The purpose of this current study is to systematically review theoretical and empirical research that has examined negative consequences associated with organizational citizenship behavior. Based on our review, we discuss boundary conditions of the relationship between organizational citizenship behavior and effectiveness that has received little research attention, and describe several areas where substantial challenges remain. We present a number of new research directions for theory building in future studies of organizational citizenship behavior in organizations.

The purpose of this paper is to explore the logic that information and communication technology (ICT) induces organizational citizenship behavior (OCB). For that reason, although it is a slight old case, the author will introduce companies that introduced the intranet in 1996. Then, in the process of introducing intranet, clarifying the process by which OCB is triggered by intertwining ICT and organizational efforts.

The purpose of this paper is to research the effect of Work-life Balance on organizational citizenship behaviors (OCB). Previous research on work-life balance (hereinafter referred to as “WLB”) has mainly focused on the aspect of life, giving rise to the problem that only institutional factors and operational factors related to the introduction of WLB measures were considered the leading factors. The results of this study indicate that WLB is a positive influence of OCB.

Using survey data of 564 full-time Japanese workers, I studied the relationship between work-lifebalance initiatives (i.e., shorter working hours and working from home) and their consequences [i.e., organizational citizenship behavior (OCB) and work stress]. I also studied how individual factors (networking behavior and work-family segmentation preference) moderate the relationship. Results showed that experience of using shorter working hours increased OCB only when employees were high on networking behavior. On the other hand, experience of working from home was shown to decrease work stress, only when employees preferred work-family segmentation.

The Japanese government is attempting to increase the number of people working from home. However, for various reasons, the effort has not progressed easily. One of these reasons is that there are differences in perspective between teleworkers and office workers regarding office atmosphere, even though they work under the same rules. In this paper, I first confirm the definition of telework from the viewpoint of managing working time. Second, I review previous studies on organizational citizenship behaviors (OCBs) of home teleworkers mainly concerning online communication. Accordingly, I discuss OCBs of home teleworkers who managed their working time as strictly as office workers. Consequently, I reveal that OCBs of home teleworkers are facilitated by managed working times.

Helping is one of the most typical activities in Organizational Citizenship Behavior (OCB). This paperaims to examine how helping in external group activities that individuals participate for their own peace of mind and abilities improvement influence the helping behavior in their own organization. The data was collected from 381workers who were participating in the external groups. Path analysis empirically found significant causal relation paths among (1) goal achievement in the external group, (2) helping in the external group, (3) OCB in the organization, (4) job satisfaction in the organization, and (5) job stress in the organization.

In this paper, we clarify expected and unexpected organizational citizenship behaviors (OCBs) of people with high-functioning autism spectrum disorder in a workplace based on the perspective of managers who understand the limitations of the employees. The results of the interviews with six managers who manage the employees indicate that there are six expected concrete OCBs which relate to the following OCB dimensions: helping, compliance, sportsmanship, civic virtue, and courtesy. The results also indicate that there is one unexpected concrete OCB which relates to the compliance dimension due to the employeesʼ limitations.

Although research in organizational citizenship behavior (OCB) has been widely conducted around the world, studies focusing on the effects of OCB on the organization are few compared to those on OCB antecedents. This study considers the process through which a worker’s OCB induces another worker’s OCB. A worker must know how coworkers behave in a collaborative work situation. Coworkers’ OCB communicates work values to a worker, and he or she expects coworkers to do their job not selfishly but cooperatively, even without any explicit mutual communication or contract. This reduces a worker’s anxiety about working in an uncertain work condition, and this sense of ease improves job satisfaction, which in turn enhances OCB. This study empirically confirms this self-growth OCB process in an organization through a structural equation modeling (SEM) analysis of data collected from 515 working persons. Some implications and possibility of alternative models for future studies are also discussed.