Unwilling to leave the good Samaritans: How peer interpersonal-oriented citizenship behaviors retains “me”
An emerging body of turnover literature has adopted a relational perspective with a focus on peer influence. In this study, by drawing on the social information processing perspective, we attempt to explain how and when other team members’ interpersonal-oriented citizenship behavior (ICB), as symbol...
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| Veröffentlicht in: | Asia Pacific journal of management 2021-06, Vol.38 (2), p.669-685 |
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| container_title | Asia Pacific journal of management |
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| creator | Peng, Kelly Z. Chen, Zhijun Zhang, Iris D. Li, Jinsong |
| description | An emerging body of turnover literature has adopted a relational perspective with a focus on peer influence. In this study, by drawing on the social information processing perspective, we attempt to explain how and when other team members’ interpersonal-oriented citizenship behavior (ICB), as symbolic cues, reduced focal member’s turnover intention. Based on a sample of 462 employees across 80 teams from 13 Chinese organizations, we found the symbolic cues of peer ICB enhanced team cohesion and then reduced focal employees’ turnover intention. In addition, servant leadership weakened the negative effect of peer ICB on turnover intention through team cohesion. These findings expand current theorization of the relational perspective and knowledge about how and when peer interpersonal citizenship behavior thwarts focal employee turnover intentions. |
| doi_str_mv | 10.1007/s10490-019-09685-x |
| format | Article |
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In this study, by drawing on the social information processing perspective, we attempt to explain how and when other team members’ interpersonal-oriented citizenship behavior (ICB), as symbolic cues, reduced focal member’s turnover intention. Based on a sample of 462 employees across 80 teams from 13 Chinese organizations, we found the symbolic cues of peer ICB enhanced team cohesion and then reduced focal employees’ turnover intention. In addition, servant leadership weakened the negative effect of peer ICB on turnover intention through team cohesion. 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These findings expand current theorization of the relational perspective and knowledge about how and when peer interpersonal citizenship behavior thwarts focal employee turnover intentions.</description><subject>Business and Management</subject><subject>Citizenship</subject><subject>Employee turnover</subject><subject>Employees</subject><subject>Management</subject><subject>Organizational behavior</subject><subject>Peer relationships</subject><subject>Teams</subject><issn>0217-4561</issn><issn>1572-9958</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2021</creationdate><recordtype>article</recordtype><sourceid>ABUWG</sourceid><sourceid>AFKRA</sourceid><sourceid>BENPR</sourceid><sourceid>CCPQU</sourceid><sourceid>DWQXO</sourceid><recordid>eNp9kMtuFDEQRS0EEkPgB1hZYm0ov212KAKCFIkFZG15eqpnHHXsxu68WOVD4OfyJRgaKbusLJXPvVU6hLzm8JYD2HeNg_LAgHsG3jjNbp6QDddWMO-1e0o2ILhlShv-nLxo7Rx6yBjYkHyWr9M0pbynS6ETxiukywHpvpQd_RYvYk1LzO09PSnXdEasNOUF64y1lRwnVmrCPtjRIS3pJ-Z2SDPd4iFepVIbrbjElBu9v_t1gfd3v1-SZ2OcGr76_x6Rs08fvx-fsNOvn78cfzhlgwK1MOWMH3kcBx6N8haEND5quVU7uZNRRIsjF-PWO80Hu1WjdSOAUU6bwYEEK4_Im7V3ruXHJbYlnJfL2g9uQWgheqe0-lFKOCnAKWM6JVZqqKW1imOYa-pibgOH8Nd-WO2Hbj_8sx9ueoiuIRxKTu0hYk1nuZKuI3JFWv_Me6wP2x8p_gOk3pS3</recordid><startdate>20210601</startdate><enddate>20210601</enddate><creator>Peng, Kelly Z.</creator><creator>Chen, Zhijun</creator><creator>Zhang, Iris D.</creator><creator>Li, Jinsong</creator><general>Springer US</general><general>Springer Nature B.V</general><scope>OQ6</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>3V.</scope><scope>7RO</scope><scope>7WY</scope><scope>7WZ</scope><scope>7XB</scope><scope>87Z</scope><scope>8AI</scope><scope>8AO</scope><scope>8FK</scope><scope>8FL</scope><scope>ABUWG</scope><scope>AFKRA</scope><scope>AXJJW</scope><scope>BENPR</scope><scope>BEZIV</scope><scope>CCPQU</scope><scope>DWQXO</scope><scope>FREBS</scope><scope>FRNLG</scope><scope>F~G</scope><scope>K60</scope><scope>K6~</scope><scope>K8~</scope><scope>L.-</scope><scope>M0C</scope><scope>PQBIZ</scope><scope>PQBZA</scope><scope>PQEST</scope><scope>PQQKQ</scope><scope>PQUKI</scope><scope>Q9U</scope><orcidid>https://orcid.org/0000-0001-8076-012X</orcidid></search><sort><creationdate>20210601</creationdate><title>Unwilling to leave the good Samaritans: How peer interpersonal-oriented citizenship behaviors retains “me”</title><author>Peng, Kelly Z. ; 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| ispartof | Asia Pacific journal of management, 2021-06, Vol.38 (2), p.669-685 |
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| language | eng |
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| source | Business Source Complete; Springer Nature - Complete Springer Journals |
| subjects | Business and Management Citizenship Employee turnover Employees Management Organizational behavior Peer relationships Teams |
| title | Unwilling to leave the good Samaritans: How peer interpersonal-oriented citizenship behaviors retains “me” |
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