57**

Notes: N= 389. The Cronbac

Fig. 1 Structural Model

ÿRelationships significant at p<0.01 level

The Indian Journal of Industrial Relations ,

This content downloaded from

Manish Kumar, HemangJauhari & Shailendra Singh

all psychological health. Importantly, relatedness need

This content downloaded from

Organizational Citizenship Behavior & Employee Well-being

relationship between OCBO and

Similarly non-support of hypotheses on Taking a lead from the research on pro-

This content downloaded from

Manish Kumar, HemangJauhari & Shailendra Singh

that indulging in OCB is not only important

This content downloaded from

Organizational Citizenship Behavior & Employee Well-being

we conducted the Harman one-factor

dence of mediation effects is derived

using experimental research designs (Spencer, Zanna

Additionally, the data has been collected In fact future

of information for both academics and

It becomes clear from this research

The Indian Journal of Industrial Relations, Vol. 51, No. 4, April 2

This content downloaded from

Manish Kumar, HemangJauhari & Shailendra Singh