Facilitate Affective Commitment and Organizational Citizenship Behavior of the Technology Employees in the Chinese IT Companies
DOI:
https://doi.org/10.33736/ijbs.4851.2022Keywords:
Affective commitment, challenge job demands, job satisfaction, Family-supportive Supervisor (FSS), Organizational Citizenship Behavior (OCBO)Abstract
This study aims to understand the antecedents of affective commitment and organizational citizenship behavior (OCBO) of technology employees in Chinese IT Companies. Job satisfaction, which is a positive job attitude is identified as the mediator for the relationships between family-supportive supervisor (FSS), challenge job demands, and affective commitment and organizational citizenship behavior (OCBO) of the technology employees in the Chinese IT Companies. IT industry is a promising industry in China. However, the Chinese IT companies have an overtime culture, which is highly related to the commitments of the technology employees. PLS-SEM (partial least squares structural equation modeling) by Smart PLS 3.2 version software is adopted for the data analysis, which includes the measurement model and structural model analysis. 304 technology employees from three Chinese IT companies participated in this research survey. After the data analysis, challenge job demands and FSS are positively related to job satisfaction while FSS is directly connected with affective commitment and OCBO of the technology employees in Chinese IT companies. Moreover, job satisfaction plays a positively mediating role between the exogenous variables and endogenous variables in this study. The current research provides useful insights into the strategies taken that could enhance affective commitment and OCBO of the technology employees in Chinese IT companies.
References
Adil, A., & Kamal, A. (2019). Authentic leadership and psychological capital in job demands-resources model among Pakistani university teachers. International Journal of Leadership in Education, 23(6), 734-754. https://doi.org/10.1080/13603124.2019.1580772
Allen, T. D. (2001). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58(3), 414-435. https://doi.org/10.1006/jvbe.2000.1774
Aryee, S., Chu, C. W. L., Kim, T, Y., & Ryu, S. (2013). Family-supportive work environment and employee work behaviors: An investigation of mediating mechanisms. Journal of Management, 39(3), 792-813. https://doi.org/10.1177/0149206311435103
Bakker, A. B., & Sanz-Vergel, A. I. (2013). Weekly work engagement and flourishing: The role of hindrance and challenge job demands. Journal of Vocational Behavior, 83(3), 397-409. https://doi.org/10.1016/j.jvb.2013.06.008
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD-R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389-411. https://doi.org/10.1146/annurev-orgpsych-031413-091235
Bakker, A. B., Demerouti, E., De Boer, E., & Schaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behaviour, 62, 341-356. https://doi.org/10.1016/S0001-8791(02)00030-1
Blau, P. M. (1964). Exchange and power in social life. Transaction Publishers.
Bowling, N. A. (2015). Effects of job satisfaction and conscientiousness on extra-role behaviors effects of job satisfaction and conscientiousness on extra-role behaviors. Journal of Business and Psychology, 25(1), 119-130. https://doi.org/10.1007/s10869-009-9134-0
Breevaart, K., & Bakker, A. B. (2018). Daily job demands and employee work engagement: The role of daily transformational leadership behavior. Journal of Occupational Health Psychology, 23(3), 338. https://doi.org/10.1037/ocp0000082
Budihardjo, A. (2013). The relationship between job satisfaction, affective commitment, organizational learning climate and corporate performance. GSTF Journal on Business Review, 2(4), 58-64.
Burke, R. J., & Fiksenbaum, L. (2009). Work motivations, work outcomes, and health: Passion versus addiction. Journal of Business Ethics, 84, 257-263. https://doi.org/10.1007/s10551-008-9697-0
CompTIA (2019). IT Industry Outlook 2020. Comp TIA.org. https://comptiacdn.azureedge.net/we bcontent/docs/default-source/research-reports/comptia-it-industry-outlook-2020.pdf?sfvr sn=8869ad68_0
De Geus, C. J. C., Ingrams, A., Tummers, L., & Pandey, S. K. (2020). Organizational citizenship behavior in the public sector: A systematic literature review and future research agenda. Public Administration Review, 80(2), 259-270. https://doi.org/10.1111/puar.13141
Demerouti, E., Bakker, A., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499-512. https://doi.org/10.1037/0021-9010.86.3.499
Dipietro, R. B., Moreo, A., & Cain, L. (2020). Well-being, affective commitment and job satisfaction: Influences on turnover intentions in casual dining employees. Journal of Hospitality Marketing and Management, 29(2), 139-163. https://doi.org/10.1080/19368623.2019.1605956
Fernet, C., Austin, S., & Vallerand, R. J. (2012). The effects of work motivation on employee exhaustion and commitment: An extension of the JD-R model. Work and Stress, 26(3), 213-229. https://doi.org/10.1080/02678373.2012.713202
Foote, D. A., & Tang, T. L. P. (2008). Job satisfaction and organizational citizenship behavior (OCB). Management Decision, 46(6), 933-947. https://doi.org/10.1108/00251740810882680
Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50. https://doi.org/10.1177/002224378101800104
Galletta, M., Portoghese, I., Melis, P., Gonzalez, A.I.C., Finco, G., Aloja, E.D., Contu, P., & Campagna, M. (2019). The role of collective affective commitment in the relationship between work-family conflict and emotional exhaustion among nurses: A multilevel modeling approach. BMC Nursing, 18(5), 1-9. https://doi.org/10.1186/s12912-019-0329-z
Gharibvand, S. (2012). The relationship between Malaysian organizational culture, participative leadership style, and employee job satisfaction among Malaysian employees from semiconductor industry. International Journal of Business and Social Science, 3(16), 289-298.
