A three-wave time-lagged study of mediation between positive feedback and organizational citizenship behavior: the role of organization-based self-esteem

Figures & data

Figure 1 Theoretical model.

Table 1 Evaluation of measurement model

Construct	Indicators	Factor Loadings	Cronbach's Alpha	CR	AVE
Supportive manager behavior	SMB2	0.73	0.86	0.90	0.69
	SMB3	0.77
	SMB4	0.90
	SMB5	0.91
Time 1 Positive feedback	T1-PFB1	0.70	0.76	0.87	0.68
	T1-PFB2	0.88
	T1-PFB3	0.88
Time 1 Organization-based self-esteem	T1-OBSE1	0.89	0.93	0.94	0.65
	T1-OBSE2	0.84
	T1-OBSE3	0.86
	T1-OBSE4	0.89
	T1-OBSE5	0.85
	T1-OBSE6	0.89
	T1-OBSE7	0.85
	T1-OBSE8	0.53
	T1-OBSE9	0.55
Time 1 Organizational citizenship behavior	T1-OCB1	0.63	0.93	0.93	0.63
	T1-OCB2	0.65
	T1-OCB3	0.79
	T1-OCB4	0.88
	T1-OCB5	0.72
	T1-OCB6	0.79
	T1-OCB7	0.94
	T1-OCB8	0.91
Time 2 Positive feedback	T2-PFB1	0.94	0.90	0.94	0.84
	T2-PFB2	0.94
	T2-PFB3	0.87
Time 2 Organization-based self-esteem	T2-OBSE1	0.91	0.93	0.95	0.78
	T2-OBSE2	0.90
	T2-OBSE3	0.89
	T2-OBSE4	0.92
	T2-OBSE5	0.92
	T2-OBSE6	0.93
	T2-OBSE7	0.93
	T2-OBSE8	0.81
	T2-OBSE9	0.73
Time 2 Organizational citizenship behavior	T2-OCB1	0.78	0.94	0.95	0.72
	T2-OCB2	0.89
	T2-OCB3	0.90
	T2-OCB4	0.90
	T2-OCB5	0.83
	T2-OCB6	0.88
	T2-OCB7	0.78
	T2-OCB8	0.79
Time 3 Organizational citizenship behavior	T3-OCB1 T3-OCB2	0.91 0.89	0.95	0.96	0.75
	T3-OCB3	0.87
	T3-OCB4	0.87
	T3-OCB5	0.88
	T3-OCB6	0.90
	T3-OCB7	0.89
	T3-OCB8	0.71

Table 2 Discriminant validity; latent variable correlations

	1	2	3	4	5	6	7	8	9	10
1-Gender	1.00
2-SMB	0.14	0.83^a
3-T1-OBSE	0.27	0.15^b	0.81
4-T1-OCB	0.38	0.20	0.26	0.80
5-T1-PFB	0.19	-0.09	0.27	0.22	0.83
6-T2-OBSE	-0.05	0.21	0.21	0.07	0.29	0.88
7-T2-OCB	0.21	0.09	0.39	0.19	0.17	0.16	0.85
8-T2-PFB	-0.21	0.03	-0.03	0.22	0.15	0.14	-0.04	0.92
9-T3-OCB	-0.01	0.26	0.06	0.05	0.15	0.29	0.23	0.32	0.87
10-Tenure	0.75	0.20	0.25	0.55	0.29	0.09	0.07	0.05	0.16	1.00

Notes: ^aThe square roots of average variance extracted is provided in diagonal (bold); ^bOff-diagonal elements are the Pearson correlations between different constructs.

Abbreviations: OBSE, organization-based self-esteem; OCB, organizational citizenship behavior; PFB, positive feedback; SMB, supportive manager behaviors T1, Time 1; T2, Time 2; T3, Time 3.

Table 3 Discriminant validity; heterotrait–monotrait ratio of correlations

	1	2	3	4	5	6	7	8	9	10
1-Gender
2-SMB	0.16
3-T1-OBSE	0.28	0.24
4-T1-OCB	0.40	0.24	0.26
5-T1-PFB	0.20	0.12	0.35	0.29
6-T2-OBSE	0.06	0.23	0.22	0.13	0.33
7-T2-OCB	0.21	0.14	0.41	0.16	0.20	0.17
8-T2-PFB	0.22	0.05	0.07	0.28	0.18	0.15	0.09
9-T3-OCB	0.09	0.27	0.08	0.12	0.18	0.30	0.24	0.35
10-Tenure	0.75	0.22	0.26	0.62	0.32	0.10	0.11	0.05	0.17

Abbreviations: OBSE, organization-based self-esteem; OCB, organizational citizenship behavior; PFB, positive feedback; SMB, supportive manager behaviors T1, Time 1; T2, Time 2; T3, Time 3.

Table 4 Collinearity assessment (inner variance inflation factor values)

	Criterion variables
	T2-OBSE	T2-OCB	T2-PFB	T3-OCB
Predictors
Gender				2.99
SMB				1.16
T1-OBSE	1.08	1.13
T1-OCB		1.10
T1-PFB	1.08	1.11	1.00	1.30
T2-OBSE				1.24
T2-OCB				1.15
T2-PFB				1.20
T3-OCB
Tenure				2.90

Abbreviations: OBSE, organization-based self-esteem; OCB, organizational citizenship behavior; PFB, positive feedback; SMB, supportive manager behaviors T1, Time 1; T2, Time 2; T3, Time 3.

Figure 2 Estimated PLS longitudinal path models with direct and indirect effects.

Abbreviations: OBSE, organization-based self-esteem; OCB, organizational citizenship behavior; PFB, positive feedback; SMB, supportive manager behaviors T1, Time 1; T2, Time 2; T3, Time 3.

Table A1 Survey items

Construct	Item
Organization-based self-esteem (OBSE)	In this organization …
	I count around here
	I am taken seriously
	I am important
	I am trusted
	There is faith in me
	I can make a difference
	I am valuable
	I am helpful
	I am efficient
	I am cooperative
Organizational citizenship behavior (OCB)	This employee
	Attends nonrequired training or educational sessions on own time.
	Makes especially helpful suggestions to improve the organization.
	Works before or after regular working hours in order to finish a task.
	Standards of work quality are higher than the stated standards.
	Actively and constructively seeks to get his or her suggestions adopted by the organization.
	Orients new people even though it is not required.
	Makes special attempts to gain more knowledge about job-related techniques and skills.
	Attends functions that are not required, but that help this organization.
	Goes out of his or her way to help others with job-related problems.
	Looks for additional responsibilities and/or tasks despite the fact that it increases his or her work load.
Feedback (FB)	My manager lets me know when he thinks I am producing good results.
	My manager tells me when I deal with customers appropriately.
	To what extent your manager and colleagues let you know how well you are doing on your job.
Supportive manager behaviors (SMB)	My manager makes working on our tasks more pleasant.
	My manager helps us overcome problems that stop us from carrying out our tasks.
	My manager does things to make it pleasant to be a member of the group.
	My manager is willing to take initiative in the group.
	My manager keeps the group working together as a team.