ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND LEADER-MEMBER EXCHANGE AS CORRELATES OF WORKPLACE VIOLENCE AMONG WORKERS: MODERATING ROLE OF AUTONOMY

Stephen E. Iloke, Tochukwu M. Oguegbe, Leonard N. Ezeh

Abstract


The present study investigated the moderating role of autonomy in the relationship among organizational citizenship behaviours, leader member exchange and workplace violence. Two hundred and twenty (220) non-teaching staff of Nnamdi Azikiwe University, Awka campus participated in the study. They comprised of 176 females and 44 males. Their age ranged from 22 to 53 years with their mean age of 33.1yearsand standard deviation of 5.7. Four instruments were adopted in the study, namely 12-item workplace violence scale developed by Wang (2002), 20-item organizational citizenship behavior scale developed by Spector, Fox, Goh, Brussema & Kessler (2012), 11-item leader member exchange scale developed by Graen and Taylor (2004). Correlational design was employed for the study. Pearson product moment correlation statistics and multiple regression were also employed as the statistical tool to test the 4 hypotheses generated. The results of the hypotheses tested showed that organizational citizenship behavior positively and significantly correlated with workplace violence (r=.88, P<.001), leader member exchange positively and significantly correlated with workplace (r=.82, P<.001), autonomy significantly moderated the relationship between organizational citizenship behavior and leader member exchange on workplace violence β(.-67, t= -5.15, p<.01)). Autonomy moderated the relationship between organizational citizenship behavior and leader member exchange β(-2.34; t= -5.57, p<.01). It was recommended that workers should be encouraged to imbibe citizenship behaviours in their workplaces.

Article visualizations:

Hit counter


Keywords


workplace violence; organisational citizenship behaviour; leader member exchange; autonomy

Full Text:

PDF

References


Adegoke, T. (2014). Effects of Occupational Stress on Psychological Well-being of Police Employees in Ibadan Metropolis, Nigeria. International Multidisciplinary Journal, Ethiopia, 8(1), 302-320.

Aide S. & Ronke G. (2017). Psychological Well-Being: Impact of Workplace Violence and Demographic Variables on Employees of Ministry of Physical Planning and Urban Development, Ibadan, Oyo State. Journal of Advance in Social Science and Humanities, 3(1), 20261-20270.

Alshamran, M. (2017). The Relationship between Leader-Member Exchange, Job Satisfaction and Affective Commitment, Gender-Similarity Roles in the Segregated Work Environment in Saudi Arabia. International Journal of Business and Management 12, (5), 1-16.

American Nurses Association (2017). Nursing: Scope and standards of practice. Silver Spring, MD: nursesbooks.org.

Asamani, L. (2016). Organizational and Industrial Consequences of Workplace Violence. Public Policy and Administration Research 6, (9), 47-58.

Bateman, T. S. & Organ, D. W. (1983). Job satisfaction and the good soldier: The relationship between affect and employee “citizenship.” Academy of Management Journal, 26, 587- 595

Bauer, T. N., & Green, S. G. (1994). Leader-member exchange: Relationships with performance expectations and leader delegation at two points in time. Paper presented at the Academy of Management Meetings, Dallas, TX.

Boafo, I. M., & Hancock, P. (2017). Workplace Violence Against Nurses: A Cross-Sectional Descriptive Study of Ghanaian Nurses. SAGE Open, 7(1), 21-58 244017701187

Borman, W. C. (2004). Personality predictors of citizenship performance. International Journal of Selection and Assessment, 9, 52–69.

Cheung, T., Lee, P. H. & Yip, S. F. (2017). Workplace Violence toward Physicians and Nurses: Prevalence and Correlates in Macau. International Journal of Environmental Research and Public Health,14(8),879. https://doi.org/10.3390/ijerph14080879.

Dhivya, A. S. & Sripirabaa, B. (2015). The impact of leader member exchange on Work engagement: an empirical study. International Journal of Management, 6(1), 139-150.

Dollard, J., Doob, L. W., Miller, N. E., Mowrer, O. H., & Sears, R. R. (1967). Frustration and aggression. New Haven, CT: Yale University Press. (Original work published 1939).

