Citizenship Behavior Of Employees Research Articles

AR-enabled safety precautions and employee volunteerism in fast-food restaurants: the pivotal role of adoption intention

ABSTRACT This paper highlights the potential effect of safety practices on employee citizenship behaviour through work engagement. Further, this paper examines the moderation effect of augmented reality (AR)-based safety at work app adoption intention. The study sample included a total of 358 fast-food restaurant employees in the Riyadh and Al-Madinah regions of Saudi Arabia. SmartPLS findings proved that AR-based workplace safety app adoption intentions strengthened the linkages between safety practices, employee citizenship behaviour, and work engagement. The study offers useful insights for food and beverage marketers who are willing to boost their innovation capacities to support their survival in global supply chains, as AR adoption is beneficial for enhancing employee engagement and promoting a safety culture.

Bridging the gap: mediating role of organizational citizenship behavior in the relationship between job satisfaction, compensation, and work loyalty

This research is motivated by the low level of employee work loyalty. This research aims to analyze the influence of job satisfaction and compensation on employee work loyalty with organizational citizenship behaviour as an intervening variable in the Padang City Government. The population in this study were all employees in the Regional Government of Padang City, totaling 8522 employees. The sampling technique used a purposive sampling technique with a sample size of 99 respondents.The sampling technique used in this research used the Probability Sampling method with the proportional stratified random sampling technique. The data analysis technique in this research uses path analysis techniques. Based on the research results, the conclusions of this research can be described as follows: 1) Job satisfaction has a positive and significant effect on employee work loyalty. 2) Compensation has a positive and significant effect on employee work loyalty. 3) Organizational Citizenship Behaviour has a positive and significant effect on employee work loyalty. 4) Job satisfaction has a positive and significant effect on employee organizational citizenship behaviour. 5) Compensation has a positive and significant effect on the organizational citizenship behaviour of employees in the Padang City Government.

Effect of Transformational Leadership and Organizational Citizenship Behavior: Determining the Roles of Supervisor Identification, and Self-determination in the Automobile Industry

Background and Purpose: The present study analyses the impact of transformational (TL), transactional (TRL) and laissez-faire styles (LSF) of leadership on Organizational Citizenship Behavior (OCB) of employees in the context of the automobile industry. Moreover, the study also focuses on the mediating effect of self-determination (SDE) and the moderating role of supervisor identification (SD) on the proposed correlation. Method: The primary data for the study was collected by designing a survey questionnaire. The questionnaires were distributed among the employees from the automobile industry and a final sample of 312 responses was utilized. The data was analyzed through the application of PLS-SEM. Findings: The study validated a positive and significant relationship between LSF and OCB. Similarly, TRL and OCB were positively and significantly related. Notably, TL was an insignificant predictor of OCB. SD exerted a significant moderating role in the association between TRL and SDE only. The evaluation of the mediating role of SDE in the association between leadership styles and OCB revealed that SDE significantly mediated the association between TL and OCB, and TRL and OCB. Nevertheless, SDE was an insignificant mediator in the association between LSF and OCB. Conclusion and Implications: Thus, the findings of the present study hold significance for leaders from automobile industry leaders and offer guidance to design strategies for enhancing the OCB and workplace engagement through effective leadership strategies.

Quantifying Forced Citizenship Behaviors among Healthcare Professionals: Data-Driven Insights into Nurse Destructive Leadership Effects

Destructive leadership and its outcomes have emerged recently. It has gained much attention in recent decade as it challenges the organizations. Purpose of present study is to explore the destructive leadership as an antecedent for compulsory citizenship behavior and emotional exhaustion in presence of hindrance stress as a mediator. Its quantitative study combined with survey method for data collection. Questionnaires have been adopted and data were collected from healthcare employees (Nurses) working in public sector hospitals in Lahore about the leadership of head nurses. 250 questionnaires were distributed and received 170 valid responses. SPSS has been used for data analysis. Frequency, correlation, descriptive, regression and mediation analysis have been performed to obtain the results. Results highlighted that there is significant positive impact of destructive leadership on compulsory citizenship behavior and emotional exhaustion of employees. Further results also reported that hindrance stress is significant positive mediation between relationship of destructive leadership, compulsory citizenship behaviors and emotional exhaustion of employees. Conclusion, limitations and future directions are provided in later sections of study.

