Vad får anställda att göra det lilla extra? En kvantitativ studie om organisatoriskt medborgarskapsbeteenden-organisation, distributiv rättvisa och motivation.
(2025) PSYK12 20251Department of Psychology
- Abstract (Swedish)
- Denna studie syftade till att undersöka hur upplevd distributiv rättvisa samt intern och extern motivation korrelerar med och förklarar variansen i anställdas organisatoriska medborgarskapsbeteende riktat mot organisationen (OCBO). Studien utgick således från två huvudsakliga frågeställningar: (1) Hur starka är sambanden mellan OCBO, distributiv rättvisa och extern/intern motivation hos anställda? (2) Hur stor del av variationen i OCBO kan förklaras av distributiv rättvisa samt intern och extern motivation? Ett bekvämlighetsurval bestående av 128 yrkesverksamma individer (100 kvinnor, 28 män; ålder 20-63 år) deltog i en webbaserad enkät bestående av tre validerade instrument; Williams och Andersons OCBO-skala, Distributive Justice Index... (More)
- Denna studie syftade till att undersöka hur upplevd distributiv rättvisa samt intern och extern motivation korrelerar med och förklarar variansen i anställdas organisatoriska medborgarskapsbeteende riktat mot organisationen (OCBO). Studien utgick således från två huvudsakliga frågeställningar: (1) Hur starka är sambanden mellan OCBO, distributiv rättvisa och extern/intern motivation hos anställda? (2) Hur stor del av variationen i OCBO kan förklaras av distributiv rättvisa samt intern och extern motivation? Ett bekvämlighetsurval bestående av 128 yrkesverksamma individer (100 kvinnor, 28 män; ålder 20-63 år) deltog i en webbaserad enkät bestående av tre validerade instrument; Williams och Andersons OCBO-skala, Distributive Justice Index (DJI) och Work Extrinsic and Intrinsic Motivation Scale (WEIMS). Sambanden mellan variablerna analyserades genom icke-parametriska bootstrapped multipla regressioner med 5000 resamples och Pearsons korrelationer. Signifikanta korrelationer hittades endast mellan OCBO och distributiv rättvisa, vilket föll inom ramen för tidigare forskning. Studien misslyckades med att finna signifikanta korrelationer mellan intern/extern motivation och OCBO. I regressionsanalyser bidrog enbart distributiv rättvisa, varken intern/extern motivation bidrog signifikant till variansen i OCBO. Resultaten indikerar att upplevelser av rättvisa kan vara viktiga för att förstå OCBO. Tidigare forskning och den aktuella studien understryker sambandens komplexitet, där flera modererande och medierande variabler kan påverka utfallet. (Less)
- Abstract
- This study aimed to examine how perceived distributive justice and internal/external motivation correlate with and explain the variance in employees organizational citizenship behavior directed towards the organization (OCBO). Hence, two main questions were addressed: (1) To what extent are OCBO, distributive justice and external/internal motivation correlated among employees? (2) How much of the variance in OCBO can be explained by perceived distributive justice as well as external/internal motivation? A convenience sample of 128 employed individuals (100 women, 28 men; aged 20-63) took part in a web-based survey that included three validated instruments: Williams and Anderson’s OCBO scale, the Distributive Justice Index (DJI) and the... (More)
- This study aimed to examine how perceived distributive justice and internal/external motivation correlate with and explain the variance in employees organizational citizenship behavior directed towards the organization (OCBO). Hence, two main questions were addressed: (1) To what extent are OCBO, distributive justice and external/internal motivation correlated among employees? (2) How much of the variance in OCBO can be explained by perceived distributive justice as well as external/internal motivation? A convenience sample of 128 employed individuals (100 women, 28 men; aged 20-63) took part in a web-based survey that included three validated instruments: Williams and Anderson’s OCBO scale, the Distributive Justice Index (DJI) and the Work Extrinsic and Intrinsic Motivation Scale (WEIMS). The correlations and relationships between the aforementioned variables were examined through non-parametric bootstrapped multiple regressions with 5000 resamples and Pearson's correlations. Significant correlations were only found between OCBO and distributive justice, which fell within the range of previously indicated research. The study failed to find any significant correlations between internal/external motivation and OCBO. In regression analyses, distributive justice but not internal/external motivation contributed significantly to the variance in OCBO. These findings suggest that fairness perceptions may be important for understanding organizational citizenship behaviors that contribute to the organization as a whole. Previous research and the present study highlight the complexity of these relationships, where several moderating and mediating variables may influence the outcomes. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9194606
- author
- Lindblad, David LU and Nilsson, Simon LU
- supervisor
-
- Sean Perrin LU
- organization
- course
- PSYK12 20251
- year
- 2025
- type
- M2 - Bachelor Degree
- subject
- keywords
- Organizational citizenship behavior, Extra-role behavior, Distributive justice, Motivation, Equity theory, Self determination theory, Organisatoriskt medborgarskapbeteende, Extra-rolls beteende, Didstributiv rättvisa
- language
- Swedish
- id
- 9194606
- date added to LUP
- 2025-06-12 08:17:25
- date last changed
- 2025-06-12 08:17:25
@misc{9194606,
abstract = {{This study aimed to examine how perceived distributive justice and internal/external motivation correlate with and explain the variance in employees organizational citizenship behavior directed towards the organization (OCBO). Hence, two main questions were addressed: (1) To what extent are OCBO, distributive justice and external/internal motivation correlated among employees? (2) How much of the variance in OCBO can be explained by perceived distributive justice as well as external/internal motivation? A convenience sample of 128 employed individuals (100 women, 28 men; aged 20-63) took part in a web-based survey that included three validated instruments: Williams and Anderson’s OCBO scale, the Distributive Justice Index (DJI) and the Work Extrinsic and Intrinsic Motivation Scale (WEIMS). The correlations and relationships between the aforementioned variables were examined through non-parametric bootstrapped multiple regressions with 5000 resamples and Pearson's correlations. Significant correlations were only found between OCBO and distributive justice, which fell within the range of previously indicated research. The study failed to find any significant correlations between internal/external motivation and OCBO. In regression analyses, distributive justice but not internal/external motivation contributed significantly to the variance in OCBO. These findings suggest that fairness perceptions may be important for understanding organizational citizenship behaviors that contribute to the organization as a whole. Previous research and the present study highlight the complexity of these relationships, where several moderating and mediating variables may influence the outcomes.}},
author = {{Lindblad, David and Nilsson, Simon}},
language = {{swe}},
note = {{Student Paper}},
title = {{Vad får anställda att göra det lilla extra? En kvantitativ studie om organisatoriskt medborgarskapsbeteenden-organisation, distributiv rättvisa och motivation.}},
year = {{2025}},
}