Competitive Psychological Climate and Organizational Citizenship Behavior–Model Inventory

Abstract

The Competitive Psychological Climate and Organizational Citizenship Behavior–Model (Bani-Melhem et al., 2023) was developed for a study that aimed to investigate the influence of competitive psychological climate on organizational citizenship behavior (towards co-workers and customers). This influence is mediated by jealousy, drawing upon social comparison theory to address existing contradictions in the literature. Furthermore, by utilizing self-consistency theory, the study proposed that organization-based self-esteem would moderate the impact of employee jealousy (arising from competitive psychological climate) on organizational citizenship behavior (towards co-workers and customers). The items for the questionnaire were adapted from previous research, including works by Fletcher et al. (2008), Han et al. (2020), and Bettencourt & Brown (1997). The questionnaires were provided in both Arabic and English. Dyadic data were collected from customer service employees and their supervisors across various hospitality organizations in the UAE. The study reported on the factor structure, reliability, and validity of the 29-item measure. Initially, the measure comprised 31 items, but two items (OCBCW2 and OBSE2) were removed from the model because their factor loadings fell below the 0.5 cut-off point.

Keywords

Competitive Psychological Climate; Organizational Citizenship Behavior toward Customers; Organization-Based Self-Esteem; Jealousy; Organizational Citizenship Behavior toward Co-Workers; Self-Consistency Theory; Social Comparison Theory

Authors

Bani-Melhem, Shaker; Shamsudin, Faridahwati Mohd; Abukhait, Rawan; Al-Hawari, Mohd Ahmad

---

Purpose

The primary purpose of this measurement model is to assess the impact of a competitive psychological climate on organizational citizenship behavior (both towards co-workers and customers). This assessment specifically examines the mediating role of jealousy in this relationship. Additionally, the model seeks to determine whether organization-based self-esteem acts as a moderator on the effect of employee jealousy (which results from a competitive psychological climate) on organizational citizenship behavior directed towards co-workers and customers.

Validity

Convergent Validity: All variables demonstrated an average variance extracted (AVE) greater than 0.5, with values ranging from 0.741 to 0.830, which is consistent with the suggested threshold (Hair, Black, et al., 2010).

Discriminant Validity: The results indicated that the square root of the average variance extracted for each construct was higher than its correlations with other constructs, supporting discriminant validity (Hair, Black, et al., 2010). Furthermore, all correlations were below the 0.85 threshold, ranging between -0.280 and 0.454, which further supports satisfactory discriminant validity (Kline, 2010).

Reliability

Internal Consistency: The composite reliability (CR) values for the measure ranged from 0.940 to 0.978, all exceeding the suggested threshold value of 0.6 (Hair, Black, et al., 2010). Additionally, all Cronbach’s alpha values were found to be above 0.7 (Nunnally & Bernstein, 1994).

Factor Analysis

Common Method Bias: Harman’s single factor test was conducted to assess common method bias. The results showed that the one-factor model explained 28.964% of the total variance, indicating that there was no severe problem of common method variance (Hoyle, 1995).

Confirmatory Factor Analysis (CFA): The overall model fit of the measurement model was assessed using Confirmatory Factor Analysis. The fit indices were as follows:

• χ2(367) = 426.899 (p < 0.05)

• χ2/df = 1.163

• Goodness of Fit Index (GFI) = 0.839

• Adjusted Goodness of Fit Index (AGFI) = 0.809

• Comparative Fit Index (CFI) = 0.987

• Tucker-Lewis Index (TLI) = 0.985

• Incremental Fit Index (IFI) = 0.987

• Standardized Root Mean Square Residual (SRMR) = 0.041

• Root Mean Square Error of Approximation (RMSEA) = 0.034

Based on these model fit indices, with GFI and AGFI above 0.8, and CFI, TLI, and IFI above 0.9, alongside low SRMR and RMSEA values, the measurement model is considered to have a good fit.

Instrument

Test Type: Original Inventory/Questionnaire.

Format: Items are rated using a 5-point Likert scale.

Language Available: Arabic and English.

Population Group: Human; Male; Female.

Age Group: Adulthood (18 yrs & older), specifically including Young Adulthood (18-29 yrs), Thirties (30-39 yrs), and Middle Age (40-64 yrs).

Population Details: The respondents were customer service employees and their supervisors. The data was collected from various hospitality organizations located in the United Arab Emirates.

