The authors use Schwartz's values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavior (OCB) in teams, controlling for sex, satisfaction, and personality traits. Using hierarchical linear modeling in a sample of 582 students distributed across 135 class project teams, the authors find positive, direct effects for achievement on citizenship behaviors directed toward individuals (OCB-I), for benevolence on citizenship behaviors directed toward the group (OCB-O), and for self-direction on both OCB-I and OCB-O. Applying relational demography techniques to test for contextual effects, the authors find that group mean power scores negatively moderate the relationship between individual power and OCB-I, whereas group mean self-direction scores positively moderate the relationship between self-direction and both OCB-I and OCB-O. © 2012 American Psychological Association.
CITATION STYLE
Arthaud-Day, M. L., Rode, J. C., & Turnley, W. H. (2012). Direct and Contextual Effects of Individual Values on Organizational Citizenship Behavior in Teams. Journal of Applied Psychology, 97(4), 792–807. https://doi.org/10.1037/a0027352
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