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Background: Compulsory citizenship behaviors (CCBs) are increasingly endorsed and expected of workers in contexts where managerial worker protections are low and performance demands on workers are high. Although studies on compulsory citizenship behaviors have shown a significant increase in recent years, the literature still lacks a comprehensive meta-analysis. To fill this gap the purpose of this study is to synthesize the collective outcomes of prior quantitative research on CCBs with the objective of identifying the factors linked to the concept and offering a primary reference for future researchers. Methods: Forty-three different correlates with CCBs were synthesized. The dataset of this meta-analysis consists of 53 independent samples with a sample size of 17.491, contributing to 180 effect sizes. PRISMA flow diagram and PICOS framework were used for the study design. Result: Results showed only gender and age were significant among demographic characteristics related to CCBs. Correlates between CCBs and counterproductive workplace behaviors, felt obligation, work-family conflict, organizational-based self-esteem, organizational cynicism, burnout, anger toward the organization, and work alienation were found as large. We also found turnover intention, moral disengagement, careerism, abusive supervision, citizenship pressure, job stress, facades of conformity, and feeling trusted to be moderately related to CCBs. Next, there was a small relationship between CCBs and social loafing. On the other hand, LMX, psychological safety, organizational identification, organizational justice, organizational commitment, job satisfaction, and job autonomy were found as significant deterrents of CCBs. These results suggest that CCBs flourish in contexts with low levels of worker protection and low road practices to people management. Conclusion: In sum, we found solid cumulative evidence that CCBs are a harmful and undesirable phenomenon for employees and organizations. Also, positive correlations of felt obligation, feeling trusted, and organization-based self-esteem with CCBs, showed that, contrary to general acceptance, positive factors could also cause CCBs. Lastly, we found CCBs as a dominant phenomenon in eastern culture. [ABSTRACT FROM AUTHOR]

Background: Studies conducted in the health sector have determined a positive relationship between job satisfaction and work engagement. However, this paper reveals that this relationship turns into a negative or non-significant relationship during the COVID-19 pandemic. We explore the reasons for inconsistency in research findings in this critical period through a meta-analysis. Methods: This study was conducted according to the PRISMA guidelines and PICO framework. Online databases including Web of Science, Scopus, PubMed, ProQuest, Google Scholar, and additional records from other databases were searched without any time limitation, and all studies published in English that reported the correlation between work engagement and job satisfaction were included in the analysis. In total, 36 individual correlation coefficients were synthesized. R statistical language was used to analyze the data. Result: A total of 36 studies with a sample size of 16,087 were synthesized. The overall effect size was found as r = 0.57 (95% CI [0.50-0.64]). While the moderating effect of national culture was not statistically significant, presence of COVID-19 as the significant moderator explained 37.08% of effect size heterogeneity. Such that the presence of COVID-19 has transformed the positive relationship between work engagement and job satisfaction into a negative but statistically non-significant relationship. Conclusion: This study empirically challenges the existing assumptions about the positive link between work engagement and job satisfaction. The results of the research can be a guide for managers and policymakers. Specifically, based on these results, different mechanisms can be put in place to support work engagement and, in turn, job satisfaction in the COVID-19 process. [ABSTRACT FROM AUTHOR]

Purpose: This study aimed to clarify the mixed conclusions regarding work engagement and job satisfaction in the nursing research literature by conducting a systematic review and meta‐analysis. Design and Methods: This meta‐analytic review synthesized 15 independent studies published between 2007 and 2021. Findings: An overall effect size of random‐effect model was calculated as r = 0.47 (k = 15, N = 3,818, 95% confidence interval [0.43;0.51]). Data collection method and presence of control variable, as significant moderators, accounted for 43.6% and 43.8%, respectively, of the effect size heterogeneity. Practice Implications: While the positive relationship between work engagement and job satisfaction was higher in studies using the face‐to‐face data collection method, it was lower in studies using the control variable in their research models. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to evaluate the validity and reliability of the Turkish version of the social cyberloafing (SC) scale as an important predictor of the mental health of healthcare employees. Methods: The data for this descriptive cross‐sectional study was obtained from 202 Turkish healthcare employees. We followed Dima's 6‐step protocol for validation. Findings: The one‐dimensional structure of the scale was found to be homogenous (H = 0.54) and reliable (α = 0.87). The CFA demonstrated that the 7‐item and one‐factor construct was a valid instrument to measure the SC (GFI = 0.98, CFI = 0.98, TLI = 0.95, SRMR = 0.03, RMSEA = 0.09). Practical Implications: These results demonstrated that the Turkish version of the SC scale is an accurate measurement tool. [ABSTRACT FROM AUTHOR]

Aim: This meta-analytic review aimed to synthesize and analyse studies that explored the relationship between nurses' work-family conflicts and turnover intentions. Design: This meta-analytical review was conducted according to the Joanna Briggs Institute guidelines and PRISMA checklist. Data Sources: A total of 191 (k = 14) publications published between 2005 and 2019 in English, including grey literature on turnover intention and work-family conflict, were retrieved from PubMed, PsycINFO, Web of Science, ProQuest and Scopus databases. Review Methods: Studies on the relationship between work-family conflict and turnover intention were summarized. Results: An overall effect size of r = .28 (N = 5781, 95% CI [0.23-0.33]) was obtained, indicating a moderate, positive and significant relationship between work-family conflict and turnover intention. The moderator analysis showed that individualism and long-term orientation accounted for 90% of effect size heterogeneity of work-family conflict and turnover intention relationship. Conclusion: Exploring the correlation between work-family conflict and turnover intention can provide guidelines and recommendations for the development of strategies to promote nurse retention and alleviate the nursing shortage. National culture, particularly individualism and long-term orientation, were found to play a significant moderator role in this relationship. Cultures that are highly individualistic and have a long-term orientation have a diminishing effect on the relationship between work-family conflict and turnover intention. Impact: Work-family conflict and turnover intention are significantly correlated factors regardless of the studies' cultural characteristics examined in this study. Policymakers and managers should consider this finding and develop strategies that provide a balance-oriented work design to prevent nurse shortage. [ABSTRACT FROM AUTHOR]

