Understanding Why and When Compulsory Citizenship Behaviors Lead to Subsequent Destructive Voice and Citizenship Behaviors: The Retributive Justice and Impression Management Perspectives

IF 2.9 4区心理学 Q2 PSYCHOLOGY, APPLIED

Human Performance Pub Date : 2022-09-13 DOI:10.1080/08959285.2022.2121964

Chieh-Yu Lin, Nai‐Wen Chi

{"title":"Understanding Why and When Compulsory Citizenship Behaviors Lead to Subsequent Destructive Voice and Citizenship Behaviors: The Retributive Justice and Impression Management Perspectives","authors":"Chieh-Yu Lin, Nai‐Wen Chi","doi":"10.1080/08959285.2022.2121964","DOIUrl":null,"url":null,"abstract":"ABSTRACT Recent studies have attempted to clarify the detrimental consequences of compulsory citizenship behaviors (CCB; employees are pressured or forced to engage in extra-role activities). Based on the retributive justice and impression management perspectives, we simultaneously examine potentially harmful outcomes (i.e., destructive voice, DSV) and constructive outcomes (organizational citizenship behaviors, OCB) of CCB, and propose justice and impression management mechanisms and boundaries to explain the dark and potential bright sides of CCB. Data was collected from 276 supervisor-subordinate pairs across various industries at different time points. The results show that CCB increases DSV through increased perceived distributive injustice, while employees’ equity sensitivity further enhances such effects. Moreover, the indirect effect of CCB on OCB via increased impression management motive depends on employees’ self-monitoring: it becomes positive when employees rate high in self-monitoring. Theoretical and practical implications are discussed.","PeriodicalId":47825,"journal":{"name":"Human Performance","volume":"35 1","pages":"303 - 322"},"PeriodicalIF":2.9000,"publicationDate":"2022-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"7","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Human Performance","FirstCategoryId":"102","ListUrlMain":"https://doi.org/10.1080/08959285.2022.2121964","RegionNum":4,"RegionCategory":"心理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"PSYCHOLOGY, APPLIED","Score":null,"Total":0}

引用次数: 7

Abstract

ABSTRACT Recent studies have attempted to clarify the detrimental consequences of compulsory citizenship behaviors (CCB; employees are pressured or forced to engage in extra-role activities). Based on the retributive justice and impression management perspectives, we simultaneously examine potentially harmful outcomes (i.e., destructive voice, DSV) and constructive outcomes (organizational citizenship behaviors, OCB) of CCB, and propose justice and impression management mechanisms and boundaries to explain the dark and potential bright sides of CCB. Data was collected from 276 supervisor-subordinate pairs across various industries at different time points. The results show that CCB increases DSV through increased perceived distributive injustice, while employees’ equity sensitivity further enhances such effects. Moreover, the indirect effect of CCB on OCB via increased impression management motive depends on employees’ self-monitoring: it becomes positive when employees rate high in self-monitoring. Theoretical and practical implications are discussed.

查看原文本刊更多论文

理解为什么以及何时强制公民行为会导致随后的破坏性声音和公民行为：惩罚正义和印象管理视角

摘要最近的研究试图阐明强制公民行为的有害后果（CCB；员工受到压力或被迫从事额外的角色活动）。基于报复性正义和印象管理的视角，我们同时考察了CCB的潜在有害结果（即破坏性声音，DSV）和建设性结果（组织公民行为，OCB），并提出了正义和印象的管理机制和边界来解释CCB的黑暗面和潜在的光明面。数据收集自不同时间点不同行业的276对主管-下属。结果表明，CCB通过增加分配不公平感来增加DSV，而员工的股权敏感性进一步增强了这种影响。此外，CCB通过增加印象管理动机对OCB的间接影响取决于员工的自我监控：当员工自我监控率高时，它就变成了积极的。讨论了理论和实践意义。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文求助全文

来源期刊

Human Performance PSYCHOLOGY, APPLIED-

CiteScore

4.30

自引率

0.00%

发文量

期刊介绍： Human Performance publishes research investigating the nature and role of performance in the workplace and in organizational settings and offers a rich variety of information going beyond the study of traditional job behavior. Dedicated to presenting original research, theory, and measurement methods, the journal investigates individual, team, and firm level performance factors that influence work and organizational effectiveness. Human Performance is a respected forum for behavioral scientists interested in variables that motivate and promote high-level human performance, particularly in organizational and occupational settings. The journal seeks to identify and stimulate relevant research, communication, and theory concerning human capabilities and effectiveness. It serves as a valuable intellectual link between such disciplines as industrial-organizational psychology, individual differences, work physiology, organizational behavior, human resource management, and human factors.