VERGI 2024-046
19th International Strategic Management Conference
Zeynep KAPTAN,
Istanbul University, Institute of Social Sciences, Department of Management, 34452 Beyzit/Fatih, Istanbul,Türkiye.
Bora YILDIZ,
Istanbul University, Faculty of Economics, Department of Mnagement, 34452 Beyzit/Fatih, Istanbul,Türkiye.
Halit BAŞBUĞA
Gebze Technical University, Faculty of Business, 41400 Gebze, Kocaeli, Türkiye.
MAPPING COMPULSORY CITIZENSHIP BEHAVIORS IN MANAGEMENT FIELD: A BIBLIOMETRIC ANALYSIS
ABSTRACT
This study seeks to present a comprehensive bibliometric analysis of compulsory citizenship behaviours (CCB) research using data from the Web of Science (WoS) database. The analysis of identified studies reveals significant trends: the majority of articles are authored by multiple authors, indicating collaborative efforts. Hongdan Zhao, Huai-Liang Liang, Zhenglong Peng, and Bora Yildiz stand out among the authors making significant contributions to the CCB literature,
and we identified "Frontiers in Psychology" as the most relevant source for CCB publications. Network analyses demonstrate collaborative patterns among authors and shared citation networks among journals. In terms of output, Chinese-based universities such as Tongji University, Da-Yeh University, Huaqiao University, and Istanbul University (a Turkish university) are in the forefront and considered very influential in the CCB sector. The thematic map indicates that the issues of "facades of conformity" and "impression management" are located at the intersection of niche and "emerging/declining" themes.The "motor" themes include "citizenship pressure," "interpersonal deviance," and "employee slience." The basic themes include work-family conflict, turnover intention, anger towards the organisation, organisational citizenship behaviours, job stress, job performance, burnout, and abusive supervision. Furthermore, employ silence and moral disengagement are situated at the intersection of the basic and motor themes. Overall, this study contributes to a better understanding of the general landscape of CCB research by providing important bibliometric information. We also provided limitations and further research directions.
Keywords: Compulsory Citizenship Behaviors, Bibliometric Analysis
1. INTRODUCTION
Employees are of vital importance for the sustainable organizations (Barney & Arikan, 2005; Casey & Sieber, 2016). Put simply, the optimal utilisation of organisational resources relies on recognising skilled human resources as valuable assets and strategically managing these sources to successfully and efficiently accomplish long-term objectives. In this context, the existence of organizations that are human-centric, that care about the well-being of their employees and that understand them is inevitable in terms of sustainability. Therefore, in today's business world, ensuring both the psychosocial well-being of employees and their physiological and economic well-being is important for the continuity of employees presence (Kobayashi et al., 2018; Mariappanadar & Hochwarter, 2022; Stan, 2018).
From the strategic management perpective, according to the resource-based view (Barney & Arikan, 2005; Barney, 2001), it can be said that human resources of organizations are rare, inimitable and valuable core competencies of organizations (Prahalad & Hamel, 1997). Therefore, protecting such a resource, realizing its value and ensuring its sustainability are important in terms of providing sustainable competitive advantage over competitors. On the other hand, when looked at from the perspective of human resource management and organizational behavior literature the concept of human-centric has a very comprehensive nature. Although there is no clear definition yet for human-centered organizations, according to a systematic review study conducted on this concept, these types of organizations include the following four interrelated characteristics: common good purpose (pupose beyond profit, stakeholders beyond shareholders, fill a need , address an issue, contribute to human thriving), positive human experiences (employees as capable, problem solving learners, cultures in which employees are connected, respected, and values, opportunuties to learn and grow, meaningful work), humanistic values (dignity and well-being, care and kindness, justice and fairness, whole person), team structure (semi-autonomous, self-managed teams, team ownership of work, connective mechanisms between teams), and participatory practices and tools (participatory research, innovation and ideation, experimentation, feedback, healthy conflict)) (Townsend & Romme, 2024). This title encompasses a wide range of factors, including human relations, employee experience, talent management, organisational culture, organisational success, human resources management, and strategic human resource management (Hector & Cameron, 2023).