Gladies, J. J., & Kennedy, V. (2011). Impact of organizational climate on job stress for women employees in information technology sector in India. Asia Pacific Journal of Research in Business Management, 2(6), 66-76.
Gordon, H. J., Demerouti, E., Bipp, T., & Le Blanc, P. M. (2015). The job demands and resources decision making (JD-R-DM) Model. European Journal of Work and Organizational Psychology, 24(1), 44-58. https://doi.org/10.1080/1359432X.2013.842901
Gu, Y. B., & Wang, R. M. (2021). Job demands and work-family conflict in preschool teachers: The buffering effects of job resources and off-job recovery experiences. Current Psychology, 40, 3974-3985. https://doi.org/10.1007/s12144-019-00349-z
Haar, J. M., Sune, A., Russo, M., & Ollier-Malaterre., A. (2019). A cross-national study on the antecedents of work-life balance from the fit and balance perspective. Social Indicators Research, 142 (1), 261-282. https://doi.org/10.1007/s11205-018-1875-6
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle ,C. M.(2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24. https://doi.org/10.1108/EBR-11-2018-0203
Hair, J. F., Sarstedt, M., Hopkins, L., & Kuppelwieser, V. G. (2014). Partial least square structural equation modelling (PLS-SEM) An emerging tool in business research. European Business Review, 26(2), 106-121. https://doi.org/10.1108/EBR-10-2013-0128
Hammer, L. B., Kossek, E. E., Zimmerman, K., & Daniels, R. (2006). Clarifying the construct of family-supportive supervisory behaviors (FSSB): A multilevel perspective. Research in Occupational Stress and Well Being, 6, 165-204. https://doi.org/10.1016/S1479-3555(06)06005-7
Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modeling in new technology research: Updated guidelines. Industrial Management and Data Systems, 116(1), 2-20. https://doi.org/10.1108/IMDS-09-2015-0382
Hu, S. (2021). Do front-line employees in the Chinese commercial banks have the rights to experience psychological well-being? International Journal of Human Rights in Healthcare, 14(1), 58-73. https://doi.org/10.1108/IJHRH-06-2020-0040
Kong, H. Y. (2013). Relationships among work-family supportive supervisors, career competencies, and job involvement. International Journal of Hospitality Management, 33, 304-309. https://doi.org/10.1016/j.ijhm.2012.09.006
Kossek, E. E., Pichler, S., Bodner, T., & Hammer, L. B. (2011). Workplace social support and work-family conflict: A meta-analysis clarifying the influence of general and work-family-specific supervisor and organizational support. Personnel Psychology, 64(2), 289-313. https://doi.org/10.1111/j.1744-6570.2011.01211.x
Kunaviktikul, W., Wichaikhum, O., Nantsupawat, A., Nantsupawat, R., Chontawan, R., Klunklin, A. ... & Sirakamon, S. (2015). Nurses' extended work hours: patient, nurse and organizational outcomes. International Nursing Review, 62(3), 386-393. https://doi.org/10.1111/inr.12195
Kuo, L. (2019, April 15). Working 9 to 9: Chinese tech workers push back against long hours. The Guardian. https://www.theguardian.com/world/2019/apr/15/china-tech-employees-push-back-against-long-hours-996-alibaba-huawei
Kuo, S. Y. (2015). Occupational stress, job satisfaction, and affective commitment to policing among Taiwanese police officers. Police Quarterly, 18(1), 27-54. https://doi.org/10.1177/1098611114559039
Lee, K., & Allen, N. J. (2002). Organizational citizenship behavior and workplace deviance: The role of affect and cognitions. Journal of Applied Psychology, 87(1), 131-142. https://doi.org/10.1037/0021-9010.87.1.131
Li, N., Liang, J., & Crant, J. M. (2010). The role of proactive personality in job satisfaction and organizational citizenship behavior: A relational perspective. Journal of Applied Psychology, 95 (2), 395-404. https://doi.org/10.1037/a0018079
Li, Q., & Huang, L. L. (2021, January 6). China's internet workers willing to devote themselves to the booming industry, while expecting regulated working hours. Global Times. https://www.globaltimes.cn/page/202101/1212017.shtml
Malik, O. F., Waheed, A., & Malik, K. (2010). The mediating effects of job satisfaction on role stressors and affective commitment. International Journal of Business and Management, 5(11), 223-235. https://doi.org/10.5539/ijbm.v5n11p223
Memon, H. A., & Rahman, A. I. (2014). SEM-PLS analysis of inhibiting factors of cost performance for large construction projects in Malaysia: Perspective of clients and consultants. Scientific World Journal, 1-9. https://doi.org/10.1155/2014/165158
Mercurio, Z. A. (2015). Affective commitment as a core essence of organizational commitment: An integrative literature review. Human Resource Development Review, 14(4), 389-414. https://doi.org/10.1177/1534484315603612
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z
Mohamed, A. S., & Ali, M. (2016). The importance of supervisor support for employees' affective commitment: An analysis of job satisfaction. International Journal of Scientific and Research Publications, 6(2), 435-439.
