Dimensions Of Organizational Citizenship Behavior Research Articles

Exploring Academic Staff Perception of Organizational Climate and Organizational Citizenship Behaviour: Lessons from Private Universities In Nigeria

This study explored academic staff perception of organisational climate and organizational citizenship behaviour private universities in Southeast, Nigeria. Five specific objectives, research questions and hypotheses were formulated with the decomposed variables of the study. The study was anchored on Social Exchange Theory (SET). A survey design was carried out using the sampled academic staff in the selected private universities. The study population was 4654 while the sample size was 355 arrived. Data were collected using self-administered questionnaire from the random sample of academic staff of the selected private universities in Southeast Nigeria. The data using descriptive statistics and inferential statistics were used in this study. The results revealed that there is a positive significant relationship between organizational climate and organizational citizenship behaviour. The results showed that there is a significant relationship between the organizational climate dimensions and organizational citizenship behaviour dimensions. This implied that the success of an institution is dependent upon the effective management of organisational climate, which is an important path to the success of employee’s citizenship behaviour. The study recommended that equity and fairness should be entrenched during appointments and promotions so as to reduce incidence of service sabotage among academic staff of private universities. In the spirit of harmony, management of private universities should score collaborative works more than individual outputs in order to encourage teamwork among academic staff

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

One of the important factors that can affect employee performance (EP) is the employee’s perception of organizational justice (OJ) in the workplace and the employee’s willingness to carry out the employee’s primary role (in the role) optimally and the employee’s willingness to carry out tasks outside the employee’s primary job (extra-role), commonly called organizational citizenship behavior (OCB). OCB is divided into two dimensions: OCB at the individual level (OCBI) and OCB at the organizational level (OCBO). In educational organizations, the OCB of teachers is a strategic matter, so it needs to be a concern for school management if schools want to continue to survive and develop in the era of globalization characterized by changes in a dynamic and competitive environment. OCB from teachers can be said to be a form of teacher gratitude because the school has supported the welfare of teachers a lot, appreciates the contributions of teachers, and feels organizational justice practiced by the school. The respondents to the study were 820 full-time teachers from high schools and vocational high schools spread across several regions in East Java Province and Central Java Province, Indonesia, who were taken using convenient sampling techniques. This study aims to analyze: (1) the effect of OJ on OCBI and OCBO; (2) the direct effects of OJ and indirect effects on EP with OCBI and OCBO as mediation. Data analysis used the structural equation model (SEM) and Sobel test. The results of hypothesis testing show that: (1) OJ can significantly improve OCBI; (2) OJ can significantly improve OCBO; (3) the OJ was found to have a significant positive effect on EP; (4) OCBI can significantly improve EP; (5) OCBO can significantly improve EP; (6) OCBI partially mediates the influence of OJ on EP; (7) OCBO partially mediates the influence of OJ on EP. The results of this study explain the essential aspects of behaviour in the workplace, such as OJ, OCB, and EP, with a particular focus on high schools and vocational high schools in several regions in East Java Province and Central Java Province, Indonesia. The results showed that improving the EP of teachers can be achieved by organizational management through OJ practices in the work environment as well as organizational management efforts in improving the OCB of employees, considering that employees play an essential role in improving organizational performance.

Analyzing Dimensions, Consequences, and Inequalities of Organizational Citizenship Behaviour in Non-governmental Organizations of Crisis Management (Experimental Evidence: Red Crescent Society of the Islamic Republic of Iran)

INTRODUCTION: This research aimed to provide a dynamic model of organizational citizenship behavior (OCB) in crisis management non-governmental organizations with a social approach (experimental evidence: Red Crescent Society of the Islamic Republic of Iran). METHODS: This applied research was conducted using a mixed (quantitative-qualitative) method to analyze the data. The statistical population consisted of university professors as well as the managers and experts of the Iranian Red Crescent Society, who were selected by the snowball sampling method. The total number of experts in the Iranian Red Crescent Society and in the academic community accounted for 10 individuals (n=5 each), and the sampling continued until reaching theoretical saturation. The required information was collected through observation, in-depth and semi-in-depth interviews, review of documents, and experts' opinions; finally, by using the exploratory factor analytical statistical method, appropriate measurement tools were prepared. In this research, the Delphi technique and the Decision-Making Trial and Evaluation Laboratory-based Analytic Network Process were employed to determine and prioritize criteria and sub-criteria. For this purpose, the pairwise comparison matrix was used to determine the weight of the criteria. FINDINGS: In this study, helping behaviors, individual initiatives, organizational obedience, organizational loyalty, chivalry, civic virtue, and personal development were among the dimensions of OCB in descending order. CONCLUSION: The results of this research showed that the consequences of OCB included an increase in performance productivity and effectiveness, the promotion of positive relations between employees, more efficiency in allocating resources, reduction in maintenance costs, the provision of necessary flexibility for innovation, improvement of customer service, and effective use of scarce resources.

