Corporate Citizenship Behavior Research Articles

The Influence of Spiritual Awareness and Anxiety on Job Satisfaction through Motivation as a Mediating Variable

It has long been known that workers' mental health greatly influences job satisfaction, and it is a key factor in organizational performance and health. This research aims to determine the magnitude of the influence of spiritual awareness and anxiety on job satisfaction mediated by motivation at PT X, an automotive dealer in Cilegon, Banten. 49 respondents from the sales, administration, and maintenance workshop were given questionnaires to complete during the research project. Hypothesis testing is used in this kind of explanatory study to explain the link between the variables. Subsequently, SEM statistical techniques and PLS analysis with SmartPLS 4 software were employed to examine the gathered questionnaire data. The analysis's findings demonstrated that job satisfaction was directly and significantly impacted by motivation, anxiety, and spiritual awareness variables, job satisfaction was indirectly impacted but insignificantly by anxiety and spiritual awareness, and motivation was directly and significantly affected by spiritual awareness but insignificantly affected by anxiety. According to this research, to improve employee performance and job happiness, businesses should place a higher priority on corporate citizenship behavior.

A MEDIATION MODEL OF AFFECTIVE COMMITMENT TOWARDS THE ENVIRONMENT ON LOCAL GOVERNMENT EMPLOYEES’ ORGANIZATIONAL CITIZENSHIP BEHAVIOUR TOWARDS THE ENVIRONMENT (OCBE)

Environmental management practices inside an enterprise are related to the environmental citizenship of its personnel. However, not much is covered on the indirect influence that initiates this association. This study delves into whether affective commitment to the environment functions as a mechanism on the interaction between environmental management practices and eco-helping corporate citizenship behaviour among employees. This study was conducted utilising data collected from 244 Peninsular Malaysia local authority employees. 244 employees from municipal councils, city councils and city halls from Peninsular Malaysia were sampled using purposive sampling where the respondents were asked to fill out a questionnaire. Analysis of indirect effects found that affective attachment to the environment serves as a psychological mechanism in the interaction between environmental management techniques and employees' eco-helping organisational citizenship behaviour.

Corporate Citizenship (CC) And Organizational Citizenship Behavior (OCB)

The main objective of this article is to explore the relationship between corporate citizenship (CC) and organizational citizenship behavior (OCB), for which an approximation is made to the reality that organizations face, using the ordinatio method proposed by Pagani; Kovaleski; and Resende, (2015) to carry out a review in the Scopus, WoS databases and based on it, establish the background, the concept of corporate citizenship, organizational citizenship behavior (OCB) and the results of research on corporate citizenship. (CC) and organizational citizen behavior (OCB) and as a result, t four hypotheses and a model of Corporate Citizenship (CC) and Organizational Citizen Behavior (OCB) and some conclusions are proposed.

Corporate Citizenship (CC) And Organizational Citizenship Behavior (OCB)

El objetivo principal de este artículo es explorar la relación entre ciudadanía corporativa (CC) y el comportamiento de ciudadanía organizacional (CCO) para lo cual se hace una aproximación a la realidad a la que se enfrentan las organizaciones, se utilizó el método ordinatio propuesto por Pagani et.al. (2015) para realizar una revisión en las bases de datos Scopus, WoS y con base en ella, establecer los antecedentes, el concepto de ciudadanía corporativa, el comportamiento de ciudadanía organizacional (CCO) y los resultados de investigación sobre ciudadanía corporativa (CC) y comportamiento ciudadano organizacional (CCO) y como resultado se propone, cuatro hipótesis y un modelo de ciudadanía Corporativa (CC) y el comportamiento ciudadano Organizacional (CCO) y unas conclusiones.

KONTRIBUSI PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN GENERASI MILENIAL DI KOTA MAKASSAR

The workplace is dominated by millennial workers, and this trend is expected to continue. Although millennial workers are capable of doing their jobs quickly, intelligently, and effectively, corporate citizenship behavior among millennial workers is still underdeveloped. Perceived organizational support is one of the variables that affects organizational citizenship behavior. The purpose of this research is to ascertain how millennial workers in Makassar City's organizational citizenship behavior is influenced by perceived organizational support. The quantitative method and correlational research design are both used in this work. There were 230 participants in this research, all of whom worked as millennials in Makassar city. The Organizational Citizenship Behavior Scale (OCBS) and the Survey of Perceived Corporate Support were used to measure outcomes (SPOS). These findings of this study show that perceived organizational support makes a major contribution to organizational citizenship behavior in millennial employees at Makassar City by 28,8%