Gates, D. (2004). Violence against emergency department workers. The Journal of emergency medicine, 31, 331-337.

Fried, Y., & Ferris G. R. (1987). The validity of the job characteristics model: A review of meta-analysis. Personnel psychology, 40, 287-322.

Graen, G. B. & Taylor, E. T. (2004). A new approach to team leadership: upward, downward, and horizontal to differentiation. In G. B. Graen (Ed.), New frontiers of leadership, LMX leadership: The series, Vol. 2. (pp. 33−66). Greenwich, CT: Information Age.

Huang, Y., & Jeng, J. (2005). The relationship of paternalistic leadership as well as perception of competence, autonomy, and relatedness to self-determined participation motivation in sport. Proceedings of the 11th World Congress of Sport Psychology. August 15 to August 19, Sydney Australia.

Lewis, M. A. (2006). Nurse bullying, organizational considerations in the maintenance and perpetration of health care bullying cultures. Journal of Nursing Management, 14:52–58.

Morgeson, F. P., & Campion, M. A. (2003). Understanding reactions to job redesign: A quasi experimental investigation of the moderating effects of organizational contexts on perception of performance behavior. Personal Psychology 59, 333-363.

Najafi F., Fallahi-Khoshknab M., Ahmadi F., Dalvandi A., & Rahgozar, M. (2018). Antecedents and consequences of workplace violence against nurses: A qualitative study. Journal of Clinical Nursing.27:116–128. https://doi.org/10.1111/jocn.13884.

Ogunlola, A. A., Kalejaiye, P. O. & Abrifo, C. A. (2013). Management style as a correlate of job performance of employees of selected Nigerian brewing industries. African Journal of Business Management,7(36), 3714-3722.

Organ, D. W. and Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behavior', Personnel Psychology, 48: 775-802.

Paille, P. (2011). Stressful Work, Citizenship Behaviour and Intention to leave the Organization in a high Turnover Environment: Examining the Mediating role of Satisfaction, Journal of Management Research, 1(3) 1-14.

Ryff, C. D. (1989). Beyond Ponce de Leon and life satisfaction: New directions in quest of successful aging. International Journal of Behavioral Development, 12(1), 35–55. http://dx.doi.org/10.1177/016502548901200102.

Ryff, C. D., & Keyes, C. L. M. (1995). The structure of psychological well-being revisited. Journal of Personality and Social Psychology, 69(4), 7-19. http://dx.doi. org/10.1037/0022-3514.69.4.719.

Spector, P. E., Goh, A; Bruursema, K. & Kessler, S. R. (2012). The deviat citizen: measuring potential positive relations between counter productive work behavior and organizational citizenship behavior. Journal of Occupational and Organizational Psychology. Loyola University, Chicago.

Tammy, L. C. & Lauzier, M. (2014). Workplace Bullying and Job Satisfaction: The Buffering Effect of Social Support. Universal Journal of Psychology, 2(2), 81 – 89.

Udeze, N. C., Abamara, N. C., Chukwuma, F. A., Okoye, C. A. F. & Chine, B. C. (2018). Relationship between Psychological Wellbeing and Domestic Violence among Adolescents Home Caregivers and Non-Home Caregivers in Nigeria.Journal of Psychology & Psychotherapy, 8: 340. doi: 10.4172/2161-0487.1000340.

Vandenbos, G. (2015). American psychological Association (APA) Dictionary of psychology. Washington DC.

Wang, P. X. (2002). Study on Medical Workplace Violence and Theory Model; Sichuan University: Sichuan, China. (In Chinese).

Weinberg, R. & Gould, D. (2007). Foundations of Sport ad Exercise Psychology, (4th ed., 296-317). Champaign, IL: Human Kinetics.




DOI: http://dx.doi.org/10.46827/ejmms.v6i2.1019

Refbacks

  • There are currently no refbacks.


Copyright (c) 2021 Stephen E. Iloke, Tochukwu M. Oguegbe, Leonard N. Ezeh

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2015-2018. European Journal of Management and Marketing Studies (ISSN 2501 - 9988) is a registered trademark of Open Access Publishing GroupAll rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.