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A PATH FROM JOB AUTONOMY TO ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE ROLE OF PERCEIVED ORGANIZATIONAL POLITICS AS MEDIATOR
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A PATH FROM JOB AUTONOMY TO ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE ROLE OF PERCEIVED ORGANIZATIONAL POLITICS AS MEDIATOR
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Journal Article
A PATH FROM JOB AUTONOMY TO ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE ROLE OF PERCEIVED ORGANIZATIONAL POLITICS AS MEDIATOR
2017
Overview
Job autonomy and organizational citizenship behavior have both been the focus of research in the organizational literature, yet few attempts have been made to investigate the relationship between the two. This study aimed to further the body of knowledge by applying a theory-driven approach to examine how job autonomy affects organizational citizenship behavior. Building on the research surrounding job autonomy and organizational citizenship behavior, as well as social exchange theory , the authors proposed a model in which perception of organizational politics and organizational commitment mediate the impact of job autonomy on two forms of organizational citizenship behavior-altruism, and conscientiousness. The mechanism we used examined these impacts in series. A conditional process analysis with a bootstrapping technique suggested a partial mediation model. The results showed that job autonomy significantly reduced employee's perceptions of organizational politics, and this decreased perception improved employees' engagement in commitment toward their organizations and increased conscientiousness. It is of interest to note that this concurs with Hackman's model regarding work outcomes. While the results showed effects on conscientiousness, there were not similar effects on altruism. The mixed nature of our results indicates there are likely other moderating factors which need to be considered in future models, such as personality and competitive climate.
