Reference paper:
Moon, H., Van Dyne, L., Wrobel, K., & Turnipseed, D. L. (2005). The circumplex model and the future of organizational citizenship behavior research. Handbook of organizational citizenship behavior, 3–24.Abstract:
(A 50-word quick summary from my understanding)
Study, using a circumplex model of OCB, identifies two conceptual axes (organizational/interpersonal and promotive/protective), which combine to produce four general types of OCBs: helping, compliance, sportsmanship and innovation. It proposes that each of these is a latent construct and combination of these into overall OCB construct is an aggregate construct.Quick Notes/queries:
(For my further delving)
Group focus- Is the OCB directed at one's group distinct from OCB-I and OCB-O in terms of nature, antecedent and consequences? If so, how do we accommodate this in the circumplex model? For example, consider a faculty extending discretionary assistance to Admissions team on shaping the admission strategy to attract best talent to the university. Is this OCB considered to be directed at individual, group or organization? Are there any meaningful differences in considering OCB directed at groups?
Intention
- How important are the intended outcomes of OCB behaviors? According to Organ (1988) OCBs in aggregate promote effective functioning of the organization. So is it not essential to know whether the intentions behind an OCB behavior was to effect organizational functioning?
- Is a typology of different types of OCB based on the intentions (such as self-serving, pro-individual/group/organizational, nonaligned-individual/group/organizational) helpful? Consider an employee assisting a peer group member on his work. Though this behavior is interpersonal in nature (directed at the individual), the behavior may have been enacted with intended benefit to self, peer, group and/or organization (in various combinations). An employee whose work is dependent on his peer's may help the peer with the sole intention of benefiting the self and with no intentional effect (harm/benefit) on the peer, group or organization . Alternatively, consider an employee who helps his peer with the intention of benefitting peer, with no intentional effect on the group or organization. It is also likely that an employee who perceives that group's outcome is suffering due to peer's poor efficacy, may assist the peer with the intention of benefitting the group with no intentional effect on the peer.
Inter-correlations
- How do promotive and protective OCBs interplay with each other? For example, how is sportsmanship related to voice and whistleblowing dimensions? Does a high measures of sportsmanship (ex - defends the organizations when others criticize it) imply low levels of voice or whistleblowing? Is sportsmanship related to silence construct?
Other dimensions
- Where do conscientiousness, civic virtue, voice, whistleblowing and taking charge dimensions fall in the current circumplex model? Are conscientiousness and civic virtues - 'organizational and promotive', voice - 'interpersonal and promotive' , whistleblowing - 'organizational and protective', and taking charge - 'organizational and promotive' citizenship behaviors?
- How are 'voice' and 'taking charge' related to 'innovation' citizenship behavior? One of the measures of innovation in the current paper - 'makes constructive suggestions for improving how things operate' - seems to overlap with the voice dimension. Another measure of the innovation - 'tries to institute new more effective work methods for the company' - seems to overlap with that of taking charge behavior.
Measures
- How relevant are certain compliance measures such as 'always comes to work on time' and 'never leaves the work early without permission' in the contemporary organizatonal contexts of flextime and flexplace?
- Why is sportsmanship considered as interpersonal behavior when the measures such as - 'defends the organization when other employee criticse it' and 'always finds fault with what company is doing' seem more organizational than interpersonal in nature.