Concept Of Organizational Citizenship Behavior Research Articles

TINJAUAN LITERATUR KRITIS ATAS KONSEP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

This article will try to explore further the concept of organizational citizenship behavior (OCB). The concept of organizational citizenship behavior is commonly used by academics and researchers to support the concept of OCB in terms of improving the performance of human resources in an organization or company. This article will present a different perspective. Instead of using the OCB concept to enhance human resource performance, this article will demonstrate that the OCB concept is actually a form of exploitation by capital owners towards workers, which possesses a unique humanitarian approach. The method used in this research is a literature review with Marxist analysis which sees the problematic field as an economic basis, namely class

Strategi Mengoptimalkan Manajemen Kinerja Karyawan Melalui Konsep Organizational Citizenship Behavior (OCB): Suatu Kajian Literatur

This article aims to review and attempt to confirm the strategy for optimizing employee performance management through the concept of organizational citizenship behavior ( OCB). The research method used is qualitative and literature studies or library research. Based on the results and discussion, it can be concluded that to optimize employee performance management through organizational citizenship behavior ( OCB) it can be done with three factors, namely spiritual intelligence, leadership style and organizational culture. The position of spiritual intelligence in shaping organizational citizenship behavior ( OCB) and employee performance is very important because spiritual intelligence contains several aspects that are characteristic of high spiritual intelligence, namely: friendly attitude, closeness, curiosity, creativity, construction, self mastery and religion. Likewise, the element of leadership style is also an important element in employee performance management because leadership is a process by which an individual influences other members of the organization to work together to achieve organizational goals. As well as the elements of organizational culture in their influence on optimizing employee performance management is very strong, because in a strong culture, the main values of an organization or company are highly upheld and especially for all employees, the more employees who accept these values and the greater the commitment to them, the stronger the corporate culture. This strong culture will form cohesiveness, loyalty and commitment to the company in its employees which will reduce the desire of employees to leave the organization or company.

The Effect of Organizational Culture, Sharing Knowledge, and Intention to Share on Competency through Organizational Commitment As a Mediating Variable

Objectives: The phenomenon in this study is that the skills possessed by employees are still not optimal, as well as the lack of knowledge of banking products that must be mastered by front liners, especially in the teller department so that the impact on not achieving predetermined business targets. The existence of complaints recorded through the call center or submitted directly to the branch office indicates that the level of customer satisfaction has not been optimally achieved. The purpose of this research is to find out the significance of the influence of organizational culture, sharing knowledge, as well as the intention to share competencies through organizational commitment as an intervening variable at PT BCA South Tangerang Region.Methodology: In this study, the population of this study is permanent employees and the number of samples used is 99 respondents. Data collection techniques used interviews and questionnaires. The method of data analysis is using the PLS program.Finding: In this study, it is found that to increase organizational competence as a whole, intention to share, knowledge sharing, and organizational culture are needed. To increase customer satisfaction with bank service, it is also necessary to have a good commitment from employees to the organization. Conclusion: For further research, it is suggested to examine other private banks that face the same problem which may produce different findings; conduct research on relatively similar objects, such as leasing which also faces the same problem, and add the concept of organizational citizenship behavior (OCB), motivation, engagement, work stress, and others for further research.

Community citizenship behavior in rural tourism destinations: Scale development and validation

This study considers that hosts can be active builders in rural tourism destinations. By extending the concept of organizational citizenship behavior (OCB) to rural tourism communities, this paper develops and validates a scale to measure the discretionary, spontaneous, and positive behavior of hosts towards the community and tourists, labeled as community citizenship behavior (CCB). A four-stage study with a mixed method design was conducted. Study 1 identified five dimensions and 34 initial items through an extensive literature review and conducting five focus group discussions. Study 2 (n = 225) adopted an exploratory factor analysis to filter the items. Study 3 (n = 302) provided empirical support for a 27-item and five-dimension solution to the CCB scale which consisted of helping behavior, keeping interpersonal harmony, involving behavior, protecting behavior, and recommending behavior through confirmatory factor analysis. Study 4 (n = 260) further tested nomological validity of the developed scale. Theoretical and practical implications are discussed.

