Dimensions Of Organizational Citizenship Behavior Research Articles

Factors influencing organisational citizenship behaviour of nurses in healthcare services

The purpose of the present study is to examine factors which influence organisational citizenship behaviour of nurses during the coronavirus disease 2019 pandemic (COVID-19). A total of 157 usable surveys were collected from nurses working in both the public and private health services in Bosnia and Herzegovina. A Partial Least Square-based Structural Equation Modelling approach was constructed to test the reliability and validity of both the measurement and the structural model. Affective commitment influences three dimensions of organisational citizenship behaviour whereas perceived organisational support has a significant and positive effect on affective commitment. However, perceived organisational support has a negative impact, creating emotional exhaustion and depersonalisation aspects to the nurses' burnout. A positive relationship between the perceived organisational support and diminished personal accomplishment of the nurses, contributing to the level of burnout found.

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Impact of Organizational Justice on Job Performance among Teachers of Private Sector Universities, Pakistan: Authentic Leadership and Psychological Capital as Mediators

Psychological Empowerment and Place Attachment influencing

Organizational Citizenship behaviour (OCB) has been found to be largely influenced by individual characteristics. However, how an individual’s emotional bonding with the place (organization) influences OCB has not been studied. There has also been growing interest in the impact of Psychological Empowerment on display of OCB. Hence, this research aims to explore the impact of Place Attachment (PA) and Psychological Empowerment (PE) on OCB among the employees of a private University in the Eastern Region. Data were collected with the help of a questionnaire from the employees who were willing to participate and after checking for completeness of the responses and outliers, finally, 323 data were analyzed. Correlation analysis and structural equation modelling revealed that both PA and PE influenced all the dimensions of OCB. The findings of this study will contribute towards understanding the importance of variables such as PE and PA in an academic setting and its impact on the display of extra role voluntary behaviours.

Organizational citizenship behaviors perceived by collectivistic 50-and-older customers and medical-care service performance: an application of stimulus-organism-response theory

PurposeThe study aims to examine the underexplored agenda in organizational citizenship behaviors (OCBs) through the collectivistic 50-and-older customers' lens when encountering medical-care services by applying stimulus-organism-response (S-O-R) theory.Design/methodology/approachThe authors propose an integrative causal model derived from employees OCBs perceived by the collectivistic 50-and-older outpatients in Korean medical-care organizations and test the causal relationships using structural equation modeling (SEM).FindingsThe three dimensions of OCBs are external stimuli to the synergistic relationship of both cognitive and affective organisms for enhancing the organization's external outcomes. The customers' organismic processes mediate the relationships between OCBs and the resultant outcomes. Customer satisfaction plays a pivotal role in determining customers' future behavior when converting the business relationship to friendship.Practical implicationsThe proposed integrated model provides an overall mechanism of the collectivistic customer decision process in the medical-care service setting. The integrated model helps to understand better how customers proceed mental and emotional states with the encountered services and how frontline employees offer extra-roles beyond in-roles to their customers in touching points to maintain superior organizational performance.Originality/valueThe authors respond to the underexplored agenda in the OCB research discipline. The study is one of the few studies to examine the effect of OCBs from collectivistic customers' perspectives and apply a consumer behavior theory to explain a service organizational performance in an integrative causal model.

Employee empowerment and organizational citizenship behaviour

The study aimed to find out the effect of employee empowerment practices on the organizational citizenship behaviors of employees toward the organization and toward their coworkers (OCBP & OCBO). To support and establish the theory of the study, literature was reviewed. The study used the descriptive correlational research design and it used the questionnaires to gather the data. The study found that the empowerment practices of the Divine Word College of Laoag in terms of delegation of authority, autonomy, and self-efficacy self-management is high and even the different dimensions of organizational citizenship behavior are also high but not very high. Concerning the relationship between empowerment practices and organizational citizenship behavior of employees, the study was found to be significantly correlated. Therefore, the hypothesis of this study is accepted.

