Flexibility Idiosyncratic Deals and Organizational Citizenship Behaviour: A Moderated Model of Perceived Organizational Justice

  • A. Kimutai Kimwolo Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, Eldoret
  • Patrick Limo Department of Management Science and Entrepreneurship, School of Business and Economics, Moi University, Eldoret
  • N. Chepkorir Koskei Department of Accounting & Finance, School of Business and Economics, Moi University, Eldoret
  • J. Kiplagat Tuwei Department of Accounting & Finance, School of Business and Economics, Moi University, Eldoret
Keywords: Organizational citizenship behaviour, idiosyncratic deals, perceived organizational justice, life insurance

Abstract

The purpose of this study was to determine the moderating effect of perceived organizational justice on the relationship between flexibility idiosyncratic deals (I-DEALS) and organizational citizenship behaviour (OCB) among tied life insurance agents in Kenya. The specific objectives included finding out the relationship between flexibility i-deals and OCB, and to examine the moderating effect of perceived organizational justice (POJ) on the relationship between i-deals and OCB. The study used explanatory research design with survey data. It was guided by idiosyncratic, equity and social exchange theories. The standard multiple regression and the moderated regression analysis were used to test the hypotheses from data collected from a field study from 498 employees and 48 managers from a total population of 1954 tied life insurance agents in Kenya. The data was collected using questionnaires. The study findings showed a positive relationship between flexibility I-deals and OCB (β= 0.426, ρ< .05) and a moderating effect of perceived organizational justice (β= 0.223, ρ< .05). One of the major research limitations for the study is its cross-sectional nature of collection of data that weakens the author’s claim of causality between the variables in focus. However, the study extends the understanding of OCB and idiosyncratic deals through the moderating effects of perceived organizational justice. Organizations should grant their employees with flexibility I-deals fairly for their display of OCB. These I-deals provided intrinsic motivation to the employees in displaying OCB in their organizations. The exchange relationship between employees and their employers get enhanced through their granting hence motivating reciprocation through OCB. The study established the moderating effect of interactional perceived organizational justice on the relationship between flexibility idiosyncratic deals and OCB. It recommends that insurance managers be focused on the granting of fair i-deals so as to evoke innovative work behaviour from their employees.

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Published
2020-07-17
How to Cite
Kimwolo, A., Limo, P., Koskei, N., & Tuwei, J. (2020, July 17). Flexibility Idiosyncratic Deals and Organizational Citizenship Behaviour: A Moderated Model of Perceived Organizational Justice. African Journal of Education,Science and Technology, 6(1), Pg 198-208. Retrieved from http://ajest.info/index.php/ajest/article/view/476
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Articles