Nadiri, H., & Tanova, C. (2010). An investigation of the role of justice in turnover intentions, job satisfaction, and organizational citizenship behavior in hospitality industry. International Journal of Hospitality Management, 29(1), 33-41. https://doi.org/10.1016/j.ijhm.2009.05.001
Najafi, S., Noruzy, A., Azar, K. H., Nazari-Shirkouhi, S., & Dalvand, R. M. (2011). Investigating the relationship between organizational justice, psychological empowerment, job satisfaction, organizational commitment and organizational citizenship behavior: An empirical model. African Journal of Business Management, 55(13), 5241-5248.
Ng, T. W. H., Feldman, D. C., & Butts, M. M. (2014). Psychological contract breaches and employee voice behavior: The moderating effects of changes in social relationships moderating effects of changes in social relationships. European Journal of Work and Organizational Psychology, 23(4), 537-553. https://doi.org/10.1080/1359432X.2013.766394
Organ, D. W. (1990). The motivational basis of organizational citizenship behavior. Research in Organizational Behavior, 12, 43-72.
Padma, V., Anand, N. N., Gurukul, S. M., Javid, S. M., Prasad, A., & Arun, S. (2015). Health problems and stress in information technology and business process outsourcing employees. Journal of Pharmacy and Bioallied Sciences, 7(Suppl 1), S9-S13. https://doi.org/10.4103/0975-7406.155764
Patrick, A. H., & Sonia, J. (2012). Job satisfaction and affective commitment. IUP Journal of Organizational Behavior, 11(1), 23-36.
Pentareddy, S., & Suganthi, L. (2015). Building affective commitment through job characteristics, leadership and empowerment. Journal of Management and Organization, 21(3), 307-320. https://doi.org/10.1017/jmo.2014.93
Podsakoff, N. P., LePine, J. A., & LePine, M. A. (2007). Differential challenge stressor-hindrance stressor relationships with job attitudes, turnover intentions, turnover, and withdrawal behavior: A meta-analysis. Journal of Applied Psychology, 92(2), 438-454. https://doi.org/10.1037/0021-9010.92.2.438
Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective commitment to the organization: The contribution of perceived organizational support. Journal of Applied Psychology, 86(5), 825-836. https://doi.org/10.1037/0021-9010.86.5.825
Rodell, J. B., & Judge, T. A. (2009). Can 'good' stressors spark 'bad' behaviors? The mediating role of emotions in links of challenge and hindrance stressors with citizenship and counterproductive behaviors. Journal of Applied Psychology, 94(6), 1438-1451. https://doi.org/10.1037/a0016752
Shi, H. (2020). Understanding affective commitment through high performance work systems of line managers in garment retail industry, China. Asian Journal of Research in Business and Management, 2(1), 27-38.
Stella A, O., & Oluwatosin S, O. (2019). Examining the roles of perceived organizational support and emotional intelligence on perceived job demand. Ife PsychologlA, 27(2), 74-85.
