Dimensions Of Organizational Citizenship Behavior Research Articles

The Effect of Islamic Culture on Organizational Citizenship Behavior among Nurses of Yazd University of Medical Sciences Hospitals

Introduction: The organizational citizenship behavior in hospitals is of great importance since it enhances positive relationships between employees and their involvement in organizational activities. On the other hand, culture is one of the main and major components of the organization, which has a direct effect on promoting the organization's activities. In this regard, rich Islamic culture with its pure concepts has a great role in shaping and refining people's behaviors. The purpose of this study was to investigate the effect of Islamic culture on organizational citizenship behavior among nurses in hospitals of Yazd University of Medical Sciences. Methods: In this cross-sectional study, 264 staff of the selected hospitals affiliated with Yazd University of Medical Sciences was selected using two-stage sampling method. The data collection tool was a valid and reliable questionnaire consisting of three sections: demographic information, a 22-item organizational citizenship behavior questionnaire with 5 dimensions, and the Islamic culture questionnaire, which should be answered using a 5-point Likert scale. Data were analyzed using SPSS 21 and SmartPLS software. Results: Among the dimensions of organizational citizenship behavior, the highest mean and standard deviation were related to conscientiousness dimension (3.10±0.69). The total mean and standard deviation was calculated as 2.99±0.57 for the component of organizational citizenship behavior. The mean and standard deviation of Islamic culture was 2.89±0.53. According to the data analysis algorithm in PLS method, by examining the significant coefficients of t for each path, Islamic culture had significant effect on all components of the organizational citizenship behavior. Conclusion: Considering the impact of Islamic culture on organizational citizenship behavior, various cultural programs such as cultural training courses, cultural seminars, and cultural events are suggested to promote Islamic culture in hospitals

The structural relationship between organizational justice and organizational citizenship behavior in university faculty in China: the mediating effect of organizational commitment

The present study focuses on the relationship between university faculty members’ organizational citizenship behavior (OCB), affective organizational commitment, and organizational justice. OCB can be simply defined as extra-role behavior not prescribed in formal organizational rules or job descriptions that promotes organizational effectiveness. This study examined two dimensions of OCB at a university: OCB toward the organization and OCB toward individuals. Data were collected through a questionnaire returned by 257 university faculty members from one major university in Shandong Province, China. The results show a positive association in all three types of organizational justice: distributive, procedural, and interactional justice. Affective organizational commitment is the most influential predictor for university faculty members’ OCB. Since human resources (HR) conditions at Chinese universities are relatively unknown, these findings and implications can give valuable insights for educational policy makers, university administrators, and HR-related practitioners in China.

Disentangling the Direct and Indirect Effects of Task, Individual, and Organizational Factors on Occupational Citizenship Behavior

Organizational citizenship behaviors (OCBs) have been the subject of considerable research attention within business organizations. Much less attention has been directed at OCBs within criminal justice agencies, and even less research has addressed OCBs within police organizations. The present study uses survey data collected from 829 police officers in India to assess the antecedents of several dimensions of OCBs. Unlike most prior research, we use a path model in an effort to disentangle the direct and indirect effects of organizational justice, job demands and job resources, organizational justice, stress, and work attitudes on OCBs while controlling for officer personal characteristics. Our findings indicate that job satisfaction and organizational commitment are strong predictors of OCBs and that they mediate the effects of job stress, which did not directly influence OCBs. In addition, organizational justice factors exerted inconsistent effects on OCBs. Strategies for increasing the likelihood that officers will engage in OCBs are discussed.

Correlações entre confiança e comportamentos de cidadania organizacional: apontamentos e reflexões para gestores públicos de um município de Minas Gerais

This quantitative approach study aimed to investigate the influence of dimensions of trust over expressions of organizational citizenship behaviors (OCBs) in the total sample of civil servants from two public management units in a city in Minas Gerais. Data collection was held by applying a sociodemographic survey, the Behavioral Trust Inventory (BTI), the Public Relations Relationship Measurement Scale (PR-RMS) and the Behavioral Intentions of Organizational Citizenship Scale (EICCOrg) in a sample of 81 civil servants. Data was treated using the Statistical Package for Social Sciences – SPSS version 22. Results confirmed the existence of a positive relation between the dimensions of trust and OCB both for the total sample and for the subsamples. The existence of peculiarities conditioning both the correlations and the explanatory power of trust variables was found in the total sample and subsamples of Health and Education sectors. This work expects to contribute to public managers so that they can develop actions that enhance the levels of trust and promote more cooperative environments with OCBs manifestations, favoring, therefore, the organizational climate and guaranteeing the services’ users are satisfied.

