Antecedents Of Organizational Citizenship Behavior Research Articles

Antecedents of Organizational Citizenship Behaviour among primary school teachers in Alor Setar

Discussion on organizational citizenship behavior (OCB) among teachers has gained much interest among scholars. However, a review of past literature indicates lack of study towards the antecednts of teachers’ OCB in Malaysia. The study aims to explore the often-overlooked informal relationships between teachers’ Organizational Citizenship Behaviour (OCB), the school environment, their level of competency, empowerment, and commitment to the team. It also seeks to understand the impact of specific elements of job satisfaction and organizational commitment on the overall benefit teachers bring to their communities. The focus of this research is to ascertain the real-world implications of these factors on OCB and their organizational effects among teachers in Alor Setar schools. To understand these interactions and their influence on teachers’ OCB, relevant hypotheses were formulated, tested, and further examined. As part of this research, 400 primary school teachers in Alor Setar were given a set of questionnaires. The regression analysis results indicated that factors such as the school environment, competency level, empowerment, and team commitment have a significant impact on teachers’ OCB. This study holds importance as it delves into the OCB of teachers and their contribution to the increasingly crucial education sector in Malaysia. The findings of this study can guide policymaking in the education sector, particularly in enhancing teachers’ OCB and school administrators can use these insights to foster a culture that promotes OCB, thereby improving overall school performance. In the school context, OCBs were found to play a role in student achievement and increase school effectiveness. They free up resources for more productive purposes, help coordinate organisational activities, and are more effective at environmental change.

Organisational anthropomorphism and its antecedents: a literature review and proposed framework

Purpose This study aims to understand the phenomenon of organisational anthropomorphism, a psychological process in which employees attribute personality characteristics to organisations. Anthropomorphism, a psychological concept, after making its mark in consumer behavioural studies, is emerging into the domain of organisational behaviour. This less deliberated concept is explored through the lens of psychological cues and motives leading to the identification of its managerial antecedents of organisational citizenship behaviour (OCB) and corporate social responsibility (CSR) and their confluence into organisational culture. Further, the relationship between organisational culture and organisational anthropomorphism is established through literature review with a number of propositions and a framework. Design/methodology/approach This paper explores the available literature on organisational anthropomorphism and the constructs of organisational culture by employing literature review methodology. On the basis of selected research studies sourced from high ranked journals from Web of Science, Scopus and journal homepages, domain-based and theory-based reviews were performed to comprehend the concept of organisational anthropomorphism. Findings This study identifies OCB and CSR as the antecedents of organisational anthropomorphism through the psychological cues and motives, comes out with a number of propositions and recommends a framework based on the same. Practical implications This paper helps managers study employee behaviours and observe the organisation’s connections with society. Moreover, this study benefits organisations to brand themselves better amongst employees and external stakeholders. Originality/value This paper helps managers study employees’ citizenship behaviours through anthropomorphic cues exhibited by employees and improve organisation-employee association. It also suggests organisations to brand themselves using anthropomorphic social traits to stage itself as a socially responsible entity among external stakeholders. The empirical validation of proposed framework through quantitative and qualitative methods is proposed to be the future scope of the study.

The role of Interpersonal Communication and Trust as antecedents of Organizational Citizenship Behavior (OCB)

Since Organizational Citizenship Behavior (OCB) has been found to be a factor that plays an important role in achieving organizational goals and employee work productivity, a lot of research has been conducted by scholars to show this. Social exchange theory shows that the level of employee contribution is determined, in part, by the degree of trust between organizational members. The aim of this research is to find factors that play an important role in the emergence of OCB among employees. This study involves OCB, trust, and interpersonal communication. This study was conducted on production employees at a manufacturing company engaged in the production of medical equipment, totalling 114 employees using a survey method and quantitative approach, using a questionnaire as the main instrument. In this research, it was found that interpersonal communication and trust are factors that significantly influence employee OCB. Strengthening interpersonal communication and trust will increase OCB. In this research, it was also found that trust plays a role in mediating interpersonal communication and OCB. To increase OCB, organizations should first strengthen trust among employees.

The antecedents of organizational citizenship behavior in the public sector: a study in the effect of organizational justice determinants with the mediating role of job satisfaction (applied to the Egyptian Ministry of Transportation)

The antecedents of organizational citizenship behavior in the public sector: a study in the effect of organizational justice determinants with the mediating role of job satisfaction (applied to the Egyptian Ministry of Transportation)

Examining antecedents of organizational citizenship behavior: An empirical study in Indonesian police context.

