The Influence of Organizational Virtues on Employees’ Constructive Behavior: The Role of Constructive Responsibility Perception and Proactive Personality — Oak Academic Publishing
Research ArticleOpen AccessGoogle Scholar indexed
The Influence of Organizational Virtues on Employees’ Constructive Behavior: The Role of Constructive Responsibility Perception and Proactive Personality
College of Economics and Management, Shaanxi University of Science and Technology, Xi’an, China
,
College of Economics and Management, Shaanxi University of Science and Technology, Xi’an, China
,
College of Economics and Management, Shaanxi University of Science and Technology, Xi’an, China
1 College of Economics and Management, Shaanxi University of Science and Technology, Xi’an, China
2 College of Economics and Management, Shaanxi University of Science and Technology, Xi’an, China
3 College of Economics and Management, Shaanxi University of Science and Technology, Xi’an, China
With the development of digital technology, enterprises are facing complex internal and external environmental changes, and how to enhance the competitive advantage of enterprises by promoting employees’ constructive behaviors has become a focal issue in academic circles. Based on social exchange theory and individual-situational interaction theory, this study constructs the mechanism of action of organizational virtue influencing employees’ constructive behavior through constructive responsibility perception and explores the boundary role of proactive personality. Through regression analysis of the data from a sample of 311 corporate employees, it was found that organizational virtue positively influenced employees’ constructive talk behavior; constructive responsibility perception partially mediated the positive relationship between organizational virtue and employees’ constructive talk behavior; proactive personality strengthened the positive influence of organizational virtue and constructive responsibility perception, and also moderated the influence of organizational virtue on employees’ constructive talk behavior through constructive responsibility perception.
Aiken, L. S., & West, S. G. (1991). Multiple Regression: Testing and Interpreting Inte-Ractions. Sage.
Aristotle (1995). Nichomachean Ethics. Princeton University Press.
Bateman, T. S., & Crant, J. M. (1993). The Proactive Component of Organizational Behavior: A Measure and Correlates. Journal of Organizational Behavior, 14, 103-118. https://doi.org/10.1002/job.4030140202
Bright, D. S., Cameron, K. S., & Caza, A. (2006). The Amplifying and Buffering Effects of Virtuousness in Downsized Organizations. Journal of Business Ethics, 64, 249-269. https://doi.org/10.1007/s10551-005-5904-4
Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the Relationships between Virtuousness and Performance. American Behavioral Scientist, 47, 766-790. https://doi.org/10.1177/0002764203260209
Culbert, S. A. (1974). The Organization Trap and How to Get Out of It. Basic Books.
Fuller, J. B., Marler, L. E., & Hester, K. (2006). Promoting Felt Responsibility for Constructive Change and Proactive Behavior: Exploring Aspects of an Elaborated Model of Work Design. Journal of Organizational Behavior, 27, 1089-1120. https://doi.org/10.1002/job.408
Fuller, J. B., Marler, L. E., & Hester, K. (2012). Bridge Building with in the Province of Proactivity. Journal of Organizational Behavior, 33, 1053-1070. https://doi.org/10.1002/job.1780
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behavior & Human Performance, 16, 250-279. https://doi.org/10.1016/0030-5073(76)90016-7
Horng, J. S., Tsai, C., Yang, T. C., Liu, C. H., & Hu, D. C. (2016). Exploring the Relationship Between Proactive Personality, Work Environment and Employee Creativity among Tourism and Hospitality Employees. International Journal of Hospitality Management, 54, 25-34. https://doi.org/10.1016/j.ijhm.2016.01.004
Klein, S. (1988). Is a Moral Organization Possible? Business and Professional Ethics Journal, 7, 51-73. https://doi.org/10.5840/bpej1988712
Kooshki, A. S., & Zeinabadi, H. (2016). The Role of Organizational Virtuousness in Organizational Citizenship Behavior of Teachers: The Test of Direct and Indirect Effect through Job Satisfaction Mediating. International Review, No. 1/2, 7-21. https://doi.org/10.5937/intrev1602007K
Liang, J. (2014). Ethical Leadership and Employee Constructs: Construction and Testing of a Moderator-Mediator Model. Journal of Psychology, 46, 252-264. https://doi.org/10.3724/SP.J.1041.2014.00252
Liang, J., Farh, C. I., & Farh, J. (2012). Psychological Antecedents of Promotive and Prohibitive Voice: A Two-Wave Examination. Academy of Management Journal, 55, 71-92. https://doi.org/10.5465/amj.2010.0176
Liu, Y. (2012). Review and Prospect of Organizational Virtue Research. Foreign Economics and Management, No. 2, 43-49.
