Effects of Organizational Citizenship Behaviors on Selection Decisions in Employment Interviews

Autor/inn/en	Podsakoff, Nathan P.; Whiting, Steven W.; Podsakoff, Philip M.; Mishra, Paresh
Titel	Effects of Organizational Citizenship Behaviors on Selection Decisions in Employment Interviews
Quelle	In: Journal of Applied Psychology, 96 (2011) 2, S.310-326 (17 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0021-9010
DOI	10.1037/a0020948
Schlagwörter	Citizenship; Employment Interviews; Administrators; Personnel Selection; Organizational Theories; Personality Traits; Employment Practices; Helping Relationship; Hypothesis Testing; Behavioral Science Research; Undergraduate Students; Business Administration Education; Stimuli; Contingency Management; Performance Technology + Suchen Sie Ihr Suchwort? Staatsbürgerschaft; Employment interview; Employment interviewing; Einstellungsgespräch; Bewerbungsgespräch; Personalauswahl; Personalentscheidung; Organisationstheorie; Individual characteristics; Personality characteristic; Persönlichkeitsmerkmal; Berufspraxis; Helfende Beziehung; Hypothesenprüfung; Hypothesentest; Anreizsystem; Krisenbewältigung
Abstract	This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in 2 administrative positions. Results obtained from 480 undergraduates provided support for our hypotheses that job candidates who exhibited higher levels of helping, voice, and loyalty behaviors were generally rated as more competent, received higher overall evaluations, and received higher salary recommendations than job candidates who exhibited lower levels of these behaviors. These effects held even after taking into account candidate responses regarding task performance. We also found that candidate responses to OCB-related questions tended to have a greater effect on selection decisions for the higher level position (supervisor of administrative personnel) than for the lower level one (administrative assistant). Finally, content analyses of open-ended responses indicated that participants' selection decisions were particularly sensitive to candidates who exhibited low levels of voice and helping behaviors. Implications and future research are discussed. (Contains 4 figures and 3 tables.) (As Provided).
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Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2017/4/10