J. Bret Becton, William F. Giles and Mike Schraeder
The paper aims to address a topic that has not been systematically studied in the organisational citizenship behaviour (OCB), performance appraisal and rewards literature…
Abstract
Purpose
The paper aims to address a topic that has not been systematically studied in the organisational citizenship behaviour (OCB), performance appraisal and rewards literature. Specifically, this paper seeks to examine the potential effects of rewarding OCBs by explicitly incorporating them into performance appraisal and reward systems.
Design/methodology/approach
A review of relevant theory and literature is provided and propositions concerning the possible effects of assessing and rewarding OCBs are offered.
Findings
The findings show that there are potential advantages and disadvantages of formally incorporating OCBs into performance appraisal systems and that it seems likely that more organisations will move toward formally measuring and rewarding OCBs.
Originality/value
While most research indicates that OCBs are associated with positive outcomes, this paper also addresses potential negative consequences of formally evaluating and rewarding OCB.
Details
Keywords
Divya Tripathi, Shailendra Singh and Arup Varma
The purpose of this paper is to examine how perceptions of politics (POP) impact individuals’ willingness to engage in organizational citizenship behavior (OCB) and how this…
Abstract
Purpose
The purpose of this paper is to examine how perceptions of politics (POP) impact individuals’ willingness to engage in organizational citizenship behavior (OCB) and how this relationship is impacted by individuals’ conscientiousness and political skills.
Design/methodology/approach
Primary data collected from 211 employee working in the consultancy sector in India were analyzed using hierarchical moderated regression technique.
Findings
The authors found a significant three-way interaction between POP, conscientiousness and political skill in predicting OCB. Presence of high conscientiousness and high political skill alleviates the negative effect of politics on OCB.
Research limitations/implications
The data were collected from consultancy sector organizations, and thus, generalizability of the results is somewhat limited. Further, self-report surveys are used for data collection. Future studies should use multiple methods to collect data to avoid common method bias.
Practical implications
The results suggest that to alleviate the negative effect of POP on OCB, practitioners should recruit employees with high levels of conscientiousness and impart training to develop political skill.
Originality/value
This study attempts to take a holistic person-centric approach to study the moderating effect of personality variable and political skill when examining the linkage between perceived politics and citizenship behavior.
Details
Keywords
John Bret Becton, H. Jack Walker, J. Bruce Gilstrap and Paul H. Schwager
The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work…
Abstract
Purpose
The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire.
Design/methodology/approach
Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant.
Findings
Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications.
Originality/value
Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.