An investigation of dispositional and attitudinal correlates and self-stated motives of a dimension of organizational citizenship behavior

This study was designed to examine some of the dispositional, attitudinal, and self-stated motivational correlates of Altruistic Organizational Citizenship Behavior (OCB; Smith, Organ, & Near, 1983). It was hypothesized that individuals dispositionally characterized by a high interpersonal orientation and a high level of moral development may be more likely than their co-workers to exhibit Altruistic OCB. In addition, the attitudinal variables of job satisfaction, organizational commitment and interpersonal trust were hypothesized to have positive moderating effects on the expected relationships between the dispositional factors and Altruistic OCB. The relationships between the organizational context characteristics of job clarity and participative culture and Altruistic OCB were also examined. Motives for Altruistic OCB were inferred by statistically relating dispositional and attitudinal correlates to peer and self rated Altruistic OCB. Interviews of peer-nominated altruists were also conducted to further investigate self-stated motives for helping behaviors.

Participants were 185 individuals drawn from the personnel of two hospitals in the same southeastern city. The sample of respondents was comprised primarily of females, and was heterogeneous with respect to age, job title and educational level. Data were collected via standardized questionnaire surveys completed by the respondents, and through structured interviews with 18 peer-nominated altruists.

Analyses of the data did not support the hypotheses that the dispositional factors of interpersonal orientation and moral development were related to peer or self rated Altruistic OCB. No support was found for the hypothesized moderating effects of the attitudinal factors on the relationships between the dispositional factors and Altruistic OCB. Job satisfaction and job clarity, however, were found to be positively and significantly related to peer rated Altruistic OCB, while pay satisfaction was negatively and significantly related to peer rated Altruistic OCB. Theoretical and practical implications of the study are discussed.