Moderating role of gender and job position in the relationship between compensation practice and organizational citizenship behaviour
By: Khan, Abu Daud Lutful Zamir and Rubel, Mohammad Rabiul Basher
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Material type: 
BookPublisher: Management and Labour Studies Description: 49(3), Aug, 2024: p.417-439.Subject(s): 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
In:
Management and Labour StudiesSummary: 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
| Item type | Current location | Call number | Vol info | Status | Date due | Barcode |
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Articles
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Indian Institute of Public Administration | 49(3), Aug, 2024: p.417-439 | Available | AR133468 |
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
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