The Influence Of Compensation And Organizational Culture On Organizational Citizenship Behavior In Pengadilan Tinggi Agama Bengkulu

This study aimed to determine the effect of compensation and organizational culture on organizational citizenship behavior of employees in Religious High Court of Bengkulu. The object of this study was 55 employees of Religious High Court of Bengkulu. The data collection technique of this study used observation. interview, and questionnaire. The data analysis techniques used instrument tests, classical assumption tests, analysis of respondent responses, multiple linear regression analysis, coefficient of determination, and also hypothesis testing. The research results show that compensation has a positive and significant effect on organizational citizenship behavior of employees in Religious High Court of Bengkulu. The organizational culture has a positive and significant influence on organizational citizenship behavior of employees in Religious High Court of Bengkulu. So, from the results of the research that has been conducted, it can be concluded that compensation and organizational culture have a partial and simultaneous effects on organizational citizenship behavior of employees in Religious High Court of Bengkulu.

Factors affecting organizational citizenship behavior of budget hotel employees in Indonesia: Examining the mediating role of work engagement and affective commitment

Organizational citizenship behavior pertains to the voluntary actions undertaken by individuals inside an organization to enhance its overall efficacy, especially in the absence of express acknowledgment from the formal incentive system. This study aims to investigate the role of work engagement and affective commitment in mediating the effect of perceived organizational support on organizational citizenship behavior. This quantitative design uses survey methodologies by sending questionnaires to frontline staff in budget hotels in Medan, Indonesia. The sample includes 225 frontline employees with at least a year of experience working in budget hotels in Medan, Indonesia. Data were collected through a Likert scale questionnaire and analyzed using SEM-PLS processed with SmartPLS 4.0 software. The findings suggest a significant relationship between perceived organizational support, work engagement, affective commitment, and organizational citizenship behavior (p < 0.05). In addition, the influence of perceived organizational support on work engagement and affective commitment is noteworthy (p < 0.05). Organizational citizenship behavior is affected by perceived organizational support through work engagement (p < 0.05) and affective commitment (p < 0.05). The results have significant ramifications for organizations. Organizations should establish frameworks that foster employee engagement and dedication. In addition, organizations should actively promote and incentivize employees to dedicate their time, exertion, and innovative thoughts for the betterment of their colleagues and the organization.

Assessing the Relationship between Organizational Citizenship Behavior and Environmental Behavior in the Employees of Educational Hospitals of Yazd University of Medical Sciences-2022

Background: Considering the fundamental role of organizational citizenship behavior and environmental behavior of hospital employees in the quality of services provided and the general health of society, the current research was conducted aiming to determine the relationship between organizational citizenship behavior and environmental behavior in the employees of educational hospitals of Yazd University of Medical Sciences. Methods: The present analytic cross-sectional study was conducted in 2022 on 181 employees of educational hospitals of Yazd University of Medical Sciences. Participants were selected by multi-stage cluster sampling method. Data collection was conducted using the two standard questionnaires, including the Organizational Citizenship Behavior (OCB) Questionnaire and the Environmental Behaviors Scale. The descriptive and analytical statistical method of Pearson’s correlation coefficient was used in SPSS 22 software for data analysis. Results: The total mean score of organizational citizenship behavior was reported as 52.28 out of 75, and the conscience subscale gained the highest score (12.79) and the politeness and consideration subscale gained the lowest score (5.96). The total mean of environmental behavior was obtained at 106.26 out of 140, and the highest mean score was related to saving gas consumption (20.75%) and the lowest was related to the use of products with environmental standards (15.6%). A significant positive correlation was also observed between the total score of the use of products with environmental standards (r=0.031; P=0.160) and protection of natural resources (r=0.011; P=0.190). Conclusion: Incorporating training into the curricula and in-service programs, encouraging a culture of appreciation, and also providing rewards are the keys to strengthening the synergistic association between these two behaviors.

