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<p class="MsoNormal" style="text-align: justify; margin: 0cm 36pt 0pt 22.7pt;"><span style="font-family: ";Times New Roman";,";serif";; font-size: 11pt; mso-bidi-font-size: 12.0pt; mso-bidi-font-family: Arial; mso-ansi-language: EN-CA;" lang="EN-CA">Organizational citizenship behaviour (OCB) has been a subject of continually increasing interest in academic managerial literature. While most current research comes from the United States, several scholars have argued for the need for global data. As Podsakoff, MacKensie, Paine and Bachrach (2000, p. 556) insist, “cultural context may affect a) the forms of citizenship behaviour observed in organizations and b) the strengths of relationships between citizenship behaviour and its antecedents and consequences.” New targets of commitment (commitment to the supervisor and to the workgroup) have appeared. New forms of citizenship (civic virtue and sportsmanship) may be added to these. Empirical relations between various targets of commitment and these new forms of citizenship remain to be clarified in the French context. This paper proposes explore empirical links between foci of commitment, job satisfaction, and job involvement and OCB to determine which attitude explains which forms of citizenship.</span></p

CITIZENSHIP IN THE WORKPLACE : EXAMINING WORK ATTITUDES AS PREDICTORS AMONG FRENCH EMPLOYEE