Purpose

The purpose of this study is to determine to what extent there is a predictive relationship between organizational citizenship behaviors (OCB) and followership behaviors within medical organizations in the USA. This is the second part of a two-part paper. It uses a revised followership instrument and an OCB instrument to determine if there is a predictive relationship between OCB and followership behaviors.

Design/methodology/approach

Part 1 of this quantitative survey-based empirical study used confirmatory factor analysis on an existing instrument and exploratory factor analysis on a revised instrument. Part 2 used regression analysis to explore the predictive relationship between followership and organizational citizenship.

Findings

The overall findings of this two-part paper show that organizational citizenship has a significant predictive impact on followership behaviors.

Research limitations/implications

Participants in this study work exclusively in the health care industry; future research should expand to other industries and other large organizations that have many followers but few managerial leaders.

Practical implications

As organizational citizenship can be developed and there is a predictive relationship between organizational citizenship and followership, organizations can develop professional development for individual followers. Managers and other leaders can learn how to develop OCB, and thus followership in several ways: onboarding, coaching, mentoring and executive development.

Originality/value

Part 2 of this paper demonstrates the predictive impact that OCB can have in developing high performing followers.

中文翻译：

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模范追随者。第 2 部分：组织公民行为的影响

目的

本研究的目的是确定组织公民行为 (OCB) 与美国医疗组织内的追随行为之间存在何种程度的预测关系。这是两部分论文的第二部分。它使用修订后的追随工具和 OCB 工具来确定 OCB 和追随行为之间是否存在预测关系。

设计/方法/方法

这项基于定量调查的实证研究的第 1 部分对现有工具使用了验证性因素分析，对修订后的工具使用了探索性因素分析。第 2 部分使用回归分析来探索追随者和组织公民之间的预测关系。

发现

这篇由两部分组成的论文的总体发现表明，组织公民对追随行为有显着的预测影响。

研究限制/影响

本研究的参与者仅在医疗保健行业工作；未来的研究应该扩展到其他行业和其他拥有许多追随者但很少有管理领导者的大型组织。

实际影响

由于可以发展组织公民，并且组织公民与追随者之间存在预测关系，因此组织可以为个人追随者发展专业发展。经理和其他领导者可以学习如何发展 OCB，从而以多种方式进行追随：入职、辅导、指导和高管发展。

原创性/价值

本文的第 2 部分展示了 OCB 在培养高绩效追随者方面的预测影响。