Unpacking the dimension-specific relationships of job insecurity, organizational commitment, and organizational citizenship behavior

Although the extant research sheds light on the relationship between job insecurity, organizational commitment, and organizational citizenship behavior (OCB) on an aggregate level, comparatively little recognition has been given to the links between sub components of those variables. To fill the void, the purpose of this study is to estimate the relationships between sub-dimensions of job insecurity (severity of threat and powerlessness), organizational commitment (affective, normative, continuance-alternatives, continuance-sacrifices commitment), and OCB (Individual-oriented organizational citizenship behavior, OCB-I, and organizational-oriented organizational citizenship behavior, OCB-O). The results based on the sample of the Korean employees show that job insecurity does not affect continuance commitment but does negatively influence affective and normative commitment. In addition, the findings suggest a negative relationship between job insecurity and OCB-O, while severity of threat was unassociated with OCB-I. Furthermore, affective and normative commitment positively affect OCB whereas continuance commitment does not exert an effect on any dimensions of OCB.

Gender Bias for the Organizational Citizenship Behavior Expectations in Gender-Typed Jobs in Turkey

The present study aims to examine one source of gender bias. The extent to which expectations of in-role and extra-role behaviors may change as a function of the job occupant’s sex and the sex-type of the job- in a non-Western cultural context. Following the predominantly North American extant literature, two hypotheses were proposed. First, communal organizational citizenship behaviors are more likely to be perceived in-role for women, whereas agentic organizational citizenship behaviors are more likely to be perceived in-role for men. Second, communal organizational citizenship behaviors are more likely to be perceived in-role for employees who hold female sex-typed jobs. In contrast, agentic organizational citizenship behaviors are more likely to be perceived in-role for employees who hold male sex-typed jobs. The hypotheses were tested using an experimental design in a Turkish sample of 210 senior-level undergraduate business administration students. Consistent with previous research, the results indicate that altruism is perceived as mandatory for women but not for men. Significant differences were not detected between observers’ expectations for men and women and other dimensions of organizational citizenship behavior and between the holders of masculine and feminine jobs.

Job Satisfaction as Antecedent of Organizational Citizenship Behavior: An Empirical Study Among Academicians

Purpose: Organizational citizenship behavior is significant for enhancing organizational effectiveness. Due to the importance of employee citizenship behaviors for organizations, it is necessary to analyze the impact of the antecedents of citizenship behaviors for promoting such behaviors among employees. This research work has examined the predictive ability of the different dimensions of job satisfaction in eliciting organizational citizenship behaviors among academicians working in private arts and science colleges. The dimensions of job satisfaction taken up for analysis include – salary, workload, physical work environment, interpersonal relationship, leadership style and job security. The dimensions of Organizational citizenship behavior include – altruism, sportsmanship, conscientiousness, civic virtue and courtesy. Methodology: Primary and Secondary data were used in this study. The primary data was based on the sample survey conducted among academic staff employed in private arts and science colleges. The sample size for the study is 112. Data was analyzed using Correlation and multiple regression methods using SPSS version 28. Findings: The results have established job satisfaction as a significant predictor of the organizational citizenship behavior dimensions of sportsmanship, civic virtue and courtesy. Workload was found to have the strongest antecedent ability. Practical Implication: The results of the study will help educational institutions to better manage the organizational factors that promote job satisfaction among academic staff. Satisfied staff will engage in citizenship behaviours that will strengthen the academic institution. Originality: This research work has examined and established the predictive ability of job satisfaction in eliciting organizational citizenship behaviours among academic staff. The reciprocity norm of Social Exchange theory which advocates that satisfied employee reciprocate their satisfaction by displaying citizenship behaviour is confirmed in this work.