Tadic, M., Bakker, A. B., & Oerlemans, W. G. M. (2014). Challenge versus hindrance job demands and well-being: A diary study on the moderating role of job resources. Journal of Occupational and Organizational Psychology, 88(4), 702-725. https://doi.org/10.1111/joop.12094
Thomas, L., & Ganster, D. C. (1995). Impact of family-supportive work variables on work-family conflict and strain: A control perspective. Journal of Applied Psychology, 80(1), 6-15. https://doi.org/10.1037/0021-9010.80.1.6
Tims, M., Bakker, A. B., & Derks, D. (2013). The impact of job crafting on job demands, job resources, and well-being. Journal of Occupational Health Psychology, 18(2), 230-240. https://doi.org/10.1037/a0032141
Urien, B., Osca, A., & García-Salmones, L. (2017). Role ambiguity, group cohesion and job satisfaction: A Demands-Resources Model (JD-R) study from Mexico and Spain. Revista Latinoamericana de Psicología, 49(2),137-145. https://doi.org/10.1016/j.rlp.2015.09.014
Van den Broeck, A., De Cuyper, N., De Witte, H., & Vansteenkiste, M. (2010). Not all job demands are equal: Differentiating job hindrances and job challenges in the Job Demands-Resources model. European Journal of Work and Organizational Psychology, 19(6), 735-759. https://doi.org/10.1080/13594320903223839
Wang, P., Walumbwa, F. O., Wang, H., & Aryee, S. (2013). Unraveling the relationship between family-supportive supervisor and employee performance. Group and Organization Management, 38(2), 258-287. https://doi.org/10.1177/1059601112472726
Wang, X. Q., & Hancock, T. (2019, January 17). Overdoing it: The cost of China's long-hours culture. Financial Times. https://www.ft.com/content/d5f01f68-9cbc-11e8-88de-49c908 b1f264.
Yang, N., Lu, J., & Ye, J. (2018). A novel framework based on the Improved Job Demands-Resources (JD-R) model to understand the impact of job characteristics on job burnout from the view of Emotion Regulation Theory. Psychiatria Danubina, 30(1), 26-34. https://doi.org/10.24869/psyd.2018.26
Zeinabadi, H. (2010). Job satisfaction and organizational commitment as antecedents of Organizational Citizenship Behavior (OCB) of teachers. Procedia Social and Behavioral Sciences, 5, 998-1003. https://doi.org/10.1016/j.sbspro.2010.07.225
Zhang, S.X., & Tu, Y.D. (2018). Cross-domain effects of ethical leadership on employee family and life satisfaction: The moderating role of family-supportive supervisor behaviors. Journal of Business Ethics, 152(4), 1085-1097. https://doi.org/10.1007/s10551-016-3306-4
Downloads
Published
How to Cite
Issue
Section
License
Copyright Transfer Statement for Journal
1) In signing this statement, the author(s) grant UNIMAS Publisher an exclusive license to publish their original research papers. The author(s) also grant UNIMAS Publisher permission to reproduce, recreate, translate, extract or summarize, and to distribute and display in any forms, formats, and media. The author(s) can reuse their papers in their future printed work without first requiring permission from UNIMAS Publisher, provided that the author(s) acknowledge and reference publication in the Journal.
2) For open access articles, the author(s) agree that their articles published under UNIMAS Publisher are distributed under the terms of the CC-BY-NC-SA (Creative Commons Attribution-Non Commercial-Share Alike 4.0 International License) which permits unrestricted use, distribution, and reproduction in any medium, for non-commercial purposes, provided the original work of the author(s) is properly cited.
3) For subscription articles, the author(s) agree that UNIMAS Publisher holds copyright, or an exclusive license to publish. Readers or users may view, download, print, and copy the content, for academic purposes, subject to the following conditions of use: (a) any reuse of materials is subject to permission from UNIMAS Publisher; (b) archived materials may only be used for academic research; (c) archived materials may not be used for commercial purposes, which include but not limited to monetary compensation by means of sale, resale, license, transfer of copyright, loan, etc.; and (d) archived materials may not be re-published in any part, either in print or online.
4) The author(s) is/are responsible to ensure his or her or their submitted work is original and does not infringe any existing copyright, trademark, patent, statutory right, or propriety right of others. Corresponding author(s) has (have) obtained permission from all co-authors prior to submission to the journal. Upon submission of the manuscript, the author(s) agree that no similar work has been or will be submitted or published elsewhere in any language. If submitted manuscript includes materials from others, the authors have obtained the permission from the copyright owners.
5) In signing this statement, the author(s) declare(s) that the researches in which they have conducted are in compliance with the current laws of the respective country and UNIMAS Journal Publication Ethics Policy. Any experimentation or research involving human or the use of animal samples must obtain approval from Human or Animal Ethics Committee in their respective institutions. The author(s) agree and understand that UNIMAS Publisher is not responsible for any compensational claims or failure caused by the author(s) in fulfilling the above-mentioned requirements. The author(s) must accept the responsibility for releasing their materials upon request by Chief Editor or UNIMAS Publisher.
6) The author(s) should have participated sufficiently in the work and ensured the appropriateness of the content of the article. The author(s) should also agree that he or she has no commercial attachments (e.g. patent or license arrangement, equity interest, consultancies, etc.) that might pose any conflict of interest with the submitted manuscript. The author(s) also agree to make any relevant materials and data available upon request by the editor or UNIMAS Publisher.
