Abstract
Recently, some researchers have challenged ideas that inherently OCBs would positively contribute to organization, calling for a more balanced view of OCBs.
Using a public employee survey conducted by the Korean Institute of Public Administration in 2018, this study empirically examines the impacts of organizational citizenship behavior on job outcomes including employee’s turnover intention and their job performance. Drawing on person-job fit theory and job demands-resources model, this study also suggests public service motivation can moderate the relationship between organizational citizenship behavior and job outcomes. The implications for future studies and practice are discussed.
Using a public employee survey conducted by the Korean Institute of Public Administration in 2018, this study empirically examines the impacts of organizational citizenship behavior on job outcomes including employee’s turnover intention and their job performance. Drawing on person-job fit theory and job demands-resources model, this study also suggests public service motivation can moderate the relationship between organizational citizenship behavior and job outcomes. The implications for future studies and practice are discussed.
| Translated title of the contribution | Organizational Citizenship Behavior and Job Outcomes: Moderating Role of Public Service Motivation |
|---|---|
| Original language | Korean |
| Pages (from-to) | 51-73 |
| Number of pages | 23 |
| Journal | 현대사회와 행정 |
| Volume | 30 |
| Issue number | 1 |
| DOIs | |
| State | Published - 2020 |