Extra-role behaviors have recently received considerable attention due to their contribution to overall organizational functioning. It becomes important to understand the mechanisms behind the positive behavior and strengthen the link between individual and organization. The literature shows the importance of some psychosocial factors that tend to stimulate the uptake of these volunteers behaviors. The quality of relationships that develop between the individual and the context of work helps to increase self-motivation (Gagné & Deci, 2005), thus the identification with the values and objectives of their work, but also the emotional feeling belonging to its own organization. Thus, individuals tend to give the best of their abilities for the welfare of the organization activating an "approach motivation" state (Elliot, 1999), which determines individual guidance to the continuous growth, self-realization and autonomy necessary to implementation of effective performance. The objective of this research is to test a structural model that can explain how these factors intervene in determining proactive behavior at work (OCBs). The research's participants are a group of 371 medical assistants of one hospital in the North-East of Italy. Results indicate that learning orientation and affective commitment fully mediate the relationship between autonomous motivation and altruism toward colleagues, while only learning orientation mediates the relationship between autonomous motivation and civic virtue. Not apparent, however, no significant relationship between affective commitment and civic virtue. Conclusions are discussed in terms of practical implications for employees, the organization and the need for future researches.

Autonomous motivation, affective commitment and learning orientation as a source of voluntary positive behaviors

GALLETTA, MAURA;PORTOGHESE, IGOR;
2010-01-01

Abstract

Extra-role behaviors have recently received considerable attention due to their contribution to overall organizational functioning. It becomes important to understand the mechanisms behind the positive behavior and strengthen the link between individual and organization. The literature shows the importance of some psychosocial factors that tend to stimulate the uptake of these volunteers behaviors. The quality of relationships that develop between the individual and the context of work helps to increase self-motivation (Gagné & Deci, 2005), thus the identification with the values and objectives of their work, but also the emotional feeling belonging to its own organization. Thus, individuals tend to give the best of their abilities for the welfare of the organization activating an "approach motivation" state (Elliot, 1999), which determines individual guidance to the continuous growth, self-realization and autonomy necessary to implementation of effective performance. The objective of this research is to test a structural model that can explain how these factors intervene in determining proactive behavior at work (OCBs). The research's participants are a group of 371 medical assistants of one hospital in the North-East of Italy. Results indicate that learning orientation and affective commitment fully mediate the relationship between autonomous motivation and altruism toward colleagues, while only learning orientation mediates the relationship between autonomous motivation and civic virtue. Not apparent, however, no significant relationship between affective commitment and civic virtue. Conclusions are discussed in terms of practical implications for employees, the organization and the need for future researches.
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11584/108594
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