Ricerc@Sapienza

In today's dynamic organizational environment, employees with a tendency to display discretional behaviors beyond their prescribed formal job duties represent a plus. Underpinned by the theories of social exchange and conservation of resources, these behaviors can be influenced by their level of job satisfaction (JS), defined as the extent to which employees like their work, and work engagement (WE), defined as a positive work-related state of mind.

Organizational citizenship behaviors (OCBs) represent a specific class of prosocial behaviors observable in the organizational environment. This study examined the longitudinal relations among regulatory emotional, social and work self-efficacy beliefs, and their relations to Organizational Citizenship Behaviors directed at specific individuals (OCBIs) at work, using a Latent State-Trait Model with Autoregressive effects (LST-A). The LST-A decomposes variance into trait, autoregressive, and occasion-related components, and allowed for testing of all hypotheses at the within-worker level.

Introduzione. I comportamenti di cittadinanza organizzativa (OCB) rappresentano una classe di comportamenti organizzativi che sono "discrezionali, non direttamente o esplicitamente riconosciuti dal sistema formale di ricompensa, e che promuovono il funzionamento efficace dell'organizzazione" (Organ, 1988, p.4). Sono considerati un prototipico esempio di comportamento prosociale al lavoro (Bolino & Grant, 2016). Studi condotti sotto il paradigma social-cognitivo (Bandura, 1997) suggeriscono che l’autoefficacia ha un ruolo centrale in diverse sfere di funzionamento lavorativo(es.