The Influence of Organizational Culture on Organizational Citizenship Behavior Through Organizational Commitment (Study of Employees at the Mona Plaza Hotel Pekanbaru)

This research was conducted because the author found problems regarding weak organizational citizenship behavior of employees seen from the development of the number of employees who experienced fluctuations and the development of employee absenteeism levels which showed that every year all employees were still found to be absent from work.
 The purpose of this study was to ascertain and examine how organisational culture affects organisational citizenship behaviour in Mona Plaza Pekanbaru hotel workers through organisational commitment. There were two categories of data that were gathered for this study: primary and secondary data. Respondents filled out surveys in order to provide primary data.
 The results of the Indirect Effect test indicate that the results are significant for the organisational culture variable on organisational citizenship behaviour through organisational commitment at the Hotel Mona Plaza, Pekanbaru. The results of the Direct Effect test showed that the results were not significant on the organisational culture variable on organisational citizenship behaviour at the Mona Plaza Hotel Pekanbaru. The results of the Significant Results test showed that the results were significant on the Organisational Culture variable on Organisational Commitment at the Mona Plaza Hotel Pekanbaru.

PENGARUH KNOWLEDGE MANAGEMENT DAN SELF DEVELOPMENT TERHADAP JOB SATISFACTION MELALUI ORGANIZATIONAL CITIZENSHIP BEHAVIOR KARYAWAN PT PRIMA MULTI PERALATAN CABANG TPK BELAWAN

This study aims to analyze and determine the influence of knowledge management and self development on job satisfaction through organizational citizenship behavior of employees. The study used a quantitative descriptive approach with a sample of 65 employees of PT Prima Multi Peralatan Branch TPK Belawan. Data collection techniques using questionnaires and data analysis techniques using the Partial Least Square-Structural Equestion Model (PLS-SEM). The results of testing from the concept framework in the form of the influence of knowledge management on job satisfaction, the influence of self development on job satisfaction, the influence of organizational citizenship behavior on job satisfaction, the influence of knowledge management on organizational citizenship behavior, the influence of self development on organizational citizenship behavior, the influence of knowledge management on job satisfaction through organizational citizenship behavior, the influence of self development on job Satisfaction through organizational citizenship behavior, expressed as all have a positive and significant influence .

The Effect Of Motivation And Job Satisfaction On Organizational Citizenship Behavior

This research is aimed to determine the influence of: motivation toward organizational citizenship behavior; job satisfaction toward organizational citizenship behavior, and both at once toward the organizational citizenship behavior of employees of the PT Jasa Marga (Persero) Tbk. Palikanci Cirebon Branch Office. The method used in this research is associative. The technique of collecting data is by field research, litelature study and analysis of data. This study uses primary data by distributing questionnaires to 60 employees on PT Jasa Marga (Persero) Tbk. Palikanci Cirebon Branch Office. In this research, motivation has a significant influence toward organizational citizenship behavior. Job satidfaction motivation has a significant influence toward organizational citizenship behavior. Motivation and job satisfaction have a significant influence toward organizational citizenship behavior at once. While the influence of motivation and job satisfaction toward organizational citizenship behavior is 45.8% and the rest is influenced by other variables that is not studied.