Sustainable Leadership and Organizational Citizenship Behaviour: Exploring Mediating Effect of Corporate Social Responsibility

In this era of cut-throat competition, organizations are always in search of employees who can go one step beyond their formal job description in an effort to enhance productivity. This has drawn considerable attention among management researchers to the concept of organizational citizenship behaviour. Despite the fact that there have been a few studies to understand leadership as a precedent for organizational citizenship behaviour, literature aimed at studying the impact of sustainable leadership on organizational citizenship behaviour is relatively inadequate. The present article aims to analyse and integrate the mediating role of employees’ perceived CSR on the relationship between sustainable leadership and organizational citizenship behaviour. Skewness and kurtosis were performed to check the normality of the data, EFA and CFA were performed to check the validity of the instruments, and path analysis was done to check the direct and indirect relationships between the constructs. The results indicate that in IT organizations, where sustainable leadership is encouraged and CSR is also performed well, employees show increased organizational citizenship behaviour. Further, sustainable leadership also increases the CSR initiatives taken by IT organizations. Lastly, CSR acts as a mediator between sustainable leadership and OCB relationship.

Actions Lead to Results: How the Behaviors of Information Systems Professionals Influence the Success of Information Systems Departments

The growing complexity of systems, the increasing intensity of their use, and the greater prominence of technology in supporting organizational activities has meant that information systems (IS) professionals in organizations have to go beyond offering routine task-related support when working with their non-IS colleagues. For organizations to see IS professionals as effective, they have to carry out empathic behaviors such as sharing their IT knowledge with their non-IS colleagues and taking the initiative to minimize inconveniences during IS projects. Drawing from the organizational citizenship behavior concept, we develop a multilevel research model to examine how behaviors that IS professionals perform influence IS departments’ effectiveness. Using data from more than 1,000 respondents working in the global finance industry, we conducted both cross-level and unit-level analyses and found results that support our arguments. Our results deepen the extent to which we understand the role that IS professionals play in supporting post-adoption IS use and digitally empowering business units while also performing their traditional roles.

The Role of Organizational Prowess on Organizational Citizenship Behaviors An analytical study of the views of a sample of academic staffs in the Knowledge University in the Erbil city

The research aims to measure and illustrate the effect and relationship between organizational ambidexterity including its dimensions (Exploitation ambidexterity, exploration ambidexterity, flexible organizational structure ambidexterity) and organizational citizenship behavior in Knowledge University in Erbil City in Iraqi Kurdistan Region. This research presents several questions which depicts the problem of the research. Questionnaire was designed as a data collection method in order to meet the research objectives and to test the main hypotheses of the research. Research sample were selected randomly through distributing the questionnaire among teaching staff. (50) questionnaires were distributed and (48) questionnaires were returned. (47) questionnaires were valid to run statistical analysis. The results of the research revealed: the perceptions level of the respondents about implementing organizational ambidexterity (Exploitation ambidexterity, exploration ambidexterity, flexible organizational structure ambidexterity) in Knowledge University in Erbil City were high. With regard to implementing the concept of organizational citizenship behavior (altruism, courtesy, sportsmanship, conscientiousness, civic virtue) in Knowledge University in Erbil City, the perceptions of respondents were moderate and high. The research found that there is a significant effect and relationship between organizational ambidexterity and organizational citizenship behavior. In light of these results, several recommendations were formulated to the investigated organization including; the continues of illustrating the importance of employee’s perceptions in organizational ambidexterity organizations and organizational citizenship behavior within its different dimensions that reflect positively on job performance and thus organizational performance.

How the Personalities and Behaviors of Information Systems Professionals Influence the Effectiveness of Information Systems Departments

ABSTRACT Building on the concept of organizational citizenship behavior (OCB), this study develops a multi-level research model to examine how IS-specific OCBs displayed by IS professionals impact the perceived effectiveness of IS departments, and how the manifestation of IS-specific OCBs is in turn affected by the personal attributes of IS professionals, the leadership style of IS leaders, and the quality of the interactions within IS departments.