Aims: To propose a theoretical model of social loafing behaviours and to examine the effects of compulsory citizenship behaviours and turnover intention on nurses' social loafing behaviour. Method: This cross‐sectional study included 264 nurses working in public hospitals in Istanbul, Turkey. The data were gathered by using a snowball sampling method and analysed using descriptive statistical analyses, F test, t test, Pearson's correlation analysis and multiple and hierarchical linear regression analyses. Results: Results indicated that compulsory citizenship behaviours were positively associated with turnover intention and social loafing. Turnover intention fully mediated the relationship between compulsory citizenship behaviours and social loafing. Conclusion: Nurses who exhibit compulsory citizenship behaviours have developed turnover intentions to conserve their well‐being, which led to social loafing as a resource recovery tactic. Implications for Nursing Management: Training should be provided for managers and nurses to raise awareness about the possible negative effects of compulsory citizenship behaviours. To manage social loafing and turnover intention, effective and proactive solution‐oriented strategies should be implemented. [ABSTRACT FROM AUTHOR]

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Innovative behaviors are one of the most important factors that affect the competitive performance of organizations. Although there are numerous studies in the literature which try to determine the antecedents of innovative behaviors, there are still gaps to fully understand the nature of these behaviors. In this respect, the purpose of this study is to determine its individual and organizational-level predictors in the light of the Social Exchange Theory. In this respect, we investigated the effect of proactive personality on innovative behaviors and the moderator roles of perceived organizational support and psychological empowerment on this relationship. More specifically, we hypothesized that employees, who have proactive personality, are more prone to exhibit innovative behaviors. We also hypothesized that the proposed relationship between proactive personality and innovative behaviors is stronger when the levels of perceived organizational support and psychological empowerment is high. The sample of the study consisted of 436 employees (in white goods sector) working in Istanbul. The findings show that proactive personality, perceived organizational support, and psychological empowerment are the statistically significant and positive predictors of innovative behaviors. The most powerful predictor of innovative behaviors in our theoretical model is proactive personality; the others are perceived organizational support and psychological empowerment, respectively. Following this, the findings also show that while the moderating effect of psychological empowerment is statistically significant, the interactional effect of perceived organizational support is not significant. Managerial and further research implications are provided. [ABSTRACT FROM AUTHOR]

Our purpose in this study was to examine the relationship between presenteeism and the conscientiousness trait as an individual-level predictor of employee health and productivity. We used convenience sampling to recruit 168 Turkish health employees, who completed measures of conscientiousness and presenteeism. The findings revealed that in a work outcomes context, the conscientiousness trait was positively related to the noncompletion of work dimension of presenteeism, the focus of which is on work outcomes. However, the relationship between the conscientiousness trait and the distraction dimension of presenteeism was nonsignificant. Our findings have implications for managers and organizations, who should be proactive in taking preventative precautions to mitigate the possible negative effects of presenteeism behaviors. [ABSTRACT FROM AUTHOR]

Background: With the COVID-19 pandemic, healthcare professionals, especially nurses, are confronted with an intensified workload. The literature on compulsory citizenship behaviors and their consequences is still far from explaining the cognitive and emotional mechanisms that underlie this relationship., Methods: Drawing on the resource depletion theory, we unpack the mechanism by which compulsory citizenship behaviors influence moral disengagement with the mediation effects of anger toward the organization. We are reporting a cross-sectional survey of nurses ( n = 294) in private and public hospitals in Istanbul, Turkey. The data analysis involved structural equation modeling and Bayesian mediation., Results: The study revealed that compulsory citizenship behaviors positively influenced anger toward the organization and moral disengagement. Further, anger toward the organization mediates the link between compulsory citizenship behaviors and moral disengagement. Likewise, the Bayesian mediation analysis indicated that the proportion mediated (PM), which ensures a prediction of the extent to which the pathway explains the total effect through the mediation effect, was 33.74%., Conclusion: The findings show that exposure to compulsory citizenship behaviors lead to negative emotional (anger toward to organization) and cognitive (moral disengagement) consequences in nurses., Practical Implications: Hospital managers should not force nurses to display discretionary work tasks outside their job descriptions. Providing an organizational milieu where voluntarily extra-role behaviors are encouraged may help reduce nurses' moral disengagement and, in turn, ease their anger toward the organization., Competing Interests: The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest., (Copyright © 2022 Yildiz, Yildiz and Ozbilgin.)

Purpose: This study aims to assess the validity and reliability of the compulsory citizenship behaviors (CCBs) scale among Turkish nurses., Methods: The sample of this cross-sectional study consisted of 530 Turkish hospital nurses. We performed a six-step protocol to test the validity of the scale., Findings: The scale formed a unidimensional scale with good homogeneity (H = 0.79) and reliability (α = 0.94). The confirmatory factor analysis indicated that the five-item single factor measurement model of the scale well fit the data (GFI = 0.98, CFI = 0.99, TLI = 0.98, SRMR = 0.02, RMSEA = 0.10)., Practical Implications: The Turkish version of the CCBs scale satisfactorily met psychometric criteria in Turkish nurse samples and is recommended for further research., (© 2021 Wiley Periodicals LLC.)