Organizational Citizenship Research Articles

Perspectives on egressibility of older people with functional limitations

Older people and people with functional limitations are recognized as vulnerable groups when it comes to evacuation. Previous studies have focused mostly on the quantitative aspects of their physical characteristics, such as movement speeds. This study explores the perspectives on egressibility of older people with functional limitations. This was achieved by reflexive thematic analysis of semi-structured interviews with 28 older people with functional limitations. Participants were recruited based on voluntary participation mainly from senior citizen organizations. Inspired by The International Classification of Functioning, Disability and Health, a questionnaire was developed to characterize the sample in terms of presence of functional limitations. The sample consisted of people with a wide variety of functional limitations. The findings are presented in the form of three themes constructed from the transcripts: Other people's difficulties in understanding, Strategies to cope with the limitation, and Uncertainty of evacuation. The findings highlight that older people may perceive a lack of reliance on the physical environment and other people's support in evacuation situations. Instead, they considered relying primarily on their own ability to mitigate issues caused by functional limitations. The findings may be used to inform future in-depth studies aimed at achieving an equal evacuation safety for all.

Creating organizational citizens: How and when supervisor- versus peer-led role interventions change organizational citizenship behavior.

We generate and test new theory on how organizations can use role interventions to increase employees' organizational citizenship behavior (OCB) such as helping and voice. In particular, we examine how interventions that employ supervisors and peers as change agents can independently and jointly motivate employees to engage in OCB by encouraging them to view their work roles more broadly. We propose that the effects of these interventions become apparent over two distinct temporal phases of change. In the early phase of the change process, when there is higher flux and uncertainty, supervisor-led interventions have relatively stronger positive influences on OCB change and peer-led interventions have limited effects. By contrast, during the later phase of the change process, as greater clarity about behavioral expectations emerges, peer-led interventions have a positive impact and work synergistically with supervisor-led interventions to increase OCB. Using a mixed methods approach, we found support for our theory in a longitudinal quasifield experiment-which tested when supervisor- and peer-led interventions induced changes in OCB-and we explored the processes and challenges underlying such changes in a qualitative follow-up investigation. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

The revolving door in Brussels: a process-oriented approach to employee recruitment by interest organisations

ABSTRACT The staff flow between the public sector and organised interests is metaphorically defined as ‘revolving door’. This paper seeks to explain variation in hiring behaviour across interest organisations (IOs). Using data from the Comparative Interest Group-survey project, we show that revolving door practices do not occur systematically across IOs but that, under specific conditions, IOs are more likely to attract employees from the public sector than others. Our main findings demonstrate that citizen organisations are more likely to hire employees with public sector background, compared with professional and business organisations. We also show that the effect of group type is resource-sensitive, as wealthy citizen groups are more likely to hire from the public sector than wealthy business organisations. Additionally, we demonstrate that contextual factors such as the degree of political involvement and the perceived complexity of the policy environment predict hiring from the public sector.

Does work passion influence prosocial behaviors at work and home? Examining the underlying work–family mechanisms

SummaryIntegrating job demands‐resources theory (Bakker & Demerouti, 2014, 2017) and crossover theory (Westman, 2001), this study examines the differential effects of two types of work passion, harmonious and obsessive, on both employees' and spouses' prosocial behavior: organizational citizenship and family citizenship behavior. We propose that these relationships are mediated by two contrasting paths through employees' work–family enrichment and conflict, as well as their own and their spouses' work–family balance. By sampling 400 pairs of dual‐earner couples in the United States at two time points, we tested the model using structural equation modeling. Our findings supported that harmonious work passion, working through job demands‐resources theory's motivational path, increased employees' organizational and family citizenship behavior via work–family enrichment and work–family balance; obsessive work passion, working through job demands‐resources theory's impairment path, decreased employees' organizational and family citizenship behavior through work–family conflict and work–family balance. Moreover, the results supported crossover effects such that employees' harmonious and obsessive work passion had similar effects on spouses' organizational and family citizenship behaviors through employees' work–family interface as well as crossover effects of work–family balance between employees and spouses.

