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Good organizational citizens are employees whose actions contribute to the effective
functioning of the organization, and are not explicitly required (discretionary) nor formally
rewarded (with incentives). Organizational citizenship behavior (OCB) is beneficial to both
individuals and organizations. It is therefore important to understand what causes this
behavior and how this behavior can be encouraged and promoted in organizations.
Research has shown that job characteristics - to the extent that they arouse intrinsic
motivation- directly influence OCB. This may happen because of two plausible reasons:
In order to identify job characteristics that arouse intrinsic motivation, we need to first
understand what motivates employees on their jobs. Research indicates that career anchors
are career motivators that make employees hold on to their jobs. They are strong non-
monetary factors, which affect work and career satisfaction and provide a way of
understanding these motivators of career decisions. Career anchors determine the intrinsic
motivation present in a job to the extent that the characteristics of the job match the
jobholder’s career anchors. The purpose of this study is therefore to see whether career
anchors moderate the relation between job characteristics and OCB or not.
Edgar Schein developed the idea of career anchors - what people most want out of a career
He came up with 8 career anchors ---
You may combine a few of these career anchors, but there should be one at the top of your list
By analyzing employee needs, career planners can channel them appropriately instead of
assuming that they all want to move up the managerial hierarchy
If innovation is essential in your business, forcing your stars up the ladder is self defeating