Analysis of Organizational Citizenship Behavior (OCB) on Employees at PT Perkebunan X

An employee that are able to give more contribution beyond their regular organizational formal responsibilities is vital for the company’s productivity and competing in these volatile times. The purpose of this study is to understand how Organizational Citizenship Behavior (OCB) in the Perkebunan X company is perceived by both senior employees and also junior employees. The writer conducts this study by using a qualitative method in order to get a better understanding and the uniqueness from each of the subjects regarding the topics of this study by using five dimensions of OCB. Results found that there are differences between how senior and junior employees perceive OCB related to factors such as culture, compensation, age, and tenure

RELATIONSHIP BETWEEN SOCIAL RESPONSIBILITY AND ORGANIZATIONAL IDENTIFICATION OF E-COMMERCE ENTERPRISE BASED ON THE MODERATING EFFECT OF COLLECTIVISM

This work empirically analyzes the moderating effect of collectivism on the relationship between social responsibility and organizational identification of e-commerce enterprise. Our study suggests that: (1) there would be significant difference on the organizational identification under distinct enterprise sizes, employee gender and educational levels; (2) Fulfillment of duties to employees, consumers and the government has a significant positive impact on organizational identification, while fulfillment of duties to social and non-social stakeholders cannot effectively predict the impact of organizational identification; (3) organizational identification imposes a significant positive effect on the two structural dimensions of organizational citizenship behavior. 
 Collectivism orientation plays a moderating role in the influence of employee-oriented and government-oriented responsibility on organizational identification. Our study recommends the managers of e-commerce enterprises to strengthen the organic integration of business strategy and corporate social responsibility (CSR), and to develop an effective framework for the system construction of CSR. It is necessary to realize that the fulfillment of corporate social responsibility is a long-term systematic project that requires fullest participation of employees. 
 Managers should undermine the collectivism orientation of employees, and vigorously activate the interaction between employees and organizations, proactively cultivating the collectivism consciousness and the sense of community among employees.

Organizational citizenship behavior in sport: Scale development and validation

The purpose of the current study was to develop a valid and reliable scale to measure organizational citizenship behavior in sport. The current research consisted of a three-stage scale development and validation process: (a) item generation and content validity, (b) construct validity and reliability, and (c) criterion validity. Qualitative and quantitative methods were used to generate and analyze scale items. The results of Exploratory Structural Equation Modeling revealed appropriate goodness-of-fit indexes for the finalized 22-item scale including five dimensions: bonding, encouraging, helping, community service, and extra work. Finally, correlations between each dimension of organizational citizenship behavior and athlete satisfaction and team commitment confirmed the criterion validity. The newly developed organizational citizenship behavior in Sport Scale is expected to help researchers empirically examine the potential relationships between psychological antecedents and identified dimensions of organizational citizenship behavior in sport as well as provide practical guidance to professionals working with athletes.

Predicting organizational citizenship behavior in a multicultural environment: The role of cultural intelligence and cultural distance

Cross-cultural research in organizational citizenship behavior (OCB) has primarily focused on testing the generalizability of various OCB dimensions in different cultures, while attempting to unearth any culture-specific OCB notions that may arise from the values of a particular culture. But with the contemporary workplace becoming increasingly multicultural, this research attempts to move beyond the study of OCB in culturally homogenous environments and investigates its manifestation in a multicultural context. This study proposes cultural intelligence (CQ) as one of the antecedents of OCB, which enables individuals in foreign cultures to understand the perceptions of OCB in that particular culture, and posits that individuals with high levels of CQ exhibit OCB in multicultural environments. Furthermore, this study investigates the moderating effect of cultural distance (CD) on the relationship between CQ and OCB to test whether culturally similar or different environments strengthen or weaken this relationship. The study draws upon the trait activation theory to test the hypotheses under investigation. Data for this study were collected from 513 expatriates of 31 different nationalities working in a multicultural environment and analyzed using structural equation modeling. The results indicated that CQ had a positive impact on OCB, but CD did not have any impact on the CQ-OCB relationship. The findings of this study have important implications for human resource managers managing a culturally diverse workforce.

