| Abstract [eng] |
The concept of organisational citizenship behaviour and the first empirical research were presented for the first time in the scientific literature more than 40 years ago (Moon, Van Dyne, Wrobel, 2004). These days a tendency can be noticed that the vast majority of employees in organisations are characterised by organisational citizenship behaviour which consists of independent behaviour to make an effort for the well-being of the organisation without expecting any remuneration and performing additional functions which do not fall within the scope of the position (Organ,1988; Graham, 1991; Bolino, Turnley, 2003). However, the negative side of organisational citizenship behaviour that may have an effect on the employee’s health, work, and life balance is also being researched (Bolino, Klotz, Turnley, Harvey, 2013). Social and health harm experienced by employees is an extremely important aspect in the organisation because it can lead to heavy workload, health problems, stress at work, and increased work-family conflicts. It can influence not only the employee but also the success and well-being of the organisation when aiming to improve performance and achieve stability. The organisation citizenship behaviour as a concept is widely analysed in scientific literature, although the research on the negative consequences is still limited (Schnake, Dumler, 2003; Bolino, Klotz, Turnley, Harvey, 2013; Barry, Wilkinson, 2016). To close this gap: the links between health harm, social damage, and organisation citizenship behaviour are analysed. |
