Motives and the manifestation of interpersonal citizenship behavior among high and low status employees

• Main Authors: Ong, Marie Kathleen T., Turcuato, Sarah Mirelle S.
• Format: text
• Language: English
• Published: Animo Repository 2007
• Subjects: Organizational behavior; Social psychology; Interpersonal relations; Psychology
• Online Access: https://animorepository.dlsu.edu.ph/etd_bachelors/4959
• Institution: De La Salle University

The research deals with the study of the difference of prosocial values motives (PSM) and interpersonal citizenship behavior (ICB) among high status and low status employees. A total of 140 participants (divided into high and low status employees) were obtained from the Banawe Auto Parts and Accessories Association (BAPAA), an organization of retailers in Banawe Street engaged in selling car parts and accessories. The low status employees were direct subordinates of the high status participants. The measures were adapted from the review of related literature, which was translated and back translated, were administered to 60 high status and 60 low status employees. The results indicated a significant relationship between prosocial values motives and interpersonal citizenship behavior. The correlation represent that if there is a higher prosocial values motives, then there is higher interpersonal citizenship behavior, and vice versa. Although, it failed to support the hypothesis and literature as it was expected for the low status employees to receive higher levels of prosocial values motives and interpersonal citizenship behavior. The correlation represent that if there is a higher prosocial values motives, then there is higher interpersonal citizenship behavior, and vice versa. Although, it failed to support the hypothesis and literature as it was expected for the low status employees to receive higher levels of prosocial values motives and interpersonal citizenship behavior. Nevertheless, the findings revealed that the high status employees have a higher level of prosocial values motives and interpersonal citizenship behavior as compared to the low status employees. In addition, qualitative interviews conducted with twenty high status participants revealed that reasons for willingness to help stem from concerns for company reputation, work productivity, minor monetary issues and personal relations. Unwillingness to help on the other hand would likely be from issues regarding morality and large frequent monetary issues.