Abstract

Purpose of the study: The present study explores the impact of meaningfulness of work and perceived organizational prestige on organizational citizenship behavior of managerial employees.

Methodology: The study was conducted on 75 mid-level managerial employees working in various organizations in India with the help of convenient sampling method. Standardized questionnaires were used to complete this research. Bivariate Correlation analysis was performed to assess the relationship between meaningfulness of work, perceived organizational prestige, and organizational citizenship behavior. Linear Regression analysis was used to determine the direct contribution of meaningfulness of work and perceived organizational prestige in organizational citizenship behavior of managerial employees.

Main findings: The results showed that the meaningfulness of work and perceived organizational prestige were positively correlated. The outcomes explained the significant positive variance in organizational citizenship behavior and described how important it is to focus on these two constructs.

The originality of the study: The results contribute to the concerned literature by explaining and emphasizing the importance of meaningfulness of work and perceived organizational prestige and facilitate a reflection on the links that motivate employees to work beyond their prescribed duties. Organizations and management should focus on and align their policies to create and maintain conditions responsible for nurturing the habit of organizational citizenship behavior among their employees.

References

  1. Ahmed, U., Majid, A.H.A., & Zin, M.L.M. (2016). Meaningful Work and Work Engagement: A Relationship Demanding Urgent Attention. International Journal of Academic Research in Business and Social Sciences, 6,116-122.
  2. Andrade, T. D., Costa, V. F., & Lengler, L. (2017). Organizational citizenship behaviors: a glimpse in the light of values and job satisfaction. Review of Business Management, 19 (64), 236-262.
  3. Andreoni, J. (1990). Impure altruism and donations to public goods: A theory of warm-glow giving. Econ. J. 100, 464–477.
  4. Ashforth, B. E., &Mael, F. (1989). Social identity theory and the organization. Academy of Management Review, 14, 20–39.
  5. Asik-Dizdar, O., and Esen, A., 2016. Sensemaking at work: meaningful work experience for individuals and organizations. International Journal of Organizational Analysis, 24, 2-17.
  6. Barnard, C. I. (1938). The Functions of the Executive. Cambridge, MA: Harvard University Press.
  7. Bolino, M.C., & Turnley, W.H. (2003). Going the extra mile: Cultivating and managing employee citizenship behavior. Academy of Management Executive,17, 60-71.
  8. Bolino, M.C., Turnley,W.H., & Niehoff, P.B. (2004). The other side of the story: Re-examining prevailing assumptions about organisational citizenship behavior. Human Resource Management Review, 14, 229-246.
  9. Burrin, P. (2018). How meaningful work is key to employee engagement. Available online:https://www.sagepeople.com/about-us/news-hub/how-meaningful-work-is-key-to-employee-engagement/(accessed on 2january 2019).
  10. Carmeli, A. & Freund, A. (2002). The relationship between work and workplace attitudes and perceived external prestige. Corporate Reputation Review, 5 (1), 51-68.
  11. Cialdini, R. B., Borden, R. J., Thorne, A., Walker, M. R., Freeman, S., & Sloan, L. R. (1976). Basking in reflected glory: Three (football) field studies. Journal of Personality and Social Psychology, 34 (3), 366-373.
  12. DeVellis, R.F. (2012). Scale Development: theory and applications. London, Sage Publication.
  13. Diefendorff, J.M., Brown, D.J., Kamin, A.M., & Lord, R.G. (2002). Examining the roles of job involvement and work centrality in predicting OCBs and job performance. Journal of Organisational Behavior, 23, 93-108.
  14. Dutton, J. E., Dukerich, J. M, &Harquail, C. V. (1994). Organizational images and member identification. Administrative Science Quarterly, 39 (2), 239-236.
  15. Grant, A. M. (2008). The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions. Journal of Applied Psychology, 93, 108–124.
  16. Heere, B., & James, J.D. (2007). Stepping outside the lines: Developing a multi-dimensional team identity scale based on Social Identity Theory. Sport Management Review, 10(1), 65–92.
  17. Herrbach, O. &Mignonac, K. (2004). How organisational image affect employee attitudes. Human Resource Management Journal, 14 (4), 76-88.
  18. Huang, C. & You, C. (2011). The three components of organizational commitment on in-role behaviors and organizational citizenship Behaviors. African Journal of Business Management, (28),11335-11344.
