ADDED BENEFITS: THE LINK BETWEEN

WORK-LIFE BENEFITS &

ORGANIZATIONS CITIZENSHIP
BEHAVIORS
MUHAMMAD HAIKAL AB RAHIM (MH132024)
Advance in Social Exchange Theory

Identifies the conditions under which people feel
obligated to reciprocate when they BENEFIT from
some person or some entity actions.
Beneficial actions directed at employees by the
organizations contribute to the establishment of high
quality exchange relationship that create obligations
for employees to reciprocate in positive (beneficial
way).
There are two type of relationship:
a) Other worker b) Organization
To extent an expanded of employee benefits
elicits the obligations of employees, effort to
reciprocate should be directed more at
organization than coworker or sv.
This is because employee benefits are a
matter of organizational policy.
Can assume that employees be motivated to
give something EXTRA back to the
organization in RETURN OF EXTRA
BENEFITS.
Organizational Citizenship as the Currency of
Reciprocity
Also known as extrarole behavior.
Its refer to the additional things people do at work
that are beneficial to the organization but that
individuals are not mandated to do it.
(eg. Brainstorming to share insight on improvement)

Generally, is to do what is needed to help the
organization perform smoothly and productively.
In advance conceptualization, help pin point and
most likely to show the effect of obligations as a
result of worker experiences with work-life benefits.

Active Citizenship Syndrome there are three
element:
a) Obedience b) Loyalty c) Civic participation
The Mediating Role of Perceived Organizational
Support
Social exchange depend on the quality of the relationship
between partners in the exchange.
Variety of attitudes and attributions that mediate the
relationship between the organizational citizenship
behavior and its antecedents including:
a) Organizational fairness
b) Job satisfaction
c) Commitment
d) Covenantal relationship (trust)
To understanding worker experience with work-life
benefits may affects their citizenship behavior is through
perceived organizational support.
Perceived Organizational Support
To understand/enhance the perceptions of
organizational support to the extent, they signal to a
worker that he or she is particularly valued to the
organizations.
Sometimes it occurs when action is both discretionary
and directed to the worker (based on worker
performance)
Worker perceptions of organizational support are
sensitive to actions targeted specification as
individuals.

Worker likely to vary on how useful they find a benefit
package that include work-life benefit.
As the result, some worker likely to feel better
supported by the organization than the others.
Thus, create a reason to suspect worker experience
with benefits indeed related to how supportive they
deem by their organization.

Control Variable

From this research, hesitant to acknowledge a causal
relationship between worker attitudes and worker
performance. The researcher came out with third factor
which are interpersonal factor. It can be ramifications into
four which are:

Positional Factors
Extent of benefit use
Supervisor support
Past performance
Discussion
The more useful workers perceived the company work
life benefits to be in terms of helping them and their
families, the more likely they were to submit suggestions
for improvement, to voluntarily attend meetings on quality
method, and to report that they assisted others with their
job duties.

For the nutshell, added benefit of work life packages is
especially important today as employees struggle to
implementing work system that require the active and
willing participation or workers at all levels and workers
struggle to balance the often overwhelming demands of
work and personal life.
THANK YOU