Organizational citizenship behavior (OCB), defined as behavior that is discretionary and not directly or explicitly recognized by the formal reward system, has gained significant interest in the literature over the past few decades. Recent OCB research has begun to address more specialized facets of citizenship behavior that target behaviors that support specific strategic goals in the organization. One form of OCB encompasses those behaviors that assist with the implementation of new practices or innovations in the organization, above and beyond typical implementation. This study extends both the general OCB literature and the newer literature on implementation citizenship by examining factors that predict the agreement between employee self-ratings and their supervisor's ratings of their implementation citizenship behavior. Demographic and contextual variables were examined as possible predictors of more or less agreement. Based on data from 400 substance use treatment providers under 70 supervisors, the results did not find support for the hypotheses. However, supplemental results did provide some new insights, such as the tendency for ratings to become more or less variable as a result of the study predictors. Implications and directions for future research are discussed.
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Master of Science (M.S.)
College of Sciences
Industrial Organizational Psychology
Length of Campus-only Access
Masters Thesis (Open Access)
Kandah, Alexandra, "Predicting Implementation Citizenship Behavior Rating Discrepancies Between Supervisor-Subordinate Dyads" (2023). Electronic Theses and Dissertations, 2020-. 1585.