Relationship Between Participatory Management With Organizational Citizenship Behavior and Organizational Commitment of Nurses in Hospitals Affiliated With Mashhad University of Medical Sciences

Aims The present research was conducted in 2017-2018 with an aim to determin the relationship of participatory management style with Organizational Citizenship Behavior and organizational commitment of nurses in hospitals affiliated with Mashhad University of Medical Sciences. Methods & Materials The present research was a descriptive-correlational applied study. The statistical population of the study included all nurses working in hospitals affiliated with Mashhad University of Medical Sciences and it was comprised of 3538 members. A one-step cluster sampling was used in the present research. Using Cochran formula, 347 members of this community were selected as samples. In order to collect data, standard participatory management (Choopani), Organizational Citizenship Behavior (Organ and Konovsky), and organizational commitment (Allen and Meyer) questionnaires were used. Cronbach’s Alpha showed that the values for reliability of the three questionnaire were 0.902, 0.7140 and 0.795, respectively. The validities of the three questionnaires were confirmed by content validity and construct validity. SPSS18 and LISREL software were used to analyze the data. Findings The findings of the research showed that the relationship between participatory management style and organizational citizenship behavior was positive and significant (P=0.62), and the relationship between participatory management style and organizational commitment was also positive and significant (p=0.48). Considering the value of path coefficient, it was concluded that politeness dimension and respect dimension of organizational citizenship behavior (P=0.65) and emotional commitment dimension (P=0.53) have the most intense relationships with participatory management style. Conclusion The final results of the research suggested that participatory management was in a significant positive relationship with all dimensions of citizenship behavior an also, with the three dimensions of organizational commitment. therefore, it is recommended that the managers of treatment and healthcare centers adopt participatory management style.

Gender Differences in Organizational Citizenship Behaviour: A Study of Malaysian Manufacturing Sector

Many companies emphasize on the efficiency of employees, thus, organizations have been seeking for the methods that can improve the employees’ performance and efficiency. Organizational citizenship behavior (OCB) has been recognized as one of the significant factors that can enhance the organizational efficiency and overall productivity. Among the variables that could affect the level of OCB, the differences of genders on OCB should be concerned. This is because different genders of perceptions could influence employees’ behaviors in organizations. Hence, it is crucial to examine the significance of gender differences in OCB among employees. However, limited studies were conducted to investigate the significance of the gender differences in OCB. Hence, this paper intends to minimize the research gap by examining the significance of genders’ difference, as well as determining the level of OCB among the genders. A total of 85 valid respondents from few Malaysian manufacturing companies participated in this research. The results revealed that there is no significant genders’ difference on both dimensions of OCB, namely OCBI and OCBO. No significant genders’ difference was found in overall OCB as well. Future studies are recommended to conduct more studies on larger sample size, as well as to conduct their studies on wider scope of respondents.

Impact of employees’ job, organizational and technology fit on engagement and organizational citizenship behavior

论员工职业 组织 和科技合适度对员工参与和组织公民行为的影响摘要研究目的本论文旨在检验三种人-环境（PE）合适度维度（即人-工作 人-组织 人-科技）对员工参与和以服务为本的组织公民行为（OCB）维度（如忠诚度 服务传递 和参与）的影响。研究设计/方法/途径研究采样通过线上和线下问卷, 样本包括与顾客接触的在美国度假村式酒店工作的员工。样本数量为290份。研究分析方法包括验证性分子分析和结构方程模型。研究结果研究结果表明三种 PE 合适度维度对员工参与有积极影响。研究结果还表明三种PE合适度维度通过员工参与变量对三种 OCB 的维度有显著影响, 除了 PT 与参与之间的关系外。PT 合适度只对参与有显著直接影响。研究原创性/价值本论文对目前有关PE合适度 员工参与 和OCB文献有着显著贡献, 其增添了PT合适度, 还检验了三种PE合适度维度对服务为本OCB通过员工参与变量的间接影响。本论文推荐酒店业相关企业应该制定政策和方针来提高员工PE合适度, 因为 PE 合适度是服务为本OCB变量的关键维度。关键词：人-环境合适度 人-工作合适度, 人-组织合适度 人-科技合适度 员工参与 以服务为本的组织公民行为（OCB）纸张类型研究论文

