The Effects of Values, Work Centrality, and Organizational Commitment on Organizational Citizenship Behaviors: Evidence from Turkish SMEs

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dc.authoridUcanok Tan, Basak/0000-0002-4025-1707|Karabati, Serdar/0000-0002-4668-5274
dc.authorwosidUcanok Tan, Basak/I-1698-2014
dc.authorwosideli, amina/HPD-5394-2023
dc.authorwosidKarabati, Serdar/M-6735-2019
dc.contributor.authorUcanok, Basak
dc.contributor.authorKarabati, Serdar
dc.date.accessioned2024-07-18T20:40:02Z
dc.date.available2024-07-18T20:40:02Z
dc.date.issued2013
dc.departmentİstanbul Bilgi Üniversitesien_US
dc.description.abstractOrganizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality, and organizational commitment on organizational citizenship behaviors in small and medium-sized enterprises (SMEs) in Turkey. It is predicted that work centrality, and affective and normative commitment will increase OCBs along with those values that correspond to OCBs in terms of content. A cross-sectional survey was employed with a convenience sample of 277 SME employees. Data were collected in the midst of the 2008 global financial crisis, which allowed for elaboration on the dynamics of OCBs under difficult periods. The analyses revealed that affective commitment and normative commitment were strong predictors of OCBs. Sportsmanship dimension of citizenship was found to be a function of conservation values, work centrality, and both affective and normative commitment. Findings and suggestions for future research are discussed in light of recent OCB literature and a general HRD perspective.en_US
dc.identifier.doi10.1002/hrdq.21156
dc.identifier.endpage129en_US
dc.identifier.issn1044-8004
dc.identifier.issn1532-1096
dc.identifier.issue1en_US
dc.identifier.scopus2-s2.0-84875517469en_US
dc.identifier.scopusqualityQ1en_US
dc.identifier.startpage89en_US
dc.identifier.urihttps://doi.org/10.1002/hrdq.21156
dc.identifier.urihttps://hdl.handle.net/11411/6935
dc.identifier.volume24en_US
dc.identifier.wosWOS:000316569500005en_US
dc.identifier.wosqualityQ2en_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.language.isoenen_US
dc.publisherWiley Periodicals, Incen_US
dc.relation.ispartofHuman Resource Development Quarterlyen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/closedAccessen_US
dc.subjectHuman-Resource Managementen_US
dc.subjectIn-Role Performanceen_US
dc.subjectJob-Satisfactionen_US
dc.subjectNormative Commitmenten_US
dc.subjectIndividual-Valuesen_US
dc.subjectCultural-Valuesen_US
dc.subjectPsychological Attachmenten_US
dc.subjectEmployee Commitmenten_US
dc.subjectAntecedentsen_US
dc.subjectContinuanceen_US
dc.titleThe Effects of Values, Work Centrality, and Organizational Commitment on Organizational Citizenship Behaviors: Evidence from Turkish SMEsen_US
dc.typeReview Articleen_US

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