She's already busy. Issue 4 (1st June 2015)

• Record Type: Journal Article
• Authors: Crawley, Daria C.; Maher, Jill K.; Blake-Beard, Stacy
• Is Part Of: Gender in management. Volume 30:Issue 4(2015)
• Page Start: 286
• Page End: 311
• Publication Date: 2015-06-01
• Subjects: Women executives -- Periodicals; 658.40082
• DOI: 10.1108/GM-04-2014-0033
• Languages: English
• ISSNs: 1754-2413

Abstract

<abstract> <title> <x content-type="archive" xml:space="preserve">Abstract</x> </title> <sec> <title content-type="abstract-heading">Purpose</title> <p> – This study aims to examine women's organizational citizenship behaviors (OCBs) or the voluntary, discretionary behaviors employees perform that are not linked to their reward system but benefit organizations. Specifically, it investigates several attitudinal and organizational antecedents relative to two sub-dimensions of OCB: organizational loyalty and helping behaviors. </p> </sec> <sec> <title content-type="abstract-heading">Design/methodology/approach</title> <p> – Alumnae (<italic>n</italic> = 160) responded to an e-mail survey regarding their self-reported OCBs, job satisfaction, work engagement and several demographic and organizational variables. </p> </sec> <sec> <title content-type="abstract-heading">Findings</title> <p> – In this fiscal climate, organizations are challenged with fostering an environment encouraging employees to go beyond job requirements. Findings here suggest that married women who are engaged in work have the highest propensity to do this by engaging in these non-compensated, non-mandated behaviors. However, importantly, differences were found between organizational loyalty citizenship and helping behaviors. An inverse relationship was also found between job tenure and helping behaviors: an interesting result. </p> </sec> <sec> <title content-type="abstract-heading">Research limitations/implications</title> <p> – An important implication of the research is the dissection and examination of two sub-dimensions of OCB (i.e. organizational loyalty and helping), providing a better understanding of the dimensionality of the phenomenon and how they relate to job satisfaction and work engagement for a significant segment of the American workforce: women. </p> </sec> <sec> <title content-type="abstract-heading">Originality/value</title> <p> – This study examines the dimensionality of OCB (as called for by previous research) and establishes that not all OCBs can be treated equally, as antecedents vary in their predictability of OCB engagement. Further, this research investigates the relationship between individual job satisfaction components (pay, recognition and supervision) and OCBs to help clarify conflicting findings between OCB and this key workplace attitude.</p> </sec> </abstract>