López-Domínguez, M., Enache, M., Sallan, J. M. et al. (2013). Transformational Leadership as an Antecedent of Change-Oriented Organizational Citizenship Behavior. Journal of Business Research, 66, 2147-2152. https://doi.org/10.1016/j.jbusres.2013.02.041
Magnusson, D., & Stattin, H. (1998). Person-Context Interaction Theories: Handbook of Child Psychology. Wiley.
Morrison, E. W. (2014). Employee Voice and Silence. Procedia, 1, 173-197. https://doi.org/10.1146/annurev-orgpsych-031413-091328
Organ, W., Podsakoff, P. M., & Mac Kenzie, S. B. (2006). Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences. Sage. https://doi.org/10.4135/9781452231082
Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors. Journal of Business Ethics, 93, 215-235. https://doi.org/10.1007/s10551-009-0197-7
Rego, A., Ribeiro, N., Cunha, M. P. E. et al. (2011). How Happiness Mediates the Organizational Virtuousness and Affective Commitment Relationship. Journal of Business Research, 64, 524-532. https://doi.org/10.1016/j.jbusres.2010.04.009
Searle, T. P., & Barbuto, J. E. (2011). Servant Leadership Hope, and Organizational Virtuousness: A Framework Exploring Positive Micro and Macro Behaviors and Performance Impact. Journal of Leadership & Organizational Studies, 18, 107-117. https://doi.org/10.1177/1548051810383863
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success. Personnel Psychology, 54, 845-874. https://doi.org/10.1111/j.1744-6570.2001.tb00234.x
Su, W. L., & Lin, X. Q. (2018). Can Developmental Feedback from Superiors Suppress Employee Silence? A Mediated Moderated Model. Science and Technology Management, 39, 158-170.
Van Dyne, L., & Lepine, J. A. (1998). Helping and Voice Extra-Role Behaviors: Evidence of Construct and Predictive Validity. Academy of Management Journal, 41, 108-119. https://doi.org/10.2307/256902
Wang, C.-H., & Duan, Y.-F. (2021). A Study on the Two-Way Feedback Mechanism of Supervisors’ Developmental Feedback and Employees’ Suggestions—The Moderating Role of Workplace Stress. Economic and Management Research, 42, 105-118.
Wang, J., & Kim, T. Y. (2013). Proactive Socialization Behavior in China: The Mediating Role of Perceived Insider Status and the Moderating Role of Supervisors’ Traditionality. Journal of Organizational Behavior, 34, 389-406. https://doi.org/10.1002/job.1811
Wang, Y. F., Guo, X. Y., & Zhu, Y. (2020). A Study on the Mechanism of Organizational Virtue’s Influence on Challenging Organizational Citizenship Behavior Based on the Perspective of Resource Conservation Theory. Journal of Management, 17, 50-57.
Wang, Y. F., Wang, H. T., & Zhu, Y. (2019). The Influence of Organizational Virtue on Employees’ Challenging Organizational Citizenship Behavior—A Two-Mediated Effect Model Study. Science and Technology Management, 40, 116-126.
