Relationship between employee's cultural orientation and Organizational Citizenship Behavior Focused on mediation effect of Perceived Organizational Support
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May 31, 2012
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Abstract
This study aimed to investigate the relationship between cultural orientations (horizontal/vertical -individualism/collectivism) and organizational citizenship behaviors (OCBI or OCBO). Levels of perceived organizational support (POS) was treated and evaluated as a moderator or a mediator. Data were collected based on a survey from 385 workers of various organizations. Correlation analysis for relationship between variables, hierarchical regression analysis for moderation effect of POS, and a series of simple regression analysis for mediation effect of POS were performed. The results showed the followings. First, except for OCBI, all types of cultural orientation appeared to relate to OCBO. Second, horizontal- individualism showed no indication of POS, resulted in a non-significant mediating effect on the relationship between horizontal-individualism and OCBI/OCBO. Third, except for the significant moderating effect of POS in the relationship between vertical-collectivism and OCBO, POS was found to have partial mediating effects on the relationship between cultural orientation-OCB. Limitations and further research consideration were discussed.
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Kim, H., Kim, B., & Lee, J. (2012). Relationship between employee’s cultural orientation and Organizational Citizenship Behavior: Focused on mediation effect of Perceived Organizational Support. Korean Journal of Industrial and Organizational Psychology, 25(2), 265–297. https://doi.org/10.24230/kjiop.v25i2.265-297
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Empirical Articles
This work is licensed under a Creative Commons Attribution 4.0 International License.
Funding data
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National Research Foundation of Korea
Grant numbers NRF-2010-330-B00297
References
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Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173- 1182.
Blau, P. (1964). Exchange and power in social life. New York: Wiley.
Borman, W. C., & Motowidlo, S. J. (1993). Personnel selection in organizations. San-Francisco: Jossey-Bass.
Chen, Z., Eisenberger, R., Johnson, K. M., Sucharski, I. L., & Aselage, J. (2009). Perceived organizational support and extra-role performance: Which leads to which? Journal of Social Psychology, 149, 119-124.
Chen, X. P., & Li, S. (2005). Cross‐national differences in cooperative decision‐making in mixed‐motive business contexts: The mediating effect of vertical and horizontal individualism. Journal of International Business Studies, 36, 622-636.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874-900.
Dávila, M. C., & Finkelstein, M. A. (2011). Individualism/collectivism and organizational citizenship behavior. Psicothema, 23, 3, 401- 406.
Diefendorff, J., Brown, D., Kamin, A., & Lord, B. (2002). Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance. Journal of Organizational Behavior, 23, 93-108.
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Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500- 507.
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류승아 (2010). 자아존중감과 문화적 성향과의 관계 연구. 한국심리학회지: 사회 및 성격, 24(2), 169-183.
박근수, 유태용 (2005). 경력정체가 직무 및 경력 태도에 미치는 영향과 정서지능 및 조직지원의 조절효과. 한국심리학회지: 산업 및 조직, 18(3), 499-523.
양인덕 (2011). 조직공정성과 조직시민행동의 관계에서 개인주의(집단주의 성향의 조절 효과). 인적자원관리연구, 17(4), 305-324.
윤수민, 이재식 (2011). 고용경쟁력과 조직시민행동 사이의 관계: 직무불안정성과 조직불안 및 직무열의의 이중 매개효과. 한국심리학회지: 산업 및 조직, 23(2), 297-315.
윤정구, 임준철 (1998). 공정성이 조직효과성에 미치는 영향력에 관한 연구. 한국행정학회, 32(3), 55-72.
이동선, 유태용 (2011). 권한위임과 지각된 조직지원이 조직동일시와 맥락수행에 미치는 영향. 한국심리학회지: 산업 및 조직, 24(1), 183-206.
이준호, 박지환 (2011). 집단 내 갈등과 이직의도의 관계에서 직무만족의 매개효과: 한국과 중국 종업원들의 공통점과 차이점. 한국심리학회지: 산업 및 조직, 24(1), 75- 102.
조영호, 조윤형, 안지혜 (2002). 조직구성원의 개인주의-집합주의 성향과 심리적 계약에 관한 연구. 한국심리학회지: 산업 및 조직, 15(3), 89-109.
한규석 (1991). 사회심리학 이론의 문화특수성: 한국인의 사회심리학 연구를 위한 고찰. 한국 심리학회지: 사회, 6(1), 132-155.
한규석, 신수진 (1999). 한국인의 선호가치 변화-수직적 집단주의에서 수평적 개인주의로. 한국심리학회지: 사회 및 성격, 13(2), 293-310.
한진환 (2006). 고용불안의 선행요인과 고용불안간에 POS의 조절효과 및 조직시민행동에 관한 연구. 인적자원관리연구, 13(2), 293-310.
Abraham, R. (1997). The relationship of vertical and horizontal individualism and collectivism to intrapreneurship and organizational commitment. Leadership & Organization Development Journal, 18, 179-186.
Anderson, D. L. (2011). Organizational Development. Los Angeles, CA: Sage publications.
