going the extra mile at work

Using a resource-allocation framework, some researchers have suggested a “trade-off” between engaging in OCB and an employee’s core task performance. Make sure to keep a close watch on your conversations. QLD Specifically, engaging in extra-role behavior has the potential to be associated with costs for employees in terms of their well-being and work-related outcomes. It is important to note that employees may simultaneously experience both depletion and enrichment as a result of OCB. Furthermore,  the relationship between citizenship fatigue and OCB was stronger for employees with poor organizational support, and weaker when employees had quality coworker relationships and felt minimal citizenship pressure [ix]. The more you know, the more you will be able to help, and the more responsibility you will be given.

SA Plus, you’ll be more likely to trust someone you know won’t be blabbing your work or personal troubles throughout the office. Research supports the notion that time spent on OCB can have detrimental effects on task performance and long-term career outcomes for individuals who perform more of these behaviors than others [v]. While generally viewed favorably, researchers are increasingly considering the potential downsides of discretionary work behaviors that extend beyond the formal requirements of the job. Employees who engage in these behaviors can achieve a greater sense of job involvement and meaningfulness, boost their positive affect, enrich their personal resources, and enhance their well-being [iv]. We’ve got you – go from zero to hero with our handy guide to Scrum. Find some task that needs to get done by the organization and make sure that you are the only person who knows how to do it. A study testing these ideas found that daily OCB was positively associated with the meaningfulness of work at the end of the workday, which in turn was associated with more vigor[xi]. In light of this possibility, it is critical to reflect on the extent to which psychological research can aid organizations in finding a balance between the benefits and downsides of these discretionary behaviors. As noted, these discretionary behaviors can be directed at individuals in the organization or the organization itself [ii]. Personnel Psychology, 62(1), 31-55. https://doi.org/10.1111/j.1744-6570.2008.01128.x, [xiii] Donia, M. B., Johns, G., & Raja, U. Go The Extra Mile synonyms. Completing an internship in your chosen profession is a step in the right direction to starting your career. goal progress were identified as mechanisms through which OCB leads to both favorable and unfavorable well-being outcomes [viii]. The roles of helping motivation and citizenship pressure. Going the Extra Mile at Work: Helpful or Harmful? Melbourne ), The Handbook of Social Psychology (pp. If you’re waiting around for work to come how will you shine in your boss’s eyes? Australia, Level 6, 76 Waymouth Street Getting credit for proactive behavior: Supervisor reactions depend on what you value and how you feel. My dad was a high school coach for 30-plus years in North Carolina, and he was inducted into the North Carolina High School Coaches Hall of Fame. Iman Balagam. Across two studies, proactive behaviors were associated with higher performance evaluations, but only for employees attributed with high prosocial values and low negative affect [x].


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