  19. Im, S., & Chung, Y. W. (2018). Employee Volunteering Meaningfulness and Organizational Citizenship Behavior: Exploring the Effects of Organizational Support, Pride, and Trust. Sustainability, 10(12), 4835.
  20. Johnson, B.,&Christensen,L. (2004). Educational Research: Quantitative, Qualitative, and Mixed Approaches (2nd Edition). Boston, MA: Pearson Education.
  21. Lee, K., & Allen, N.J. (2002). Organizational citizenship behavior and workplace deviance: the role of affect and cognition. Journal of Applied Psychology, 87, 131-142. Doi: 10.1037//0021-9010.87.1.131
  22. Mael, F. & Ashforth, B. E. (1992). Alumni and their alma mater: A partial test of the reformulated model of organizational identification. Journal of Organizational Behavior,13, 103–123.
  23. Maharaj, I., & Schlechter, A. F. (2007). Meaning in life and meaning of work: Relationships with organisational citizenship behavior, commitment and job satisfaction,. Management dynamics, 16, (3), 24-41.
  24. Marinova, S., Moon, H., & Van Dyne, A. L.(2010). Are all good soldier behaviors the same? Supporting Multidimensionality of organizational citizenship behaviors based on rewards and roles. Human Relations, 63(10), 1463-1485.
  25. Meyer, J. P., Stanley, D. J., Herscovitch, L., &Topolnytsky, L. (2002). Affective, continuance and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61, 20-52.
  26. Nielsen, T. M., Hrivnak, G. A., & Shaw, M. (2009). Organizational citizenship behavior and performance: A meta-analysis of group-level research. Small Group Research, 40(5), 555-577.
  27. Organ, D. W. (1988). Organizational Citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.
  28. Organ, D. W., Podsakoff, P. M., &MacKenzie S. P. (2006). Organizational citizenship behavior: Its nature, antecedents, and consequences. London: Sage Publications
  29. Osterlind, S. J. (2006). Modern measurement. Theory, principles, and applications of mental appraisal.Upper Saddle River, NJ, Pearson Education Inc.
  30. Peloza, J. &Hassay, D.N. (2006). Intra-organizational volunteerism: Good soldiers, good deeds and good politics.J. Bus. Ethics, 64, 357–379.
  31. Piccolo, R.F. & Colquitt, J.A. (2006). Transformational Leadership and Job Behaviors: The Mediating Role of Core Job Characteristics. The Academy of Management Journal, 49(2), 327-340.
  32. Podsakoff, N. P., Blume, B. D., Whiting, S. W., & Podsakoff, P. M. (2009). Individual- and organizational-level consequences of organizational citizenship behaviors: A meta-analysis. Journal of Applied Psychology, 94(1), 122-141
  33. Podsakoff, N. P., Podsakoff, P. M., Mackenzie, S. B., Maynes, T., & Spoelma, T. (2014). Consequences of unit-level organizational citizenship behaviors: A review and recom mendations for future research. Journal of Organizational Behavior, 35(51), S87-S119.
  34. Priscila, A. (2012). Examining The Relationship Between Employees' Perceptions Of And Attitudes Toward Corporate Social Responsibility And Organizational Identification. Electronic Theses, Treatises and Dissertations. Florida State University. Paper 4690
  35. Purvanova, R.k., Bono, J.E., & Dzieweczynski, J. (2006). Transformational Leadership, Job Characteristics, and Organizational Citizenship Performance. Human Performance 19(1),1-22
  36. Rodell, J.B., Booth, J.E., Lynch, J., & Zipay, K. (2017). Corporate volunteering climate: Mobilizing employee passion for societal causes and inspiring future charitable action. Academy of Management Journal, 60, 1662–1681.
  37. SHRM. (2016). Employee job satisfaction and engagement: Revitalizing a Changing Workforce. Available at: https://www.shrm.org/hr-today/trends-and-forecasting/research-andsurveys/Documents/2016-Employee-Job-Satisfaction-and-Engagement-Report.pdf (accessedon 07 January 2019).
  38. Smidts, A., Pruyn, A. H., & van Riel, C. B. M. (2001). The impact of employee communication and perceived external prestige on organizational identification. Academy of Management Journal, 49, 1051–1062.
  39. Smith, C., D. W. Organ, & J. P. Near. (1983). Organizational Citizenship Behavior: Its Nature and Antecedents.Journal of Applied Psychology, 68(4), 653–663.
  40. Vähälummukka, T. (2012). Organizational Climate Survey OP Services. Available at: https://www.theseus.fi/bitstream/handle/10024/46809/Organizational+Climate+Survey+OP-Services+Vahalummukka+final+version.pdf?sequence=1 (accessed on 07 November 2018).
  41. Van Dyne, L., Cummings, L. L., & Parks, J. M. (1995). Extra-role behaviors: In pursuit of construct and definitional clarity. In L. L. Cummings & B. M. Staw (Eds.), Research in organizational behavior (Vol. 17, pp. 215-285). London: JAI Press.
  42. Williams, L. & Anderson, S. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviors. Journal of Management, 17, 601–617.