PERCEIVED ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND ITS RELATION WITH ENGAGEMENT: TEAM VS SUPERVISOR

Abstract

Organizations usually pursue their employees’ desire of being synchronized, without diminishing their well-being. The following study attempts to identify how agreements in perceived organizational citizenship behavior (OCB) between employees and supervisors affect the levels of engagement. The participants were 608 employees and 86 supervisors from 7 different Ecuadorian companies. Four categories were created according to the agreement between the supervisor and the team’s perceived OCB using standard deviation. ANOVA analysis allowed to identify the engagement differences on each of the categories. The results demonstrated that engagement levels had their maximum values in low disagreement categories for both employees and supervisors, though categories of high agreement/disagreement have adequate levels of engagement. These results contribute to agreement perspective studies in organizations, and discover that low levels of disagreement of team’s perceived OCB can generate positive results, hence boosting further research.