Student organizational citizenship behavior: Nature and structure among students in elementary and middle schools

This research studied the nature of organizational citizenship behavior (OCB) among elementary and middle school students. While much is known about OCB in a large variety of contexts (Jimmieson, Hannam, & Yeo, 2010), this research is the first ever to study the unique construct of student OCB. In-depth semi-structured interviews were conducted with principals, teachers, and students. The interviews were analyzed using thematic network analysis, revealing five dimensions of student OCB: OCB toward studenthood, helping behavior toward students, OCB toward school personnel, OCB toward school community, and OCB toward external society. Practical implications and significance for future research are discussed.

Organizational Culture and Citizenship Behaviour of the City Government of Digos

Aims: The relative importance of Organizational Citizenship Behaviors (OCB) in organizations is established. Organizational culture has been proven to influence OCB. However, less have studied the interaction of the two organizational variables among local government units. This study intends to describe the city government of Digos’ organizational culture and organizational citizenship behavior and examine the relationship between them. This research also endeavors to investigate the influence of profile variables namely employees’ age, sex, position, department and years of service on the organizational citizenship behavior.
 Study Design: This study adopts the quantitative, non-experimental research design particularly the causal-correlational design. The independent variable is the organizational culture with the dimensions dominant characteristics, employee management, organizational leadership, organizational glue, strategic emphasis and criteria of success. The dependent variable on the other hand is organizational citizenship behavior with the indicators altruism, courtesy, sportsmanship, conscientiousness and civic virtue
 Place and duration of Study: This study was conducted in the City Government of Digos City, Province of Davao del Sur, Region XI, Philippines from the period January 2018 to June 2018.
 Methodology: Two questionnaires were utilized namely the Organizational Culture Assessment Instrument (OCAI) and the 25-item organizational citizenship behavior scale. These were administered to 196 employees of the City Hall of Digos. Following the correlational research design, the study made use of the mean, Pearson product moment correlation coefficient and the general linear model as statistical tools to address the objectives of the study.
 Results: For organizational citizenship behavior of the city government of Digos, results indicate that the dimensions namely altruism, courtesy and sportsmanship were found to be high while conscientiousness and civic virtue were found to be very high. Elements of organizational culture had significant correlation with particular dimensions of organizational citizenship behavior. It was found that the dominant characteristic have significant correlation to courtesy. The organizational leadership was also found to significantly correlate with conscientiousness. The employee management culture was also found to significantly correlate with. The strategic emphasis culture also significantly correlates with civic virtue. The criteria for success scenario significantly correlated with altruism. The results of the analysis using the general linear model to identify profile variables that significantly influence the different organizational citizenship behavior indicators. It was found that the employees’ sex had a significant influence of altruism. Courtesy and sportsmanship was significantly influenced by employees’ department and sex. Conscientiousness and civic virtue were affected by employees’ department.
 Conclusion: Prevailing organizational culture of the city government of Digos under the context of dominant characteristics, organizational leadership, management of employees, organizational glue, strategic emphasis and criteria of success were found. The level of organizational behavior was also described as high for the indicator’s altruism, courtesy and sportsmanship, while conscientiousness and civic virtue of the organization were described as very high. Significant relationships also existed among various organizational culture scenarios and indicators of organizational citizenship behavior. Finally, it was found that employees’ sex and department significantly influenced specific indicators of organizational citizenship behavior.

Good citizen, good ambassador? Linking employees' reputation perceptions with supportive behavior on Twitter

Although it is well accepted that employees' behavior is a key intangible resource of sustainable competitive advantage, little is known about the effects of employees' company-related behavior in social media. This research contributes to this body of knowledge by studying the effect of perceived external reputation on employees' supportive behavior in social media. The authors investigate the mediation effect of a three-dimensional organizational citizenship behavior (OCB). The research based on two separate surveys among Twitter account holders. The results revealed that not all OCB dimensions act as mediators between perceived external reputation and employees' supportive behavior in social media. At the end, the authors discuss how the findings enhance our understanding of the impact of corporate reputation on employees' behavior in social media.

