The moderation of organizational identification, mediate by job satisfaction on the relationship of integrated attitudinal variables toward employee citizenship performance

Employee citizenship performance is a voluntary workplace behavior that goes beyond one’s job description and role. Such behavior helps increase the employee’s effectiveness. The theoretical framework of this study was developed based on the past research and the underpinning theory of social exchange theory, social identity theory and two factors theory. This study examines the direct and indirect relationship between the integrated attitudinal variables and employee citizenship performance among the nurses who are working at public hospitals in Jordan. It positions job satisfaction as the mediating variable and organizational identification as the moderator. A total of 357 nurses representing six public hospitals in Jordan participated in the study by using the proportion-stratified sample. The Partial Least Squares (PLS-SEM) approach was utilized to test the hypotheses. The results for the direct relationship between independent variables (perceived organizational support, organizational commitment, professional commitment, job involvement, perceived organizational justice) and the dependent variable (employee citizenship performance) show that only no significant relationship between perceived organizational support and citizenship performance. At the same time, perceived organizational support and perceived organizational justice have significant relationship with the mediator of job satisfaction. The result for the indirect effect of job satisfaction shows that it fully and partially mediates the relationship between perceived organizational support, perceived organizational justice and employee citizenship performance. On the other hand, the moderator variable of organizational identification significantly affects the relationship between organizational commitment, perceived organizational justice and employee citizenship performance, but has significant adverse effects on the relationship between perceived organizational support, job involvement and employee citizenship performance. There is no moderation effect for organizational identification on the relationship between professional commitment and employee citizenship performance. The theoretical contributions, policy implications, limitations of the study and suggestions for future research are discussed at the close of this thesis.