Organizational citizenship behavior as antecedents and outcome in era technology

The paper aims to discuss the concept of Organizational Citizenship Behavior (OCB), as an antecedent of Organizational Justice (OJ), and the consequences of Organizational Performance (OP). The method used is to review theories and relevant literature to reconstruct propositions of the possible influence of OJ’s four dimensions. The dimensions are distributive Justice, Procedural Justice, interpersonal Justice, and informational Justice to OCBI and OCBO, and their consequences on organizational performance. The results of the study propose propositions from the OJ dimension, namely distributive Justice, Procedural Justice, interpersonal Justice, and informational Justice can influence OCB Individual and Organizational OCB. They can have an impact on organizational performance.

The reality of workers exercising of Organizational Citizenship Behavior in the Blue Crescent Hospital – Empirical Study –: واقع ممارسة العاملين في مشفى الهلال الأزرق لسلوك المواطنة التنظيمية – دراسة ميدانية على العاملين في مشفى الهلال الأزرق –شمال سوريا –

The study aimed to identify the reality of workers exercising organizational citizenship behavior in the Blue Crescent Hospital With its various dimensions (Altruism, Courtesy, Sportsmanship, Civic virtue, Conscientiousness), and to achieve the goals of the study, the descriptive analytical approach was used, and the study community consists of medical and administrative workers in the hospital, and the study was applied to a random sample of (187) employees (male- female), and the questionnaire was used as a main tool for data collection, and the application of appropriate descriptive tests and laboratory inferential tests. The study reached a set of results: The results showed that the level of workers practicing of organizational citizenship behavior in the Blue Crescent Hospital was high, and the dimensions were arranged according to the degree of their exercise: Conscientiousness - Courtesy - Altruism - Civic virtue – Sportsmanship). There are no statistically significant differences at the level of significance (α ≤ 0.05) between the averages of the study sample estimates for the degree of exercise of organizational citizenship behavior in the hospital under study attributed to the gender variable. There are statistically significant differences at the level of significance (α ≤ 0.05) between the averages of the study sample estimates to the degree of the practice of organizational citizenship behavior in the hospital under study attributed to the variable of the field of work. There are statistically significant differences at the level of significance (α ≤ 0.05) between the averages of the study sample estimates for the degree of organizational citizenship behavior in the hospital under study attributed to the variable of years of experience in the hospital. In the light of these results, we recommend the need to maintain this high level of organizational citizenship behavior, by: holding works meeting and preparing publications to highlight the concept of organizational citizenship behavior, clarifying its importance, and explaining the positive effects that accrue to the individual and group, the overall picture of the hospital, and the quality of service towards patients.

Antecedents of Organizational Citizenship Behaviors: Evolution of Research

Purpose: The aim of the article is to explore the patterns underlying the antecedents discussed in OCB studies between 1980 and 2018 to reveal and discuss possible existence of a common framework created by variables which show positive or negative relationship with organizational citizenship behaviors. Design/methodology/approach: The research aims at filling the gap in the body of knowledge by clarifying the issue of OCB’s antecedents with the use of the chronological systematic literature review of scientific output in the field between 1980 and 2018, reviewing each decade separately and searching for common patterns shown by variables. Findings: Variables impacting OCB might come from three different levels. Directions from which antecedents come were named as individual, organizational, and environmental. Above-mentioned create a framework for interrelations which are complex and often create synergies. Research and practical implications: Discussed interrelations between different levels of antecedents and antecedents themselves should be further verified theoretically and empirically. Scholars in their future studies should take into consideration the existence of different levels of antecedents and interrelations between them. The most important managerial implication is that the leaders and managers at different levels on organization should and can much easier acknowledge and observe dynamics of the general framework of antecedents rather than how single variables based on numerous theories impact the behavior of each worker. Originality/value: The study reviewed literature related to the concept of organizational citizenship behavior including brief introduction to its roots and definition, and most importantly the systematic literature review of some of the variables impacting OCB named here antecedents. Such an in-depth theoretical analysis is an important contribution to the field and shows that framework is not as simple as they were previously perceived. Paper type: Review

Religiosity and Organizational Citizenship Behavior: a Study on Student Employees in South Tangerang