Investigating the Impact of Socially Responsible Human Resource Management on Employees' Organizational Citizenship Behavior

Socially responsible human resource (HR) management is a sustainable development-focused model that emphasizes stakeholder coordination and significantly influences a company's development. Employees voluntarily participate in corporate citizenship, which enhances the internal environment, enterprise functions, operational efficiency, and interpersonal relationships. Organizational citizenship behavior, carried out spontaneously by employees for the organization's benefit, reflects the company's attitude towards its employees and is closely tied to HR management. Thus, exploring HR management's role based on corporate social responsibility is crucial for enterprises. This study develops a questionnaire with human resource management, organizational identity, organizational citizenship behavior, and group behavior as key indicators. Through empirical research, the following findings emerge: 1) Socially responsible HRM positively impacts corporate employees' organizational citizenship behavior; 2) Socially responsible HRM positively influences corporate identity; 3) Organizational identity correlates positively with organizational citizenship behavior; 4) Organizational identity's impact on HR management and corporate citizenship behavior; 5) Collective orientation positively correlates with organizational identity.

Research on the influence of social responsibility oriented human resource management on employees' organizational citizenship behavior

Socially responsible HR is a human resource management model aiming at sustainable development, emphasizing the coordination of various stakeholders and having a significant impact on the development of the company. At the same time, corporate citizenship is also voluntarily participated by employees. It can maintain and improve the internal environment of the enterprise, enhance the functions of the enterprise, improve the operation efficiency of the enterprise, and maintain the good interpersonal relationship of the enterprise. The organizational citizenship behavior that employees spontaneously carry out for the benefit of the organization determines the company's attitude towards its employees to a certain extent, which is directly related to the company's human resource management. Therefore, it is very important to explore the role of human resource management based on corporate social responsibility in enterprises. This paper uses human resource management, organizational identity, organizational citizenship behavior, and group behavior as the main indicators to make a questionnaire. Through empirical research, it is found that: 1) HRM based on social responsibility has a significant positive effect on organizational citizenship behavior of corporate employees; (2) HRM based on social responsibility has a significant positive effect on corporate identity; (3) Organizational identity There is a significant positive correlation with organizational citizenship behavior; (4) the impact of organizational identity on human resource management and corporate citizenship behavior; (5) collective orientation has a significant positive correlation with organizational citizenship organizational identity.

The Influence Of Organizational Culture and Job Satisfaction on Organizational Citizenship Behavior With Organizational Commitment as an Intervening Variable in the Bureau of Staffing, Organization, and Procedure of the Ministry of Public Works and Housing Republic of Indonesia

In this study, we will look at the direct effects of job satisfaction, organizational culture, and organizational commitment on organizational citizenship behavior and the indirect effects of these factors through organizational commitment. Through causal research with a quantitative foundation. Path analysis was done on the survey data from 90 individuals. According to the test's findings, job satisfaction positively and significantly influences organizational commitment and citizenship behavior. Organizational culture has a significant, positive impact on how dedicated a commitment is to the organization. The conduct and activity of organizational citizens are slightly but favorably influenced by organizational culture. On organizational citizenship behavior, organizational commitment has a significant and favorable impact. Organizational commitment directly results from job satisfaction and influences corporate citizenship behavior in a favorable and meaningful way. Corporate commitment, a fundamental component of organizational culture, significantly and favorably affects organizational citizenship behavior.

Corporate citizenship and organizational citizenship behavior: does Covid-19 affect the relationship?

Corporate citizenship and organizational citizenship behavior: does Covid-19 affect the relationship?

Influence of leadership during covid-19 environment on employee motivation and organizational citizenship behavior in public universities of Pakistan

The COVID-19 epidemic has harmed staff performance and productivity in general. Organizational Citizenship Behavior is defined as an interpretation of employee performance that is necessary to contribute more to the operations and success of the business. As a result, understanding the variables influencing employees' organizational citizenship behaviour is critical to increasing organizational performance and achieving organizational goals. This paper is aim to investigate the relationship between dimensions of transformational leadership (TransL) and OCB in public universities of Pakistan. This study also aims to identify the mediating role of employee motivation between the relationship of TransL and OCB. According to this literature review paper, TransL qualities are linked to corporate citizenship behaviour, and this link is mediated by employee motivation. Intrinsic motivation and extrinsic motivation, on the other hand, have a direct beneficial relationship on organizational citizenship behaviour. This research in the second stage will be performed empirically, so that both theoretical and practical consequences can be presented, to give a complete framework for better understanding of the elements that influence workers' OCB.

