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2. PHD Thesis / Tesis PHD
3. Graduate School of Business / Pusat Pengajian Siswazah Perniagaan

Title:	Examining the job design characteristics-organizational citizenship behavior link: a proposed mediation and moderation framework
Authors:	Ramesh a/l Krishnan (ZP00151)
Supervisor:	Nik Mutasim Hj. Nik Ab. Rahman, Prof. Dr
Keywords:	Organizational behavior Mediation and moderation
Issue Date:	28-Feb-2013
Description:	In order to sustain and stay competitive in the challenging business environment, it has become important for organizations to foster helping behavior such as Organizational Citizenship Behavior (OCB) among their employees. Although past researchers have identified various attitudinal, situational and dispositional antecedents of OCB, it is also imperative to examine the interactive role of these factors to better predict employees’ engagement in OCB. Using the Expanded Work Design Model (Humphrey et al., 2007) as a guiding framework and drawing upon the Job Characteristics Theory (Hackman & Oldham 1975), and the Social Exchange Theory (Blau 1964), the current study has developed a mediation-moderation framework to explain the predictive effects of employee perception of job design characteristics, work engagement and employee personality on OCB. Specifically, this study examined the direct effects of eight dimensions of job design characteristics upon OCB, the indirect effects of these job design characteristics dimensions upon OCB through work engagement as the mediator, and the moderating effects of employee personality on this model. A total of 646 nursing and clinical employees holding non supervisory jobs in 3 public hospitals in Malaysia participated in this study. A dyadic response design was used in data collection as a means to reduce same source bias. Hierarchical multiple regression results indicated a significant positive relationship between autonomy, feedback, task significance, task identity, physical job demand and OCB. Task significance and feedback were among the strongest predictors of OCB. Work engagement was found to partially-mediate the relationships between feedback and OCB and between task significance and OCB. A moderated regression analyses further revealed that agreeable personality only moderated the relationships between autonomy and OCB, and between social support and OCB for those employees with high agreeable personality. But surprisingly, agreeable personality found to moderate the relationships between work engagement and OCB for those employees with low agreeable personality. Theoretical and practical implications of the study were discussed. The management is suggested to increase employee job autonomy by giving them the freedom and choice in carrying out their work activities. To increase work engagement of employees, leaders are suggested to make their employees feel that they make a difference in the organization. Future research can be extended by examining other potential mediators and moderators such as employee trust towards the supervisor and employee self-efficacy in examining the relationship between job design characteristics and OCB.,Ph.D
Pages:	231
Call Number:	HD58.7.R354 2013
Publisher:	UKM, Bangi
Appears in Collections:	Graduate School of Business / Pusat Pengajian Siswazah Perniagaan

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