Back
 AJIBM  Vol.8 No.6 , June 2018
Effect of Perceived Organizational Virtuousness on Challenge-Oriented Organizational Citizenship Behavior: A Dual Mediation Model
Abstract: This study explores the internal mechanism between organizational morality perception and employee challenged organizational citizenship behavior and the internal mechanism based on the perspective of Chinese context and the integration of cognitive emotions. The results of multi-source tracking questionnaires show that: 1) Organizational moral awareness has a significant positive effect on employees challenging organizational citizenship behavior; 2) Internal person identity and emotional commitment are perceived in organizational ethics and employees, respectively. The relationship between challenged organizational citizenship behaviors plays an intermediary role; 3) The recognition of insider identity and emotional commitment also play an intermediary role in the relationship between organizational moral awareness and employee challenge-based organizational citizenship behavior.
Cite this paper: Wang, H. (2018) Effect of Perceived Organizational Virtuousness on Challenge-Oriented Organizational Citizenship Behavior: A Dual Mediation Model. American Journal of Industrial and Business Management, 8, 1536-1548. doi: 10.4236/ajibm.2018.86103.
References

[1]   Liu, Y. (2012) Review and Prospect of Organizational Virtue Studies. Foreign Economics and Management, No. 2, 43-49.

[2]   Bright, D.S., Cameron, K.S. and Caza, A. (2006) The Amplifying and Buffering Effects of Virtuousness in Downsized Organizations. Journal of Business Ethics, 64, 249-269.
https://doi.org/10.1007/s10551-005-5904-4

[3]   Seppälä, T., Lipponen, J., Bardi, A. and Pirttilä-Backman, A.M. (2012) Change-Oriented Organizational Citizenship Behaviour: An Interactive Product of Openness to Change Values, Work Unit Identification, and Sense of Power. Journal of Occupational and Organizational Psychology, 85, 136-155.
https://doi.org/10.1111/j.2044-8325.2010.02010.x

[4]   Fredrickson, B. (2001) The Role of Positive Emotions in Positive Psychology: The Broaden-and-Build Theory of Positive Emotions. American Psychologist, 56, 218-226.
https://doi.org/10.1037/0003-066X.56.3.218

[5]   Masterson, S.S. and Stamper, C.L. (2003) Perceived Organizational Membership: An Aggregate Framework Representing the Employee-Organization Relationship. Journal of Organizational Behavior, 24, 473-490.
https://doi.org/10.1002/job.203

[6]   Wang, J. and Kim, T.Y. (2013) Proactive Socialization Behavior in China: The Mediating Role of Perceived Insider Status and the Moderating Role of Supervisors’ Traditionality. Journal of Organizational Behavior, 34, 389-406.
https://doi.org/10.1002/job.1811

[7]   Meyer, J.P. and Allen, N.J. (1997) Commitment in the Workplace: Theory, Research, and Application. Sage Publications, Thousand Oaks.

[8]   Kazemipour, F. and Mohd, A.S. (2012) The Impact of Workplace Spirituality Dimensions on Organizational Citizenship Behavior among Nurses with the Mediating Effect of Affective Organizational Commitment. Journal of Nursing Management, 20, 1039-1048.

[9]   Diedericks, E. and Rothmann, S. (2014) Flourishing of Information Technology Professionals: Effects on Individual and Organizational Outcomes. South African Journal of Business Management, 45, 27-41.
https://doi.org/10.4102/sajbm.v45i1.115

[10]   Cameron, K.S., Bright, D. and Caza, A. (2004) Exploring the Relationships between Virtuousness and Performance. American Behavioral Scientist, 47, 1-24.
https://doi.org/10.1177/0002764203260209

[11]   Rego, A., Ribeiro, N., Cunha, M.P.E. and Jesuino, J.C. (2011) How Happiness Mediates the Organizational Virtuousness and Affective Commitment Relationship. Journal of Business Research, 64, 524-532.
https://doi.org/10.1016/j.jbusres.2010.04.009

[12]   Searle, T.P. and Barbuto, J.E. (2011) Servant Leadership, Hope, and Organizational Virtuousness: A Framework Exploring Positive Micro and Macro Behaviors and Performance Impact. Journal of Leadership & Organizational Studies, 18, 107-117.
https://doi.org/10.1177/1548051810383863

[13]   Rego, A., Ribeiro, N. and Cunha, M. (2010) Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors. Journal of Business Ethics, 93, 215-235.
https://doi.org/10.1007/s10551-009-0197-7

[14]   Kooshki, A.S. and Zeinabadi, H. (2016) The Role of Organizational Virtuousness in Organizational Citizenship Behavior of Teachers: The Test of Direct and Indirect Effect through Job Satisfaction Mediating. International Review, 1-2, 7-21.
https://doi.org/10.5937/intrev1602007K

[15]   Hui, C., Lee, C. and Wang, H. (2015) Organizational Inducements and Employee Citizenship Behavior: The Mediating Role of Perceived Insider Status and the Moderating Role of Collectivism. Human Resource Management, 54, 439-456.
https://doi.org/10.1002/hrm.21620

[16]   Choi, J.N. (2007) Change-Oriented Organizational Citizenship Behavior: Effects of Work Environment Characteristics and Intervening Psychological Processes. Journal of Organizational Behavior, 28, 467-484.
https://doi.org/10.1002/job.433

[17]   Qian, S., Ding, M., Kong, W. and Wu, T. (2015) Leader-to-Subsidiary Exchanges, Internal Person Identity Recognition and Employee Advocacy—An Empirical Study of the Adjustment of Organizational Identity Attractiveness. Scientific Decision Making, No. 4, 1-20.

