Figure 1
On the left side, three ovals appear in a vertical sequence: “Knowledge Benefits” at the top, “Networking Benefits” in the middle, and “Self-Esteem Benefits” at the bottom. On the right side, two outcome ovals appear in a vertical sequence: “Organizational Commitment” and “Organizational Citizenship”. At the top center is an oval labeled “Organizational Social Responsibility (Study 1)” and at the bottom center is an oval labeled “Perceived Indebtedness (Study 2)”. Arrows labeled “H 4” from each benefit oval lead to “Perceived Indebtedness (Study 2)”. Arrows labeled “H 1 (a)” and “H 2 (a)” from “Knowledge Benefits” lead to “Organizational Commitment” and “Organizational Citizenship”, respectively. Arrows labeled “H 1 (b)” and “H 2 (b)” from “Networking Benefits” lead to “Organizational Commitment” and “Organizational Citizenship”, respectively. Arrows labeled “H 1 (c)” and “H 2 (c)” from “Self-Esteem Benefits” lead to “Organizational Commitment” and “Organizational Citizenship”, respectively. Arrows labeled “H 4” from “Perceived Indebtedness (Study 2)” lead to “Organizational Commitment” and “Organizational Citizenship”. Arrows labeled “H 3” extend from “Organizational Social Responsibility (Study 1)” toward the set of arrows flowing between the benefit ovals and the two outcome ovals.The overarching conceptual model depicts the effects of perceived benefits on organizational commitment and organizational citizenship, moderated by organizational social responsibility and mediated by perceived indebtedness