Employee Organizational Citizenship Research Articles

The Role of Internal Marketing on Employees Behaviour A Mediated Moderated Model

Since the increasing interest of the firms has depicted internal marketing strategies as one of the most prominent trends influencing the organisation, mainly literature has focused on HR-related practice and their influence on employee behaviour. Therefore, the current study fills the gap by applying internal marketing strategies to investigate employees’ organisational citizenship behaviour. The study identifies a specific relationship between internal marketing and organisational citizenship behaviour through the mediating role of employees’ organisational commitment to the banking sector. The moderating role of employee collectivism has also been investigated in the present study. The data was collected from 469 employees through convenient sampling from the banking sector of Pakistan. The results have been achieved through structural equation modelling) using AMOS software. The results indicate that internal marketing has a significant and positive influence on the employee’s organisational citizenship behaviour through mediating role of organisational commitment. Moreover, the moderating role of collectivism also significantly influences employee’s organisational citizenship behaviour. This study also contributes to understanding internal marketing, employee organisational commitment and citizenship behaviour. Lastly, limitations and future suggestions have also been discussed at the end of the study.

The Role of Internal Marketing on Employees Behaviour A Mediated Moderated Model

Since the increasing interest of the firms has depicted internal marketing strategies as one of the most prominent trends influencing the organisation, mainly literature has focused on HR-related practice and their influence on employee behaviour. Therefore, the current study fills the gap by applying internal marketing strategies to investigate employees' organisational citizenship behaviour. The study identifies a specific relationship between internal marketing and organisational citizenship behaviour through the mediating role of employees’ organisational commitment to the banking sector. The moderating role of employee collectivism has also been investigated in the present study. The data was collected from 469 employees through convenient sampling from the banking sector of Pakistan. The results have been achieved through structural equation modelling) using AMOS software. The results indicate that internal marketing has a significant and positive influence on the employee’s organisational citizenship behaviour through mediating role of organisational commitment. Moreover, the moderating role of collectivism also significantly influences employee’s organisational citizenship behaviour. This study also contributes to understanding internal marketing, employee organisational commitment and citizenship behaviour. Lastly, limitations and future suggestions have also been discussed at the end of the study.

THE INFLUENCE OF ORGANIZATIONAL CITIZENSHIP ON THE PRODUCTIVE ENGAGEMENT OF EMPLOYEES IN THE ACTIVITIES OF THE ORGANIZATION

Although the concept of organizational citizenship could frequently be seen in the scientific literature, there is a lack of research that would reveal the link between organizational citizenship, employees’ engagement and motivation. Therefore, the aim of the article is to assess the impact of organizational citizenship on the productive engagement of employees in the activities of the organization. To achieve the goal, an analysis of the scientific literature was performed, hypotheses about the links between organizational citizenship, motivation and employee engagement were raised. To verify them, a questionnaire survey methodology was developed, which was approved by empirical research. The results of the study confirmed 6 out of 8 hypotheses. The highest relationship of dependence was found between organizational citizenship and employee engagement and organizational citizenship and employee behavior directed at the organization.

Pengaruh perceived organizational support terhadap organizational citizenship behavior karyawan di hotel four points by sheraton bali seminyak.

Organizational Citizenship Behavior (OCB) is a form of behavior that exceeds the standards of employees in the organization which affected by Perceived Ogranizational Support (POS). This research is based on the still lack of employee OCB Behavior at the Four Points Hotel by Sheraton Bali Seminyak, indicated by turnover problems that exceed 10% and OCB behavior that still lacks include: there are still work results that are below standard, lack of voluntary participation from employees, and employee complaints regarding work conditions. The purpose of this study was to determine the effect of Perceived Organizational Support on Organizational Citizenship Employees at Four Points Sheraton Bali Seminyak. The population used as respondents were permanent employees and contracts totaling 79 people, while the sampling technique used was saturated sampling. Data collection techniques in research include: Observation, Interview, Literature Study, and Questionnaire. Data analysis techniques used in this study were the Instrument Test, Classical Assumption Test, Simple Linear Regression Analysis, Partial Hypothesis Test (T Test), Correlation Analysis, and Determination Coefficient Analysis. The results showed that the Perceived Organizational Support variable had a positive and significant effect on the employee's Organizational Citizenship Behavior variable. The result of the correlation coefficient analysis is 0.643 which means that the Percieved Organizational Support variable has a strong influence on the Organizational Citizenship Behavior variable of employees at the Four Points Hotel by Sheraton Bali Seminyak. The result of the coefficient of determination is 40.5, which means that the Percieved Organizational Support variable has an influence of 40.5% on the behavior of the Organizational Citizenship Behavior of employees, while the remaining 59.5% is influenced by other factors.