Relationship between Organizational Citizenship Behavior (OCB) and Customer Satisfaction

Organizational citizenship behavior (OCB) refers to a set of voluntary and optional behaviors that are not considered the person’s obligation; however, they are adopted by the person, and they can improve the organizational tasks and roles. This research aims to explain the effect of the dimensions of organizational citizenship behavior (OCB) on customer satisfaction in a case study of Saman Bank branches in Tehran. The results of the research can direct the organizational managers towards success, especially in service organizations. In terms of purpose, the research is an applied one, and in terms of data collection, it is a descriptive survey study. The population includes two groups; the first group consists of the Bank employees in the selected branches of Tehran, and the second group consists of the Bank customers with an infinite number. The research validity was evaluated based on face validity, reliability was evaluated based on Cronbach’s alpha coefficient, normality of data distribution was checked by the Kolmogorov-Smirnov test, and the studied constructs were approved by confirmatory factor analysis and structural equation modeling. According to the results, organizational citizenship behavior has a significant direct and positive effect on customer satisfaction.

Organizational Citizenship Behaviour (OCB) In Educational Settings: A Narrative Review

Organizational citizenship behaviour (OCB) is a crucial foundation of every human organization. The main purpose of this review paper is to highlight the importance of the OCB in educational settings. Educational institutes have leaders, employees and resources (tangible and intangible). OCB dimensions, in particular: altruism, civic virtue, courtesy, consciousness and sportsmanship, have shown great significance in making associations between employees more powerful thereby improving group performance and influencing positive outcomes of the organization and improvements in school outcomes (as nonprofit service institutions) require the expression of OCB by their employees. Organizational citizenship behaviour (OCB) to stem negative behaviours and enhance positive workplace behaviours. Research has shown the benefits of critically examining the development of OCB in both school leadership and educators. This narrative review of the OCB construct focuses on the role, types, existence of, measurement of, and importance of OCB in educational settings. Implications for the next steps in the process are provided for policymakers, administrators, and teachers to promote OCB in their schools.

Antecedent Organizational Citizenship Behavior Model: a Literature Review

Employee contributions that exceed their job descriptions or exceed the demands of their roles in the company are part of organizational citizenship behavior (OCB). Once the importance of OCB in achieving company goals makes us interested in research with the aim of providing recommendations for OCB antecedent models and solutions to these models at PT. Sejahtera Usaha Bersama (PT. SUB). This study uses a literature review method. Where the results of this study are recommendations for OCB antecedent models for PT. SUB, namely organizational communication, servant leadership, organizational commitment, job motivation, employee age, and organizational culture, it is hoped that these antecedents can strengthen the OCB dimensions, namely altruism, courtesy, sportsmanship, civic virtue and conscientiousness. And there are 6 solutions that we offer to PT. SUB.

Organizational justice and organizational citizenship behavior: the mediating role of work engagement

The intention of this paper is to investigate the mediating role of work engagement between the four dimensions of organizational justice (OJ) and organizational citizenship behavior (OCB) dimensions. The current literature appears to have overlooked the mediating role of work engagement (WE) in the link between justice and organizational citizenship behavior (OCB) in higher education institutions (HEIs). As a result, it appears to be one of the primary studies of its kind to investigate the relationship between OJ dimensions (i.e., procedural, distributive, informational, and interpersonal justice) and OCB dimensions (i.e., OCBI and OCBO) through WE. Data were collected from 121 faculty members from ten private universities operating in Bangladesh. The PLS-SEM was employed to investigate hypotheses. The investigation found OJ is positively connected to WE. Besides, WE is significantly related to OCB. Moreover, WE mediated the relationship between OJ dimensions and OCB dimensions, except for the relationship between PJ and OCB dimensions. The study provides necessary guidelines for the organizations regarding how they might improve citizenship behavior by ensuring justice and engagement in the workplace. Therefore, the application of the findings might ensure better employee outcomes and organizational productivity.

Organizational Citizenship Behavior (OCB) In Achieving Police Organization Goals

Police are an organization that is different from the organization in general and has a goal to maintain security and order in society. This shows different organizational contexts and makes measuring OCB in these organizations different. This paper aims to analyze the implementation of organizational citizenship behavior in fulfilling the duties of the police organization to maintain security and public order. Descriptive qualitative method with a literature review approach was used in this study. Literature review was conducted on articles, journals and books related to the research problem. The findings show that OCB is generally shown by the attitudes of employees who try to do more than their formal duties. Managers can then observe it from several OCB dimensions that employees may exhibit or use the same dimension to measure OCB in an employee. However, because police organizations are different from organizations in general, OCB in police organizations can be measured by four dimensions, namely organizational loyalty, service delivery, altruism, and compliance. The implication for police managers is that this can be used to develop OCB in the police force and used to assess the extent to which police officers apply OCB, including the use of discretion in providing justice in their daily duties.

