An investigation of the construct validity of organizational citizenship behavior
Abstract
Although the concept of organizational citizenship behavior (OCB) has been the focus of several substantive investigations, it has not been defined, conceptualized, and measured consensually among researchers. Current conceptualizations also do not distinguish OCB from other concepts commonly studied. This thesis reformulates OCB in a way that distinguishes it from cognate concepts. A nomological network that posits linkages between OCB and certain theoretical precursors in addition to linkages for OCB's cognate concepts (i.e., compliant behavior, job performance) is presented. This provides a model for confirmatory analysis of the construct validity of OCB. Data collected from student members of campus organizations was used to test the convergent validity component of the nomological network. Mancova and discriminant analysis procedures were employed to test the effects of work and personal perceptions on an OCB criterion which is consistent with the prior OCB conceptualization. Organizational commitment, work satisfaction, and sex were significantly associated with OCB. Sex also appeared to moderate the effects of organizational commitment and work satisfaction on OCB. Burnout and compliance had no effect. The results are examined in terms of their implications for the construct validity of OCB and future OCB research.
Degree
Ph.D.
Advisors
Harris, Purdue University.
Subject Area
Occupational psychology
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