MODERATOR EFFECT OF PROSOCIAL MOTIVATION ON RELATIONSHIP BETWEEN COMPULSORY CITIZENSHIP BEHAVIOR AND BURNOUT

Year 2022, Volume: 19 Issue: 49, 14 - 28, 30.06.2022

Süleyman Cem Bozdoğan

Abstract

Due to the fact that compulsory citizenship behavior is a relatively understudied issue, research in the literature has tended to concentrate on organizational citizenship behavior rather than compulsory citizenship behavior. There are numerous negative consequences for both employees and organizations when organizational citizenship activities that are anticipated to have a favorable influence on the performance of the company are changed into compulsory organizational citizenship behaviors under the pressure of employers or management to achieve organizational success. Management and societal pressure to complete work that is beyond the scope of their job obligations are applied to a large number of workers on a consistent basis. Many organizations with great resources and power impose mandatory responsibilities on the employee's work process, causing them to feel more psychological pressure by forcing overtime and sacrifices. This study is one of the first to simultaneously assess the relationship between compulsory citizenship, burnout, and pro-social motivation. Data was collected via the internet from 432 participants working in the textile industry using an easy sampling method. Correlation, regression, and moderation impact analysis were performed to test hypotheses. Compulsory citizenship behavior has a positive effect on burnout, and it has been found that prosocial motivation regulates compulsory citizenship behavior by reducing its positive effect on burnout.

Keywords

Parent relationship, father-child relationship, maternal gatekeeping, child, parent

PROSOSYAL MOTİVASYONUN ZORUNLU VATANDAŞLIK DAVRANIŞI İLE TÜKENMİŞLİK ARASINDAKİ İLİŞKİYE DÜZENLEYİCİ ETKİSİ

Abstract

Zorunlu vatandaşlık davranışının görece az çalışılmış bir konu olması nedeniyle literatürde yapılan araştırmalar zorunlu vatandaşlık davranışından ziyade örgütsel vatandaşlık davranışına yoğunlaşmıştır. Örgütsel başarı üzerinde olumlu etkisi olması beklenen vatandaşlık davranışlarının işverenlerin veya yönetimin baskısı altında zorunlu vatandaşlık davranışlarına dönüştürülmesi hem çalışanlar hem de kuruluşlar için çok sayıda olumsuz sonuç doğurmaktadır. Büyük kaynaklara ve güce sahip birçok kuruluş, çalışanın iş sürecine zorunlu sorumluluklar yükleyerek, fazla mesai ve fedakarlıklara, zorlayarak daha fazla psikolojik baskı hissetmelerine neden olmaktadır. Bu çalışma zorunlu vatandaşlık, tükenmişlik ve prososyal motivasyon arasındaki ilişkiyi aynı anda değerlendiren ilk çalışmalardan biridir. Tekstil sektöründe çalışan 432 katılımcıdan kolayda örnekleme yöntemiyle internet üzerinden veri toplanmıştır. Hipotezleri test etmek amacıyla korelasyon, regresyon ve düzenleyici etki analizi yapılmıştır. Zorunlu vatandaşlık davranışının tükenmişlik üzerinde pozitif etkisi bulunmaktadır ve prososyal motivasyonun, zorunlu vatandaşlık davranışının tükenmişlik üzerindeki pozitif etkisini azaltmak yoluyla bu ilişkiyi düzenlediği tespit edilmiştir.