Organizational Fairness and Organizational Citizenship Behaviour: A study of selected fast food industries in Uyo metropolis, Akwa Ibom State, Nigeria

The main purpose of this study is to examine the impact of organizational fairness on organizational citizenship behaviour in fast food industries in Uyo Metropolis Akwa Ibom State, Nigeria. The study adopted a correlational approach by considering organizational fairness as an independent variable and organizational citizenship behaviour as the dependent variable. The sample for the study consist of 40 employees selected randomly from fast food industries in Uyo. Data were collected through two standard questionnaires after having been validated and confirmed by experts. A 4 scale with 16 items developed by Khuarana (2013) was used to measure organizational fairness with the following components. Distributive fairness, procedural fairness and interactive fairness, whereas, Podsakoff’s (2003) 24 items scale was used to measure organizational citizenship behaviour based on Organ’s (1988) five dimensions of organizational citizenship behaviour which are: Altruism, sportsmanship, civic virtue, conscientiousness and courtesy. For data analysis, correlation and regression analyses were employed in the study and the result showed that, there is a significant positive effect of organizational fairness on organizational citizenship behaviour. Secondly, the result also showed that among the construct of organizational fairness, procedural fairness has the highest and significant correlation with organizational citizenship behaviour. Therefore, it is recommended that, for fast food industries in Uyo, Akwa Ibom State, Nigeria to be effective in achieving its targeted goals and objectives, it is required of them to reevaluate its performance specifically on the three basic dimensions of fairness and their associated variables.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DAN PERUBAHAN ORGANSASI AKIBAT PANDEMI COVID-19

Human resources are an absolute strength for the success of an organization, various challenges are faced by the company in achieving its goals, both internally and externally. One of the biggest challenges for companies at this time is the Covid -19 pandemic which has occurred for almost three years, not only in Indonesia. but also in almost all parts of the world. Organizational Citizenship Behavior (OCB) is highly expected in conditions like this, where employees voluntarily show their extra roles outside of the mandatory duties assigned to them, such as helping co -workers without being asked, replacing sick co- workers, giving encouragement, and so on. This paper reviews the dimensions of OCB which consist of altruism, conscientiousness, sportsmanship, courtesy, and civic virtue as well as their role in the company's change management to survive and continue to grow amid the Covid -19 pandemic. Written using a descriptive approach through literacy studies from previous studies, journals and related articles and writings compiled with the author's view, then presented systematically so as to provide an overview of the OCB of company employees in the midst of organizational change due to the Covid-19 pandemic.

How ethnic dissimilarity influences perceived organizational support and organizational citizenship behaviors?

PurposeThis study examines the mediating effect of self-efficacy between perceived organizational support (POS) and organizational citizenship behaviors (OCB) organization (OCBO); and POS and OCB individual (OCBI) in a cross-cultural context.Design/methodology/approachData were collected from 207 full-time academics from the private universities in Malaysia and Mainland China using a questionnaire survey.FindingsThe results indicate that self-efficacy is a salient mediator linking POS with OCBI and OCBO. Additionally, ethnic dissimilarity is found to have a contextual influence on the research model as the results reveal that self-efficacy only mediates the relationship between POS and OCBO but not between POS and OCBI in a heterogeneous society. In contrast, self-efficacy is found to mediate the relationships between POS and OCBO and between POS and OCBI in a homogeneous society.Originality/valueThis study contributes to the literature by being one of the first studies that examine the relationship between self-efficacy and two dimensions of OCB in two different cultural contexts.

Employee Participation in the Decision-Making Process and Organizational Citizenship Behavior: The Mediating Role of Affective Commitment

Abstract Purpose: The purpose of this article is to examine the relationship between employee participation in the decision-making process (EPDMP) and organizational citizenship behavior (OCB) while considering the mediating role of affective commitment (AC). Methods: The article is based on primary cross-sectional data collected using questionnaires and applying a convenience sampling method among employees in Bosnia and Herzegovina (B&H). The sample consists of 302 employees from 127 companies across multiple industries. Results: First, there is a positive relationship between EPDMP and two dimensions of OCB – organizational citizenship behavior directed at individuals (OCBI) and organizational citizenship behavior directed at the organization (OCBO). Second, the findings suggest that AC mediates the relationship between EPDMP and OCBI and OCBO. Furthermore, OCBI is found to mediate the relationship between AC and OCBO. Conclusion: This article extends the literature by introducing the mediating role of AC in the relationship between EPDM and two dimensions of OCB and the mediating role of OCBI in the relationship between AC and OCBO.