Therefore, managing human resources strategically is also important to achieve firms long-term aims and overal strategies. According to the human capital (Becker, 1992; Caire & Becker 1967) and strategic human capital tehories (Wright et al., 2001), to achiev long-term organizational goals, employees are viewed as valuable and strategic assets that leverages organizations’ competitive advantage. Morover, training and education can enhance their expertise and proficiency, which significantly contribute to the achievement of organisational goals (Caire & Becker 1967; Wright et al., 2001). Providing these factors, on the one hand, can cause employees to achieve the tasks determined in the formal job descriptions, and on the other hand, it can also cause employees to go beyond their job descriptions that are labeled as extra role behaviours (Becker & Kernan, 2003; Caillier, 2016). One of these extra role behaviors is organizational citizenship behaviors (OCB) (Morrison, 1994; Organ, 1997).
Organizational citizenship behaviors (OCB) refer to volunteer employee behaviors that are not explicitly recognized by formal reward systems but still contribute to the effective functioning of the organization (Currall & Organ, 1988). These behaviors are an important concept that emphasizes voluntary actions and behaviors of employees that go beyond their prescribed roles (Muthuraman & Al-Haziazi, 2017; Ucok & Erbay, 2022). OCB encompasses discretionary behaviors that are not explicitly rewarded or required by the organization but significantly contribute to its effectiveness and functioning (Anderson, 2017; Currall & Organ, 1988). However, since citizenship behaviors are often informally encouraged and rewarded, employees may feel pressure to engage in organizational citizenship behaviors (Bolino et al., 2010). Vigoda-Gadot (2006), proposed that when external pressure is applied, organizational citizenship behaviors lose their voluntary nature and referred to these behaviors as compulsory citizenship behaviors (CCB). CCB includes behaviors that employees feel pressure to perform due to external pressures, formal obligations, or expectations set by the organization or leaders (Liang et al., 2022). In this context, citizenship behavior becomes a matter of obligation rather than voluntary choice and transforms into CCB (Bolino et al., 2013; Vigoda-Gadot, 2006; Zhang et al., 2011) Compulsory citizenship behaviors can have detrimental effects on organizational factors, leading to undesirable outcomes (Vigoda-Gadot, 2006; Yildiz et al., 2023).
A recent comprehensive meta-analysis on the topic of CCB (Kaptan, 2024; Yildiz et al., 2023) highlighted its prevalence and increasing importance. This study indicates that the majority of researchers use the social exchange theory, abusive theory, and conservation of resources theory to explain the potential antecedents and consequences of CCB. The same study also highlighted Turkey, China, and Taiwan as countries where CCB research accounts for a significant proportion of total literature publication. While gender and number of children are the demographic characteristics that significantly related to CCB, there are also significant dispositional, perceptional, and behavioral correlates. Spesifically, careerism, moral disengagement and turnover intentions were the most prominent dipositional outcomes of CCB. In the perceptional variables felt obigation and work-family conflict are strongly and significantly correlated variables. Organizational cynicism and burnout are stand out consequences as important attitudes. In the behavioral outcomes of CCB facades of conformity and counterproductive workplace behaviours have the highest effect sizes. Work alienation and anger toward the organizations were identified as the most dominant emotional reactions to CCB.
Yildiz et al. (2023) also found that job autonomy, with its reducing effect, significantly inhibits the harmful effects of CCB. Similarly, they found a positive and significant correlation between CCB and leader-member exchange, organisational identification, psychological safety, interactional justice, distributive justice, job satisfaction, and organisational commitment.
As can be understood from the above explanations, CCB has been associated with many concepts in the organisational behaviour literature. The relevant meta-analysis's synthesis suggests that these behaviors are prevalent in organizations, particularly in countries with Eastern cultures, and that cultural factors also play a role. Additionally, the fact that CCB are usually linked to negative or undesirable predictors and outcomes suggests that more study should be done on this topic.
Using the bibliometric analysis method, this study aims to examine compulsory citizenship behaviors. Bibliometrics is a significant research method that provides quantitative analysis of data such as articles, citations, journals, and research areas in scientific literature, offering insights into a specific subject or field (Kilavuz, 2023; Tutar et al., 2023). The bibliometric analysis of CCB will help researchers to understand the current state of research in the literature, identify trends, and obtain important findings that will guide future research. In this context, this article presents a bibliometric analysis of academic studies on CCB. Specifically, this analysis will explore and evaluate key trends, significant topics, most cited articles, and commonly used concepts in the literature related to CCB. This analysis will guide future researchers by providing important clues on which areas to focus more on in the study of CCB. The research questions formulated based on the aforementioned explanations are as follows:
RQ1- Which countries or institutions stand out in the field of CCB, and which countries contribute more significantly?