Transactional Psychological Contract and Organizational Citizenship Behavior of Commercial Banks in Bayelsa State, Nigeria

The objective of this study was to examine the relationship between transactional psychological contract and the OCB dimensions of altruism, conscientiousness and sportsmanship. The study was conducted amongst employees of the (13) thirteen commercial banks listed on the Nigerian stock exchange with presence in Bayelsa state, Nigeria. It made use of the cross sectional survey design; data was collected from 338 respondents via questionnaire. These responses were analyzed via spearman rank order correlation, within the confines of SPSS. This study found out that transactional psychological contract was significantly related to these dimensions of organizational citizenship behavior under this study namely, altruism conscientiousness and sportsmanship. In conclusion, this study points that an effective implementation of the transactional contract between management and its work force enhances organizational citizenship outcomes such as altruism, conscientiousness and sportsmanship.

Information Technology Governance and the individuals' behavior: A cross-sectional study

Information technology (IT) is increasingly important to organizations and has become essential to the development of sustainable business growth. It is therefore necessary to adopt IT governance (ITG) mechanisms to ensure better solutions, sustainable growth, and better decision-making. As employee behavior is a competitive differential, this work focuses on the behavioral expression of ITG. It aims at analyzing ITG institutionalization's effect on the main dimensions of Organizational Citizenship Behavior (OCB) in Portugal. OCB describes individuals' voluntary commitment to an organization, including attitudes outside of their contractual functions. A descriptive-confirmative ex post facto research was conducted through survey research to 112 employees of IT-related departments and divisions from companies of all sizes in Portugal. The partial least square-structural equation modeling (PLS-SEM) method was used to test the overall model. The general hypothesis was confirmed, showing that ITG institutionalization positively affects individuals' OCBs in Portuguese organizations. In practical terms, it is possible to show organizations that by implementing their ITG Mechanisms, they are increasing employees' OCBs and, consequently, organizational effectiveness.

Kariyer Tatmininin Örgütsel Vatandaşlık Davranışına Etkisinde Örgütsel Bağlılığın ve İş Tatmininin Aracılık Rolü

This study aims to examine whether organizational commitment and job satisfaction have mediating roles in the effect of career satisfaction on organizational citizenship behavior. The study was carried out on white-collar workers who were chosen through convenience sampling from private sector companies operating in İzmir/Kemalpaşa Organized Industrial Zone, Turkey. The data from 308 employees were analyzed via structural equation modeling techniques at the IBM Amos 24 statistical program. The results indicated that career satisfaction had a positive effect on the sportsmanship, courtesy, and altruism dimension of organizational citizenship behavior. Also, it was found that job satisfaction and only affective commitment had mediating roles in this relationship.

Construct Measurement and Validation of Organizational Citizenship Behavior in Educational Context: Demographic Differences

Though organizational citizenship behavior (OCB) is not enforceable by any organization, it is a voluntary behavior of employees which promotes the effective functioning of any organization. Organizational citizenship behavior is a multi-dimensional concept. Due to individual behavior and prevailing circumstances, OCB may vary from one organization to another organization or from one section to another section. In line with that, the present study explores the instrument for assessing organizational citizenship behavior in primary and high school teachers in Amritsar. The study has used a descriptive research design and a quantitative approach. The analysis of the data was made with the help of the exploratory and confirmatory factor analysis. The analysis of the data clearly revealed the understanding of different dimensions of organizational citizenship behavior in the context of school education.