This study explored the concept of Organizational Citizenship Behavior (OCB) in relation to student employees. The dimensions of religiosity is used as an independent variable in this study. This study expands the extant research by examining OCB of student employees, where very few studies exist. For this research 174 student employees completed an online survey, where we looked to identify correlations between OCB and three dimensions: participation, importance and meaning. Data collection in this study used a qustionnaire that developed a variable of religiosity totaling 9 items and variables totaling 15 items which isusing multiple linear regression. The statistically significant correlation between three of these dimensions and OCB will help campusidentify and encourage OCB in their student employees. The result of study shows that there is effect of the participation dimension (XL) and the meaning dimension (X3), but there is no efect of the meaning dimension (X3) on OCB.

An investigation of key predictors of organizational citizenship behavior of civil servants

PurposeThe purpose of this paper is to examine the key predictors of organizational citizenship behavior of civil servants in local governments in Uganda.Design/methodology/approachThe study draws on a quantitative approach and cross-sectional survey design. Data were collected using a self-administered closed-ended questionnaire from a sample size of 265 respondents derived using Krejcie and Morgan (1970) from a population of 844 civil servants using stratified simple random sampling technique. Data were analyzed using IBM SPSS statistical software vs 23 and Hypotheses tested using Hayes (2018) Process Macro v3.2 (Model 4).FindingsThe findings revealed that organizational justice has a significant positive effect on organizational commitment, which impact positively on organizational citizenship behavior of civil servants. The study further reveals an indirect-only mediation where organizational justice affects organizational citizenship behavior through organizational commitment. The study proves that there is no direct relationship such a relationship is enhanced through organizational commitment.Originality/valueThis study contributes to knowledge by providing key information on the predictors of organizational citizenship behavior of civil servants. The indirect-only mediation findings give some new insights into theory and literature. This study has eventually changed the direction of the debate popularly held among previous scholars who believe that organizational justice relates to organizational citizenship behavior. This is relevant in understanding the concept of organizational citizenship behavior and filling the practical gap that exists in Ugandan context.

Psychometric Properties of the Revised Organizational Citizenship Behaviour Questionnaire

Organizational citizenship behaviour is defined as “individual behaviour that is discretionary and not directly or explicitly recognized by the formal reward system and in the aggregate promotes the efficient and effective functioning of the organization” (Organ, Podsakoff, & MacKenzie, 2006). Nowadays it is one of the most widely studied phenomena in the field of organizational science (Podsakoff, Podsakoff, MacKenzie, Maynes, & Spoelma, 2014). Employee citizenship behaviour generates additional value for the organization by creating a positive social environment, improving the use of resources, coordinating activities within and between working groups, enhancingthe organization’s ability to attract and retain the best employees, maintaining organizational stability and adaptabilityto environmental changes. Meanwhile, citizenship behaviour is not widely studied in Lithuania and one ofthe reasons may be a lack of reliable and valid instruments that would correspond to the country’s cultural context.The first version of the Lithuanian twenty-nine items Organizational Citizenship Behaviour (OCB) questionnaireincluded dimensions of altruism, courtesy, civic virtue, conscientiousness, and was developed in 2013 (Bagdžiūnienė,Lazauskaitė-Zabielskė ir Urbanavičiūtė, 2013). Later, in 2014–2016, two studies were carried out with the aim torevise and confirm the structure of the OCB questionnaire and to re-evaluate its psychometric properties.In the first study, a total of 1985 employees from one Lithuanian public sector organization were surveyed online. Ninety-two percent of the respondents were female, the average age of respondents was 45.13 (SD = 10.3) years, with an average of 12.34 (SD = 7.74) years of working experience in the organization. Thirteen percent of the respondents were first-level managers. Confirmatory Factor Analysis (CFA) confirmed the five factor structure of the questionnaire; however, nine items with the lowest loadings were removed. The shortened version of the OCB questionnaire consists of five dimensions with four items in each scale. Cronbach’s alphas confirmed the reliability of each scale, the discriminant validity was confirmed by positive correlations between OCB dimensions and inrole behaviour, affective organizational commitment, job satisfaction and negative correlations with the intention to quit. In the second study, 647 employees from different organizations were surveyed online. Seventy-four percent of them were female, the average age of respondents was 30.64 (SD = 10.08) years, with an average of 4.45 (SD = 6.19) years of working experience in the organization. Sixteen percent of the respondents were first-level managers. Thirty-two percent of the respondents were from public and sixty-eight percent from private sector organizations. The five-factor structure was additionally approved by applying CFA in this sample, the invariance of the structure regarding gender, age, and status was also confirmed. Conclusion: The revised OCB questionnaire is a reliable and valid twenty-items multidimensional instrument and is congruent with the classical concept of OCB. It includes five dimensions of employee citizenship behaviour, namely altruism, courtesy, civic virtue, conscientiousness, and initiative. Limitations and practical applications are discussed.