Training for Transformation: Unravelling the Dynamics of Employee Commitment and Citizenship Behaviour in Fiji's Retail Sector

This paper examines the mediating effect of organisational commitment (OC) on the relationship between workplace training opportunities and organisational citizenship behaviour (OCB) of frontline retail sector employees in Fiji. The authors conducted a cross-sector survey with selected 37 small to medium sized grocery retail outlets executing workplace training strategies at their workplaces. The authors used structural equation modelling to verify the hypotheses. The findings suggest that small and medium-sized (SME) grocery outlets should focus on reinforcing the implementation of workplace training practices, whose synergistic effects may be currently neglected. The results show that constituents of training and development initiatives, especially providing avenues for support for employee training can significantly improve frontline and back-office employee commitment and organisational citizenship behaviour (OCB) in SME retail companies. Previous studies have primarily examined the relationship between workplace training components, OC and OCB in specific contexts, such as the manufacturing industry or have lumped training and development practices with other human resource management (HRM) practices. The present study aims to fill this gap by exploring the concurrent effects of components of a single HRM practice of workplace training on OC and OCB in the understudied services sector setting in a developing country context.

Promoting organisational citizenship behaviour through corporate governance

Corporate governance is a major topic of debate among scholars from different parts of the world, but little has been empirically investigated on the impact of corporate governance on the discretionary work behaviour of employees in selected deposit money banks in Nigeria. Therefore, the purpose of this study is to examine the impact of corporate governance on the organizational citizenship behaviour of employees in deposit money banks. A cross-sectional survey design was used, which supports the use of questionnaire to collect data from the participants. Data were collected from 224 participants from 18 deposit money banks operating in south-east Nigeria. The study employed frequency distribution and linear regression to analyse respondents’ profiles and research hypotheses. Results of the study revealed that corporate governance dimensions predicted organisational citizenship behaviour indicators. The practical significance of this study lies in the possibility of improving organizational citizenship behaviour in organizations by integrating the main recommendations of this study into the corporate governance of organizations. This study concludes that corporate governance (measured in terms of leadership quality, accountability, board size, board effectiveness, and board independence) influences and improves organizational citizenship behaviour that is driven by altruism, integrity, sportsmanship, courtesy, and civic virtue.

The Relationship between Job Attributes and the Organizational Citizenship Behavior in Navanakorn Industrial Estate, Pathum Thani Province

This research aimed to study 1) the level of the perceived job attribute factors, 2) the organizational citizenship behavior of the employees, and 3) the relationship between the job attributes and the organizational citizenship behavior. This research used a quantitative approach. The population included employees in the manufacturing industries in the Navanakorn Industrial Estate, Pathum Thani Province, Using a simple random method; the sample size was 152 people. The research tool was a questionnaire. Data were analyzed by statistics, percentage, mean, and standard deviation and Pearson's Correlation. The results found that most respondents were females aged between 31-40 years old, having a diploma/high vocational education level and work period between 16-20 years. Employees perceived the factors related to job characteristics at a moderate level. The high level of perception were Cooperation at work. The rest were at a moderate level, arranged as follows: Challenging work, Freedom in working, Career advanced opportunity, Assigned work matched the abilities. Employees had the organizational citizenship behavior at a high level, arranged as followed: Diligence to work, Commitment to the organization, Confidence in the organization, being honest to the organization, having good attitudes towards working, and Pursuing knowledge about the job. The job attributes were correlated to the good citizenship behavior of employees in the organization with a statistically significant level at 0.05.

The Effect of Perceived Organizational Support, Rewards, and Job Satisfaction on Organizational Citizenship Behavior: A Case Study at PT PP (Persero) Tbk

Work behaviors that go beyond defined role descriptions within an organization are referred to as organizational citizenship behaviors. Therefore, companies must take special care to ensure that their employees demonstrate organizational citizenship behavior. This study aims to analyze the Effect of Perceived Organizational Support, Rewards, and Job Satisfaction on the Organizational Citizenship Behavior of employees at PT PP (Persero) Tbk. With quantitative methods and samples, as many as 325 were determined using the Slovin formula. Data collected by distributing questionnaires and analyzed using multiple regression analysis after data collection. In the results of the study, it is known that there is a partial and simultaneous influence of all variables X (Perceived Organizational Support (X1), Rewards (X2), and Job Satisfaction (X3) on Y (Organizational Citizenship Behavior) so that all hypotheses in this study are accepted. In this study, three factors that influence employees' organizational citizenship behavior are pointed out by variables X1, X2, and X3 62,1%, and other factors or variables influence 37.9%

