e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 www.irjmets.com HOW JOB STRESSORS AFFECT PROJECT ORIENTED OCB: AN EGO DEPLETION PERSPECTIVE Farrukh Aziz*1, Farough Ali Shah*2, Hassan Mujtaba Shah*3 *1,2Riphah School of Business and Management, Riphah International University, Township Lahore, Pakistan. *3Department of Civil Engineering, Muhammad Nawaz Shareef UET Multan. ABSTRACT The influence of work stressors on projects based on OCBs, with the role of medium of ego depletion and the role of self-effectiveness, was investigated. This study. Most study assumes that career stressors suppress the project-oriented actions of workers as corporate people. Yet studies on work stressors and PCBs (including management of relationships) does not have similar consequences on all forms of stressors. Our research is aimed at creating a new research paradigm on the various effects of particular types of challenge stressors and impediments on PCBs. Based on the principle of ego depletion, the interaction between PCB and stressors is influenced by the shift in ego depletion of employees. We have tested the moderating self-efficacy effect on the correlation between stressors and ego depletion. We analyzed the linkages based on data obtained from 217 employees in Pakistan. As hypothesized, the connection between stressors and the project-oriented organizational citizen activity was mediated by ego depletion. Also the positive correlation between disability stress and resulting self-impairment strengthens self-efficacy. For study and practice, we explore consequences. Centered on 2217 answers from the Pakistani building industry. SPSS was used to assess Cronbach alpha and association informative analysis. Hayes Mechanism macro has been tested for mediation and moderation analysis. The thesis has consequences for practitioners working in the building industry in Pakistan, both technically and realistically. & Growth gives further insights into the degree of dedication to and leadership of workers to train them for new future and innovations which will transform. Keywords: Self-Efficacy, Project Oriented Organizational Citizenship Behavior, Ego Depletion, Time Pressure, Role Conflict. I. INTRODUCTION Both supervisors and staff face multiple challenges such as job stressors in their everyday work routine. Organizations doesn’t understand the experiences of the workers that they encounter from their everyday jobs. Managers don't help them understand and deal with stressors in the workplace in view of the multiple consequences of pressure and stressors. Job stressors decrease Project Oriented OCB which can decrease employee performance and can increase employee turnover. It can cause a lot of negative results that can effect organizations. Chiaburu et al. (2008) suggested overloading tasks and time pressure the voice activity is negatively linked. Ng and Feldman (2012) in a Meta-Analysis has found a negative link between different jobs stressors, and actions of voices. The ego-depletion state of employees is significantly linked to Project Oriented OCB, but employees do not pay attention to their own regulatory assets and do not attempt to recognize resources or activities that could help avoid depletion. The same is true for companies and supervisors: They do not help workers control their regulatory tools (Trougakos et al., 2015). This work will improve understanding of how the stressor-related dynamic cycle influences Project Oriented OCB through improvement in ego-depletion mediation. Work will provide managers advice on subordinate, employees, colleagues relationships. Previous research’s consistently support the view that stressors to employment are the voice activity is negatively linked. Li et al. (2020) found that organizational policy perceived as being a kind of work stressor, decrease the voice behavior of the employees. This Research shows that challenge stressors like time pressure and role overload are negatively linked with Project Oriented OCB. If time pressure and role overload will increase Project Oriented OCB will decrease. Ng and Feldman (2012) in a Meta-Analysis has found a negative link between www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [896] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 www.irjmets.com different jobs stressors, and actions of voices. All forms of stressors are not its negative effect on the conduct of organizational citizenship. Whereas obstacle stressors are not negatively associated with OCB, that stressors are related positively to OCB (Rodell & Judge, 2009; Wallace et al., 2009). These stressors, by comparison, cause workers to spend extra time and time to overcome challenges to completion of tasks (Grebner et al., 2010). II. LITERATURE