Keywords

ebeveyn ilişkisi, baba-çocuk ilişkisi, babasavar anne, çocuk, ebeveyn

References

• Ahmadian, S., Sesen, H., & Soran, S. (2017). Expanding the boundaries of compulsory citizenship behavior: Its impact on some organizational outputs. Business and Economic Horizons (BEH), 13(1232-2017-2407), 110-118.
• Ahmed, S. F., Eatough, E. M., & Ford, M. T. (2018). Relationships between illegitimate tasks and change in work-family outcomes via interactional justice and negative emotions. Journal of Vocational Behavior, 104, 14-30.
• Arbuckle, J. (2016). IBM® SPSS® Amos™ user’s guide. Chicago, IL: SmallWaters.
• Batson, C. D. (1987). Prosocial motivation: Is it ever truly altruistic? Advances in experimental social psychology, 20, 65-122.
• Caldas, M. P., Ostermeier, K., & Cooper, D. (2020). When helping hurts: COVID-19 critical incident involvement and resource depletion in health care workers. Journal of Applied psychology, Vol. 106, No. 1, 29–47
• Cameron, K., & Dutton, J. (Eds.). (2003). Positive organizational scholarship: Foundations of a new discipline. Berrett-Koehler Publishers.
• Coşkun, R., Altunışık, R., Bayraktaroğlu, S., & Yıldırım, E. (2015). Sosyal bilimlerde araştırma yöntemleri. Sakarya: Sakarya Yayıncılık.
• Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of management, 31(6), 874-900.
• Cunningham, M. R., Steinberg, J., & Grev, R. (1980). Wanting to and having to help: Separate motivations for positive mood and guilt-induced helping. Journal of personality and social psychology, Vol .38, No.2, 181–192
• Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied psychology, Vol .86, No.3, 499–512.
• Gebauer, J. E., Riketta, M., Broemer, P., & Maio, G. R. (2008). Pleasure and pressure based prosocial motivation: Divergent relations to subjective well-being. Journal of Research in Personality, 42(2), 399-420.
• Gefen, D., Straub, D. and Boudreau, M.-C. (2000), “Structural equation modeling and regression: guidelines for research practice”, Communications of the Association for Information Systems, Vol. 4 No. 1, 1- 77.
• Gouldner, A. W. (1960). The norm of reciprocity: A preliminary statement. American sociological review, Vol. 25, No. 2, 161-178.
• Grant, A. M., & Mayer, D. M. (2009). Good soldiers and good actors: prosocial and impression management motives as interactive predictors of affiliative citizenship behaviors. Journal of applied psychology, 94(4), 900.
• Grant, A. M. (2007). Relational job design and the motivation to make a prosocial difference. Academy of management review, Vol. 32, No. 2, 393-417.
• Grant, A. M. (2008). Employees without a cause: The motivational effects of prosocial impact in public service. International Public Management Journal, Vol. 211, No. 1, 48-66.
• Grant, A. M., & Berg, J. M. (2012). Prosocial motivation. The Oxford handbook of positive organizational scholarship. Oxford University Press.
• Grant, A. M., & Berry, J. W. (2011). The necessity of others is the mother of invention: Intrinsic and prosocial motivations, perspective taking, and creativity. Academy of management journal, Vol.54, No.1, 73-96.
• Grant, A. M., & Sumanth, J. J. (2009). Mission possible? The performance of prosocially motivated employees depends on manager trustworthiness. Journal of Applied psychology, Vol. 94, No. 4, 927–944.
• He, P., Wang, X., Wu, M., & Estay, C. (2018). Compulsory citizenship behavior and employee silence: The roles of emotional exhaustion and organizational identification. Social Behavior and Personality: an international journal, Vol.46, No.12, 2025-2047.
• He, P., Peng, Z., Zhao, H., & Estay, C. (2019). How and when compulsory citizenship behavior leads to employee silence: a moderated mediation model based on moral disengagement and supervisor–subordinate guanxi views. Journal of Business Ethics, 155(1), 259-274.
• Hickey, R. (2014). Prosocial motivation, stress and burnout among direct support workers. Journal of Applied Research in Intellectual Disabilities, 27(2), 134-144.
• Hu, J., & Liden, R. C. (2015). Making a difference in the teamwork: Linking team prosocial motivation to team processes and effectiveness. Academy of Management Journal, 58(4), 1102-1127.
• Kanfer, R. (1990). Motivation theory and industrial and organizational psychology. Handbook of industrial and organizational psychology, Vol. 1, No.2, 75-130.
• Karagöz, Y. (2016). SPSS ve AMOS 23 Uygulamalı İstatistiksel Analizler. Ankara: Nobel Yayıncılık
• Lifton, W. (1961). Working with groups: Group process and individual growth.
• Malach-Pines, A. (2005). The burnout measure, short version. International Journal of Stress Management, Vol. 12, No. 1, 78–88.
• Maslach, C. (1986). Stress, burnout, and workaholism, 53-75.
• Porpora, D. V. (1998). Four concepts of social. Critical realism: Essential readings, Vol. 19, No.2, 339-506.
• Schein, E. H., Schneier, I., & Barker, C. H. (1961). Coercive persuasion, Norton & Company.
• Shao, D., Zhou, E., Gao, P., Long, L., & Xiong, J. (2019). Double-edged effects of socially responsible human resource management on employee task performance and organizational citizenship behavior: Mediating by role ambiguity and moderating by prosocial motivation. Sustainability, Vol. 11, No. 8, 1-16.
• Şeşen, H., & Soran, S. (2013). Örgütsel vatandaşlıktan zorunlu vatandaşlığa: Zorunlu vatandaşlık davranışının bazı faktörlerle ilişkisi. 21. Ulusal Yönetim ve Organizasyon Kongresi Bildiri Kitabı, Kütahya, 407-410.
• Taris, R., & Feij, J. (2001). Longitudinal examination of the relationship between supplies–values fit and work outcomes. Applied Psychology, Vol. 50, No. 1, 52-80.
• Tepper, B. J. (2000). Consequences of abusive supervision. Academy of management journal, Vol. 43, No. 2, 178-190. Thompson, J. A., & Bunderson, J. S. (2003). Violations of principle: Ideological currency in the psychological contract. Academy of management review, Vol. 28, No. 4, 571-586.
• Tumkaya, S., Cam, S., & Cavusoglu, I. (2009). Tukenmislik olcegi kisa versiyonu’nun Turkceye uyarlama, gecerlik ve guvenirlik çalışması [Turkish adaptation of the burnout snydrome inventory short version]. CU Sosyal Bilimler Enstitusu Dergisi, Vol. 18, No. 1, 387-398.
• Vigoda-Gadot, E. (2007). Redrawing the boundaries of OCB? An empirical examination of compulsory extra-role behavior in the workplace. Journal of business and psychology, Vol. 21, No. 3, 377-405.
• Vigoda‐Gadot, E. (2006). Compulsory citizenship behavior: Theorizing some dark sides of the good soldier syndrome in organizations. Journal for the Theory of Social Behaviour, Vol. 36, No. 1, 77-93.
• Yam, K. C., Klotz, A., He, W., & Reynolds, S. J. (2014). Turning good soldiers into bad apples: examining when and why citizenship behavior leads to deviance. Academy of Management Proceedings, Vol. 60, No. 1, 373-396.
• ZHANG Lan-xia， YANG Shuo， ZHANG Liang-ting， LI Bing. (2018). Impact of Compulsory Citizenship Behavior on Employees’Job Burnout—A Mediated Moderation Model[J]. Journal of Northeastern University Natural Science, Vol. 39, No. 9, 1358-1363.
• Zhao, H., Peng, Z., & Chen, H.-K. (2014). Compulsory citizenship behavior and organizational citizenship behavior: The role of organizational identification and perceived interactional justice. The Journal of psychology, Vol. 148, No. 2, 177-196.
• Zheng, H., Chen, M., Gao, X., & Liu, X. (2020). Relationship between compulsory citizenship behavior, job burnout and emotional labor. Revista Argentina de Clínica Psicológica, Vol. 29, No. 1, 149-155.