Quality of Work Life improvements boost Organizational Citizenship Behavior by enhancing Psychological Well-being and reducing Organizational Role Stress.
Authors
Roshan Lal Dewangan, Jindal School of Psychology & Counselling, O.P. Jindal Global University, Haryana, Sonipat, India; Department of Applied Psychology, Kazi Nazrul University, West Bengal, Asansol, India;
Tamaghna Goswami, Department of Applied Psychology, Kazi Nazrul University, West Bengal, Asansol, India
Summary
Background: This study introduces a ripple effect model that links Quality of Work Life (QWL), Psychological well-being (PWB), Organizational Role Stress (ORS), and Organizational Citizenship Behavior (OCB) within Indian universities—a context seldom examined as an integrated system. The aim is to show how QWL propagates through PWB and ORS to influence faculty citizenship behavior, thereby filling a gap in multivariate stress research.
Methods: Data were collected from 303 permanent faculty members in public and private universities in West Bengal, India. Participants completed validated scales for QWL, PWB, ORS, and OCB. Dimensional scores served as indicators. Reliability was assessed via Cronbach’s α and composite reliability (all ≥ 0.82). Harman’s single factor test confirmed negligible common method variance. Hypotheses were tested with structural equation modeling in AMOS; the model fit was evaluated with CFI, TLI, RMSEA, and SRMR. Results: The final model showed a good fit (CMIN/df = 1.76; CFI = 0.92; TLI = 0.91; RMSEA = 0.05). QWL was positively associated to PWB (β = 1.00, p <.001) and negatively associated to ORS (β = − 0.15, p =.021). PWB was associated to reduced ORS (β = − 0.12, p =.002) and increased OCB (β = 0.07, p =.002). ORS has a strong negative association with OCB (β = − 0.51, p <.001). Mediation testing revealed that PWB partly mediated the QWL → ORS pathway, while ORS mediated both QWL → OCB and PWB → OCB. A sequential mediation (QWL → PWB → ORS → OCB) was also significant (β = 0.06, 95% CI = 0.023–0.108). The ripple effect model explained 63% of OCB variance.
Conclusions: This study reveals how systemic QWL improvements cascade through psychological and stress-related mechanisms to foster prosocial behaviors. It advances organizational stress theory by demonstrating these dynamics in a high-pressure academic context. Practical implications suggest prioritizing workload autonomy, and flexible policies to enhance well-being and institutional performance. The findings highlight the need for holistic, organization-level interventions over individual-focused approaches.
Published in: BMC Psychology
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