Police reform in the Mobile Brigade Corps unit in Indonesia, which seeks to break away from militaristic elements, has not been fully implemented optimally. This is reflected in the lack of implementation of human values in serving the community. The extra effort of officers in encouraging community service based on human values can be realized through Organizational Citizenship Behavior which is not only directed at fellow officers, but also towards organizations in the context of community service. Based on Social Exchange Theory, this study aims to investigate the mechanism of strengthening Organizational Citizenship Behavior in the context of the Police Mobile Brigade Corps with the support of Empowering Leadership, Psychological Empowerment, and Job Satisfaction. Using a quantitative approach, this study distributed online questionnaires to 395 Mobile Brigade Corps officers. Furthermore, this study analyzes the data using Partial Least Squares-Structural Equation Modeling. The test results show that Empowering Leadership can strengthen Organizational Citizenship Behavior. In addition, this study reveals the mediating role of Psychological Empowerment and Job Satisfaction in the influence of Empowering Leadership on Organizational Citizenship Behavior. With these findings, the Police Mobile Brigade Corps needs to improve the competence of officers through training and development efforts so that officers feel psychologically empowered and have job satisfaction. On the other hand, Mobile Brigade Corps needs to encourage leaders to provide opportunities for officers to participate in decision making and recognize their contributions to work.

Antecedents of organizational citizenship behavior among the academic staff in Begemidir college of teacher education

The purpose of this study was to examine the organizational citizenship behavior of the staff and its precursors at Begemidir College of teacher education. A correlational survey design that involved 96 instructors recruited through a comprehensive sampling technique was employed. Questionnaire was used to collect data that were analyzed using descriptive and inferential statistics. The result indicated that instructors demonstrated above-average mean scores in all the dimensions of organizational citizenship behavior. It also revealed that organizational support and job satisfaction had a moderate relationship with altruism, civic virtue and sportsmanship while they had a modest relationship with courtesy and conscientiousness. On the other hand, there was a strong relationship between organizational commitment and altruism, civic virtue, courtesy, and sportsmanship. Overall, while OCB had a strong relationship with organizational commitment, it had a moderate relationship with organizational support and job satisfaction. Whereas organizational commitment has a positive and significant contribution to all organizational citizenship dimensions; job satisfaction did not influence all of them. Organizational support has a significant contribution to altruism, civic virtue, sportsmanship, and organizational citizenship behavior. Hence, it was suggested that the college should constantly work on the functions of organizational commitment and support to promote organizational citizenship behavior and ensure sustainable organizational development.

Antecedents of organizational citizenship behavior of marketing and supply chain employees

A marketing career entails a heavy burden and requires much originality and creativity, which can result in interpersonal friction. This situation influences employees’ affective commitment and organizational citizenship behavior (OCB). Consequently, the purpose of this study is to investigate how affective commitment, work overload, and interpersonal conflict may impact OCB when combined with social interaction. This survey involved 61 personnel from the marketing and supply chain departments of an Indonesian state-owned enterprise. The data were analyzed using a quantitative method and partial least squares (PLS) approach. This study revealed that work overload and interpersonal conflict have a negative impact on positive behavior and actions, including OCB and affective commitment. In addition, the findings accentuate the importance of employees’ affective commitment because it directly encourages employees to take on extra responsibilities. Furthermore, social interaction does not moderate the relationship between work overload and interpersonal conflict on affective commitment. This study broadened perspectives on OCB concerning work-related stressors and provided direction for the managerial team to cope with workload and conflict in the decision-making process.

The Mechanisms of How Narcissistic Duality Traits Influence on College Student's Organizational Citizenship Behavior from an Impression Management Perspective.

