Extra-role behaviors (ERBs) refer to voluntarily going beyond the requirement. Despite a great amount of research on ERB, the majority of the existing ERB literature is ERB-giver focused and US-sample dominant, which has limitations in conceptualizing ERB across cultures. Using cross-national sample data, this dissertation offers a new lens through which to study ERB, viewing ERB from the perspective of potential ERB receivers by suggesting coworkers' expectations of ERB (CERB) in turn providing a more universal understanding of ERB. These attempts play a critical role in understanding why people engage in ERB in that coworkers can shape employees' ERB performance in social exchange relationships. Based on my conceptualization of CERB, I explore what factors, at various levels, can affect CERB from various levels of factors. Drawing on Self-Categorization Theory (Turner, 1987) and Role Theory (Biddle & Thomas, 1966), I argue that there is variation in coworkers' expectations of employees' ERB based on the employees' seniority. As differentiated role behavior related to seniority is emphasized in Confucianism, I predict that Confucianism Orientation (CO) will moderate the relationship between CERB and employees' seniority. In addition, I suggest that CO is positively related to CERB in that it emphasizes the group interests and hard work ethics. Finally, I argue that employees of service organizations are more likely to expect their colleagues to engage in ERB than employees of manufacturing organizations because service organizations are likely to require employees to demonstrate high levels of ERB (Ariani, 2012; Raub, 2008). 419 participants were recruited from a group of white-collar employees of a South Korean multinational automobile company and a bank, both of which have South Korean and US sites. These participants were given a self-report survey. Findings from this study indicate that altruism and civic virtue are more likely to be regarded as in-role behaviors for seniors than for juniors. Results also indicate that there is a significant moderating effect of CO on variation only in expectation of courtesy based on a target employee's seniority. Employees of the bank are likely to expect their coworkers to demonstrate higher levels of ERB than are employees of the automobile company. Contrary to my hypothesis, respondents low in CO are more likely to expect their colleagues to engage in ERB than are respondents high in CO. In summary, this dissertation contributes to enriching the ERB literature by suggesting the new construct coworkers' expectations of ERB. Findings from this study imply that coworkers' expectations of ERB can be influenced by target employees' seniority, Confucianism Orientation, and industry. As such, they offer implications for future research that explores what influences coworkers' expectations of employees' ERB across cultures. They also hold valuable implications for the practices that contribute to employees being willing to go beyond requirements and to helping managers and employees understand cultural influences on expectations of ERB in multi-national or multi-cultural teams and organizations.
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