Wu, J. B., Hom, P. W., Tetrick, L. E. et al. (2006). The Norm of Reciprocity: Scale Development and Validation in the Chinese Context. Management and Organization Review, 2, 377-402. https://doi.org/10.1111/j.1740-8784.2006.00047.x
Yan, A. M., Guo, H., Xie, J. L., Hao, Y. C., & Ma, H. (2020). How Ethical Leadership Promotes Employees’ Proactive Change Behaviors: The Role of Constructive Responsibility Perception and Career Calling. China Human Resource Development, 37, 50-61. https://doi.org/10.3389/fpsyg.2020.613676
Yan, A.-M., & Hao, Y.-C. (2020). The Influence of Developmental Feedback from Superiors on Employees’ Suggestions—Based on Constructive Responsibility Perception Perspective. East China Economic Management, 34, 113-120.
Yang, H., Yang, B. Y., Han, Y., & Mao, C. G. (2016). A Study on the Mediating Role of Constructive Responsibility Perception on the Relationship between Authentic Leadership and Employee Innovation Performance. Journal of Management, 13, 533-541.
Zhang, Y., & Yang, F. (2017). Proactive Personality: Mechanisms and Future Directions. Advances in Psychological Science, 25, 1544-1551. https://doi.org/10.3724/SP.J.1042.2017.01544
Zhang, Y., Duan, J. Y., Wang, F. X., Qu, J. Z., & Peng, X. L. (2022). “Close to the Vermilion”: How Colleague-Initiated Behavior Motivates Employees and Performance. Journal of Psychology, 54, 516-528. https://doi.org/10.3724/SP.J.1041.2022.00516
Zhang, Z., Wang, M., & Shi, J. Q. (2012). Leader-Follower Congruence in Proactive Personality and Work Outcomes: The Mediating Role of Leader-Member Exchange. Academy of Management Journal, 55, 111-130. https://doi.org/10.5465/amj.2009.0865
Zhang, Z., Zhang, L., Zheng, J. et al. (2020). Supervisor Developmental Feedback and Voice: Relationship or Affect, Which Matters? Frontiers in Psychology, 10, Article No. 1755. https://doi.org/10.3389/fpsyg.2019.01755
Zhou, Y., & Qian, H. C. (2021). The Influence of Job Embeddedness on Transgressive Innovation Behavior of Knowledge Employees—The Chain Mediating Role of Constructive Responsibility Perception and Role Width Self-Efficacy. Science and Technology Progress and Countermeasures, 38, 142-150.
Zhu, Y., & Akhtar, S. (2019). Leader Trait Learning Goal Orientation and Employee Voice Behavior: The Mediating Role of Managerial Openness and the Moderating Role of Felt Obligation. The International Journal of Human Resource Management, 30, 2876-2900. https://doi.org/10.1080/09585192.2017.1335338
Aiken, L. S., & West, S. G. (1991). Multiple Regression: Testing and Interpreting Inte-Ractions. Sage.
Aristotle (1995). Nichomachean Ethics. Princeton University Press.
Bateman, T. S., & Crant, J. M. (1993). The Proactive Component of Organizational Behavior: A Measure and Correlates. Journal of Organizational Behavior, 14, 103-118. https://doi.org/10.1002/job.4030140202
Bright, D. S., Cameron, K. S., & Caza, A. (2006). The Amplifying and Buffering Effects of Virtuousness in Downsized Organizations. Journal of Business Ethics, 64, 249-269. https://doi.org/10.1007/s10551-005-5904-4
Cameron, K. S., Bright, D., & Caza, A. (2004). Exploring the Relationships between Virtuousness and Performance. American Behavioral Scientist, 47, 766-790. https://doi.org/10.1177/0002764203260209
Culbert, S. A. (1974). The Organization Trap and How to Get Out of It. Basic Books.
