Collectivism,propensity to trust and self-esteem as predictors of organizational citizenship in a non-work setting |
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| Authors: | Linn Van Dyne Don Vandewalle Tatiana Kostova Michael E. Latham L. L. Cummings |
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| Affiliation: | 1. Eli Broad Graduate School of Management, N424 North Business Complex, Michigan State University, East Lansing, MI 48824-1121, U.S.A.;2. Edwin L. Cox School of Business, Southern Methodist University, Dallas, TX 75275-0333, U.S.A.;3. College of Business Administration, University of South Carolina, Columbia, SC 29208, U.S.A.;4. Carlson School of Management, University of Minnesota, Minneapolis, MN 55455, U.S.A. |
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| Abstract: | This study examined organizational citizenship of residents in a housing cooperative setting where roles were not influenced by traditional employee–employer work relationships. Results demonstrate that the individual differences of collectivism and propensity to trust predicted organizational citizenship (assessed six months later). In addition, organizational-based self-esteem fully mediated the effects of collectivism and propensity to trust on organizational citizenship, and tenure moderated the trust—self-esteem relationship. We discuss the implications of these results given the changing nature of work and the increasing importance of non-work organizations. Copyright © 2000 John Wiley & Sons, Ltd. |
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