The moderating role of remote work in the relationship between organizational culture and OCB: case studies from the financial sector

PurposeThe purpose of this article is to show how remote working affects employees' organizational citizenship behavior (OCB).Design/methodology/approachThe authors conducted research on organizations in the financial sector, as this segment was able to easily adapt to the challenges of remote working and teleworking. They used the case study approach: they analyzed organizational documents and management communications related to crisis management back to March 2020, when the pandemic started in Hungary, and conducted semi-structured interviews with managers and subordinates.FindingsThe results highlighted that the dominant organizational culture determines the effects of remote working on OCB. In organizations with a dominant market culture, OCB has changed the least because of the home office, with only a decline in the dimension of civic virtue. In organizations with a dominant clan culture, conscientiousness decreased, while the other three dimensions increased. The dominant hierarchy culture reacted the most unfavorably, excluding the dimension of courtesy, as all dimensions decreased.Originality/valueThe study shows how the pandemic and working in home office have changed the dimensions of OCB in different organizational cultures.

Linking Organizational Justice to Organizational Citizenship Behavior and Organizational Commitment as Mediator

The objective of this study is to explore the role of organizational commitment between organizational justice and organizational citizenship behavior. Data were collected two hundred and fifty two (N=252) employees of Muslim commercial bank, United Bank Limited, Habib Bank Limited and JS Bank Limited through organizational citizenship behavior Questionnaire (Podsakoff et al., 1990), organizational commitment Questionnaire (Meyer and Allen, 1991) and OJ Questionnaire (Niehoff and Moorman, 1993). Amos and SPSS were the software through which data were analyzed. The results of correlation and structure equation modeling showed a significant positive relationship between organizational justice and organizational commitment (r=0.481, p=0.000), organizational justice and organizational citizenship behavior (r=0.515, p=0.000), organizational commitment and organizational citizenship behavior (r=0.627, p=0.000). Moreover, organizational justice revealed that organizational justice has a significant positive relationship with all dimensions of organizational citizenship behavior and organizational commitment. Organizational commitment also explored a significant positive relationship with all dimensions of organizational citizenship behavior.

Examining the Influence of the Demographic Variables on Organizational Citizenship Behavior Levels among Bank Employees in Madurai District

The study concentrates on the influence of the demographic variables on Organizational Citizenship Behavior levels among bank employees. Organizational Citizenship Behavior (OCB) is defined as the voluntary commitment exhibited by the employees within an organization. OCB allows employees to maintain continuous interaction with the existing and prospective customers, especially in branch banking. To increase productivity, efficiency, and customer satisfaction and reduce turnover rates and absenteeism, the organization should motivate and encourage the employees to exhibit OCB. Also, voluntary behaviour will result in the success of the organization. The study is focused on the effects of five dimensions of OCB as Altruism, Courtesy, Conscientiousness, Civic Virtue and Sportsmanship. The researcher uses a descriptive research design and a simple random sampling method with a sample size of 100 respondents. The main aim of the study is to examine the influence of the demographic variables on OCB levels among bank employees in the Madurai district.

Examining the Influence of the Demographic Variables on Organizational Citizenship Behavior Levels among Bank Employees in Madurai District

The study concentrates on the influence of the demographic variables on Organizational Citizenship Behavior levels among bank employees. The term Organizational Citizenship Behavior (OCB) is defined as the voluntary commitment exhibited by the employees within an organization. OCB allows employees to maintain continuous interaction with the existing and prospective customers, especially in branch banking. To increase productivity, efficiency, and customer satisfaction and reduce turnover rates and absenteeism, the organization should motivate and encourage the employees to exhibit OCB. Also, voluntary behavior will result in the success of the organization. The study is focused on the effects of five dimensions of OCB as Altruism, Courtesy, Conscientiousness, Civic Virtue and Sportsmanship. The researcher uses a descriptive research design and a simple random sampling method with a sample size of 100 respondents. The main aim of the study is to examine the influence of the demographic variables on OCB levels among bank employees in the Madurai district.

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.