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T5 = OCB (Ehrhart (2006) Unit-level OCB and effectiveness=Military (Unit…
T5 = OCB
Ehrhart (2006) Unit-level OCB and effectiveness=Military
Unit level OCB =/= Avg. Individual OCB (f.e.Unit level ocb captures social interactions and norms)
Referent shift in measurement needed = instead of asking about individual qualities you should ask about the group as a whole
Helping behavior -> dimension of OCB
Nelissen (2016) Stereotypes and inclusive behavior for people with disabilities
work inclusion = access for employment for people with disabilities (not being excluded; people with disabilities are accepted, helped and treated like others by coworkers)
inclusive behavior
= OCB courtesy and altruism sub dimensions = extra role behavior that is intended to benefit people with disabilities
REASONED ACTION APPROACH (TPB) = cognitions and attitudes predict behavior.
boundary conditions = work pressure (when under high pressure, employees might not want to engage into extra-role activities and are only concerned about themselves. )
people with disabilities = judged through stereotype rather than objective levels of eperformance.
Stereotypes vary in 2 dimensions = warmth and competence. DISABLED = WARM BUT INCOMPETENT; evoking disrespect and pity
Hypothesies
H2
a) H2: Relationship between
stereotyped warmth and inclusive behavior
is mediated by attitudes towards emplyment of people with disabilites
CONFIRMED
b) H2: Relationship between
stereotyped competence and inclusive behavior
is mediated by attitudes towards emplyment of people with disabilites
CONFIRMED
H3: Work pressure moderates
a) relationship between stereotype warmth and inclusive behavior
REJECTED
b) relationship between stereotyped competence and inclusive behavior
CONFIRMED
H1: Stereotype dimensions
a) high warmth towards disabled (+) inclusive behavior
REJECTED
b) High competence towards disabled (+) inclusive behavior
REJECTED
STUDY METHOD = questionnaires 7 organizations N=372