Pay structure and organisational citizenship behaviour: A study of Telecom sector in India

Pay structure and organisational citizenship behaviour: A study of Telecom sector in India - JMRA- Print ISSN No: - 2394-2762 Online ISSN No:- 2394-2770 Article DOI No:- 10.18231/j.jmra.2019.002, Journal of Management Research and Analysis-J Manag Res Anal

From PSM to Helping Behavior in the Contemporary Greek Public Sector: The Roles of Organizational Identification and Job Satisfaction

This article investigates helping behavior (HB), a fundamental dimension of organizational citizenship behavior (OCB), in the context of the contemporary Greek public sector. More specifically, the effect of public service motivation on helping behavior is examined through the indirect effects of organizational identification and job satisfaction. Reported data were gathered from 322 respondents with the aid of a questionnaire administered to central and regional Greek public service units. The findings indicate that there is a strong relationship between helping behavior and public service motivation, while organizational identification and job satisfaction act as mediators and moderators of this relationship, respectively. This research extends the current organizational literature by illustrating the mediating role of organizational identification and the moderating role of job satisfaction in the effect of public service motivation on helping behavior. By studying the behaviors and motives of public servants, this research contributes to our knowledge of what drives these individuals and the methods for managing these employees. These findings can be used as an input in the development of specific human resource management strategies aimed at improving organizational success in contemporary public-sector settings.

The demographics' effects on organisation citizenship behaviour: evidence from human service and information technology professionals

This study was designed to investigate the relationships of demographic variables with the dimensions of organisational citizenship behaviour (OCB) and to compare the OCB among human service and information technology (IT) professionals. For this purpose a sample of 400 in total from two different professionals, i.e., human service and IT professionals were selected. Correlation, multiple regression and Z-test were carried out for the analysis of the study. The results of the study indicate that age and job experience emerged as a major predictor of OCB. Age and job experience were also found positively correlated with all dimensions of OCB, whereas significant negative relationship was found between marital status and dimensions of OCB. The inconsistent relationship was found between gender and dimensions of OCBs. The findings of this study will be helpful for the administrator in the public health sector and policy makers in the IT sector to reinforce positive attitude among the employees of both the sector.

The demographics' effects on organisation citizenship behaviour: evidence from human service and information technology professionals

This study was designed to investigate the relationships of demographic variables with the dimensions of organisational citizenship behaviour (OCB) and to compare the OCB among human service and information technology (IT) professionals. For this purpose a sample of 400 in total from two different professionals, i.e., human service and IT professionals were selected. Correlation, multiple regression and Z-test were carried out for the analysis of the study. The results of the study indicate that age and job experience emerged as a major predictor of OCB. Age and job experience were also found positively correlated with all dimensions of OCB, whereas significant negative relationship was found between marital status and dimensions of OCB. The inconsistent relationship was found between gender and dimensions of OCBs. The findings of this study will be helpful for the administrator in the public health sector and policy makers in the IT sector to reinforce positive attitude among the employees of both the sector.

The Effect Employee Commitment on Service Performance through a Mediating Function of Organizational Citizenship Behaviour Using Servqual and Collaborative Filtering Modeling: Evidence From China’s Hospitality Industry

This article Centralizes on exploring the potential the effect of employee commitment and service quality, which are the core factors that affect competitiveness in the hospitality industry. This article analyzes the impact of employee commitment on the quality of service through the intermediate function of OCB in empirical research based on integrated models and theories. This study gathered information using surveys and calculated the reliability of the Cronbach-Alpha and used questionnaires are "Working Commitment with "0.766" reliability, Podsakoff OCB "0.846" reliability, SERVQUAL quality of service "0.960" reliability. The samples used in this study were 223 employees in Guangdong hospitality industry. According to the effects of research on the attitudes and role clarity can be positive as it will extend employee engagement and effective politics, but conflict is not and cannot communicate with a commitment to politics through political commitment to extend or decrease. Component examined five unique dimensions of organizational citizenship behaviour by Oregon, including altruism, deontology, magnanimity, civility, Virtue of citizens" as a positive influence on the quality of their services and this can be improved. It is significant to develop and raise the competitiveness of the Chinese hospitality industry.

How authentic leadership promotes individual performance

PurposeThe purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles.Design/methodology/approachThe sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB.FindingsThe findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship.Research limitations/implicationsAdditional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship.Practical implicationsOrganizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles.Originality/valueThis study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.