Effect of corporate ethics and social responsibility on OCB: the role of employee identification and perceived CSR significance

The objective of this study is to examine the nature of the association that corporate ethics and CSR have with the two dimensions of organizational citizenship behavior (OCB), OCB toward other individuals in the company (OCBI) and OCB toward the organization’s strategies and objectives (OCBO). Based on a framework involving the resource-based view of the firm and the social identity theory, the CSR-OCB relationship is investigated with regard to employees’ perceived significance of CSR practices as well as their identification (association level) with the organization. The proposed model depicting the relationships is tested empirically based on data collected from a survey instrument distributed to alumni from one of the leading universities in Lebanon employed in various companies belonging to different sectors in Lebanon and the region. Partial least square structural equation modeling (PLS-SEM) is used to analyze the data and multi-group analysis is conducted to investigate the role of perceived CSR significance. Based on the data analysis results, the model is validated and the stated hypotheses are supported. Moreover, the moderating role of the perceived CSR significance in the relationship between CSR and OCB is highlighted. Theoretical and practical implications, study limitations, and further research recommendations are provided.

Relationships between Employees’ Identifications and Citizenship Behavior in Work Groups: The Role of the Regularity and Intensity of Interactions

This paper explores the relationships of various employees’ identifications (personal, interpersonal, micro-group, group and organizational) in their two components (cognitive and affective) with two dimensions of organizational citizenship behavior (OCB): offering quality ideas and suggestions, and providing help and support within small work groups. Two studies were conducted in Russia on two respective samples: (1) employees of commercial enterprises (N = 183) characterized by a relatively high regularity and intensity of within-group interactions; and (2) the academic staff of higher education institutions (N = 157), which typically have relatively less regular, low-intensity within-group interactions. The research employed four questionnaires to assess the participants’ identifications in both of their components. In addition, managers in the respective organizations filled out an organizational communicativeness questionnaire and a two-factor OCB assessment instrument. It was found that the relationships between (a) particular identifications and (b) the ratio of group identification to other identifications, on the one hand, and OCB, on the other, depend on the degree of regularity of within-group interactions, as well as on the identification components. Organizational communicativeness did not moderate the relationship between identifications and OCB, but was significantly positively correlated with both OCB dimensions. The theoretical and practical implications of the study findings are discussed.

Investigating the relationship between organizational silence and organizational citizen behavior of primary school teachers in Saghez

Investigating the relationship between organizational silence and organizational citizen behavior of primary school teachers in Saghez

Designing a Model of Organizational Citizenship Behavior from a Social Perspective in the Iranian Red Crescent Society

INTRODUCTION: A good organizational citizen is a thought and idea that includes various behaviors of employees such as accepting and assuming additional duties and responsibilities, following organizational rules and procedures, maintaining and developing a positive attitude, being patient, and tolerating dissatisfaction and problems in the workplace. The increase in the level of organizational citizenship behavior (OCB) in the organization makes the organization an attractive environment for work. In other words, the desired level of OCBs affects the improvement of the performance of employees and, in general, the organization. The Iranian Red Crescent Society is one of the human-centered organizations, and observing the indicators of citizenship behavior is one of the effective factors in the success of its performance. Therefore, this study aimed to investigate the OCB from a social perspective in the Iranian Red Crescent Society. METHODS: The present applied study was conducted based on an exploratory qualitative approach. The statistical population of this study consisted of all managers and employees of the Iranian Red Crescent Society. The required data were collected using in-depth semi-structured interviews, which reached saturation after holding 14 interviews. To analyze the data, content analysis, meta-synthesis, and fuzzy Delphi methods using grounded theory were applied. The MAXQDA software (version 10) was used in the theory analysis process. FINDINGS: In this study, the results were classified into 78 concepts, 14 sub-criteria, and 2 main criteria, including the dimensions of citizenship behavior and the consequences of citizenship behavior. The most important dimensions of OCB consisted of the categories of helpful behaviors, individual creativity, organizational obedience, organizational loyalty, chivalry, civic virtue, and personal growth. CONCLUSION: The results of data analysis showed that the categories of increasing performance productivity and effectiveness, promoting positive relationships among employees, boosting efficiency in resource allocation, reducing maintenance costs, creating the necessary flexibility for innovation, improving customer service, using rare resources effectively were the most important consequences of observing OCB from a social perspective in the IRCS.