RQ2- Which researchers, publications, and institutions receive the most cititions and which researchers, publications, and institutions the most productive in studies on CCB?
RQ3- Which researchers, institutions, or countries collaborate in studies on CCB, and which relationships (researchers, institutions, or countries) are more common?
RQ4- Which publications play a leading or transformative role in the development of the field of CCB?
RQ5- What are the emerging/declining, niche, basic, and motor themes in the extant literature?
2. METHODOLOGY
In this study to explore the intellectual structure of the CCB researh in the literature, we employed a bibliometric analysis. Bibliometric analysis was conducted on 51 publications retrivied from WoS. The research aims to understand the knowledge in the field of CCB, track the improvement of the area, and provide further researches directions.
The data screening of studies foccusing on CCB was conducted using the Web of Science (WoS) database. To identify publications related to CCB, the phrase "compulsory citizenship" was searched within English language studies published in the WoS database between 2006 and 2024. In this bibliometric analysis, a total of 51 publications containing the terms "compulsory citizenship behaviour" OR "compulsory citizenship behavior" AND “compulsory citizenship” in the WoS database were examined using Bibliometrix package (Aria & Cuccurullo, 2017) in the R statistical language (R Core Team, 2024).
2.1. Inclusion and Exclusion Criteria
The 51 selected studies for analysis must adhere to specific criteria:
Exclusion Criteria for the bibliometric analysis of studies on compulsory citizenship behaviors include:
2.2. Study Selection
An analysis of the database resulted in the identification of 60 studies in the Web of Science. Upon evaluating the eligibility of the 60 records, 9 articles did not meet the inclusion criteria and were excluded from the analysis. As a result, the remaining 51 studies were included in the bibliometric analysis (See Figure 1).
Zeynep KAPTAN,
Istanbul University, Institute of Social Sciences, Department of Management, 34452 Beyzit/Fatih, Istanbul,Türkiye.
Bora YILDIZ,
Istanbul University, Faculty of Economics, Department of Mnagement, 34452 Beyzit/Fatih, Istanbul,Türkiye.
Halit BAŞBUĞA
Gebze Technical University, Faculty of Business, 41400 Gebze, Kocaeli, Türkiye.
MAPPING COMPULSORY CITIZENSHIP BEHAVIORS IN MANAGEMENT FIELD: A BIBLIOMETRIC ANALYSIS
ABSTRACT
This study seeks to present a comprehensive bibliometric analysis of compulsory citizenship behaviours (CCB) research using data from the Web of Science (WoS) database. The analysis of identified studies reveals significant trends: the majority of articles are authored by multiple authors, indicating collaborative efforts. Hongdan Zhao, Huai-Liang Liang, Zhenglong Peng, and Bora Yildiz stand out among the authors making significant contributions to the CCB literature,
and we identified "Frontiers in Psychology" as the most relevant source for CCB publications. Network analyses demonstrate collaborative patterns among authors and shared citation networks among journals. In terms of output, Chinese-based universities such as Tongji University, Da-Yeh University, Huaqiao University, and Istanbul University (a Turkish university) are in the forefront and considered very influential in the CCB sector. The thematic map indicates that the issues of "facades of conformity" and "impression management" are located at the intersection of niche and "emerging/declining" themes.The "motor" themes include "citizenship pressure," "interpersonal deviance," and "employee slience." The basic themes include work-family conflict, turnover intention, anger towards the organisation, organisational citizenship behaviours, job stress, job performance, burnout, and abusive supervision. Furthermore, employ silence and moral disengagement are situated at the intersection of the basic and motor themes. Overall, this study contributes to a better understanding of the general landscape of CCB research by providing important bibliometric information. We also provided limitations and further research directions.
Keywords: Compulsory Citizenship Behaviors, Bibliometric Analysis
1. INTRODUCTION
Employees are of vital importance for the sustainable organizations (Barney & Arikan, 2005; Casey & Sieber, 2016). Put simply, the optimal utilisation of organisational resources relies on recognising skilled human resources as valuable assets and strategically managing these sources to successfully and efficiently accomplish long-term objectives. In this context, the existence of organizations that are human-centric, that care about the well-being of their employees and that understand them is inevitable in terms of sustainability. Therefore, in today's business world, ensuring both the psychosocial well-being of employees and their physiological and economic well-being is important for the continuity of employees presence (Kobayashi et al., 2018; Mariappanadar & Hochwarter, 2022; Stan, 2018).