Although plenty of studies have examined the antecedents of organizational citizenship behavior, empirical studies exploring the role of individual narcissism in relation to college students' organizational citizenship behavior are relatively scarce. Drawing on the dual theory of narcissism and the conservation of resources theory, this study aimed to explore the relationship between narcissistic duality traits (narcissistic admiration and narcissistic rivalry) and organizational citizenship behavior of college students, and to further examine the mediating role of impression management motivation (assertive impression management motivation and defensive impression management motivation) and the moderating roles of teamwork, interpersonal relationships, and optimism. We used the questionnaire method with a sample of undergraduate and graduate students from several universities in Hubei, China. The data sample for analysis consists of 583 college students. (1) Narcissistic admiration had a significant and positive effect on college students' organizational citizenship behavior, while the effect of narcissistic rivalry was significant and negative; (2) assertive impression management motivation mediated the relationship between narcissistic admiration and college student's organizational citizenship behavior, and defensive impression management motivation mediated the relationship between narcissistic rivalry and college student' s organizational citizenship behavior; and (3) teamwork, interpersonal relationships, and optimism positively moderated the relationship between narcissistic admiration and assertive impression management motivation, and these variables positively moderated the indirect effects of assertive narcissism on college student's organizational citizenship behavior through assertive impression management motivation. We found that college students with narcissistic admiration engaged in more organizational citizenship behaviors than those with narcissistic rivalry. In addition, narcissistic admiration had a positive effect on organizational citizenship behavior through assertive impression management motivation, and narcissistic rivalry had a negative effect on organizational citizenship behavior through defensive impression management motivation. Finally, teamwork, interpersonal relationships, and optimism significantly and positively mediated the relationship between narcissistic admiration and assertive impression management motivation, and the indirect effect of narcissistic admiration on organizational citizenship behavior through assertive impression management motivation. However, the direct effects of teamwork, interpersonal relationships, and optimism on the relationship between narcissistic rivalry and defensive impression management motivation, and the indirect effect of narcissistic rivalry on organizational citizenship behavior through defensive impression management motivation were not significant.

Role clarity, perceived cohesion and felt responsibility as antecedents of altruism and conscientiousness among college teachers in Kerala

PurposeLiterature evidences that altruism and conscientiousness are very important discretionary behaviours within the broader framework of Organizational Citizenship Behaviour (OCB) among teaching community. The present study is intended to examine the effect of role clarity, perceived cohesion and felt responsibility on altruism and conscientiousness among college teachers in Kerala.Design/methodology/approachA questionnaire-based survey was conducted among 354 college teachers, and the causal effect was examined using Partial Least Square-based structural equation modelling.FindingsValidity and reliability of the model were established through measurement model evaluation. Explanatory power of the model was established. Cohesion and felt responsibility significantly predicted altruism, but the effect of role clarity on altruism was not significant. Effect of cohesion, felt responsibility and role clarity on conscientiousness was significant.Originality/valueThe study contributed to the existing theory on antecedents of OCB. The model has high levels of predictive accuracy – role clarity, cohesiveness and felt responsibility – capable of explaining the discretionary behaviour among college teachers.

Enhancing employee advocacy of the firm's corporate social responsibility (CSR) activities

PurposeThe paper aims to investigate how perceived psychological benefits from employee participation in corporate social responsibility activities affect organizational citizenship behavior across two Asia–Pacific countries with different national cultures.Design/methodology/approachA stakeholder relationship model, based on social exchange theory, underpinned the investigation that also tested the mediating role of organizational pride. In a cross-cultural context, data were collected from 319 full-time employees in Thailand and the US and analyzed with SEM-PLS.FindingsAnticipated psychological benefits of hedonic value and perceived community value were found to be significant antecedents of organizational citizenship behaviors, operationalized as customer-directed CSR advocacy. Organizational pride played a partial mediating role.Originality/valueThis study addresses a lack of micro-level CSR research into the relationship between psychological benefits of employee participation in CSR and organizational citizenship behavior. Specifically, this is the first study to link CSR drivers with customer-directed employee advocacy of the firms CSR activities. The study is also the first to compare relationships between an Asian and Western context for CSR drivers of organizational citizenship behaviors.

Antecedents of Organizational Citizenship Behavior and its Triggering Factors: A Study in A, B & C Category Banking Sector of Hetauda

Organizations work with the people and for the people. They need employees and the employees need the organizations. It is very important for financial institutions to find out the factors that trigger the exhibition of organizational citizenship behavior. This research is solely undertaken only to identify the status of the employees in Nepalese financial institutions. The aim of the study is to examine and explore the interactions and the direct effects of the independent variable on Organizational Citizenship Behavior, and how this independent variable can encourage this behavior among the workers in their organization. The hypothesis that was required to fulfill the research objectives were derived from the study of the literature. A total of 199 questionnaires were distributed to the potential respondents only 109 respondents were selected out of 397 by using a simple random sampling technique, especially the lottery method in 2022. All the respondents were working individuals of A, B, and C category financial institutions of Hetauda. Data collected from the questionnaire were analyzed and interpreted with the help of different statistical tools; such as means, standard deviations, and frequencies which were used to describe the characteristics of the sample. Cronbach's Alpha was used for the reliability of the instrument used. The descriptive analysis of the independent variable and the dependent variable was conducted and their different dimensions were studied. Pearson Correlation shows that there was a positive correlation between OCB and job satisfaction. The researchers realize the need to enhance job satisfaction in Organization Citizenship behavior for better performance.