Attachment Dimensions as Moderators of the Relationship between Commitment to Supervisors and Organizational Citizenship Behavior

The aims of this study are to examine the correlation between the commitment to supervisors and Organizational Citizenship Behavior (OCB) by using two different commitment conceptions and to determine whether this relationship is moderated by personal internal attachment dimensions. The theoretical framework was provided by the concept of Affective Commitment (AC), derived from Meyer and Allen’s Three-Component Model (TCM), the target-free approach of Klein et al., and attachment personality theory. The study used the Affective Commitment to Supervisors (ACS) scale and Klein’s Unidimensional and Target-free (KUT) scale. The predictive value of supervisory commitment was confirmed by both methods. However, depending on the scale, the results revealed different links between commitment, OCB, and attachment personal dimensions as moderating factors. The ACS scale interacted with the dimension of attachment anxiety: In the case of a low or moderate supervisory commitment, anxiety decreased engagement in OCB. By contrast, the moderating model indicated that there was no such interaction when using the KUT scale.

Self-construal types and organizational citizenship behavior for the environment of employees in a university

PurposeIn researching into workplace pro-environmental behaviors, there is sparse evidence on self-construals with dimensions of organizational citizenship behavior for the environment (OCBE), particularly among university employees. To fill this gap, the purpose of the study is to investigate the associations of self-construals with eco-civic engagement, eco-helping and eco-initiatives among 256 (men = 139 and women = 117) employees of a University.Design/methodology/approachThrough the use of cross-sectional survey method, data were collected to investigate theoretically deduced hypotheses. Hierarchical multiple regression was used to test the hypotheses.FindingsResults showed that independent self-construal was positively associated with eco-civic engagement,β = 0.25,t = 2.55,p < 0.01, eco-helping, β = 0.42,t = 4.51,p < 0.01 and eco-initiatives,β = 0.36,t = 3.73,p < 0.01, whereas interdependent self-construal had significant positive relationship with eco-civic engagement only,β = 0.27,t = 2.73,p < 0.01.Research limitations/implicationsFuture research can manipulate self-construal and collect observational data on eco-civic engagement, eco-helping and eco-initiatives. The findings should be further developed using larger samples among other higher education institutions (HEIs).Practical implicationsThis study provides a basis that self-construction can influence OCBE, particularly, focusing on independence can drive eco-civic engagement, eco-helping and eco-initiatives while focusing on interdependence can motivate eco-civic engagement. The findings may guide future development of workplace environmental sustainability programs and policies to aid university managers, practitioners, organizers and promoters of environmental sustainability on the university campuses.Originality/valueThe findings contribute to environmental sustainability literature in HEIs by providing information on the usefulness of self-construal types in motivating employee participation in OCBE.

Deskripsi Organizational Citizenship Behavior Perawat Untuk Lansia Di Wisma Harapan Asri Yayasan Mardiwijana Semarang”

The number of elderly population in Indonesia from year to year is increasing, so it is needed a place and assistance services for elderly citizens. Wisma Harapan Asri Semarang provides services so that the elderly residents feel comfortable and at ease. The nurses for the elderly have the role of assisting and serving elderly citizens. The performance of the nurses has an important role for the quality of the services of the elderly homestead. Improved services will be better if the nurses have the attitude and actions of the Organizational Citizenship Behavior (OCB) at work.This study aimed to determine the OCB of nurses based on five dimensions of OCB. The five dimensions of OCB according to Organ are: altruism, courtesy, conscientiousness, sportmanship, and civic virtue. Descriptive qualitative research method to describe the OCB actions of nurses. The results showed OCB of nurses in the high category. An effort to improve the performance of nurses in accordance with the five dimensions of OCB. Also efforts to improve the services of nurses to meet the needs of the elderly. This research is useful for Wisma Harapan Asri in an effort to shape the behavior of nurses to provide the best service for the elderly.