The Journal of applied psychology
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Meta Analysis
Absence of malice: a meta-analysis of nonresponse bias in counterproductive work behavior research.
Despite the alleged frequency of counterproductive work behavior (CWB) in the population, most samples exhibit exceedingly low base rates. One potential explanation for this incongruence is nonresponse bias, which leads to range restriction in the CWB distribution. ⋯ Our primary findings are that reported response rates for studies containing CWB measures are substantially lower (37%) than response rates reported within the general management literature (53%) and that range restriction is likely present in the CWB literature, resulting in low base rates and attenuated relations to CWB. In addition, tests of publication bias indicated that low response rates are less likely to be reported, and the true response rate within the CWB literature may be considerably lower.
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This study seeks to identify workplace conditions that influence the degree to which employees feel worn out, tired, or on edge attributed to engaging in organizational citizenship behavior (OCB) and also how this phenomenon, which we refer to as citizenship fatigue, is associated with future occurrences of OCB. Using data collected from 273 employees and their peers at multiple points in time, we found that the relationship between OCB and citizenship fatigue depends on levels of perceived organizational support, quality of team-member exchange relationships, and pressure to engage in OCB. ⋯ Finally, supplemental analyses reveal that the relationship between OCB and citizenship fatigue may vary as a function of the specific facet of OCB. We conclude with a discussion of the key theoretical and practical implications of our findings.
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In this temporally lagged study of employees in a service organization, we examined the ways in which feedback regarding organizational citizenship behavior (OCB) may affect employees' motives to continue performing OCBs over time. Building on the self-regulation approach to citizenship (Bolino, Harvey, & Bachrach, 2012), we propose and test an overall model of OCB motive, others' attribution and feedback, and motive fulfillment to determine their impact on continuing OCB. Using a total sample of 213 employees and structural equation modeling, we found support for most of our model, indicating that instances of OCB initiate a chain of events that can ultimately lead individuals to alter their OCB patterns, based on their own motives, others' motive attributions, and feedback. We also find that feedback regarding OCB can influence motive fulfillment and the motivations to engage in future OCB, although this feedback is most powerful when it comes from peers, as opposed to managers.