THE EFFECT OF TRANSFORMATIONAL LEADERSHIP ON EMPLOYEE PERFORMANCE AND ORGANIZATIONAL PERFORMANCE MEDIATED BY JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT OF BANDA ACEH PLN CUSTOMER SERVICE IMPLEMENTATION UNIT

This study aims to measure the effect of transformational leadership on employee performance and organizational performance mediated by job satisfaction and organizational commitment. This study was conducted at the State Electricity Company (PLN), in the customer service implementation unit (UP3) at Banda Aceh (PLN UP3 Banda Aceh). The research population was 150 people, where the entire population was a permanent employee and has worked for more than 3 years. The Census method was used to determine the number of samples. Data was collected by distributing questionnaires. The research model was analyzed using Structural Equation Modeling (SEM). The results conclude that transformational leadership affects satisfaction, commitment, the performance of PLN UP3 Banda Aceh employees, and PLN UP3 Banda Aceh performance; Satisfaction affects the performance of PLN UP3 Banda Aceh employees and PLN UP3 Banda Aceh performance; commitment affects the performance of PLN UP3 Banda Aceh employees and PLN UP3 Banda Aceh performance; Satisfaction mediates the role of transformational leadership on performance of PLN UP3 Banda Aceh employees and PLN UP3 Banda Aceh performance; and commitment mediates the role of transformational leadership on performance of PLN UP3 Banda Aceh employees and PLN UP3 Banda Aceh performance. The results of this test succeeded in formulating the function of improving the performance of PLN UP3 Banda Aceh, which is a function of strengthening transformational leadership, strengthening commitment, and improving the performance of PLN UP3 Banda Aceh employees. These findings become the basis for supporting further research that can be developed by adding variables such as corporate citizenship behavior and employee empowerment.

Impression Management and Organizational Citizenship Behaviour of Hotels in Rivers State, Nigeria

This work examined the nexus amongst impression management (IM) and organizational citizenship behaviour (OCB) of hotels in Rivers state, Nigeria. A cross-sectional survey was conducted, covering a population of 341 workers (341) from twenty hotels. The study drew a sample size of 181 workers. The study employed a basic random sampling method. Copies of the questionnaire were distributed for data collection. The spearman rank order correlation coefficient was used to analyze the hypotheses. According to the studies, self-promotion and exemplification have a strong correlation with indicators of corporate citizenship behavior. Thus, the study concluded that a well-executed impression management approach in the form of self-promotion and exemplification in hotels would aid in the enhancement of an employee’s altruistic and attentive conduct. The study suggested, among other, that hotel workers employ a diplomatic self-promotion technique of impression management in order to increase the organization’s altruistic behavior.

Environmental Protection Interview, Government Environmental Protection Subsidies and Enterprise Green Innovation

