Exchange Ideology as a Moderator of Job Attitudes-Organizational Citizenship Behaviors Relationships1


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    An earlier version of this paper was presented at the 6th Annual Mid-Year Conference of the Society for Industrial and Organizational Psychology, April 26, 1991. St. Louis. This research was conducted while the author was at Western Illinois University.

Correspondence concerning this article should be addressed to L. Alan Witt. Civil Aeromedical Institute (AAM-522). P. O. Box 25082, Oklahoma City. Oklahoma 73125.


Following work on organizational citizenship behaviors (cf. Organ, 1988). the present study examined job satisfaction, perceptions of organizational support, and organizational commitment as predictors of organizational citizenship behaviors. Regression analyses on data collected from workers in a small tooling plant indicated that exchange ideology moderated the relationships between ratings of OCB's and organizational support scores. For tool workers whose attitudes and behaviors were more dependent on organization reinforcement, OCB ratings were positively related to organizational support. However, for those whose attitudes and behaviors were more independent of organization reinforcement. OCB ratings were considerably less related to organizational support scores. The pattern was similar for OCB ratings and job satisfaction scores. These data are consistent with those reported previously (e.g., Eisenberger. Huntington. Hutchinson, & Sowa, 1986) and suggest that the salience of job attitudes in the decision to manifest organizational citizenship behaviors may be influenced by the individual's exchange ideology.