From the strategic management perpective, according to the resource-based view (Barney & Arikan, 2005; Barney, 2001), it can be said that human resources of organizations are rare, inimitable and valuable core competencies of organizations (Prahalad & Hamel, 1997). Therefore, protecting such a resource, realizing its value and ensuring its sustainability are important in terms of providing sustainable competitive advantage over competitors. On the other hand, when looked at from the perspective of human resource management and organizational behavior literature the concept of human-centric has a very comprehensive nature. Although there is no clear definition yet for human-centered organizations, according to a systematic review study conducted on this concept, these types of organizations include the following four interrelated characteristics: common good purpose (pupose beyond profit, stakeholders beyond shareholders, fill a need , address an issue, contribute to human thriving), positive human experiences (employees as capable, problem solving learners, cultures in which employees are connected, respected, and values, opportunuties to learn and grow, meaningful work), humanistic values (dignity and well-being, care and kindness, justice and fairness, whole person), team structure (semi-autonomous, self-managed teams, team ownership of work, connective mechanisms between teams), and participatory practices and tools (participatory research, innovation and ideation, experimentation, feedback, healthy conflict)) (Townsend & Romme, 2024). This title encompasses a wide range of factors, including human relations, employee experience, talent management, organisational culture, organisational success, human resources management, and strategic human resource management (Hector & Cameron, 2023).
Therefore, managing human resources strategically is also important to achieve firms long-term aims and overal strategies. According to the human capital (Becker, 1992; Caire & Becker 1967) and strategic human capital tehories (Wright et al., 2001), to achiev long-term organizational goals, employees are viewed as valuable and strategic assets that leverages organizations’ competitive advantage. Morover, training and education can enhance their expertise and proficiency, which significantly contribute to the achievement of organisational goals (Caire & Becker 1967; Wright et al., 2001). Providing these factors, on the one hand, can cause employees to achieve the tasks determined in the formal job descriptions, and on the other hand, it can also cause employees to go beyond their job descriptions that are labeled as extra role behaviours (Becker & Kernan, 2003; Caillier, 2016). One of these extra role behaviors is organizational citizenship behaviors (OCB) (Morrison, 1994; Organ, 1997).
Organizational citizenship behaviors (OCB) refer to volunteer employee behaviors that are not explicitly recognized by formal reward systems but still contribute to the effective functioning of the organization (Currall & Organ, 1988). These behaviors are an important concept that emphasizes voluntary actions and behaviors of employees that go beyond their prescribed roles (Muthuraman & Al-Haziazi, 2017; Ucok & Erbay, 2022). OCB encompasses discretionary behaviors that are not explicitly rewarded or required by the organization but significantly contribute to its effectiveness and functioning (Anderson, 2017; Currall & Organ, 1988). However, since citizenship behaviors are often informally encouraged and rewarded, employees may feel pressure to engage in organizational citizenship behaviors (Bolino et al., 2010). Vigoda-Gadot (2006), proposed that when external pressure is applied, organizational citizenship behaviors lose their voluntary nature and referred to these behaviors as compulsory citizenship behaviors (CCB). CCB includes behaviors that employees feel pressure to perform due to external pressures, formal obligations, or expectations set by the organization or leaders (Liang et al., 2022). In this context, citizenship behavior becomes a matter of obligation rather than voluntary choice and transforms into CCB (Bolino et al., 2013; Vigoda-Gadot, 2006; Zhang et al., 2011) Compulsory citizenship behaviors can have detrimental effects on organizational factors, leading to undesirable outcomes (Vigoda-Gadot, 2006; Yildiz et al., 2023).
A recent comprehensive meta-analysis on the topic of CCB (Kaptan, 2024; Yildiz et al., 2023) highlighted its prevalence and increasing importance. This study indicates that the majority of researchers use the social exchange theory, abusive theory, and conservation of resources theory to explain the potential antecedents and consequences of CCB. The same study also highlighted Turkey, China, and Taiwan as countries where CCB research accounts for a significant proportion of total literature publication. While gender and number of children are the demographic characteristics that significantly related to CCB, there are also significant dispositional, perceptional, and behavioral correlates. Spesifically, careerism, moral disengagement and turnover intentions were the most prominent dipositional outcomes of CCB. In the perceptional variables felt obigation and work-family conflict are strongly and significantly correlated variables. Organizational cynicism and burnout are stand out consequences as important attitudes. In the behavioral outcomes of CCB facades of conformity and counterproductive workplace behaviours have the highest effect sizes. Work alienation and anger toward the organizations were identified as the most dominant emotional reactions to CCB.
