All the while, research on OCBs has assumed these behaviors are performed while physically at work. Since its inception, the OCB literature has largely focused on the target of the behavior ( Williams & Anderson, 1991), motives for OCBs ( Kim, Van Dyne, Kamdar, & Johnson, 2013 Lin, Savani, & Ilies, 2019), and its construct space ( Hoffman, Blair, Meriac, & Woehr, 2007 Organ, 1997). OCBs have been a major focus in the organizational literature for decades, stemming from the notion that organizations depend on their employees to exhibit characteristics including helpfulness, general goodwill, altruism, and suggestions for improvement ( Katz, 1964 Smith, Organ, & Near, 1983). Organizational citizenship behaviors (OCBs) are actions that are generally prosocial in nature ( Organ, 1997), such as helping a supervisor without being asked, helping a co-worker with a heavy workload, or taking time to listen to a co-worker’s (personal or work) problem. Results suggest OCB-H and OCB-W are indeed distinct in the strength of their relationships to work engagement and WIF between- and within-persons. We also examine these two forms of OCB as parallel mediators of the relation between work engagement-work interfering with family (WIF). Utilizing results from multilevel confirmatory factor analysis, we show that between-person variance in OCB-H is considerably higher than for OCB-W, and that although OCB-H and OCBW-H are strongly correlated at the between-person level, they are independent of one another within-person. In Study 2, we further examine the distinction between OCB-H and OCB-W at the between- and within-person level using an experience sampling approach in a sample of 162 workers. In Study 1 ( N = 292), we examine construct validity evidence for OCB-H with regard to its distinction from OCB-W and its unique nomological network. We provide evidence that OCBs performed while physically at work (OCB-W i.e., traditional OCBs) are conceptually and empirically distinct from OCBs performed while physically at home (OCB-H). However, recent technological advances have afforded employees greater flexibility to engage in work-related behaviors at home, begging the question of whether OCBs are also being performed from home and their distinction from traditional OCBs. Organizational citizenship behaviors (OCBs) are commonly studied in the organizational and occupational health literature, yet, current OCB measures inherently assume individuals are performing these behaviors while physically at work.
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