Moderating role of gender and job position in the relationship between compensation practice and organizational citizenship behaviour (Record no. 528040)
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| 000 -LEADER | |
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| fixed length control field | 03517nam a22001577a 4500 |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION | |
| fixed length control field | 241105b ||||| |||| 00| 0 eng d |
| 100 ## - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Khan, Abu Daud Lutful Zamir and Rubel, Mohammad Rabiul Basher |
| 245 ## - TITLE STATEMENT | |
| Title | Moderating role of gender and job position in the relationship between compensation practice and organizational citizenship behaviour |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) | |
| Place of publication, distribution, etc | Management and Labour Studies |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 49(3), Aug, 2024: p.417-439 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc | This article investigates how gender and job position moderate the relationship between compensation practices and organizational citizenship behaviour (OCB). Compensation practices, encompassing salary structures, incentives, and benefits, are critical drivers of employee motivation and discretionary behavior that supports organizational functioning. The study highlights that gender differences and hierarchical job positions influence the extent to which compensation fosters OCB. For instance, equitable compensation practices may enhance OCB among women and lower-level employees, who often face systemic barriers in recognition and career progression. Conversely, disparities in pay and promotion opportunities can weaken the positive effects of compensation on OCB, leading to disengagement. By situating these findings within broader debates on workplace equity, human resource management, and organizational behavior, the paper underscores the importance of designing compensation systems that are sensitive to gender and positional dynamics. Such practices not only strengthen OCB but also contribute to inclusive and sustainable organizational cultures. Article aims at investigating how the binary dummy-coded gender (female = 1, male = 0) and job position (operator = 1, supervisor = 0) moderate the direct relationship between compensation practice and organizational citizenship behaviour (OCB) in the ready-made garments manufacturing industry of Bangladesh. The present study employed the PLS-SEM (partial least square-structural equation modelling) technique to test the reliability and validity (convergent and discriminant) of the measurement scales and to verify the study hypotheses. The study used SPSS version 20 for descriptive analysis and SmartPLS version 3.3.9 for inferential statistical analysis. The results of this cross-sectional study of 121 employees revealed the significant moderating effect of gender and job position in the positive relationship between compensation practice and OCB. The study results also evidenced that the positive relationship between compensation practice and OCB showed stronger for female employees compared to males. Besides, the results equally confirmed that the compensation practice–OCB relationship became stronger for operator-level employees than supervisors. Findings are discussed in consistency with the previous studies and suggestions for future researchers and practitioners are highlighted at the end of this study.- Reproduced https://journals.sagepub.com/doi/full/10.1177/0258042X231220709 |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name as entry element | Management Studies, Compensation Practices, Organizational Citizenship Behaviour (OCB), Gender, Job Position, Human Resource Management, Motivation, Workplace Equity, Organizational Behavior, Employee Engagement , Bangladesh, Compensation practice, gender, Job position, Organizational citizenship behavior, Readymade garments manufacturing industry. |
| 9 (RLIN) | 48560 |
| 773 ## - HOST ITEM ENTRY | |
| Main entry heading | Management and Labour Studies |
| 906 ## - LOCAL DATA ELEMENT F, LDF (RLIN) | |
| Subject DIP | ORGANIZATIONAL BEHAVIOR |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) | |
| Item type | Articles |
| Withdrawn status | Lost status | Source of classification or shelving scheme | Damaged status | Not for loan | Permanent location | Current location | Date acquired | Serial Enumeration / chronology | Barcode | Date last seen | Koha item type |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Indian Institute of Public Administration | Indian Institute of Public Administration | 2024-11-05 | 49(3), Aug, 2024: p.417-439 | AR133468 | 2024-11-05 | Articles |