Development at the expense of the environment has led to severe environmental problems in China. Faced with the increasing demand for green from the masses, environmental pollution is not only a health issue but also a political issue. In order to achieve the dual goals of “economic growth” and “ecological protection”, the state vigorously advocates green innovation. In order to solve the problem of ineffective local environmental governance and official inaction, the environmental protection interview system came into being. After the region was interviewed for environmental protection, the government strengthened environmental governance and greatly increased the environmental costs of enterprises through stricter environmental regulations, reduction of environmental protection subsidies, and increased tax penalties. So, under the theme of green development, does environmental protection interview increase the willingness of enterprises to innovate and stimulate the improvement of the level of enterprise green innovation? What is the role of government subsidies? As an exogenous event, the implementation of the New Deal for Environmental Protection Interview in 2014 provides a good environment for us to test the effect of environmental protection interview policies. Based on the corporate citizenship theory and the planned behavior theory, this paper uses the DID method to explore the impact of environmental protection interview on enterprise green innovation, as well as the regulatory role of government environmental protection subsidies. The results show that: （1） Environmental protection interview has significantly improved the level of enterprise green innovation in interviewed regions, especially the level of practical green innovation. （2） Government environmental protection subsidies have a significant impact on the effect of environmental protection interview policies; and the lower the government environmental protection subsidy level, the stronger the role of environmental protection interview in promoting enterprise green innovation. （3） The driving force for enterprises in interviewed regions to carry out green innovation comes from internal self-regulation and external environmental constraints. The contribution of this paper lies in that: （1） In the research of environmental protection interview and green innovation, few scholars start from government support, considering the regulatory role of government environmental protection subsidies in this impact path. At the same time, no scholar eliminates the “noise” of non-environmental protection subsidies, and studies the impact of government environmental protection subsidies on the effect of environmental protection interview policies. （2） Existing studies mostly examine the impact of environmental protection interview on regional environmental governance and corporate behavior, but few pay much attention to the impact of government behavior on the effect of environmental interview policies. （3） Existing studies mostly examine the usefulness and adaptability of green innovation, ignoring the social attributes of enterprises, the necessity of corporate citizenship behavior, and the behavioral intention of enterprises. Based on the corporate citizenship theory and the planned behavior theory, this paper reveals the role of environmental protection interview and government environmental protection subsidies on enterprise green innovation strategies. （4） Incorporating government environmental protection subsidies into the theoretical analysis framework explains the impact of government environmental protection subsidies on environmental protection interview and enterprise green innovation, which is an important supplement to the effect of environmental protection interview policies in the context of China’s green development in the new era. It is a good reference for government departments to use government support to serve the environmental protection interview system, improve the effectiveness of environmental protection interview policies, and extend the timeliness of the effectiveness of environmental protection interview policies.

Corporate Citizenship Behaviour and Rural Livelihoods: A Study on Multinational Corporations in Sri Lanka

Corporate citizenship seems a new conceptualization of the role of business in society. Disparity between rural and urban economy is growing and it is essential for multinational companies to address the issues benchmarking best practices. MNCs enter a nation with numerous guarantees but are they equipped for accomplishing objectives as a corporate citizen? Although the role of MNCs on local firms has been measured at different industry levels, rural livelihood perspective is unkempt in developing economies. The study aims to identify the roles of MNCs in enhancing the rural livelihoods of the dairy farmers in Sri Lanka. The study was based on an exploratory approach, adopting a qualitative research design with a thematic data analysis. Data were collected through semi-structured interviews from twenty-five dairy farmers who were directly engaging with MNC subsidiaries operating in the rural community of Sri Lanka. The MNC has been able to enhance the rural livelihoods of the dairy farmers through generating of job opportunities and replacing conventional practices with modern technology, identifying the importance of knowledge management, understanding the value of quality, adhering to policies, standards and guidelines along with maintaining proper documentations and improving the return on invested capital. However, the MNC has failed to build strong relationships with local authorities and struggled to promote dairy farming as a main source of income. MNCs exercises in the developing context is still being contended and coordinating and compiling a policy framework with the local authorities could play a significant role in shaping the livelihoods of the dairy farmers.

Corporate Social Responsibility and Citizenship Behaviour: A Case Study of Dell

The study intends to examine the corporate social responsibility and citizenship behavior in Dell. Dell Computer Corporation was established in 1984 by Michael Dell. Dell is an American multinational corporation that specializes in computer technology. Dell introduces the concepts of selling personal computer systems directly to customers, offers build-to-order computer systems, and provides direct, toll-free technical support and next-day, on-site service. Dell has many headquarters all over the world and one of them is in Malaysia. The paper also discusses how the corporate social responsibility bring an impact to their employees in terms of their citizenship behavior. The paper concludes with some implication and recommendation.

Emotional intelligence and knowledge management: A necessary link?

AbstractThis theoretical paper studies the effect of emotional intelligence (EI) on individuals' participation in knowledge management (KM) practices. Individuals are the sources of knowledge, and EI may advance individuals' self‐awareness, self‐management, social awareness, and relationship‐management skills, which in turn positively impacts their knowledge processing behavior. The argument is made that knowledge creation is enabled through individuals' ability to recognize and correctly interpret emotional and environmental clues. Knowledge sharing is facilitated through individuals' interpersonal, communication, and team‐working skills, enabled through self‐awareness and social awareness. Knowledge is retained in organizations where EI enacts individuals' corporate citizenship behavior, adaptability, and job satisfaction. Where knowledge is power, knowledge management as a discipline may face difficulties, as the attempt to manage knowledge can result in individuals' resistance. Suggestions are provided on how organizations can adapt operations to meet the needs of the knowledge carriers, integrating EI into its strategic plan. Implications for the industry and further research suggestions are followed by conclusions.

