The role of other orientation in organizational citizenship behavior

This article draws on social exchange theory and the theory of other orientation to examine how job satisfaction and individual differences are related to organizational citizenship behavior (OCB). Previous research specifying a direct effect for individual differences on OCB has yielded disappointing results. In contrast, this study examines the moderating role of individual differences in the relationship between job satisfaction and OCB. As hypothesized, results show a weaker relationship between job satisfaction and OCB for persons who are higher in other orientation. We discuss the theoretical implications of this finding and directions for future research. Copyright © 2007 John Wiley & Sons, Ltd.

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