Determinants of organizational citizenship and counterproductive work behavior: The role of personality, job characteristics, job satisfaction and organizational commitment


Thesis Type: Postgraduate

Institution Of The Thesis: Orta Doğu Teknik Üniversitesi, Faculty of Economic and Administrative Sciences, Department of Business Administration, Turkey

Approval Date: 2016

Student: ÖYKÜ ARKAN

Supervisor: FERİDE PINAR ACAR

Abstract:

Organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) are two growing areas that have important consequences for organizational effectiveness. Although various empirical research has analyzed the determinants and consequences of these extra-role behaviors, there is a limited research in the literature that studied both OCB and CWB at the same time. This thesis tests a new comprehensive model through examining the influences of Big Five Personality Traits, impostor phenomenon, narcissism, job characteristics, job satisfaction and organizational commitment on both OCB and CWB. Although there are numerous research that investigated the relationships between Big Five and job attitudes, OCBs and CWBs, studying impostor phenomenon and narcissism with respect to these outcomes is relatively new to the literature. Therefore, one of the most important objectives of this study is to fill the gap in the literature in terms of exploring the relationships between different personality variables and extra-role behaviors. Another important objective of this thesis is to investigate the effects of job characteristics on OCBs and CWBs. While doing so, the mediating roles of job satisfaction and organizational commitment are taken into consideration. In order to test the hypotheses about the relationships among the variables presented, data were acquired from employees at a public judicial institution in Turkey (N = 1075) through surveys. The results indicate that both Big Five Personality Traits and job characteristics significantly predicted OCB and CWB. Furthermore, these relationships are mediated by job satisfaction and organizational commitment. A discussion of the findings is provided along with the implications, limitations and suggestions for the future research.