EXISTENCE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF MILLENNIAL EMPLOYEES IN THE ERA OF INDUSTRIAL REVOLUTION 4.0 USING A QUANTITATIVE APPROACH

In the context of the Industrial Revolution 4.0, the existence of Organizational Citizenship Behavior (OCB) of millennial employees is becoming increasingly relevant, and understanding of this phenomenon can be broadened by considering two important aspects: servant leadership and work-life balance. Servant leadership, emphasizing service and individual empowerment, motivates millennial employees to play an active role in positively contributing to the organization. The research aims to analyze the influence of servant leadership and work-life balance on organizational citizenship behavior. The sample in this study consisted of 160 millennial employee respondents who worked in the creative industry sector, determined using a convenience sampling approach. Data collection uses a questionnaire instrument, which is then distributed online. Data analysis uses the SPSS application by displaying data processing results through testing research instruments with validity and reliability tests, multiple regression analysis, coefficient of determination, and hypothesis testing. Based on the results of data analysis, it is stated that servant leadership and work-life balance have a positive and significant effect on organizational citizenship behavior. The research implications stated by reviewing it from the perspective of servant leadership and work-life balance significantly impact human resource management practices and organizational development.

Investigating How the Perception of Appraisal Politics and Bias Influence Job Satisfaction and Organizational Citizenship Behavior, with Trust Playing a Moderating Role among Employees

Performance appraisals are regular review of an employee’s occupation performance and overall share to a company. Also known as an "annual review", "performance review or evaluation", or "employee estimation or employee appraisal". A performance appraisal evaluates an employee’s skills, achievements and growth, or shortcoming thereof. Organizations use performance appraisals to give their employees feedback of their work and to amend wage increases and bonuses, as well as promotion or termination from the job proposition. They can be conducted at any given time but tend to be annual, semi-annual or quarterly. This study is related to effects of performance appraisal politics and biasness on job satisfaction and organizational citizenship behavior of employees with moderating role of trust in pharmaceutical sector of Pakistan in Rawalpindi and Islamabad Regions. For the purpose of finding the relationship and impact of variables, an adopted questionnaire was distributed among different employees of the pharmaceutical companies located in Rawalpindi and Islamabad. Out of 500 a total of 261 respondents returned the questionnaires with authentic data. The sample size was drawn from the population of pharmaceutical companies’ employees using convenience sampling technique. Data was analyzed through SPSS 20.0 for this study and results were inferred using reliability test, regression analysis, Pearson correlation and one-way ANOVA tests. Results of the study show that there is a significant positive relationship between biasness in performance appraisal and perception of appraisal politics, which influence negatively job satisfaction and organization citizenship behavior variables, whereas, variable Trust plays a positive moderating role in the relationship between biasness in performance appraisal, perception of performance appraisal politics, and both job satisfaction and organizational citizenship behavior.

Hubungan Iklim Organisasi dengan Organizational Citizenship Behavior (OCB) pada Karyawan Bank Nagari Kantor Pusat Padang

Productivity and effectiveness of the company to achieve a target or goal must have human resources or employees who can behave positively and can also create a good and comfortable atmosphere. The purpose of this study was to determine the relationship between organizational climate and organizational citizenship behavior (OCB) in Bank Nagari Employees, Padang head office. The independent variable in this study is organizational climate and the dependent variable is organizational citizenship behavior (OCB). The measurement tools used in this study are the organizational climate scale and the Organizational Citizenship Behavior (OCB) scale. The sampling technique is probability sampling. The sample in this study is based on the table from Issac and Michael with an error rate of 10%. So that the number of samples in this study were 130 people. The test results show that the validity coefficient on organizational climate moves from 0.403 to 0.849, while the reliability coefficient is 0.955, and the validity coefficient on Organizational Citizenship Behavior moves from 0.303 to 0.887, while the reliability coefficient is 0.941. Based on data analysis, a correlation value of 0.777 was obtained with a significance level of 0.000, which means that the hypothesis is accepted. This shows that there is a significant relationship between organizational climate and organizational citizenship Behavior of employees who work at Bank Nagari Padang Head Office. The effective contribution of organizational climate with organizational citizenship behavior for employees working at Bank Nagari Head Office is 60.5%.

