GENEROSITY AT WORK: GENEROUS IDENTITY, ORGANIZATIONAL CONTEXT, AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS

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Gur, S. (2017). GENEROSITY AT WORK: GENEROUS IDENTITY, ORGANIZATIONAL CONTEXT, AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS. Unc Charlotte Electronic Theses And Dissertations.
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Abstract

Research on prosocial behaviors at the workplace continues to flourish, and generous identity is a variable that has been omitted in previous studies. Generous identity is the extent to which a person defines themselves as generous. The research reported here examines the relationship between generous identity and organizational citizenship behaviors (OCBs) in three studies. As part of the validation process for the generous identity construct, convergent, discriminant, and criterion-related validity support was found for the generous identity scale. Additionally, I test the moderating effect of organizational culture on the relationship between identity and behavior. Results show that generous identity and OCBs are strongly and positively correlated, and a collectivist organizational culture does not moderate the relationship between generous identity and OCBs. I also interviewed participants about the prosocial climate of their team and described three themes that emerged from the data. Practical implications inform practice by guiding supervisors and organizations on how to create and maintain a prosocial climate at the team level that facilitates the authentic enactment of generous behaviors.

Details
Author

Gur, Shahar

Title

GENEROSITY AT WORK: GENEROUS IDENTITY, ORGANIZATIONAL CONTEXT, AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS

Physical Description

1 online resource (121 pages) : PDF

Date

2017

Degree Granting Institution

University of North Carolina at Charlotte

Abstract

Research on prosocial behaviors at the workplace continues to flourish, and generous identity is a variable that has been omitted in previous studies. Generous identity is the extent to which a person defines themselves as generous. The research reported here examines the relationship between generous identity and organizational citizenship behaviors (OCBs) in three studies. As part of the validation process for the generous identity construct, convergent, discriminant, and criterion-related validity support was found for the generous identity scale. Additionally, I test the moderating effect of organizational culture on the relationship between identity and behavior. Results show that generous identity and OCBs are strongly and positively correlated, and a collectivist organizational culture does not moderate the relationship between generous identity and OCBs. I also interviewed participants about the prosocial climate of their team and described three themes that emerged from the data. Practical implications inform practice by guiding supervisors and organizations on how to create and maintain a prosocial climate at the team level that facilitates the authentic enactment of generous behaviors.

Genre

doctoral dissertations

Subjects--Topics

Organizational behavior
Social sciences--Research

Degree

Ph.D.

Keywords

Generosity
Generous Identity
Organizational Citizenship Behaviors
Organizational Culture
Team Climate

Subject Area

Organizational Science

Advisor(s)

Walker, Lisa

Committee Members

Blanchard, Anita
Fitzgerald, Scott
Shanock, Linda

Degree Note

Thesis (Ph.D.)--University of North Carolina at Charlotte, 2017.

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Rights Holder Information

Copyright is held by the author unless otherwise indicated.

Identifier

Gur_uncc_0694D_11469

Permalink

http://hdl.handle.net/20.500.13093/etd:455