The Effect Of Employee Engagement And Organizational Citizenship Behavior On The Performance Of Employees Of The Research & Development And Education & Training Agency Of The Ministry Of Religion Of The Republic Of Indonesia

The management of human resources at the Secretariat of the Research and Development and Training Agency (a public organization that is identical to religious values) experiences problems because the importance of employee performance, employee engagement, and organizational behaviour are still below 75. This study aims to determine whether employee engagement and organizational citizenship behaviour positively and significantly impact employee performance. This research finds that employee engagement has a positive and significant impact on employee performance, while organizational citizenship behaviour has a negative and insignificant impact on employee performance. This research supports previous research, which states that employee engagement positively and significantly impacts employee performance. However, this research refutes previous research applied to private organizations, which states that organizational citizenship behaviour has a significant positive impact on employee performance.

PENGARUH MORAL KARYAWAN DAN KOMITMEN ORGANISASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KOPERASI SIMPAN PINJAM CREDIT UNION SERVIAM KUPANG

This research was conducted at KSP CU Serviam Kupang with the object of research are the KSP CU Serviam Kupang employees. This research is an associative research which provides an explanation of the causal relationship between variables based on two types of data, namely primary data and secondary data. Data collection was carried out using questionnaires, interviews and observation techniques. The sample in this study amounted to 67 people. The purpose of this study are (1) To analyze and describe Employee Morale, Organizational Commitment and Organizational Citizenship Behavior of KSP CU Serviam employees, (2) To analyze and describe the influence of Employees Morale on Organizational Citizenship Behavior of KSP CU Serviam employees, (3) To analyze and describe describe the effect of Organizational Commitment on Organizational Citizenship Behavior of KSP CU Serviam employees, (4) To analyze and describe the influence of Employees Morale and Organizational Commitment to Organizational Citizenship Behavior of KSP CU Serviam employees. Data analysis used descriptive statistical analysis techniques, inferential statistical analysis, multiple linear regression analysis, t test and F test. The results showed that (1) Employees Morale partially had a positive and significant effect on Organizational Citizenship Behavior in KSP CU Serviam Kupang, (2) Organizational Commitment partially had a positive and significant effect on Organizational Citizenship Behavior of KSP CU Serviam Kupang, (3) Employees Morale and Organizational Commitment simultaneously have a positive and significant effect on Organizational Citizenship Behavior of the KSP CU Serviam Kupang. Thus the company must continue to improve and pay attention to Employee Morale and Organizational Commitment in the company so that employees are always eager to work for the achievement of company goals.
 
 Keywords : Employee Morale, Organizational Commitment, Organizational Citizenship Behavior.

Impact of workplace spirituality on employee performance and organisational citizenship behaviour

Impact of workplace spirituality on employee performance and organisational citizenship behaviour

HR audit is a tool for employee retention and organisational citizenship behaviour: a mediating role of effective HR strategies in services sector of emerging economies

HR audit is a tool for employee retention and organisational citizenship behaviour: a mediating role of effective HR strategies in services sector of emerging economies

The role of gender in the relationship between abusive supervision and employee's organisational citizenship behaviour in Indonesia

The role of gender in the relationship between abusive supervision and employee's organisational citizenship behaviour in Indonesia

Corporate brand identity and employee brand citizenship behaviour: A conceptual framework

This research paper aims to explore and identify the impact of corporate identity on brand citizenship behaviour within retail organisations. The study analyses the influence of corporate identity of an organisation, and more particularly on the employees' desire to engage in brand supporting behaviours. Relationships were identified between corporate identity, internal communication and composites of employee perception of corporate identity - resulting as determining influences on employee behaviour intentions. These relationships are presented as a conceptual model that depicts the influence of corporate identity on employee brand citizenship behaviours. The study makes contributions to the employee branding, services marketing, and organisational citizenship literature, but its main contribution is to extend the corporate identity literature into a new area of employee behaviour through internal communication.