Goal self-concordance mediates the relation of core self-evaluations with organizational citizenship behavior but not with environmental organizational citizenship behavior

This paper tested antecedents of organizational citizenship behavior for the environment (OCB-E) and goal self-concordance as a mediator between those antecedents and OCB-E or related outcomes. We proposed that core self-evaluations, a well-studied antecedent of organizational citizenship behavior (OCB), are also related to a newer form of OCB – namely, OCB-E. Similarly, we proposed that environmental identity, a well-studied antecedent of pro-environmental behaviors (PEBS), are also related to a specific form of PEBS – again, OCB-E. The specific relations of these antecedents to OCB-E, to the best of our knowledge, had never been tested. Drawing on the goal-self concordance model, we tested goal self-concordance as a mediating mechanism in each of these relationships. Results drawn from a sample of 297 employees from diverse organizations support goal self-concordance as a relevant mediator between core self-evaluations and OCB, but not for the remaining relationships. Still, environmental identity, as well as core self-evaluations, are positively and significantly related to OCB-E. We discuss implications for the conceptualization of OCB-E and ways to further study this concept.

Antecedents of organizational citizenship behavior nurse type c hospital Surabaya

The purpose of this study was to analyze the OCB antecedents of type C hospital nurses in Surabaya. This research uses quantitative research with a case study approach. Data analysis techniques in this study used validity, reliability, classical assumption and hypothesis testing. Based on the results of data analysis and discussion, it can be seen that the OCB antecedent of Type C Hospital nurses in the city of Surabaya is influenced by several factors, including the Thriving Workplace variable and the Person-Organizational Fit variable that does not have a significant influence on the Organizational Citizenship Behavior of Type C Hospital nurses in the city. Surabaya. Meanwhile, Organizational Commitment variable has a positive and significant influence on Organizational Citizenship Behavior. The addition of the Job Embededness variable has an effect, so that the three variables of Thriving Workplace, Person-organization Fit, and Organizational Commitment have a positive and significant influence on the Organizational Citizenship Behavior of Type C Hospital nurses in the city of Surabaya. While the intervening variable represented by Job Embededness also has a positive and significant influence on Organizational Citizenship Behavior of Type C Hospital nurses in the city of Surabaya.

Antecedents of Organizational Citizenship Behavior

Objective: This study aims to analyze the effect of transformational leadership, self-efficacy, and work loyalty on organizational citizenship behavior. Research Design & Methods: This study is explanatory research using a quantitative approach. The research sample was selected based on the proportional random sampling method from employees of one of the furniture companies in Jepara with a total of 89 people. Primary data was obtained using a questionnaire that was distributed to employees directly. Statistical data analysis was performed using multiple linear regression with SPSS tool. Findings: Empirically, the results of this study accept all the hypotheses proposed, that: transformational leadership style has a significant effect on organizational citizenship behavior; self-efficacy has been proven to have a significant effect on organizational citizenship behavior; and work loyalty proved to have a significant effect on organizational citizenship behavior. Implications & Recommendations: The results of this study support previous research and contribute to a literature study that emphasizes the issue of this research in the context of a company experiencing a decline in performance so that it requires an extra employee role (OCB). Contribution & Value Added: Based on the dominant variable analysis, the company can increase the extra role of employees by increasing employee loyalty. And then loyalty can be spurred by directing employees to work in teams.

Organisational citizenship behaviour’s antecedents as predictors of job satisfaction: Empirical evidence from banks in emerging economies

It was imperative to determine the impact of antecedents of organisational citizenship behaviour of altruism and conscientiousness on job satisfaction in the banking sector since this strategic sector has been experiencing employee job dissatisfaction-related challenges as evidenced by high staff turnover. The reviewed literature focused on the effect of Organ’s (1998) organizational citizenship behavior (OCB) dimensions of altruism and conscientiousness and employee job satisfaction. The article adopted a positivist philosophy and the explanatory research design since it sought to establish cause and effect relationships between the two constructs. The target population was 150 and a sample of 109 participants was used. A simple random sampling technique was used to select study participants. A Likert scale questionnaire was employed to collect data electronically due to the COVID-19 pandemic movement restrictions. The study findings were that both altruism and conscientiousness have a positive and significant impact on job satisfaction in the banking sector. Thus, it was recommended that the banking sector should create workplace environments that foster OCB to enhance employee job satisfaction. This study was critical since banks are a strategic sector (Bonga, Chirenje, & Mugayi, 2019), particularly in emerging economies as providers of start-up and working capital to both public and private organisations.