The Impact Of Transformational Leadership On Organization's Citizenship Behavior In Academia- A Mediation Model

The Impact Of Transformational Leadership On Organization's Citizenship Behavior In Academia- A Mediation Model

The other civil society: digital media and grassroots illiberalism in Bulgaria

ABSTRACT The goal of the small-scale exploratory study presented in this article is to examine the digital mediation of grassroots processes unfolding within Bulgarian civil society that contribute to the strengthening of the social base and cultural influence of illiberal ideologies and citizen organisations. While ample attention has been paid to the utility of digital media in progressive movements and mobilizations, much less is known about their use by illiberal activists. The methodology comprises two case studies, each focused on a different collective actor that espouses ‘illiberal’, nationalist and intolerant views. Using the concept of ‘uncivil society’ proposed by Kopecký and Mudde ([2003]. Uncivil Society: Contentious Politics in Post-Communist Europe, London: Routledge), the paper approaches the analysis of the positions and activities of these organisations from two angles: (1) the way in which these actors appropriate discourses of ‘patriotism’ and ‘civil society’ and (2) the way they employ digital media to construct collective identities and build up support. The analysis casts light on the role digital media play – at the hands of such actors – in the rise of illiberal and ‘uncivil’ advocacy that could lead to the conquest of civil society by illiberalism and a continuing political backslide of liberal democracy.

Akademik Entelektüel Liderlik, Örgütsel Destek ve Örgütsel Vatandaşlık Arasındaki İlişki: Türkiye'deki Yükseköğretim Kurumlarında Bir Araştırma

The aim of this study is to test the theoretical model which hypothesizes that academics' academic intellectual leadership affects their perceptions of perceived organizational support and organizational citizenship. In line with this general purpose, it was determined whether the perceptions of academics' intellectual leadership affect their perceptions of perceived organizational support and organizational citizenship. The causal design was used in the study. The sample population of the study is composed of 731 academics working in 13 universities selected by convenience sampling from the Central Anatolia, Aegean, Black Sea and East Anatolia regions of Turkey. The data were collected with Academic Intellectual Leadership Scale, Perceived Organizational Support Scale, and Organizational Citizenship Scale in the 2018-2019 academic year. Mean, standard deviance, and correlation analysis were used for the analysis of the descriptive data, and path analysis was used to test the theoretical model. The findings show that academics' academic intellectual leadership perceptions positively effect their perceptions of perceived organizational support (γ=.24) and organizational citizenship (γ=.38). The results were discussed in light of the relevant literature and suggestions were made to the practitioners, policy makers, and researchers.

English

English

Otantik Liderliğin Örgütsel Vatandaşlık ve ÖrgütselAdanmışlık Üzerindeki Etkisinin İncelenmesi: Trabzon Örneği (Investigation of the Effect of Authentic Leadership on Organizational Citizenship and Organizational Commitment: Case of Trabzon)

Purpose - The aim of this study is to examine the effect of authentic leadership perceptions of hotel business employees on organizational citizenship and organizational commitment behaviors, which are deemed as the positive organizational behaviors. Design/methodology/approach – Within the scope of the study, a field research was carried out in the municipality certified hotel businesses operating in Trabzon and data were collected with the help of survey technique. The survey consists of three scales, authentic leadership, organizational citizenship, and organizational commitment and demographic questions. The research sample consists of 303 employees. Frequency distribution, T-test, variance analysis, factor analysis, correlation and simple linear regression analysis were performed on the data. Findings - As a result of correlation analysis, it was found out that there is a low-level significant relationship between authentic leadership, organizational citizenship, and organizational commitment. As a result of the regression analysis, it was detected that authentic leadership perception has a positive effect on organizational citizenship behavior and organizational commitment behavior. Additionally, according to the results of the T-test and analysis of variance, there are significant differences between marital status and age groups and organizational commitment behavior, and there are significant differences between receiving tourism education and organizational citizenship behavior. Discussion - According to the findings, there is a positive and significant relationship between authentic leadership, organizational citizenship, and organizational commitment. In this context, it may be commented that as the authentic leadership perception levels of the employees working in the municipality certified hotel businesses in Trabzon increase, so do the levels of organizational citizenship and organizational commitment behavior. The results obtained in this study support the findings of studies conducted in different fields in the literature.

