The impact of remote and hybrid work and psychological wellbeing on organisational citizenship behaviour: The moderating effect of psychological capital

Abstract

ORIENTATION: In a highly competitive and complex world of work, the voluntary inputs or organisational citizenship behaviours from employees are increasingly important for sustained performance. This is especially pertinent because of the prevalence of remote and hybrid work and the need to enhance psychological wellbeing. RESEARCH PURPOSE: This study examined the impact between perceived experiences related to remote and hybrid work and psychological wellbeing on organisational citizenship behaviour, while also exploring the moderating effect of psychological capital MOTIVATION FOR THE STUDY: As a result of the prevailing impact of the coronavirus disease 2019 (COVID-19) pandemic and other global challenges, organisations need to consider ways to improve organisational citizenship behaviour. RESEARCH DESIGN, APPROACH AND METHOD: The study adheres to positivism employing a quantitative research approach. A structured questionnaire was administered to 402 formally employed individuals in South Africa, using QuestionPro. Partial least squares structural equation modelling (PLS-SEM) was applied to determine the relationships between the variables. MAIN FINDINGS: Findings show that psychological wellbeing and psychological capital have a strong predictive power towards organisational citizenship behaviour. In addition, remote and hybrid work benefits and psychological capital have a strong predictive power towards psychological wellbeing. PRACTICAL OR MANAGERIAL IMPLICATIONS: To enhance organisational citizenship behaviour in remote and hybrid work environments, managers need to proactively support employees' mental health and resilience while also promoting the development of psychological capital. CONTRIBUTION OR VALUE-ADD: This research has significant practical implications for organisations aiming to enhance employee wellbeing and foster organisational citizenship behaviour within remote and hybrid work settings. It is paramount for management to foster trusting relationships with employees through open communication and leading by example.