Date of Award

5-2015

Document Type

Thesis

Degree Name

Master of Science (MS)

Legacy Department

Applied Psychology

Advisor

Dr. Patrick J. Rosopa

Committee Member

Dr. Peggy Tyler

Committee Member

Dr. Fred S. Switzer, III

Abstract

Recent research has highlighted that the relationship between organizational citizenship behavior and task performance is nonlinear such that the occurrence of task performance behaviors will decrease as more time and resources are devoted to organizational citizenship behaviors. This occurs because of the restrictions of resource allocation theory which posit that employee resources are finite and limited, thus, there will be some tradeoff between engaging in various performance behaviors. The current study examined the potential moderating effect of specific facets of agreeableness, conscientiousness, and their interaction. Results showed that, as employees engaged in more individually focused citizenship behaviors, increasing levels of agreeableness increased the rate at which task performance decreased. When employees were high in both agreeableness and conscientiousness, task performance showed a linear relationship with organizationally focused citizenship behaviors. Agreeableness showed a direct negative effect on task performance, but had positive effects when mediated through job satisfaction and OCB. Conscientiousness had a direct positive effect on task performance, but showed negative effects when mediated through job satisfaction. Future research directions and implications are discussed.

Included in

Psychology Commons

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