Yildiz et al. (2023) also found that job autonomy, with its reducing effect, significantly inhibits the harmful effects of CCB. Similarly, they found a positive and significant correlation between CCB and leader-member exchange, organisational identification, psychological safety, interactional justice, distributive justice, job satisfaction, and organisational commitment.
As can be understood from the above explanations, CCB has been associated with many concepts in the organisational behaviour literature. The relevant meta-analysis's synthesis suggests that these behaviors are prevalent in organizations, particularly in countries with Eastern cultures, and that cultural factors also play a role. Additionally, the fact that CCB are usually linked to negative or undesirable predictors and outcomes suggests that more study should be done on this topic.
Using the bibliometric analysis method, this study aims to examine compulsory citizenship behaviors. Bibliometrics is a significant research method that provides quantitative analysis of data such as articles, citations, journals, and research areas in scientific literature, offering insights into a specific subject or field (Kilavuz, 2023; Tutar et al., 2023). The bibliometric analysis of CCB will help researchers to understand the current state of research in the literature, identify trends, and obtain important findings that will guide future research. In this context, this article presents a bibliometric analysis of academic studies on CCB. Specifically, this analysis will explore and evaluate key trends, significant topics, most cited articles, and commonly used concepts in the literature related to CCB. This analysis will guide future researchers by providing important clues on which areas to focus more on in the study of CCB. The research questions formulated based on the aforementioned explanations are as follows:
RQ1- Which countries or institutions stand out in the field of CCB, and which countries contribute more significantly?
RQ2- Which researchers, publications, and institutions receive the most cititions and which researchers, publications, and institutions the most productive in studies on CCB?
RQ3- Which researchers, institutions, or countries collaborate in studies on CCB, and which relationships (researchers, institutions, or countries) are more common?
RQ4- Which publications play a leading or transformative role in the development of the field of CCB?
RQ5- What are the emerging/declining, niche, basic, and motor themes in the extant literature?
2. METHODOLOGY
In this study to explore the intellectual structure of the CCB researh in the literature, we employed a bibliometric analysis. Bibliometric analysis was conducted on 51 publications retrivied from WoS. The research aims to understand the knowledge in the field of CCB, track the improvement of the area, and provide further researches directions.
The data screening of studies foccusing on CCB was conducted using the Web of Science (WoS) database. To identify publications related to CCB, the phrase "compulsory citizenship" was searched within English language studies published in the WoS database between 2006 and 2024. In this bibliometric analysis, a total of 51 publications containing the terms "compulsory citizenship behaviour" OR "compulsory citizenship behavior" AND “compulsory citizenship” in the WoS database were examined using Bibliometrix package (Aria & Cuccurullo, 2017) in the R statistical language (R Core Team, 2024).
2.1. Inclusion and Exclusion Criteria
The 51 selected studies for analysis must adhere to specific criteria:
- Relevant publications should address the topic of compulsory citizenship behaviors.
- Publications should represent scholarly works such as journal articles, conference papers, or book chapters.
- Selected studies should be published between 2006 and 2024.
- Relevant publications should be indexed in the Web of Science database and be published in English.
- The studies should consist of national or international publications and encompass research conducted in the field of management field.
Exclusion Criteria for the bibliometric analysis of studies on compulsory citizenship behaviors include:
- Studies that do not pertain to compulsory citizenship behaviors or address related topics.
- Studies that fall outside the predetermined types of publications designated for analysis.
- Studies published outside the specified publication years, such as those published before 2006 or after 2024.
- Studies published in languages other than English.
- Studies not indexed in the Web of Science database.
- Studies lacking sufficient scientific standards or not subjected to peer review processes.
2.2. Study Selection
An analysis of the database resulted in the identification of 60 studies in the Web of Science. Upon evaluating the eligibility of the 60 records, 9 articles did not meet the inclusion criteria and were excluded from the analysis. As a result, the remaining 51 studies were included in the bibliometric analysis (See Figure 1).