RELATIONSHIP BETWEEN EMPLOYEES' IDENTIFICATIONS AND ORGANIZATIONAL CITIZENSHIP BEHAVIORS: THE EMPIRICAL RESEARCHES REVIEWING

The article examines 149 direct links between identifications and organizational citizenship behaviors extracted from 96 research presented in 81 publications since 1995 till April, 2019. It considers personal, interpersonal, micro-group, group, suborganization, and organization identifications of the staffs. Organizational citizenship behavior (OCB) is taken into consideration either as a general construct (following the original conceptualizations of the authors reviewed) or in accordance with the classification into the five OCB categories proposed in this article. Most of the linkages are statistically significant and positive. As an OCB predictor, organizational identification occurs in 112 correlations, group identification occurs in 20 correlations, interpersonal identification occurs in 11 correlations (including identification with colleagues in 5 correlations, and identification with leader in 6 correlations), sub-organizational and micro-group identification are separately met in 3 correlations. Relationship between personal identity and OCB is not found in any of the texts examined. In most of the research, OCB is measured as an integral construct, although more than 40 OCB dimensions are singled out in the relevant literature. The rest of the articles under review touches primarily upon the OCB dimensions oriented both toward organization (division, small group) performance and other individuals, and rarely concerns the dimensions oriented toward individual performance, communication, or rules and regulations maintaining. The isolated data sets deal with the interactive effects of the different kinds of identifications in OCB as well as the contribution of identification components (cognitive or affective) to the latter. The article lines up the main conclusions and deficiencies of the actual researches in the field.