Psychology of organizational behaviour: world trends and kazakhstani experience

Today new approaches in management of organizations are required, as change in conditions of production have been increased (acceleration of innovations, search of highly skilled personnel, close interaction of technological, social, economic and political processes, their global impact on economy). These changes also affect the scope of psychology, in particular, psychology of personality and organizational behavior. Organizational behavior is a systematic studying and practical knowledge of interaction of individuals and groups of people in organization. Organizational behavior is the field of scientific research regarding the reasons and factors of people’s behavior in the organization. In this article modern foreign research on this subject are considered. It is revealed that 17% from articles that we analyzed are devoted to the review of historical development of organizational psychology. 77% of publications are devoted to research of the personality and organizational behavior with use of a Big Five methodology and methods of neuroscience. Emergence of new concepts, such as positive organizational behavior, strategic organizational behavior, and also often found concept of organizational citizenship behavior is reflected. Works of the Kazakhstani authors have made 6%. Generally the comparative review of the Kazakhstan, American, Japanese and Russian mentality is carried out. As a result of the analysis of articles devoted to the personality and organizational behavior the conclusion regarding the following tendencies in modern world organizational psychology has been drawn: 1) big variety of theoretical bases and methodical approaches to studying of the personality and organizational behavior; 2) steady tendency of use of Big-Five as a personality methodology; 3) application of more modern methods (computer options of questionnaires, neuropsychological approaches, statistical data processing) along with classical methods of research of organizational behavior (questionnaires, tests, an observation method); 4) there is lack of implementation of modern methods in the Kazakhstani organizational psychology, they aren’t used widely. This article can be useful for teachers, students, and also for specialists in the field of management of organizations and HR managers.

PENGARUH KECERDASAN EMOSIONAL DAN KEPUASAN KERJA TERHADAP PERILAKU KEWARGAAN ORGANISASI PADA BADAN KEPEGAWAIAN DAERAH PROVINSI JAWA BARAT DI BANDUNG

Aim – The aim of the research was to find out the influence of emotional intelligence, job satisfaction, and organizational citizenship behavior.Design/Methodology/Approach – The research design was cross sectional method. This research employed descriptive approach through explanatory survey method. There were 103 respondents selected through probability sampling. The questionnaires were distributed as the instruments in collecting data from the respondents. The analysis technique used was descriptive technique by using frequency distribution.Findings – Based on the research findings through descriptive analysis, it was found that the emotional intelligence was in the good category by score 9444 and percentage 81.86%, job satisfaction was in high category by score 12198 and percentage 80.56%, and organizational citizenship behavior was in the good category by score 11853 and percentage 82.19%.Originality/value – This research is the basic to understand the emotional intelligence, job satisfaction, and organizational citizenship behavior concept. The difference of the research and the previous research was in its object aspect, which was West Java Regional Civil Service Agency in Bandung with the observed variables; emotional intelligence, job satisfaction, organizational citizenship behavior by using different theories and references from previous research.

The Relationship between Whistleblowing and Organizational Citizenship Behaviour in Textile Sector

The aim of this research is to examine the relationship between whistleblowing and organizational citizenship behaviors in textile sector operating in Denizli province. The textile production and sales have always been placed on the top for the economic structure in Denizli. One of the important concepts of whistleblowing can be defined as revealing illegal and immoral practices in an organization. The concept of Organizational Citizenship Behavior (OCB) is defined as the assumption by employees of positive roles toward the organization about issues that do not fall within their own area of duty, on a voluntary basis and without having any expectation. The study used an empirical approach which includes qualitative and quantitative methods of analyzing data. The data were gathered through surveys from 12 SME firms in textile sector. In total, 192 usable surveys were obtained. The results revealed that there are statistically significant relationships between whistleblowing and organizational citizenship behavior in textile sector.

