Yao-Zhong Liu1,2, Yu-Jie Wang1,3. 1. School of Management, Jinan University, Guangzhou, P. R. China. 2. School of Economics and Management, Guangzhou Huashang College, Guangzhou, P. R. China. 3. Mental Health Education and Counseling Center, Guangdong Industry Polytechnic, Guangzhou, P. R. China.
Abstract
BACKGROUND: Self-control is an important factor in predicting employees' organizational citizenship behavior, but previous studies have not examined the internal mechanism by which self-control affects organizational citizenship behavior. OBJECTIVE: The current study aimed to explore the relationship between self-control and employees' organizational citizenship behavior and to test the mediating effects of vocational delay of gratification and job satisfaction. METHODS: Participants were 474 full-time employees (187 male, 287 female) from different companies in South China. They answered online self-report questionnaires that assessed self-control, vocational delay of gratification, job satisfaction, and organizational citizenship behavior. Path analyses were conducted and a bootstrap technique was used to judge the significance of the mediation. RESULTS: The results showed that high self-control employees were more willing to engage in citizenship behavior that benefitted their organizations and colleagues, and the chain mediating effect of vocational delay of gratification and job satisfaction between self-control and organizational citizenship behavior was significant. CONCLUSIONS: These findings provide insights to management regarding the mechanism to promote and maintain employees' pro-organizational behavior.
BACKGROUND: Self-control is an important factor in predicting employees' organizational citizenship behavior, but previous studies have not examined the internal mechanism by which self-control affects organizational citizenship behavior. OBJECTIVE: The current study aimed to explore the relationship between self-control and employees' organizational citizenship behavior and to test the mediating effects of vocational delay of gratification and job satisfaction. METHODS:Participants were 474 full-time employees (187 male, 287 female) from different companies in South China. They answered online self-report questionnaires that assessed self-control, vocational delay of gratification, job satisfaction, and organizational citizenship behavior. Path analyses were conducted and a bootstrap technique was used to judge the significance of the mediation. RESULTS: The results showed that high self-control employees were more willing to engage in citizenship behavior that benefitted their organizations and colleagues, and the chain mediating effect of vocational delay of gratification and job satisfaction between self-control and organizational citizenship behavior was significant. CONCLUSIONS: These findings provide insights to management regarding the mechanism to promote and maintain employees' pro-organizational behavior.