Sample 2 was used for the exploratory factor analysis so it could be done on an independent sample from the confirmatory factor analysis. Data were collected from a sample independent of Sample 1 consisting of with complete data employed individuals recruited from university classes. Of these participants, Table 4 presents descriptive statistics means and standard deviations and correlations for all Study 2 variables from Sample 1. Internal consistencies coefficient alphas are on the main diagonal, and are all above. The results supported this hypothesis.
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Results were mixed. Tables 5 and 6 present the CWB and OCB items most strongly associated with organizational constraints and interpersonal conflict, respectively. It is precisely the items representing absence of CWB that account for the highest negative correlations with job stressors. More formally, using SAS — a series of exploratory common factor analyses of Sample 2 from Study 2 were conducted, using varimax rotation.
The second eigenvalue was just barely above 1 1. When we rotated two factors, the items loading on each did not distinguish target, and six of the items loaded approximately the same on both factors. When rotated, the items loaded cleanly on factors according to scale.
All but five had loadings on Factor 1 of. The two factors were allowed to intercorrelate. In addition, all estimated factor loadings were significant t values greater than 2. The estimated correlation between the two factors was. Our two studies provide empirical confirmation to Dalal's conclusions that measurement artefacts may have distorted relationships between CWB and OCB.
Given the nature and number of studies available at the time, Dalal was unable to clearly show the combined effects of controlling for all three artefacts.
Furthermore, correlations with additional variables were in some cases in the same rather than opposite direction. Further research is needed to disentangle causes and effects of counterproductivity and citizenship, and may actually demonstrate that negative, rather than positive experiences, perceptions, and emotions are key motivators of helpful as well as harmful behaviour at work.
As found in prior studies, the Podsakoff measure related negatively with CWB and oppositely to our CWB measure with several additional variables. This pattern of results leads us to the conclusion that Dalal was correct in suggesting that measurement artefacts have distorted the relationship between CWB and OCB, and that in fact these two forms of behaviour are not necessarily opposite, but may in fact be positively related. In fact some of the presumed antecedents of these two forms of behaviour are the same, but with opposite relationships.
The fact that this idea is so intuitively appealing might, at least in part, be the reason that prior research has found such strong negative correlations between CWB and OCB, particularly when supervisors are providing agreement ratings. Strong implicit theories of behaviour may have biased ratings where particularly salient instances of either CWB or OCB invoked a prototype of the good citizen or organizational delinquent, leading to opposite responses on items reflecting CWB versus OCB.
Thus, it seemed logical that reversed coded CWB items were indicators of OCB, as there was no reason to avoid items that overlapped with another construct that was not in any way relevant to the current work. Both CWB and OCB may occur as behavioural responses to negative workplace experiences, leading us to question prior conclusions that CWB is associated with stressors, negative emotions, perceptions, and attitudes, while OCB is necessarily associated with positive emotions, perceptions, and attitudes. Clearly, behaviour is a complex interplay between environments and people that is not fixed, but rather unfolds over time.
In this paper, we have suggested several factors that can lead to an individual engaging in both forms of behaviour. Perhaps the key contribution of this paper is the introduction of a new measure of OCB. This checklist was developed with the objective of being consistent with conceptualizations of positive, helpful behaviour, as opposed to reflecting the absence of counterproductivity and deviance.
In particular, we must consider a more complex interplay of both positive and negative acts performed by given individuals in response to demands and circumstances at work. The results of these two studies should be interpreted in light of their limitations. For example, it could be that the relation between perceived stressors or justice and behaviour were affected by other factors, such as mood, or that the direction of causality is opposite to theory.
Additional research is needed to rule out such possibilities. Work process problems may elicit behaviours designed to overcome the constraints or improve the processes of the work unit, but this in turn may be perceived as additional work demands.
Both of these situations describe conditions that place demands on employees that make OCB less than entirely voluntary and at the same time put into motion stress processes leading to CWB. The overall effects of these linkages are mixed, with enhanced productivity potentially accompanied by greater overall process loss, stress, and the dynamics of a hostile work environment. Methods to study episodic experiences will be needed to show how such factors lead from one to another. This paper is but a beginning — it demonstrates that sometimes CWB and OCB may relate positively, in contrast to much of the literature.
However, the next, critical research question is: under what circumstances will CWB and OCB relate negatively to each other and oppositely to antecedents, and under what circumstances will they relate positively? What are the moderators, both internal to the individual actor and inherent in the organization and its culture? Volume 85 , Issue 1. The full text of this article hosted at iucr. If you do not receive an email within 10 minutes, your email address may not be registered, and you may need to create a new Wiley Online Library account.
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I started playing the piano when I was maybe 14 years old. The band was four pieces: two saxophone players, a piano player—that was me—and a drummer. And the two saxophone players, one played piano and one played drums, so there were three people on the stand at any one time. We just rotated all night, from nine to four. My father had a fit. The reason I could get a job was that everybody who was over 18 was in the Army. The rest of the band were 4-F. I worked with some very wonderful bands.
Jimmy Dale, the band that rocks. It was racially mixed, which meant effectively that we only played black dances. I got to be very familiar with the bright light area of the South Side.
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