Diversity management and OCB: the connection evidence from the Lebanese banking sector

PurposeResearch has shown that organizational citizenship behavior (OCB) has a positive and significant impact on organizational performance at a time when traditional monitoring and supervision practices are showing a declining influence. This has triggered numerous research undertakings exploring the antecedents of OCB, and how it can best be enhanced. Though many variables have been identified as predictors of OCB, the purpose of this paper is to focus on the influence of diversity management on OCB and two of its important antecedents: organizational commitment and work engagement.Design/methodology/approachThe study used a survey instrument of pre-validated scales to measure banking sector employees’ perceptions of their affective and normative commitment (NC), OCB, and diversity management practices at their organizations. Structural equation modeling was used with AMOS (20) to empirically assess the relationships among constructs.FindingsThis study empirically confirmed the positive impact of diversity management on employees’ feelings of affective commitment to the organization and engagement at work, which in turn positively impact employees’ OCB. However, the findings negate any direct influence of diversity management on NC or on OCB.Originality/valueThis study fills a gap in the literature by questioning the validity of applying the social exchange theory to the concept of OCB.

Job crafting and Work Involvement as a Mediator to Promote Head Nurses' Organizational Citizenship Behavior at Mansoura University Hospitals

Todays' human resource and management professionals have become interested in the concept of organizational citizenship behavior because they considered improving nursesOrganizational Citizenship Behavior(OCB) is a crucial factor for developing organizations.It improves efficiency and generally provides a healthy work environment. The field of occupational health has started to pay increased attention to the concept of job crafting specifically in nursing profession.Job crafting was defined as employees’ self-initiated, proactive behavior aimed at aligning their jobs with their own preferences, motives, and passions. Through job crafting, employees can optimize their work environment and work experience. This may affect both individual and organizational outcomes as wellbeing, performance, and job involvement. The aim of the present study is to determine relationships between job crafting and work involvement with head nurses' organizational citizenship behavior at Mansoura University Hospitals. A descriptive correlation design was used in carrying outthis study. All head nurses (n=122) who working in all general units at three Mansoura University Hospitals namely; Main University Hospital, Emergency Hospital, and Specialized Medical Hospital. were included in the study. Three tools were used for data collection, namely; Job Crafting Scale, Job Involvement Questionnaire, and Head Nurse' Organizational Citizenship Behavior Questionnaire. A major finding of the present study there was statistically significant correlation between head nurses job crafting and job involvement and their organizational citizenship. It was concluded that increasing social job resources job crafting play a significant role in the organizational citizenship behavior of head nurses Furthermore, the hypothesis that head nurses' work involvement has a mediating effect on organizational citizenship behavior. It is recommended that to promote head nurses'organizational citizenship, it is necessary to acknowledge and consider organizational-level job demands and job resources such as increasing social job resources job crafting and decreasing hindering job demands. As well as additional research should be conducted to test to what extent the study results can be generalized.

Organizational Citizenship Behavior Regarding Security: Leadership Approach Perspective

ABSTRACTThis study takes a relational perspective to introduce the concept of organizational citizenship behavior regarding security (OCB-S) and to examine its predictors. Utilizing social exchange and role theories, we develop a model explicating the indirect effects of the way information systems (IS) departments lead IS initiatives and manages its relationships with end-users on end-users’ OCB-S. Based on survey data from 223 employees of Chinese firms, we demonstrate that IS departments’ management approaches play an important role in influencing business users–IS department exchange (BIX) and user perceptions regarding whether IS security is their responsibility (extra-role perceptions regarding security). These factors, in turn, influence the extent to which end-users engage in OCB-S. Theoretically, this study advances our understanding of end-user security-related behaviors and their antecedents. Practically, this study highlights the importance of business users–IS department relationships and role perceptions for improving organizational security management.