Expanding the boundaries of compulsory citizenship behavior: Its impact on some organizational outputs

Name: Expanding the boundaries of compulsory citizenship behavior: Its impact on some organizational outputs
Author: Ahmadian, S., Sesen, H., Soran, Semih

İsim	Expanding the boundaries of compulsory citizenship behavior: Its impact on some organizational outputs
Yazar	Ahmadian, S., Sesen, H., Soran, Semih
Basım Tarihi:	2017
Basım Yeri	- Prague Development Center
Konu	Compulsory citizenship behavior, Intention to quit, Burnout, Job stress
Tür	Süreli Yayın
Dil	İngilizce
Dijital	Evet
Yazma	Hayır
Kütüphane:	Özyeğin Üniversitesi
Demirbaş Numarası	1804-5006
Kayıt Numarası	0a8d8026-0d63-4a67-a69c-3daf41fc7dcd
Lokasyon	Professional Flight Program
Tarih	2017
Örnek Metin	Researches have mainly been focused on Organizational Citizenship Behavior (OCB) positive effects to organizations. On the other hand, Compulsory Citizenship Behavior (CCB) is a rather new subject in both national and international literature. Transformation of organizational citizenship behaviors, which are expected to have positive effects on the organizational success into CCB due to various administrative and social pressures, brings about numerous negative consequences for employees and the organization. But the quantity of studies conducted on this subject is very limited for the time being. In this framework, the main aim of this study is to contribute to literature by analyzing the dynamics of CCB in a different culture and different line of business. In this study, relations between CCB and some positive and negative organizational attitudes and behaviors are examined. 635 people working in various accommodation businesses have participated in this research. Findings have shown that CCB is positively correlated with negative organizational consequences; and negatively correlated with positive organizational attitudes and behaviors. According to this, manager/supervisor related CCBs increase employees’ intentions to quit work, their level of burnout, job stress, social loafing behaviors, and conflict with their colleagues; and decrease their innovative behaviors, identification with the organization, and individual oriented OCBs.
DOI	10.15208/beh.2017.08
Cilt	13

Kaynağa git Özyeğin Üniversitesi

Aramaya Dön

Özyeğin Üniversitesi

Kaynağa git

Expanding the boundaries of compulsory citizenship behavior: Its impact on some organizational outputs

Yazar Ahmadian, S., Sesen, H., Soran, Semih

Basım Tarihi 2017

Basım Yeri - Prague Development Center

Konu Compulsory citizenship behavior, Intention to quit, Burnout, Job stress

Tür Süreli Yayın

Dil İngilizce

Dijital Evet

Yazma Hayır

Kütüphane Özyeğin Üniversitesi

Demirbaş Numarası 1804-5006

Kayıt Numarası 0a8d8026-0d63-4a67-a69c-3daf41fc7dcd

Lokasyon Professional Flight Program

Tarih 2017

Örnek Metin Researches have mainly been focused on Organizational Citizenship Behavior (OCB) positive effects to organizations. On the other hand, Compulsory Citizenship Behavior (CCB) is a rather new subject in both national and international literature. Transformation of organizational citizenship behaviors, which are expected to have positive effects on the organizational success into CCB due to various administrative and social pressures, brings about numerous negative consequences for employees and the organization. But the quantity of studies conducted on this subject is very limited for the time being. In this framework, the main aim of this study is to contribute to literature by analyzing the dynamics of CCB in a different culture and different line of business. In this study, relations between CCB and some positive and negative organizational attitudes and behaviors are examined. 635 people working in various accommodation businesses have participated in this research. Findings have shown that CCB is positively correlated with negative organizational consequences; and negatively correlated with positive organizational attitudes and behaviors. According to this, manager/supervisor related CCBs increase employees’ intentions to quit work, their level of burnout, job stress, social loafing behaviors, and conflict with their colleagues; and decrease their innovative behaviors, identification with the organization, and individual oriented OCBs.

DOI 10.15208/beh.2017.08

Cilt 13