Job Crafting and Employees’ Performance in MTN Nigeria PLC

This study examines the relationship between job crafting (task crafting and relational crafting) and employees' performance (employees’ task performance and organizational citizen behavior) amongst staff of MTN Nigeria PLC. This research makes use of a survey design and analysis was based on primary data generated through a structured questionnaire. Two research hypotheses were formulated and tested at 0.05 levels of significance. The findings revealed that there was a statistically significant influence of task crafting on employees’ task performance in MTN Nigeria, PLC (R2=0.088, F=17.844, p<0.050). Similarly, there is a significant positive relationship between relational crafting and organizational citizenship behavior (rp=0.331, n=187, p<0.050). From the study, it was concluded that workers require a high degree of autonomy and independence on their jobs to perform more efficiently and effectively in order to improve their performance. It was recommended amongst others that organization should provide a flexible job design and structure as well as interpersonal relationship for its employees’ so as to enable them to better perform on the task and create organizational citizen behavior among the employees. Keywords: employees’ performance, job crafting, relational crafting, organizational citizen behavior

State Violence and Wartime Civilian Agency: Evidence from Peru

How civilians respond to political violence profoundly shapes conflict processes and the legacies of civil war. Yet influential patterns of wartime civilian agency remain strikingly unexplored. This study investigates how exposure to state violence influences the organization of ordinary citizens into civil defense forces, a common and consequential type of mobilization that is still poorly understood. I argue that state violence marked by direct and collective targeting promotes community-based armed mobilization through the mechanisms of signaling and the militarization of local governance in irregular civil war. The analysis focuses on the Peruvian armed conflict during the 1980s. Based on an instrumental variable and a difference-in-differences approach, the results suggest that communities victimized by state forces were more likely to rise up against the insurgents at later stages. These counterintuitive findings underscore the relevance and complexity of grassroots collective action during war.

Effects of Perceived Corporate Social Responsibility (CSR) Performance on Hotel Employees’ Behavior

ABSTRACT This study aims to examine the effect of perceived corporate social responsibility (CSR) performance on hotel employees’ behavior, as reflected in their attitude and satisfaction. Understanding employees’ reaction to and perception of hotel CSR is essential before exercising effective CSR practices with customers. This study indicates that the social/philanthropic and ethical domains of hotel CSR enhance employees’ attitude and satisfaction with working for this CSR-implementing hotel and their behavior (organizational citizenship, pro-social, and pro-environmental behaviors) within an organization and society. However, environmental, legal, and financial domains do not significantly affect attitude toward CSR-implementing hotel. In addition, the hotel employees’ organizational tenure partially moderates the relationships among the proposed constructs. This study is the initial empirical attempt to understand hotel employees’ responses to hotel CSR. It provides insights and practical suggestions into human resource departments for maximizing the effectiveness of CSR implementation in the hotel industry.

Authentic leadership and sustainable operations: How leader morality and selflessness can foster frontline safety performance

Given the roles of leadership and safety for cleaner, sustainable production, in this paper we advance research on the connections between leader behaviors and occupational safety in frontline operations. We ground our framework on authentic leadership theory and propose that leader morality and selflessness can influence safety outcomes through two pathways: by increasing frontline employees' psychological capital and organizational citizenship. We tested these propositions with data from 307 employees from a large private company that operates in production, distribution, and sales of fuels in Brazil. Results from structural equation modeling indicate that authentic leaders’ morality and selflessness affect the psychological capital of frontline employees, while only the latter affects their citizenship behavior; and both psycap and OCB mediate the effects of authentic leader attributes on frontline safety participation and safety compliance. Our findings clarify the connections between virtuous leadership and frontline safety performance, highlighting areas of managerial development that can impact sustainable operations, particularly in high-risk industries.

