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In this study we explored the role of organizational justice as a mediator between conscientiousness and organizational citizenship behavior. Longitudinal data were collected from 241 doctors and nurses employed in 11 Chinese hospitals. Structural equation modeling analysis results showed that the participants' perceptions of organizational justice significantly mediated the relationships between conscientiousness and the 5 dimensions of organizational citizenship behavior.
Keywords: conscientiousness, organizational citizenship behavior, Big Five personality traits, organizational justice.
Organizational citizenship behavior (OCB) is considered one of the most critical issues in the field of organizational behaviors and in the past quarter century there have been numerous studies carried out in which the focus has been on OCB (Podsakoff, Whiting, Podsakoff, & Blume, 2009). Findings in these studies have provided a considerable body of evidence on the mechanisms involved in OCB, including its antecedents and consequences (Organ, Podsakoff, & MacKenzie, 2006). In the current study, our primary focus was detennining the dispositional and attitudinal antecedents of OCB in one model. Conscientiousness, one of the Big Five personality constructs, was selected as the dispositional antecedent and organizational justice was chosen as the attitudinal antecedent. In addition, we examined the role of organizational justice as a mediator between conscientiousness and OCB.
Definition and Dimensions of Occupational Citizenship Behavior
Organ (1988a) defined organizational citizenship behavior (OCB) as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of the organization" (p. 4). Organ also proposed a 5-factor OCB model comprising altruism, courtesy, conscientiousness, civic virtue, and sportsmanship. In the context of citizenship behavior in the workplace, altruism describes discretionary behaviors that have the effect of helping a specific other person with an organizationally relevant task or problem (Organ, 1988a; Podsakoff, MacKenzie, Paine, & Bachrach, 2000; Smith, Organ, & Near, 1983). Courtesy is defined as discretionary behavior on the part of individual aimed at preventing work-related problems with others (Organ, 1988a; Podsakoff et al., 2000). Conscientiousness represents discretionary behavior on the part of an employee that goes well beyond the minimum role requirements of the organization, in the areas of attendance, obeying rules and regulations, breaks, and so forth (Organ, 1988a; Podsakoff et al., 2000; Smith et al., 1983). Civic virtue is...