Embedding Corporate Meetings with a Social Responsibility Orientation into Community-Based Tourism: Understanding Employee Attitudes

This article examines a unique aspect of the business travel industry whereby organizations worldwide are conducting corporate meetings within a socially responsible context. The aim of this study is to identify drivers of employee citizenship behaviors for staff participating in a novel program called MICE for COMMUNITY in Thailand. A mixed method approach included interviews and a self-report questionnaire of 245 employees visiting a rural community. Interview findings found that community understanding, self-esteem, and community fit were critical aspects of a positive staff experience. The strongest predictors of positive word of mouth and positive attitude toward revisiting the host community were community understanding and perceived community value. Novel predictors tested extend our understanding of employee citizenship. Key recommendations are made for government agencies involved in facilitating corporate meetings with a social responsibility orientation, nongovernment organizations, and corporate policy-makers involved in corporate social responsibility (CSR) programs.

JOB INVOLVEMENT AND SERVANT LEADERSHIP INFLUENCE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN EMPLOYEES

This study aims to test job involvement and servant leadership influence on Organizational Citizenship Behavior (OCB) in employees. Participant in this research was 70 permanent employees in an "X" Automotive company in Yogyakarta who had worked a minimum of one year. The data collection used OCB, job involvement, and servant leadership scales. The research data were analyzed using multiple linear regression assisted by SPSS program V.21. The result of simultaneous data analysis indicates that job involvement and servant leadership could influence Organizational Citizenship Behavior (OCB) (F = 406.135, p = 0.000). The partial data analysis shows job involvement (Standardized Coefficients = 0.536, p = 0.000) and servant leadership (Standardized Coefficients = 0.440, p = 0.000), respectively, influence on Organizational Citizenship Behavior (OCB). Job involvement and servant leadership simultaneously contribute as much as 92 % to Organizational Citizenship Behavior (OCB). Job involvement contributes 51%, and servant leadership contributes 41%. Therefore, it can be concluded that an internal factor, job involvement, and an external factor, servant leadership, influence the formation of Organizational Citizenship Behavior (OCB). The internal factor of job involvement is more dominant than the external factor of servant leadership in affecting Organizational Citizenship Behavior (OCB).

Person-Organization Fit dan Organizational Citizenship Behavior Karyawan Bagian Produksi PT. X

Employees are a company's assets, and as employees they should always develop the resources they have. OCB is an important behavior that every employee must have in an effort to create the best work performance for a company. This research aims to see whether there is a relationship between person organization fit and organization citizenship behavior (OCB) in production employees at PT. The independent variable in this research is person organization fit and the dependent variable is organization citizenship behavior (OCB). The measuring instruments used in this research are the organization citizenship behavior (OCB) scale and person organization fit. The sampling technique in this research used a simple random sampling technique. The sample in this study was 84 production employees at PT. X. validity and reliability test in this study using the alpha cronbach technique where the results of the validity coefficient of the organization fitting coefficient moved from Rix= 0,357 to RIX= 0,726 with a reliability coefficient of α= 0,922 while on the scale of the organization citizenship from rix=0,331 to rix=0,753 with a reliability coefficient of α=0,943. Based on data analysis, a correlation value of 0,758 was obtained with a significance level of 0,000, which means the hypothesis was accepted. This shows that there is a positive and significant relationship between person. This shows that there is a positive and significant relationship between person organization fit and organization citizenship behavior (OCB) of production employees at PT. X. The contribution of the person organization fit variable to organization citizenship behavior (OCB) is 57%.