[18]   Wang, Y., Cai, R. and Lin, X. (2014) The Relationship between the Cognition of Insider Identity and Innovative Behavior—A Model of Mediated Mediating Effect. Foreign Economics and Management, 36, 40-53.

[19]   Chen, Z.X. and Aryee, S. (2007) Delegation and Employee Work Outcomes: An Examination of the Cultural Context of Mediating Processes in China. Academy of Management Journal, 50, 226-238.
https://doi.org/10.5465/amj.2007.24162389

[20]   Cameron, K.S. and Caza, A. (2004) Contributions to the Discipline of Positive Organizational Scholarship. American Behavioral Scientist, 47, 731-739.
https://doi.org/10.1177/0002764203260207

[21]   Tsachouridi, I. and Nikandrou, I. (2016) Organizational Virtuousness and Spontaneity: A Social Identity View. Personnel Review, 45, 1302-1322.
https://doi.org/10.1108/PR-09-2014-0192

[22]   Allen, N.J. and Meyer, J.P. (1990) The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational and Organizational Psychology, 63, 1-18.
https://doi.org/10.1111/j.2044-8325.1990.tb00506.x

[23]   Poon, J.M.L. (2012) Distributive Justice, Procedural Justice, Affective Commitment, and Turnover Intention: A Mediation–Moderation Framework. Journal of Applied Social Psychology, 42, 1505-1532.
https://doi.org/10.1111/j.1559-1816.2012.00910.x

[24]   Vandenberghe, C., Bentein, K. and Stinglhamber, F. (2004) Affective Commitment to the Organization, Supervisor, and Work Group: Antecedents and Outcomes. Journal of Vocational Behavior, 64, 47-71.
https://doi.org/10.1016/S0001-8791(03)00029-0

[25]   Lavelle, J.J. (2010) What Motivates OCB? Insights from the Volunteerism Literature. Journal of Organizational Behavior, 31, 918-923.
https://doi.org/10.1002/job.644

[26]   Norris-Watts, C. and Levy, P.E. (2004) The Mediating Role of Affective Commitment in the Relation of the Feedback Environment to Work Outcomes. Journal of Vocational Behavior, 65, 351-365.
https://doi.org/10.1016/j.jvb.2003.08.003

[27]   Liu, Y. and Zhou, Z. (2015) Employee-Perceived Relationships between Corporate Social Responsibility, Emotional Commitment and Organizational Citizenship Behavior—The Cross-Layered Regulatory Role of Committed Human Resource Practices. Management Review, 27, 118-127.

[28]   Lee, J. and Peccei, R. (2007) Perceived Organizational Support and Affective Commitment: The Mediating Role of Organization-Based Self-Esteem in the Context of Job Insecurity. Journal of Organizational Behavior, 28, 661-685.
https://doi.org/10.1002/job.431

[29]   Choi, D., Oh, I.S. and Colbert, A.E. (2015) Understanding Organizational Commitment: A Meta-Analytic Examination of the Roles of the Five-Factor Model of Personality and Culture. Journal of Applied Psychology, 100, 1542-1567.
https://doi.org/10.1037/apl0000014

[30]   Lapalme, M.è., Stamper, C.L., Semard, G. and Tremblay, M. (2009) Bringing the Outside in: Can “External” Workers Experience Insider Status? Journal of Organizational Behavior, 30, 919-940.
https://doi.org/10.1002/job.597

[31]   Solomon, R.C. (1992) Ethics and Excellence: Cooperation and Integrity in Business. Oxford University Press, Oxford.

[32]   Liu, Y. (2015) Conceptual Connotation, Structure Dimensions, and Scale Verification of Organizational Virtues. Accounting and Economic Studies, No. 3, 101-112.

[33]   Stamper, C.L. and Masterson, S.S. (2002) Insider or Outsider? How Employee Perceptions of Insider Status Affect Their Work Behavior. Journal of Organizational Behavior, 23, 875-894.
https://doi.org/10.1002/job.175

[34]   Meyer, J.P., Allen, N.J. and Smith, C.A. (1993) Commitment to Organizations and Occupations: Extension and Test of a Three-Point Conceptualization. Journal of Applied Psychology, 78, 538-551.
https://doi.org/10.1037/0021-9010.78.4.538

[35]   Mackenzie, S.B., Podsakoff, P.M. and Podsakoff, N.P. (2011) Challenge-Oriented Organizational Citizenship Behaviors and Organizational Effectiveness: Do Challenge-Oriented Behaviors Really Have an Impact on the Organization’s Bottom Line? Personnel Psychology, 64, 559-592.
https://doi.org/10.1111/j.1744-6570.2011.01219.x

[36]   Preacher, K.J. and Hayes, A.F. (2008) Asymptotic and Resampling Strategies for Assessing and Comparing Indirect Effects in Multiple Mediator Models. Behavior Research Methods, 40, 879-891.
https://doi.org/10.3758/BRM.40.3.879

 
 
Top