The Paradox of Citizenship Cost: Examining a Longitudinal Indirect Effect of Altruistic Citizenship Behavior on Work-Family Conflict Through Coworker Support.

The objective of this study was to address the paradox of citizenship cost by hypothesizing an indirect rather than a direct effect of altruistic citizenship behavior (ACB) on employee work-family conflict (WFC) through coworker support (CWS). Data were gathered in a three-wave longitudinal survey of employees from private commercial banks (N = 318). A multiple linear autoregressive longitudinal mediation model was analyzed with partial least squares structural equation modeling (PLS-SEM). The results indicate that rather than directly, ACB affects indirectly employee WFC through CWS. This indirect effect is negative, which reflects that the costs of citizenship behavior are paradoxical. The present study contributes to the ongoing debate on the positive and negative outcomes of employee citizenship behavior by providing empirical evidence on the beneficial rather than harmful effect of performing such behavior. For organizational managers, promoting a culture of CWS by encouraging altruistic behaviors can be a most viable strategy to reduce WFC among their employees. The study discusses its limitations and provides future research directions.

A Three-Wave Longitudinal Study of Moderated Mediation Between High-Performance Work Systems and Employee Job Satisfaction: The Role of Relational Coordination and Peer Justice Climate.

Existing literature lacks studies that examine the indirect effect of high-performance work systems (HPWSs) on employee job satisfaction through employee-employee relations. Moreover, less is known about the boundary conditions of this indirect effect. This study sought to longitudinally examine the mediating role of a specific form of employee-employee relations-relational coordination-in the relationship between HPWS and job satisfaction. Data were collected in three waves from the employees of commercial banks (N = 322). Partial least squares structural equation modeling was used for data analysis. Results from multiple linear autoregressive longitudinal analysis indicate that HPWSs predict relational coordination, which in turn partially mediates the HPWS-job satisfaction relationship. Perceptions of peer justice climate provide boundary conditions for the aforementioned mediating effect. This study contributes to existing literature by explaining moderated-mediation mechanisms through which HPWSs predict employee job satisfaction. Managers can strengthen the effect of HPWS on employee-employee relations and subsequent effect on employee job satisfaction by promoting peer justice climate in organizations.