Fuller, J. B., Marler, L. E., & Hester, K. (2006). Promoting Felt Responsibility for Constructive Change and Proactive Behavior: Exploring Aspects of an Elaborated Model of Work Design. Journal of Organizational Behavior, 27, 1089-1120. https://doi.org/10.1002/job.408
Fuller, J. B., Marler, L. E., & Hester, K. (2012). Bridge Building with in the Province of Proactivity. Journal of Organizational Behavior, 33, 1053-1070. https://doi.org/10.1002/job.1780
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behavior & Human Performance, 16, 250-279. https://doi.org/10.1016/0030-5073(76)90016-7
Horng, J. S., Tsai, C., Yang, T. C., Liu, C. H., & Hu, D. C. (2016). Exploring the Relationship Between Proactive Personality, Work Environment and Employee Creativity among Tourism and Hospitality Employees. International Journal of Hospitality Management, 54, 25-34. https://doi.org/10.1016/j.ijhm.2016.01.004
Klein, S. (1988). Is a Moral Organization Possible? Business and Professional Ethics Journal, 7, 51-73. https://doi.org/10.5840/bpej1988712
Kooshki, A. S., & Zeinabadi, H. (2016). The Role of Organizational Virtuousness in Organizational Citizenship Behavior of Teachers: The Test of Direct and Indirect Effect through Job Satisfaction Mediating. International Review, No. 1/2, 7-21. https://doi.org/10.5937/intrev1602007K
Liang, J. (2014). Ethical Leadership and Employee Constructs: Construction and Testing of a Moderator-Mediator Model. Journal of Psychology, 46, 252-264. https://doi.org/10.3724/SP.J.1041.2014.00252
Liang, J., Farh, C. I., & Farh, J. (2012). Psychological Antecedents of Promotive and Prohibitive Voice: A Two-Wave Examination. Academy of Management Journal, 55, 71-92. https://doi.org/10.5465/amj.2010.0176
Liu, Y. (2012). Review and Prospect of Organizational Virtue Research. Foreign Economics and Management, No. 2, 43-49.
López-Domínguez, M., Enache, M., Sallan, J. M. et al. (2013). Transformational Leadership as an Antecedent of Change-Oriented Organizational Citizenship Behavior. Journal of Business Research, 66, 2147-2152. https://doi.org/10.1016/j.jbusres.2013.02.041
Magnusson, D., & Stattin, H. (1998). Person-Context Interaction Theories: Handbook of Child Psychology. Wiley.
Morrison, E. W. (2014). Employee Voice and Silence. Procedia, 1, 173-197. https://doi.org/10.1146/annurev-orgpsych-031413-091328
Organ, W., Podsakoff, P. M., & Mac Kenzie, S. B. (2006). Organizational Citizenship Behavior: Its Nature, Antecedents, and Consequences. Sage. https://doi.org/10.4135/9781452231082
Rego, A., Ribeiro, N., & Cunha, M. P. (2010). Perceptions of Organizational Virtuousness and Happiness as Predictors of Organizational Citizenship Behaviors. Journal of Business Ethics, 93, 215-235. https://doi.org/10.1007/s10551-009-0197-7
Rego, A., Ribeiro, N., Cunha, M. P. E. et al. (2011). How Happiness Mediates the Organizational Virtuousness and Affective Commitment Relationship. Journal of Business Research, 64, 524-532. https://doi.org/10.1016/j.jbusres.2010.04.009
Searle, T. P., & Barbuto, J. E. (2011). Servant Leadership Hope, and Organizational Virtuousness: A Framework Exploring Positive Micro and Macro Behaviors and Performance Impact. Journal of Leadership & Organizational Studies, 18, 107-117. https://doi.org/10.1177/1548051810383863
Seibert, S. E., Kraimer, M. L., & Crant, J. M. (2001). What Do Proactive People Do? A Longitudinal Model Linking Proactive Personality and Career Success. Personnel Psychology, 54, 845-874. https://doi.org/10.1111/j.1744-6570.2001.tb00234.x
Su, W. L., & Lin, X. Q. (2018). Can Developmental Feedback from Superiors Suppress Employee Silence? A Mediated Moderated Model. Science and Technology Management, 39, 158-170.