REVIEW & HYPOTHESES DEVELOPMENT Challenge stressors (Time pressure & Role overload) and ego depletion: People have a minimal amount according to the ego depletion principle assets self-regulating (Baumeister et al., 1998). It takes self-control, If people behave against their interests (Muraven et al., 1998; Quinn et al., 2012), and this, thus, weakens its capital. Staff ought to maintain self- control in the workplace and thus, use self-regulatory energy when addressing jobs requirements that prevent them from achieving goals. It means employees find extra duties more difficult to complete that needs supervision of oneself (Baumeister et al., 2000; Muraven & Baumeister, 2000). Here, the differentiation between stressors. Is especially important. Challenge stressors can help employees pursuit of goals and achievements (Grebner et al., 2010). Accordingly, Stressors can be less disruptive to workers than hindrance stressors. Coping with stressors increases self- development and professional growth (LePine et al., 2005). Though demanding stressors absorb time and energy, and these promoters raise stress The intrinsic motivation of the workers when they help them achieve their goals, improve career development and satisfy autonomy and Skills required. Hypothesis 1: Time pressure is negatively related to employee ego depletion. Hindrance stressors (Role Conflict, Role Ambiguity) and ego depletion: These stressors, by comparison, cause workers to spend extra time and time to overcome challenges to completion of tasks (Grebner et al., 2010). According to the theory of ego depletion self-control involves overriding or inhibit autonomous or conditioned thoughts, impulses or otherwise tendencies otherwise impeding the attainment of the target (Baumeister et al., 1994). These Stressors Goal achievement of the employees as they reduce intrinsic motivation, Performance and behavior regarding organizational citizenship (LePine et al., 2005; Wallace et al., 2009), beneficial for workers. This means workers have to use obstacles to conquer stressors, more money on self-control and self-regulation than they should under circumstances natural. Hypothesis 2: Role Conflict is positively related to ego depletion. Relationship between stressors, ego depletion, and OCB Stressors promote meaningful behavior as a challenge and may be a positive relationship as possible means of achieving positive change Between certain stressors and the behavior of the speech. In comparison, hindrance stressors are detrimental factors in the achievement of goals and are Needed to overcome them in order to achieve the goal that leaves little place to participate in other prosocial practices. There is a positive linkage between challenge stressors and performance (e.g., voice behavior) and a negative linkage between hindrance stressors and performance (e.g., voice behavior) (Zhang et al., 2014). Webster et al. (2010) results explains a positive interaction between the stressors and extra-role challenges Organizational performance (Organizational Citizenship behaviors To organization; OCB-O), the voice of which is known to be Part. The relationship between OCB-O and obstacle stressors has been Possibly negative. Rodell and Judge (2009) also tested the connection between the two Challenge / Obstruction & OCB. To summarize, these findings indicate an increase in stressors speech while stressors hindrance minimize it. Meanwhile, we are arguing that ego-depletion mediates the stressors relationship and subsequent actions in speech. Hypothesis 3a: Ego depletion mediates the positive relationship between Time pressure and Project www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [897] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 www.irjmets.com Oriented OCB. Hypothesis 3b: Ego depletion mediates the negative relationship between Role Conflict and Project Oriented OCB. The moderating effect of Self-Efficacy Self-efficacy refers to people's judgments of their own capabilities to organize and carry out actions and behaviors required to attain a certain performance (Bandura, 1986). The basic idea is that one's personal dispositions affect one's behavior by activating self-regulatory processes such as self- efficacy (Lent et al., 1994). to emotional self-efficacy may positively impact performance (Qualter et al., 2015). Performance seems to depend directly on one's actual ability to deal with an emotional situation. Self-efficacy is a kind of personality factor in the social cognitive theory of Bandura Bandura (1977), affecting behavior, effort, and time spent dealing with environmental stress. (Mahdizadeh et al., 2016). Significantly, there have been negative associations between job tension and Independence (Mahdizadeh et al., 