Work and well-being: collective and individual self-concept, job commitment, citizenship behavior, and autonomy as predictors of overall life satisfaction

ABSTRACT A job may contribute to overall life satisfaction (LS) when it meets basic psychological needs. This study examined aspects of one’s work (organizational commitment, citizenship behavior and autonomy), and individual differences in self-concept (collective versus individual), as predictors of overall LS. 295 employees working at a variety of jobs completed questionnaires online. Results showed that higher collective self-concept predicted greater LS; this was partially mediated by affective job commitment, work autonomy and altruistic citizenship behaviors, all of which also independently predicted greater LS. Higher individual self-concept was also a significant predictor of LS, partially mediated by compliance citizenship behaviors. These results suggest that when work fulfills a need for connectedness (i.e., for people with a collective self-concept), autonomy, and when we feel emotionally committed to our job, and go beyond what it requires, our overall LS is higher. These results clarify some positive ways that our work contributes to overall LS, but important questions remain for future research.

The Role of Employee Engagement in Mediating Perceived Organizational Support for Millennial Employee Organizational Citizenship Behavior

The era of globalization is a time when competition becomes increasingly tight, employees are required to be able to show extra work behavior that can exceed the expectations of the organization (extra role behavior). The existence of high initiative from employees is able to improve the effectiveness of an organization, while employees who have good organizational support will also form positive behavior as a form of reciprocal support to the organization. Through employee engagement is expected to strengthen the behavior of the organization's citizenship. In Indonesia is currently entering the era of demographic bonuses, the condition makes this research interesting to do in millennials. The purpose of this study is to test the influence of employee engagement in mediating perceived organizational support to the organizational citizenship behavior of 83 millennial employees of PT Tatalogam Lestari. Structural Equation Modelling (SEM) analysis techniques using SmartPLS were used in this study. The results of the analysis stated that there is an influence perceived organizational support, employee engagement and organizational citizenship behavior. Employee engagement is also proven to mediate the influence of perceived organizational support on organizational citizenship behavior. This study found that the higher the perception of organizational support in employees, the higher the sense of attachment of employees with the organization, so as to encourage the occurrence of organizational citizenship behavior in employees.

The Role of Employee Engagement in Mediating Perceived Organizational Support for Millennial Employee Organizational Citizenship Behavior

The era of globalization is a time when competition becomes increasingly tight, employees are required to be able to show extra work behavior that can exceed the expectations of the organization (extra role behavior). The existence of high initiative from employees is able to improve the effectiveness of an organization, while employees who have good organizational support will also form positive behavior as a form of reciprocal support to the organization. Through employee engagement is expected to strengthen the behavior of the organization's citizenship. In Indonesia is currently entering the era of demographic bonuses, the condition makes this research interesting to do in millennials. The purpose of this study is to test the influence of employee engagement in mediating perceived organizational support to the organizational citizenship behavior of 83 millennial employees of PT Tatalogam Lestari. Structural Equation Modelling (SEM) analysis techniques using SmartPLS were used in this study. The results of the analysis stated that there is an influence perceived organizational support, employee engagement and organizational citizenship behavior. Employee engagement is also proven to mediate the influence of perceived organizational support on organizational citizenship behavior. This study found that the higher the perception of organizational support in employees, the higher the sense of attachment of employees with the organization, so as to encourage the occurrence of organizational citizenship behavior in employees.