Van Dyne, L., & Lepine, J. A. (1998). Helping and Voice Extra-Role Behaviors: Evidence of Construct and Predictive Validity. Academy of Management Journal, 41, 108-119. https://doi.org/10.2307/256902
Wang, C.-H., & Duan, Y.-F. (2021). A Study on the Two-Way Feedback Mechanism of Supervisors’ Developmental Feedback and Employees’ Suggestions—The Moderating Role of Workplace Stress. Economic and Management Research, 42, 105-118.
Wang, J., & Kim, T. Y. (2013). Proactive Socialization Behavior in China: The Mediating Role of Perceived Insider Status and the Moderating Role of Supervisors’ Traditionality. Journal of Organizational Behavior, 34, 389-406. https://doi.org/10.1002/job.1811
Wang, Y. F., Guo, X. Y., & Zhu, Y. (2020). A Study on the Mechanism of Organizational Virtue’s Influence on Challenging Organizational Citizenship Behavior Based on the Perspective of Resource Conservation Theory. Journal of Management, 17, 50-57.
Wang, Y. F., Wang, H. T., & Zhu, Y. (2019). The Influence of Organizational Virtue on Employees’ Challenging Organizational Citizenship Behavior—A Two-Mediated Effect Model Study. Science and Technology Management, 40, 116-126.
Wu, J. B., Hom, P. W., Tetrick, L. E. et al. (2006). The Norm of Reciprocity: Scale Development and Validation in the Chinese Context. Management and Organization Review, 2, 377-402. https://doi.org/10.1111/j.1740-8784.2006.00047.x
Yan, A. M., Guo, H., Xie, J. L., Hao, Y. C., & Ma, H. (2020). How Ethical Leadership Promotes Employees’ Proactive Change Behaviors: The Role of Constructive Responsibility Perception and Career Calling. China Human Resource Development, 37, 50-61. https://doi.org/10.3389/fpsyg.2020.613676
Yan, A.-M., & Hao, Y.-C. (2020). The Influence of Developmental Feedback from Superiors on Employees’ Suggestions—Based on Constructive Responsibility Perception Perspective. East China Economic Management, 34, 113-120.
Yang, H., Yang, B. Y., Han, Y., & Mao, C. G. (2016). A Study on the Mediating Role of Constructive Responsibility Perception on the Relationship between Authentic Leadership and Employee Innovation Performance. Journal of Management, 13, 533-541.
Zhang, Y., & Yang, F. (2017). Proactive Personality: Mechanisms and Future Directions. Advances in Psychological Science, 25, 1544-1551. https://doi.org/10.3724/SP.J.1042.2017.01544
Zhang, Y., Duan, J. Y., Wang, F. X., Qu, J. Z., & Peng, X. L. (2022). “Close to the Vermilion”: How Colleague-Initiated Behavior Motivates Employees and Performance. Journal of Psychology, 54, 516-528. https://doi.org/10.3724/SP.J.1041.2022.00516
Zhang, Z., Wang, M., & Shi, J. Q. (2012). Leader-Follower Congruence in Proactive Personality and Work Outcomes: The Mediating Role of Leader-Member Exchange. Academy of Management Journal, 55, 111-130. https://doi.org/10.5465/amj.2009.0865
Zhang, Z., Zhang, L., Zheng, J. et al. (2020). Supervisor Developmental Feedback and Voice: Relationship or Affect, Which Matters? Frontiers in Psychology, 10, Article No. 1755. https://doi.org/10.3389/fpsyg.2019.01755
Zhou, Y., & Qian, H. C. (2021). The Influence of Job Embeddedness on Transgressive Innovation Behavior of Knowledge Employees—The Chain Mediating Role of Constructive Responsibility Perception and Role Width Self-Efficacy. Science and Technology Progress and Countermeasures, 38, 142-150.
Zhu, Y., & Akhtar, S. (2019). Leader Trait Learning Goal Orientation and Employee Voice Behavior: The Mediating Role of Managerial Openness and the Moderating Role of Felt Obligation. The International Journal of Human Resource Management, 30, 2876-2900. https://doi.org/10.1080/09585192.2017.1335338