2016). Hypothesis 4a: Self-efficacy moderates the relationship between Time pressure and ego depletion, such that the negative relationship is stronger when employees perceive higher Self-efficacy. Hypothesis 4b: Self-efficacy moderates the relationship between Role conflict and ego depletion, such that the positive relationship is weaker when employees perceive higher Self-efficacy. Figure 1: Hypothesized Model III. METHODOLOGY Sample & Method The target population for this study is the construction industry of Pakistan. In this study Time Pressure & Role Conflict is discussed with the effect of Ego-Depletion and Self-Efficacy and examined the effect on project oriented OCB. This research has targeted construction industry of Pakistan in this study. This research is using the dyadic method (colleagues rate) to control the nesting issue. convenience sampling was used for this research. Minimum sample size was calculated by thumb rule (VanVoorhis & Morgan, 2007). Thumb rule stated that sample size for this research data set should be (5 variable x 30 = 150). The purpose of this rule is to ensure enough data is collected to achieve an acceptable level of statistical power. In total 300 questionnaires were circulated surveys in order to account for non-response. and got back total of 217 questionnaires determining 72.33% response rate. Measures Time pressure is independent scale in this research. At Time, research measured time pressure using four items from the scale developed by (Matteson and Ivancevich 1987). Participants used a 7-point Likert www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [898] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 www.irjmets.com scale (from 1 not at all to 7 very much) to respond to these items. Sample item is “I have to rush in order to complete my job”. We used some demographic variables in our questionnaire survey. Ego depletion is mediator scale in this research. At Time, research measured depletion using five items from the scale developed by (Twenge, Muraven et al. 2004). Participants used a 5-point Likert scale (from 1 not at all to 5 very much) to respond to these items. Lanaj, Johnson et al. (2014) and Johnson, Lanaj et al. (2014) provide proof of the validity of this 5-item test. Sample item is “I feel like my willpower is gone.” SelfEfficacy is moderator scale in this research. At Time, research measured self-efficacy using 8-items from the scale originally used by (Chen, Gully et al. 2001). Participants used a 5-point Likert scale (from 1strongly disagree to 5- strongly agree) to respond to these items. Sample item is “Even when things are tough, I can perform quite well.” Project Oriented OCB is dependent scale in this research. At Time, research measured Project Oriented OCB using one types of PCBs, namely relationship maintenance using the scale originally used by (Braun, Ferreira et al. 2013, Xia, Zhong et al. 2018). Sample items is “Occasionally, I catch up with former external project workers” for relationship maintenance. Participants used a 5-point Likert scale (from 1-strongly disagree to 5-strongly agree) to respond to these items. Role conflict is independent scale in this research. At Time, research measured role conflict using 15-items from the scale originally used by (Rizzo, House et al. 1970). Participants used a 5-point Likert scale (from 1strongly disagree to 5-strongly agree) to respond to these items. Sample item is “I work on unnecessary things.” Gender, age & year of experience are control variables. Survey data coded and input into SPSS. Subsequently, the data screened to address missing data, outliers, and responses with very low standard deviation. Hypothesis testing conducted through regression analyses using SPSS and Hayes’ PROCESS macro. Reliability of Measurement Table-1: Reliability Statistics of Measurement Scales Variables Items Cronbach’s Alpha α TP 4 0.754 RC 15 0.750 ED 5 0.734 S-E 8 0.776 PCB 4 0.706 Descriptive Statistics for the Variables Descriptive statistics showing the range of collected data. It manifests how the data was responded. Table 2: Descriptive Statistics for the Study variables Variables Minimum Maximum Mean Std. Deviation TP 1.00 6.50 3.4147 1.45881 RC 1.00 4.07 2.9733 0.50986 ED 1.00 5.20 3.3115 0.7876 S-E 1.00 5.00 2.9182 0.80242 PCB 1.00 5.00 2.9389 0.82286 www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [899] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 IV. www.irjmets.com RESULTS To show and elaborate the coefficients of correlation of variables we use correlation matrix table. Each cell in the table shows the correlation between two variables. The correlation among RC & TP is .370 also are positive & significant. The correlation among ED and TP, ED & RC is .228 and .515 respectively also are positive & significant. The correlation among SE & TP, SE & RC, SE & ED is .242, .435 & .625 respectively also are positive & significant. The correlation among PCB & TP, PCB & RC, PCB & ED, PCB & SE is .193, .147, -.049 & -.015 respectively also are positive & significant but negative in case of DV & mediator, DV & moderator. We can see the relationship between IV and DV variables is positively highly significant. Moreover, moderating and mediating variables also have positive and significant connection with IV and with DV it is negative. So we can easily say that the correlation matrix also endorsed the relationship among variables. Table-3: Bi-Variate Pearson Correlation Variables TP RC ED SE PCB TP 1 RC .370** 1 ED .228** .515** 1 S-E .242** .435** .625** 1 PCB .193** .147* -.049 -.015 1 Cronbach’s α in parentheses All correlations statistically significant at p < 0.05 Regression Analysis Tables TP – ED & RC - ED - 1 & 2 Hypothesis Table 4: Analysis of TP, ED, RC, SE & PCB Direct Paths Coefficient SE T P TP → ED 0.228 .036 3.433 0.001 RC → ED .515 .090 8.814 0.000 ED → PCB -.049 0.071 -.725 .469 Independent Variable: TP=Time Pressure Independent Variable: RC= Role Conflict Mediator Variable: ED= Ego Depletion Dependent Variable: PCB=Project Oriented OCB TP, PCB and ED Mediation - 3a Hypothesis Table 5: TP, PCB & ED mediator Total effect of Time Pressure on Project Oriented OCB Effect SE T P LLCI ULCI .1086 .0377 2.8776 .0044 .0342 .1830 LLCI ULCI Direct effect of Time Pressure on Project Oriented OCB Effect SE www.irjmets.com T P @International Research Journal of Modernization in Engineering, Technology and Science [900] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 .1213 .0387 Impact Factor- 5.354 3.1359 .0020 www.irjmets.com .0450 .1975 Indirect effect of Time Pressure on Project Oriented OCB Through Ego Depletion Effect Boot SE Boot LLCI Boot ULCI -.0127 .0115 -.0406 .0050 TP=Time Pressure; ED= Ego Depletion; PCB=Project Oriented OCB RC, PCB & ED Mediation - 3b Hypothesis Table 6: RC, PCB & ED mediator Total effect of Role Conflict on Project Oriented OCB Effect SE T P LLCI ULCI .2380 .1089 2.1860 .0299 .0234 .4525 Direct effect of Role Conflict on Project Oriented OCB Effect SE T P LLCI ULCI .3799 .1259 3.0168 .0029 .1317 .6280 Indirect effect of Role Conflict on Project Oriented OCB Through Ego Depletion Effect Boot SE Boot LLCI Boot ULCI -.1419 .0691 -.2852 -.0130 RC= Role Conflict; ED= Ego Depletion; PCB=Project Oriented OCB TP, ED & SE Moderator - 4a Hypothesis Table-7: TP, ED & SE Moderator R2-Change F P .0120 4.3348 .0385 Interaction Term Coefficient SE T P TP ED .2502 .1033 2.4230 .0162 SE ED .8356 .1271 6.5749 .0000 TP x SE ED -.0741 .0356 -2.0820 .0385 Moderation Model RC, ED & SE Moderator - 4b Hypothesis Table-8: RC, ED & SE Moderator R2-Change www.irjmets.com F P @International Research Journal of Modernization in Engineering, Technology and Science [901] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Moderation Impact Factor- 5.354 www.irjmets.com .0092 3.7207 .0551 Interaction Term Coefficient SE T P RC ED .7541 .1731 4.3561 .0000 SE ED .8708 .2065 4. 2174 .0000 RC x SE ED -.1305 .0676 -1.9289 .0551 Model The results of the regression analysis indicated that Time Pressure was found to be positive and significant predictor of Ego Depletion. Accordingly, H1 is not supported. Role Conflict was found to be positive and significant predictor of Ego Depletion. Accordingly, H2 is supported. The results firstly show that effect of Time Pressure on Project Oriented OCB is significant. Second, direct effect of Time Pressure on Project Oriented OCB significant. Furthermore, the indirect effect of Time Pressure on Project Oriented OCB through Ego Depletion is not significant. Therefore, the mediation result indicates that Ego Depletion is not mediating Time Pressure and Project Oriented OCB. Accordingly, H3a is not supported. The results firstly show that effect of Role Conflict on project oriented OCB is significant. Second, direct effect of Role Conflict on Project Oriented OCB is significant. Furthermore, the indirect effect of Role Conflict on Project Oriented OCB through Ego Depletion is also significant and giving negative mediation. Therefore, the mediation result indicates that Ego Depletion is mediating Role Conflict and Project Oriented OCB. Accordingly, H3b is supported. Moderating role of Self-Efficacy was calculated by bootstrapping method using 95% confidence interval. The results indicate that interaction term is significantly effecting dependent variable (R2-Change = 0.0120, F = 4.3348, p<0.05). Also moderation effect was significant (b = -.0741, t = -2.0820, p < 0.05). Therefore, the result indicates that Self-Efficacy moderates effect of Time Pressure and Ego Depletion. ED 4. 