Un altre costat de la moneda: assaigs sobre el costat fosc del comportament de la ciutadania organitzativa i els seus efectes sobre el benestar i el funcionament del lloc de treball dels empleats

• Autores: Aamir Suhail
• Directores de la Tesis: Alexandra Simon Villar (dir. tes.), Àlex Rialp Criado (codir. tes.)
• Lectura: En la Universitat Autònoma de Barcelona ( España ) en 2021
• Idioma: catalán
• Tribunal Calificador de la Tesis: Simon L. Dolan (presid.), Stefan Van Hemmen (secret.), Erhan Atay (voc.)
• Programa de doctorado: Programa de Doctorado en Creación y Gestión de Empresas / IDEM, Doctorate in Entrepreneurship and Management por la Universidad Autónoma de Barcelona
• Materias:
  • Ciencias económicas
    • Organización y dirección de empresas
      • Organización de recursos humanos
• Enlaces
  • Tesis en acceso abierto en: TDX
• Resumen

  • This thesis constitutes upon three studies to investigate dark side of the organizational citizenship behavior and its adverse impacts on employees wellbeing and workplace functioning. First two studies mainly rely upon conservation of resources theory. Thus, Based on the conservation of resources theory Study 1 discusses the relationship between employees’ experience of citizenship pressure and job performance, as well as the mediating role of citizenship fatigue and moderating role of continuance commitment. A Multisource data reveals that employees’ feelings that they have no choice but to participate in ostensibly voluntary behavior harm their job performance because of energy depletion induced by citizenship fatigue. However, employees’ continuance commitment moderate the indirect relationship of citizenship pressure and job performance. Employees’ belief that their employment alternatives are limited change their perception about citizenship behavior as opportunities instead of threat. Study 2 investigates how compulsory citizenship behavior affects employees’ energy and motivation to engage in other voluntary behaviors such as service oriented-organizational behavior and creativity through role overload. We argued that the intensity of this effect is different for different generations (millennials vs. non-millennials). In study 2, results of a co-variance SEM analysis suggest that role overload resulting from compulsory citizenship behavior may undermine the service-oriented OCB and creativity of millennial employees. However, these effects may be more muted among non-millennials who “live to work.” Study 3 relies on moral licensing theory to propose a model explaining relationship conflicts through mediating and moderating variables. We suggest that psychological entitlement mediates the relationship between individual initiatives and relationship conflicts. We also argue that impression management motives moderate this mediating effect. Based on the self-representation theory, we suggest that the relationship between individual initiative and psychological entitlement becomes stronger when employees take individual initiatives with an intention of engaging in a successful impression management motive. Results of a PLS-SEM analysis of mediated moderation model suggested different strengths of the relationship between individual initiative and psychological entitlement and relationship conflicts at lower and higher levels of impression management motives. Other interesting implications of our study are discussed.