What makes a brand citizen in the restaurant industry?

We proposed a framework comprising the 3 dimensions of formal ownership practices (profit sharing, participation in decision making, and access to business information) that influence brand psychological ownership, thereby facilitating brand citizenship behavior. Data were collected from 342 frontline employees in restaurants in Taiwan. The results of structural equation modeling analysis showed that the 3 dimensions of formal ownership practices were all strong predictors of brand psychological ownership, which enhanced brand citizenship behavior. Also, brand psychological ownership was an effective mediator in the relationship between formal ownership practices and brand citizenship behavior. If employees are to demonstrate positive brand behavior, that is, brand citizenship behavior, it is necessary for organizations to generate employees’ positive brand awareness, that is, brand psychological ownership, which plays a cross-level intermediary role between corporate management and brand citizenship behavior.

Ethical Considerations of Japanese Business Culture

Japanese business ethics, culture, and practice are unique to Japan, and there is limited academic literature in the West (Fukukawa, & Teramoto, 2009; Iwao,1997; Mizuo, 1998; Oh, & Koh, 2016; Todeschini, 2012; Tsalikis, & Seaton, 2008; von Staden, 2016; Wagner-Tsukamoto, 2008; Wang, 2010). The objective of this literature review is to research 1) traditional business ethics concepts and its development in Japan, 2) Japanese corporate citizenship behavior, and 3) Japanese managerial and employee business ethics to help American business leaders better understand Japanese business ethics culture. Current trends relative to business ethics in Japan are being discussed as needed throughout this paper. Finally, this paper draws a conclusion and practitioner implications. How Japanese business people perceive the U.S. business practices and approach are discussed as well.

Corporate social responsibility and organizational citizenship behavior

PurposeThe purpose of this paper is to examine the effect of incumbent employees’ corporate social responsibility (CSR) perceptions toward multiple stakeholders on their organizational citizenship behavior (OCB) within the context of the tourism and hospitality sector in Turkey. It also aims to examine the mediating role of job satisfaction in these relationships.Design/methodology/approachData were collected from 215 white-collar employees working full-time in non-managerial positions of hotels and travel services in Istanbul and Antalya regions of Turkey, using a self-administrated questionnaire. The research hypotheses were tested using multiple regression analysis.FindingsThe result of the study showed that two of the four CSR dimensions, namely, CSR toward society and environment and government, had a significant and positive effect on OCB. On the other hand, CSR toward employee was the only variable among the four dimensions of CSR perception that had a significant and positive effect on employee job satisfaction. The finding of the mediation analysis unfortunately failed to support the mediation effect of job satisfaction on the relationship between CSR perceptions and OCB.Research limitations/implicationsThe study was limited to the Turkish tourism and hospitality sector. Thus, these findings may not be generalized to other sectors or countries. Future research should consider other sectors both in Turkey and other countries to extend the generalizability of the findings of this study.Practical implicationsThis paper indicates that employees working in tourism and hospitality sector are highly concerned about their organizational, legal, societal and environmental social activities, which subsequently make them engage in extra role behaviors. Organizations are hereby advised that government law and regulation abiding, society and environmental social activities are very important in the effective functioning of the organizations and improving their service quality, which in turn can help increase their profits and long-term value creation.Originality/valueScholars in the area of CSR often explore the effect of a single dimension of CSR. Therefore, this paper contributes to the body of literature by examining the effect of employees’ CSR perceptions toward multiple stakeholders on employee behavior. Further, it is one of the few papers that highlights the positive effect of legal dimension of CSR on employee behavior within the context of the tourism and hospitality sector.

Family and non-family women on the board of directors: Effects on corporate citizenship behavior in family-controlled fashion firms

Drawing on self-construal theory and the family business literature, we offer theory and evidence on how the presence of women, either family members or not, on the board of directors of family firms affects firm engagement in corporate citizenship behavior. In examining corporate citizenship behavior, we argue that it is important to distinguish between corporate social responsibility and philanthropy as well as between family and non-family women on the board of directors. Using data from the population of 63 family-controlled firms in the global ranking of the top-100 fashion firms, we find support for our hypotheses: female directors are beneficial for corporate social responsibility engagement only if they are not members of the controlling family, while they are beneficial for philanthropic engagement only if they are members of the controlling family.