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When does job stress limit organizational citizenship behavior, or not? Personal and contextual resources as buffers

Published online by Cambridge University Press:  26 May 2020

Dirk De Clercq Open the ORCID record for Dirk De Clercq [Opens in a new window]  and
Imanol Belausteguigoitia
Dirk De Clercq*
Affiliation:
Goodman School of Business, Brock University, St. Catharines, OntarioL2S 3A1, Canada
Imanol Belausteguigoitia
Affiliation:
Instituto Tecnológico Autónomo de México (ITAM), Santa Teresa Campus, Mexico City, Mexico
*
*Corresponding author. Email: ddeclercq@brocku.ca
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Abstract

Anchored in conservation of resources theory, this study considers how employees' experience of job stress might reduce their organizational citizenship behaviors (OCB), as well as how this negative relationship might be buffered by employees' access to two personal resources (passion for work and adaptive humor) and two contextual resources (peer communication and forgiving climate). Data from a Mexican-based organization reveal that felt job stress diminishes OCB, but the effect is subdued at higher levels of the four studied resources. This study accordingly adds to extant research by elucidating when the actual experience of job stress is more or less likely to steer employees away from OCB – that is, when they have access to specific resources that hitherto have been considered direct enablers of such efforts instead of buffers of employees' negative behavioral responses to job stress.

Keywords

organizational citizenship behaviorjob stresspassion for workadaptive humorpeer communicationforgiving climateconservation of resources theory
Type
Research Article
Information
Journal of Management & Organization , First View , pp. 1 - 25
Copyright
Copyright © Cambridge University Press and Australian and New Zealand Academy of Management 2020

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