Antecedents of organizational citizenship behavior towards the environment in manufacturing organizations: using a structural equation modeling approach

PurposeOrganizations worldwide are integrating sustainability into their operations to reduce the damage they do to the environment and to earn a better reputation in society. Scholars have acknowledged the role of environmental transformational leadership (ETL) in creating pro-environmental behaviors (PEBs). The manufacturing sector has shown interest in accepting an environmental management system (EMS) and fostering a mechanism for what is called perceived support organizational support for the environment (POSE). Voluntary PEBs taking the form of organizational citizenship behavior toward the environment (OCBE) increasingly interests researchers because it is important for the success of the EMS in the manufacturing sector. This study aims to investigate the mediating role of the EMS and POSE in the relationship between ETL and OCBE within ISO14001-certified Malaysian manufacturing firms.Design/methodology/approachA quantitative design was used based on a positivist approach. The data of 216 manufacturing firms were targeted using random probability sampling via a survey questionnaire. Later, the data were analyzed through the structural equation modeling (SEM) method using the SmartPLS 3.3.3 software.FindingsResearch findings confirmed a significant direct positive relationship between ETL and OCBE. Also, they confirmed the mediating role of the EMS and POSE in the relationship between ETL and OCBE among ISO14001-certified Malaysian manufacturing firms.Research limitations/implicationsThis research has vital ramifications for both managers and organizations. Manufacturing firms should modify the traditional OCB towards pro-environmental OCBE using key antecedents, e.g. ETL, EMS and POSE.Originality/valueThe study analyzed the impact of ETL on OCBE through the mediating role of PSOE and the EMS. Here the focus is on the impact of OCBE key antecedents, i.e. ETL, EMS and POSE in predicting OCBE among ISO14001-certified Malaysian manufacturing firms.

Developing organisational citizenship behaviour for the environment: the contingency role of environmental management practices

PurposeDrawing on the “substitute for leadership” theory, this study investigates the mediating role of employee attitude between supervisory support and employee’s organisational citizenship behaviour for the environment. It also explicates the role of environmental management practices, as substitute for supervisory support in this relationship.Design/methodology/approachTime-lagged data (n = 235) were collected from middle- and upper-level management employees working in manufacturing and service sector organisations in Pakistan. Hypotheses were tested using structural equation modelling and regression analysis.FindingsThe findings reveal that supervisory support enhances employee attitudes towards pro-environmental behaviour, which in turn increases employees’ tendency to involve in organisational citizenship behaviour for the environment. However, the formal environmental management practices of the organisation serve as a substitute for the supervisory support because, if such formal practices are followed, the role of supervisory support becomes less significant.Originality/valueThis study is the maiden attempt to apply the “substitute for leadership” theory to the study of organisation citizenship behaviour for the environment. Moreover, it adds to the largely overlooked dimension of the research area concerning the inter-relationships between employees’, supervisory and organisational level antecedents of organisational citizenship behaviour for the environment.

Why do team members help each other? Investigating cross‐level antecedents of organisational citizenship behaviour

In this study, we investigated the effect of cross‐level factors, including team members’ altruistic personalities, the quality of team member exchange (TMX), interdependence of team structure, as well as interactions between these variables, on team members’ organisational citizenship behaviour (OCB). Using the military teams in Taiwan as samples, we collected empirical data of 90 teams, each with three team members and one team leader. Results of hierarchical linear modelling analysis showed that (a) a team member’s altruistic personality has no significant relationship with OCB, (b) both TMX and team interdependence have positive relationships with OCB, and (c) team interdependence has a cross‐level moderating effect on the relationship between TMX and OCB. For team management, establishing high TMX and interdependent working styles can promote OCB among team members. The results of this study add to knowledge on team members’ display of OCB from a holistic perspective. Findings of this study also support the important influence of TMX and team interdependence, especial for team management, strengthening the cross‐level theory in the study of OCB.

Antecedents of Organizational Citizenship Behavior among Academic Staff in Universities in Uganda: A Conceptual Paper

Antecedents of Organizational Citizenship Behavior among Academic Staff in Universities in Uganda: A Conceptual Paper

Antecedents of Organizational Citizenship Behavior among Academic Staff in Universities in Uganda: A Conceptual Paper

Antecedents of Organizational Citizenship Behavior among Academic Staff in Universities in Uganda: A Conceptual Paper