Baron, R. M., & Kenny, D. A. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173- 1182.
Blau, P. (1964). Exchange and power in social life. New York: Wiley.
Borman, W. C., & Motowidlo, S. J. (1993). Personnel selection in organizations. San-Francisco: Jossey-Bass.
Chen, Z., Eisenberger, R., Johnson, K. M., Sucharski, I. L., & Aselage, J. (2009). Perceived organizational support and extra-role performance: Which leads to which? Journal of Social Psychology, 149, 119-124.
Chen, X. P., & Li, S. (2005). Cross‐national differences in cooperative decision‐making in mixed‐motive business contexts: The mediating effect of vertical and horizontal individualism. Journal of International Business Studies, 36, 622-636.
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31, 874-900.
Dávila, M. C., & Finkelstein, M. A. (2011). Individualism/collectivism and organizational citizenship behavior. Psicothema, 23, 3, 401- 406.
Diefendorff, J., Brown, D., Kamin, A., & Lord, B. (2002). Examining the roles of job involvement and work centrality in predicting organizational citizenship behaviors and job performance. Journal of Organizational Behavior, 23, 93-108.
Earley, P. C. (1989). Social loafing and collectivism: A comparison of the United States and the People's Republic of China. Administrative Science Quarterly in Business, 34, 565-581.
Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Perceived organizational support and employee diligence, commitment, and innovation. Journal of Applied Psychology, 75(1), 51-59.
Eisenberger, R., Huntington, R., Hutchinson, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71, 500- 507.
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., Rhoades, L. (2002). Perceived supervisor support: contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87, 565 -573.
Farh, J. L., Earley, P. C., & Lin, S. C. (1997). Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society. Administrative Science Quarterly, 42, 421-444.
Farh, J. L., Zhong, C. B., & Organ, D. W. (2004). Organizational Citizenship Behavior in the People’s Republic of China. Organization Science, 15, 241-253
Foley, S., Ngo, H., & Loi, R. (2006). How do cultural types affect work-related attitudes?: the mediating role of perceived organisational support. International Journal of Employment Studies, 14(2), 37-62.
Graham, J. W. (1991). An essay on organizational citizenship behavior. Employee Responsibilities and Rights Journal, 4(4), 249-270.
Guzzo, R. A., Noonan, K. A., & Elron, E. (1994). Expatriate managers and psychological contract. Journal of Applied Psychology, 79, 617- 625.
Halbesleben, J. R. B., & Bowler, W. M. (2007). Emotional exhaustion and job performance: The mediating role of motivation. Journal of Applied Psychology, 92, 95-106.
Hofestede, G. H. (1991). Culture & organizations: software of the mind. London: McGraw-Hill.
Hofestede, G. H. (2001). Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations. Thousand Oaks, California: Sage Publications, Inc.
Hou, S-T., & Fan, H-L. (2011). From belonging to technology diffusion: a critical role of perceived organizational support. Technology Management Conference(ITMC), IEEE International, San Jose, USA.
Hutchison, S., & Garstka, M. (1996). Sources of perceived organizational support: goal setting and feedback. Journal of Applied Social Psychology, 26, 1351-1366.
Ilies, R., Nahrgang, J. D., & Morgeson, F. P. (2007) Leader-member exchange and citizenship behaviors: a meta-analysis. Journal of Applied Psychology, 92(1), 269-277.
Konovsky, M. A., & Pugh, S. D. (1994). Citizenship behavior and exchange. Academy of Management Journal, 37(3), 656-669.
Ladd, D., & Henry, R. A. (2000). Helping coworkers and helping the organization: The role of support perceptions, exchange ideology, and conscientiousness. Journal of Applied Social Psychology, 30(10), 2028-2049.
Lam, S. S., Hui, C., & Law, K. S. (1999). Organizational citizenship behavior: Comparing perspectives of supervisors and subordinates across four international samples. Journal of Applied Psychology, 84, 594-601.
Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131-142.
Leon, M. C., & Finkelstein, M. A. (2011). Individualism/collectivism and organizational citizenship behavior. Psicothema, 23(3), 401- 406.
Leventhal, G. S., Karuza, J. Jr., & Fry, W. R. (1980). ‘Beyond Fairness: A Theory of Allocation Preferences’, in Mikula, G. (ed), Justice and Social Interaction, Springer-Verlag, New York: pp. 167-218.
Markus, H. R., & Kitayama, S. (1991). Culture and the self: Implications for cognition, emotion, and motivation. Psychological Review, 20, 568-579.
Matusmoto, D., Weissman, M. D., Preston, K., Brown, B. R., & Kupperbusch, C. (1997). Context-specific measurement of individualism- collectivism on the individual level: The individualism-collectivism interpersonal assessment inventory. Journal of Cross-Cultural Psychology, 28(2), 743-767.
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.
Moorman, R. H., & Blakely, G. L. (1995). Individualism-collectivism as an individual difference predictor of organizational citizenship behavior. Journal of Organizational Behavior, 16, 127-142.
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