Evaluation of the Components of Psychological Capital and Organizational Citizenship Behavior among Nigerian Graduate Employees

In consideration of implications of organizational citizenship behavior, it is quite necessary for scholars and human resource management practitioners, to urgently investigate the correlates of psychological capital dimensions and the dimensions of organizational citizenship behavior. The purpose of the study was twofold. Firstly, to examines the relationship between psychological capital and organizational citizenship behavior. Secondly, to investigate the relationships between the dimensions of organizational citizenship behavior and psychological capital. The study is important, because its outcomes would help the corporate world, governments and human resource managers to avert the problem of underperformance among employees by improving psychological capital and organizational citizenship behavior. The study adopted the positivist explanatory cross-sectional (survey) research design to systematically sample opinions of 1,532 male and female graduate employees across the various sectors of the Nigerian economy, using a structured and validated questionnaire, and the Statistical Package for the Social Sciences (SPSS). The results of the statistical analysis of data showed that there was a significant positive relationship between psychological capital and organizational citizenship behavior, r = 0.588, p<0.01. The results also showed that altruism, conscientiousness and civic virtue dimensions of organizational citizenship behavior are significantly positively interrelated to hope, optimism, resilience and self-efficacy dimensions of psychological capital. The study suggested that human resource managers should develop psychological capital in employees in order to increase the level of organizational performance. Recommendations of the study could assist in training and developing effective manpower capacity towards improving the economy of the nation.

ROLE OF EMOTIONAL INTELLIGENCE IN ENHANCING CONTEXTUAL PERFORMANCE

In the light of globalisation and the fast pace business environment, business organisations need to have a powerful source of competitive advantage. The purpose of this study is to examine the role of Emotional Intelligence in enhancing the contextual behaviours among the executives in an organisation. The study used a case study approach to examine the research questions. A total of 110 executives took part in this study. The GENOS Emotional Intelligence questionnaire has been used to record the responses. Based on the regression analysis, it was found that 2 dimensions of Emotional Intelligence had significant relationships with the dimensions of Organisational Citizenship Behaviour. Emotional Intelligence helps to “build” a robust workforce which is able to withstand the forces of the environment. Future studies could include mediating or moderating analysis of Organisational Citizenship. Article DOI: https://dx.doi.org/10.20319/pijss.2017.32.25322543 This work is licensed under the Creative Commons Attribution-Non-commercial 4.0 International License. To view a copy of this license, visit http://creativecommons.org/licenses/by-nc/4.0/ or send a letter to Creative Commons, PO Box 1866, Mountain View, CA 94042, USA.

The Effect of Teachers' Organizational Citizenship Behaviors and Stress Levels on School Effectiveness.

The current study examined the relationship between school effectiveness and teachers' demographic characteristics, organizational citizenship behaviors and stress, and the effects of teachers' demographic characteristics, organizational citizenship behaviors and stress levels on school effectiveness. Within the scope of the research, a causal comparison model was used and the opinions of 222 Turkish teachers who were working in the schools were evaluated. According to the results, school effectiveness was significantly and positively correlated with all dimensions of teachers organizational citizenship behaviors, and significantly and negatively correlated with stress In addition, it was found that the demographic characteristics were not a significant predictor of school effectiveness but only the seniority variable was a significant predictor of school effectiveness and it was found that the stress and dimensions of organizational citizenship behavior were significant predictors of school effectiveness. Article visualizations:

KİŞİ-ÖRGÜT UYUMU İLE ÖRGÜTSEL VATANDAŞLIK DAVRANIŞI İLİŞKİSİ: İŞ TATMİNİNİN ARACILIK ROLÜ

This study aims to investigate how person-organization fit perceived by bank employees affects the organizational citizenship behavior and whether there is a mediating effect of job satisfaction in person-organization fit and organizational citizenship behavior relationship. Data for the sample was collected from 184 bank employees working in Karabuk, Turkey. The hypotheses were tested by hierarchical regression analyses. The results show that job satisfaction partially mediated the relationship between person-organization fit and dimensions of organizational citizenship behavior (altruism, conscientiousness, courtesy, sportsmanship, civic virtue). By examining the relationship between person-organization fit, organizational citizenship behavior and job satisfaction, this study allows bank managers to predict why person-organization fit perceived by employees results in increased organizational citizenship behavior.