5 3. 5 LOW 2. 5 1. 5 SE High SE 0. 5 Low High TP TP Fig 2: Slope between Self-Efficacy, Time Pressure and ED The slope between Time Pressure and ED with moderation effect of Self-Efficacy indicates that low Time Pressure and low Self-Efficacy gave some value of ED which is increased with the increase in Time Pressure. That means Time Pressure is positively increased ED with low Self- Efficacy. Under conditions of high Self-Efficacy, the slope of the graph showing the relationship between Time Pressure and ED becomes less steep (i.e. the relationship is weakened). Slope between low time Pressure and high Self-Efficacy indicates that low Time Pressure and high Self-Efficacy gave certain value of ED which decreased by increase of Time Pressure and increase in Self-Efficacy. This means that increase in Time Pressure and Self-Efficacy decreases ED but this slope is above slope of low Self-Efficacy. This www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [902] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 www.irjmets.com indicates that increase in Self-Efficacy increased ED but weaken relationship between Time Pressure and ED. That’s why slop between high Self-Efficacy is less steep than low Self-Efficacy but in both cases ED is decreasing. Therefore, moderating results indicate that Self-Efficacy moderates Time Pressure and ED. Negatively relationship is stronger in case of high Self-Efficacy. Accordingly, H4a is supported. Moderating role of Self-Efficacy was calculated by bootstrapping method using 95% confidence interval. The results indicate that interaction term is significantly effecting dependent variable (R2-Change = 0.0120, F = 4.3348, p<0.05). Also moderation effect was significant (b = -.0741, t = -2.0820, p < 0.05). Therefore, the result indicates that Self-Efficacy moderates effect of Role Conflict and Ego Depletion. 4. 5 3. 5 LOW SE 2. 5 High SE 0. 5 Low High RC RC Fig 3: Slope between Self-Efficacy, Role Conflict and ED The slope between Role Conflict and ED with moderation effect of Self-Efficacy indicates that low Role Conflict and low Self-Efficacy gave some value of ED which is increased with the increase in Role Conflict. That means Role Conflict is positively increased ED with low Self- Efficacy. Under conditions of high Self-Efficacy, the slope of the graph showing the relationship between Role Conflict and ED becomes less steep (i.e. the relationship is weakened). Slope between low Role Conflict and high Self-Efficacy indicates that low Role Conflict and high Self-Efficacy gave certain value of ED which increased by increase of Role Conflict and increase in Self-Efficacy. This means that increase in Role Conflict and Self-Efficacy also increases ED but this slope is above slope of low Self-Efficacy. This indicates that increase in Self-Efficacy increased ED but weaken relationship between Role Conflict and ED. That’s why slop between high Self-Efficacy is less steep than low Self-Efficacy but in both cases ED is decreasing. Therefore, moderating results indicate that Self-Efficacy moderates Role Conflict and ED but Self-Efficacy is weakened the effect of Role Conflict and ED. It means positive relationship will be weaker in case of high self-efficacy. Accordingly, H4b is supported. V. CONCLUSION The present research was designed to investigate the relationship of time pressure and position conflict between project-oriented OCBs. The loss of ego was acting as mediator and the self- efficacy was acting as moderator. The result supported that depletion of ego mediates conflict of position and OCB focused project. Self-efficacy balances the impact of time pressure, competing position and OCB focused project. The study highlights that if time pressure was applied, role conflict had a major impact directly on ego depletion with moderating effect of self-efficacy. The combined impact of time pressure, competing function and self-efficacy may also boost ego depletion. Ego depletion also linked positively and significantly to time pressure, contradictory position and OCB-oriented project. Research also shows how important it is for businesses to consider employees' perspectives on their daily work experiences. Managers need to be proactive in allocating job demands to employees and helping them understand and cope with work stressors, considering the different consequences of challenges and www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [903] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 www.irjmets.com obstacles. Theoretical Contributions The model presented in this study will broaden the concept about job stressors and their linkage with OCB. Past studies used broad categories; challenge and hindrance