Participación Ciudadana Colaborativa, Rendición de Cuentas y Fiscalización. El Caso de México

We start from the concept of accountability as a process in which government actors are in charge ofpresenting their actions to citizens and these, with their civic commitment, are in charge of reviewing them in order to build a space for dialogue to determine to what extent they are actions were carried out within the framework of its powers. Consequently, the article develops three lines that result in the explanation of participatory citizen participation, accountability and oversight in Mexico. The first line is aimed at explainingcitizen participation in the framework of collaboration, making it clear that changes have been taking place in the characteristics of citizen organizations. In the second line, we analyze in general terms both horizontal and vertical accountability. And finally, we analyze collaborative citizen participation in accountability and oversightin Mexico through a legal-institutional description.

The role of technologies and citizen organizations in decentralized forms of participation. A case study about residential streets in Vienna

Citizen participation is a complicated piece of the urban development puzzle as it is prone to conflicts and manipulation. However, new, partly unsanctioned methods of citizen participation have appeared in recent years, opening new forms of engagement for citizens. At the same time, technology is increasingly being used to change the relationship between institutions, experts and citizens. However, the impact of such technologies in citizen engagement has not been systematically measured. Using residential streets in Vienna as a case study, this paper explores the impact of web technologies in the engagement of citizens. Three data collection methods were used: an online survey, expert interviews, and automated data collection. The results show that web-based maps can inform and inspire citizens, however, they will more likely only sustain current patterns of engagement. Further, collaborating with citizen initiatives proved to have a significant impact on the adoption and usage of online tools. This speaks strongly for co-creation approaches, where citizen organizations are included from an early stage in the development of the tools.

Pengaruh Kepuasan Kerja Dan Komunikasi Terhadap Organizational Behaviour Citizenship (OCB) Di Bank Madina Syariah Yogyakarta

Background - Job satisfaction, communication and OCB are indicators used to achieve company goals. Bank Madina Syariah is one company that pays close attention to these three things in operating activities in the work environment. Purpose - The purpose of this study was to determine the effect of job satisfaction on the OCB of Bank Madina Syariah in Yogyakarta region, as well as to determine the effect of communication on OCB of Syariah Bank. Design / Methodology / Approach – This type of research is a quantitative study with a questionnaire distribution method using a 4-point Likert scale. The result of this study is that job satisfaction and communication have a positive and significant effect on employee performance of Bank Madina Syariah. Result and Discussion – Simultaneous regression results, obtained the F-count value of 20,570 with probability (p) = 0,000. Based on the provisions of the F test where the probability value (p) ≤ 0.05, Organizational Communication, Job Satisfaction simultaneously affects OCB. Job satisfaction variable obtained t-value of 2,977 regression coefficient (beta) 0.476 with probability (p) = 0.005. Based on the results of data processing where the probability value (p) ≤ 0.05, it can be concluded that Job Satisfaction has a positive and significant effect on OCB. Communication variable with probability (p) = 0.001. The result of the t-value is 3,549, it can be concluded that communication has a positive and significant effect on OCB. Conclusion – Job satisfaction and communication have a significant positive effect on Organizational Behavior Citizenship at Bank Madina Syariah, so that the more satisfaction is established and the better communication runs, the more it can form OCB in the work environment.

Civil Society Against Anti-Pancasila Movements Among Millenial Generation During The Covid-19 Pandemic

One of the interesting discourses of the decade concerns the discourse against the anti-Pancasila movement. Although the Indonesian government has issued several programs to internalize Pancasila values among the youth generations, citizens are also responsible for protecting the state’s ideology. Accordingly, civil society, as an organized citizen, should catalyze anti-Pancasila movements. Covid-19 pandemic does not only threaten the health sector, but also threatens social activities. Regarding the latter, civil society activists are demanded to adjust to conditions to optimize their function as one of the social infrastructures of a community. Applying, descriptive qualitative approach, the present study aims to see the civil society movements against anti-Pancasila movements during the covid-19 pandemic. The study revealed that civil society is still consistent with its organization despite the dynamics of the implementation.