Please use this identifier to cite or link to this item: http://hdl.handle.net/10553/43643
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dc.contributor.authorZoghbi Manrique Lara, Pabloen_US
dc.contributor.otherZoghbi-Manrique-de-Lara, Pablo-
dc.date.accessioned2018-11-21T16:45:43Z-
dc.date.available2018-11-21T16:45:43Z-
dc.date.issued2008en_US
dc.identifier.issn0268-3946en_US
dc.identifier.urihttp://hdl.handle.net/10553/43643-
dc.description.abstractPurpose - Anomia (from the Greek, an-: absence, and -nomos: law) describes pessimistic feelings such as social detachment and little faith in human relations. This study seeks to examine an explanation of how and why person-organization fit (POF) - operationalized as value congruence - may influence organizational citizenship behavior (OCB) directed at the organization (OCB-O) and individuals (OCB-I). The thesis is that unfavorable POF will elicit employees' anomic feelings, which in turn will prompt them to reciprocate with decreased OCB. Design/methodology/approach - Data were collected from 84 of the 198 (42.4 percent) employees of a provincial Spanish Social Security agency. Structural equation modeling (SEM) was used to test mediation. Findings - The results support that POF predicts anomic feelings that, in turn, fully mediate the link between POF and OCB-O, but not with OCB-I. Research limitations/implications - The employees surveyed have job conditions inherent to the peculiarities of the public sector that may limit the ability to extrapolate the findings to the private sector. Practical implications - The findings offer a better understanding of the way POF is able to affect OCB, and suggest that actions designed to promote POF may be useful in managing anomic processes in the workplace. Originality/value - Anomia as a mediator in the relationship between POF, as value congruence, and OCB has not been empirically studied.en_US
dc.languageengen_US
dc.publisher0268-3946-
dc.relation.ispartofJournal of Managerial Psychologyen_US
dc.sourceJournal Of Managerial Psychology[ISSN 0268-3946],v. 23 (1), p. 73-88en_US
dc.subject531104 Organización de recursos humanosen_US
dc.subject.otherRecursos humanosen_US
dc.subject.otherEmpleadosen_US
dc.subject.otherAnomiaen_US
dc.titleShould faith and hope be included in the employees' agenda?: linking P-O fit and citizenship behavioren_US
dc.typeinfo:eu-repo/semantics/Articleen_US
dc.typeArticleen_US
dc.identifier.doi10.1108/02683940810849675en_US
dc.identifier.scopus39049103295-
dc.identifier.isi000256276500005-
dcterms.isPartOfJournal Of Managerial Psychology-
dcterms.sourceJournal Of Managerial Psychology[ISSN 0268-3946],v. 23 (1), p. 73-88-
dc.contributor.authorscopusid23483233800-
dc.description.lastpage88en_US
dc.identifier.issue1-
dc.description.firstpage73en_US
dc.relation.volume23en_US
dc.investigacionCiencias Sociales y Jurídicasen_US
dc.type2Artículoen_US
dc.identifier.wosWOS:000256276500005-
dc.contributor.daisngid1723135-
dc.identifier.investigatorRIDC-6039-2011-
dc.utils.revisionen_US
dc.contributor.wosstandardWOS:Zoghbi-Manrique-de-Lara, P-
dc.date.coverdateFebrero 2008en_US
dc.identifier.ulpgcen_US
dc.contributor.buulpgcBU-ECOen_US
dc.description.ssciSSCI
dc.description.erihplusERIH PLUS
item.grantfulltextnone-
item.fulltextSin texto completo-
crisitem.author.deptGIR TIDES: Economía, medioambiente, sostenibilidad y turismo-
crisitem.author.deptIU de Turismo y Desarrollo Económico Sostenible-
crisitem.author.deptDepartamento de Economía y Dirección de Empresas-
crisitem.author.orcid0000-0001-8056-0988-
crisitem.author.parentorgIU de Turismo y Desarrollo Económico Sostenible-
crisitem.author.fullNameZoghbi Manrique Lara, Pablo-
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