stressors in line with the theoretical differentiation Cavanaugh et al. (2000), challenge and hindrance stressors are broad in scope. The problem with measuring broad categories of challenge and hindrance stressors is that this mainly captures the appraisal or the nature of stressors (González-Morales & Neves, 2015; Zhang et al., 2014). This research is using specific sub-categories of job stressors in the research to strengthen the findings. Past studies did not investigate other organizational citizenship behaviors that can be influenced by job stressors. This research is taking Project Oriented OCB as a DV in the research rather than performance (Voice Behavior) which has not addressed before. This research establishes a more comprehensive model to strengthen the ego depletion explanation. This research is considering self-efficacy as a moderator rather than LMX to strengthen the findings which past studies has not addressed before. Different selfregulatory strategies substantially influence behavior regulation (Higgins & Spiegel, 2004). This research is using relationships in Pakistan Culture which has not addressed before. This research is using the colleagues rated method (by asking questions from colleagues). Past studies has not addressed before. Practical Implications This research will provide implications for managers and employees alike. First, it will emphasize the importance of understanding day-to-day work conditions such as career stressors. Previous studies focused on the benefits of voice behavior and organizational factors that could influence that behavior (Detert & Burris, 2007; Li & Sun, 2015; McClean et al., 2013). However, research will illustrate how critical it is for companies to understand the views of workers on their everyday work experiences. Managers need to be vigilant in allocating job demands to workers and helping them recognize and cope with work stressors in view of the various effects of difficulties and hindrances. This research will provide evidence that the ego-depletion condition of employees is significantly correlated with Project Oriented OCB. Work should encourage workers to pay attention to their own regulatory assets and attempt to recognize resources or habits that help prevent depletion. The same applies to organizations, supervisors and others. They should help employees manage their regulatory resources, for example by developing training courses on cognitive and emotional regulation (Trougakos et al., 2015), or by establishing a security climate within the organization. Finally, this study will give guidance to managers regarding subordinate relationships. Hindrance stressors are likely to discourage Project Oriented OCB by employees who have a good relationship with their leader. One reason for this research is that workers often feel more vulnerable to external stressors have positive relationships with their leaders. And managers will need to carefully consider how stressors are viewed by these employees. Limitations and Future Research There were many drawbacks during this study and collecting of data purposes. This study was based entirely on Pakistan Construction industry. This research is based entirely on convenience sampling technique so the data collected for this research was very general and cannot be generalized to a particular community in Pakistan. This is based on the construction industry which is a very large group of people so that this research cannot be specifically applied to a few people. Future studies could examine our assumptions by extending the survey to longer cycles (e.g. weekly, monthly), testing for longer-term changes. Experimental designs to ensure causality and more rigorously capture ego-depletion should be implemented (Baumeister et al., 1998). Future research should test other particular subcategories to validate and confirm our results, such as position overload and position ambiguities. We have not studied other patterns of organizational citizenship that can be affected by work stressors. We studied only one dimension of the behaviors of organizational citizenship oriented to the project. www.irjmets.com @International Research Journal of Modernization in Engineering, Technology and Science [904] e-ISSN: 2582-5208 International Research Journal of Modernization in Engineering Technology and Science Volume:02/Issue:11/November -2020 Impact Factor- 5.354 www.irjmets.com Researchers may examine other behaviors of organization citizenship and other aspects of projectoriented behaviors of organizational citizenship that could be affected by work stressors. Future studies require a more detailed model to support the reason for the ego depletion. 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