Test Methodology: The methodology involved Test Validity (Convergent Validity, Discriminant Validity), Test Reliability (Internal Consistency), and Factor Analysis (Confirmatory Factor Analysis, Measurement Model).

Keywords

Competitive Psychological Climate; Organizational Citizenship Behavior; Organizational Citizenship Behavior toward Customers; Organization-Based Self-Esteem; Jealousy; Organizational Citizenship Behavior toward Co-Workers; Self-Consistency Theory; Social Comparison Theory; Competition; Employee Attitudes; Employee Interaction; Organizational Climate; Social Comparison; Supervisor Employee Interaction; Organizational and Occupational Measures; Organizational Citizenship Behavior

---

Authors

Bani-Melhem, Shaker

• Author ORCID Identifier: http://orcid.org/0000-0002-6137-7691

• Affiliation: University of Sharjah College of Business Administration, Department of Management

• Email Address: [email protected]

• Correspondence Address: [email protected]

Shamsudin, Faridahwati Mohd

• Affiliation: University of Sharjah College of Business Administration, Department of Management

• Email Address: [email protected]

Abukhait, Rawan

• Affiliation: Ajman University College of Business Administration, Department of Management

• Email Address: [email protected]

Al-Hawari, Mohd Ahmad

• Author ORCID Identifier: http://orcid.org/0000-0002-2166-0572

• Affiliation: University of Sharjah College of Business Administration, Department of Management

• Email Address: [email protected]

Permissions & Fee and Test Year

Permissions: May be used for Research/Teaching purposes.
Commercial Use: No
Fee: No
Test Year: 2023

References

Bani-Melhem, S., Shamsudin, F. M., Abukhait, R., & Al-Hawari, M. A. (2023). Competitive psychological climate as a double-edged sword: A moderated mediation model of organization-based self-esteem, jealousy, and organizational citizenship behaviors. Journal of Hospitality and Tourism Management, 54, 139–151. https://doi.org/10.1016/j.jhtm.2022.12.011

---

Items of the Competitive Psychological Climate and Organizational Citizenship Behavior–Model

Competitive Psychological Climate (CPC)

• CPC 1: My manager frequently compares my results with those of other employees.

• CPC 2: The amount of recognition you get in this company depends on how your work rank compared to other people’s work.

• CPC 3: Everybody is concerned with finishing at the top of the work rankings.

• CPC 4: My co-workers frequently compare their results with mine.

OCB toward customers (OCB-C)

• OCB-C 1: This employee voluntarily assists customers even if it means going beyond job requirements.

• OCB-C 2: This employee helps customers with problems beyond what is expected or required.

• OCB-C 3: This employee often goes above and beyond the call of duty when serving customers.

• OCB-C 4: This employee willingly goes out of his/her way to make a customer satisfied.

• OCB-C 5: This employee frequently goes out of the way to help a customer.

Organization-based self-esteem (OBSE)

• OBSE 1: I count around here.

• OBSE 2: I am taken seriously around here.

• OBSE 3: I am important around here.

• OBSE 4: I am trusted around here.

• OBSE 5: There is faith in me around here.

• OBSE 6: I can make a difference around here.

• OBSE 7: I am valuable around here.

• OBSE 8: I am helpful around here.

• OBSE 9: I am efficient around here.

• OBSE 10: I am cooperative around here.

Jealousy (JLS)

• JLS 1: When I see my supervisor praising someone else, my stomach knots up.

• JLS 2: I feel depressed when my supervisor speaks favourably about another employee.

• JLS 3: When my supervisor pays attention to other employees, I feel irritated.

• JLS 4: I would be resentful if my supervisor asked one of my co-workers for help with a problem.

• JLS 5: If my supervisor were to single out another employee for recognition, it would not make me feel good.

• JLS 6: I sometimes worry that my supervisor will feel that another employee is more competent than I.

OCB toward co-workers (OCB-CW)

• OCB-CW 1: I help my co-workers when their workload is heavy.

• OCB-CW 2: I help my co-workers who have been absent to finish their work.

• OCB-CW 3: I take time to listen to my co-workers’ problems and worries.

• OCB-CW 4: I go out of my way to help new co-workers.

• OCB-CW 5: I take personal interest in my co-workers.

• OCB-CW 6: I pass along notices and news to my co-workers.

Note: Participants are asked to indicate their degree of agreement or disagreement on a five-point Likert scale, ranging from ‘1’ “strongly disagree” to ‘5’ “strongly agree” on the items asked.