프랜차이즈 패밀리레스토랑 종사원의 조직공정성인식이 조직몰입 및 조직시민행동에 미치는 영향 연구

프랜차이즈 패밀리레스토랑 종사원의 조직공정성인식이 조직몰입 및 조직시민행동에 미치는 영향 연구

The perceived effectiveness of democratic management, job performance, and citizenship behavior: evidence from a large Chinese state-owned petrochemical company

Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees’ perceived democratic management effectiveness, employee job performance and organizational citizenship behavior (OCB), using 988 matching surveys of both workers and their supervisors in a state-owned petrochemical firm from the central region of China. We find that our measure of an employee’s perception of democratic management effectiveness is positively associated with an employee’s job performance and organizational citizenship behavior. However, the association between perceived democratic management effectiveness and employee performance is negative if the employee is a dispatch worker. Our interpretation of the findings suggests that an employee’s perception of democratic management effectiveness is a source of employee performance.

The Performance of Employees Who Works at Foreign Banks in Indonesia

The purpose of this reserach is to discuss the performance of foreign banking in Indonesia, including the performance of onshore and offshore banking activities, and local security devices. Although the offshore business of foreign banks has been relatively more active over the years than the onshore business, there has been a recent sharp increase in onshore business, and some indication of a more sympathetic attitude to onshore foreign banking by the regulatory authorities. This suggests that it is an appropriate time for surveying the foreign bank performance of Indonesia. Indonesia's banks still achieve the highest margins among their regional peers, maintaining their allure for investors, despite the headwinds and occasional crises they have faced in recent and perhaps upcoming years. Indonesia, the largest economy in Southeast Asia is more attractive compared to its neighbors. This study aims to determine the factors that affect the performance of employees working at foreign banks in Indonesia, this study was conducted in 2017, The research question lies in whether each of those factors has a simultaneous and partial effect on the employees performance or otherwise. Using the quantitative method, the population of this study was 550 respondents employees of foreign banks at the level of staff until the director with N = 1565. The results in this study are servant leadership employee engagement and organizational citizenship behavior greatly affect job performance.

PENGARUH KECERDASAN SPIRITUAL DAN KECERDASAN EMOSIONAL TERHADAP KOMPETENSI PEGAWAI DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PEGAWAI BIRO HUMAS DAN PROTOKOL SETDA PROVINSI NTB

This research examined the effect of spiritual quotient and emotional quotient toward employee competency and organizational citizenship behavior (OCB) of employees of public relations and protocol bureau of West Nusa Tenggara Province. This research is specifically aimed at determining the significance of the effect of spiritual quotient and emotional quotient on employee competency and OCB. The respondents were employees of public relations and protocol bureau of West Nusa Tenggara Province. This research used the path analysis with smartPLS program. The research showed that spiritual quotient and emotional quotient positively and significantly affect employee competency. Spiritual quotient, emotional quotient and employee competency positively and significantly affect the OCB. Spiritual quotient and emotional quotient positively and significantly affect the OCB throught employee competency. Keyword : Spiritual Quotient, Emotional Quotient, Employee Competency, and Organizational Citizenship Behavior (OCB).

The role of psychological contract on employee commitment and organisational citizenship behaviour: A study of Indonesian young entrepreneurs in management action

Orientation: This study aims to analyse the entrepreneurship-driven reasons and characteristics of employee management of the young generation, by analysing the role of psychological contract on employee commitment and organisational citizenship behaviour in the light of the characteristics of the millennial generation as the owners of small and medium-sized enterprises.Research purpose: The main objective of this study was to empirically analyse the effect of the psychological contract and organisational support on the organisational commitment and organisational citizenship behaviour of the employees of small-scale enterprises run by young entrepreneurs, especially in the cohort generation.Motivation for the study: This study attempts to analyse the characteristics of the millennial generation as the owners of small and medium-sized enterprises (SMEs) in running the business by examining their managerial characteristics in managing workplace relationship that aims to achieve the stakeholder expectations and improve both commitment and organisational citizenship behaviour of employees.Research design, approach and method: Data were collected in the SMEs owned by young entrepreneurs in a city in Indonesia involving 150 respondents. The research model was tested using Structural Equation Modelling with analysis of moment structure (AMOS).Main findings: The results showed that the employee citizenship behaviour is influenced by the organisational commitment. The commitment of employees was formed by the ability of business owners to understand the needs and expectations of employees regarding opportunities of self-development, pleasant working environment, the benefit as the workload and the work challenge.Practical and managerial implications: This study implies the need for academic institutions and policy makers to get involved in addressing the rising phenomenon of entrepreneurship among the young generation.Contribution and added-value: This study mainly considered the characteristics of young entrepreneurs as the main factor in explaining the success of employee management relationship of SMEs.

Employee Engagement and Value Proposition Drivers and Modelling: Brand Alignment Structure for Enlargement of Indian MSMEs

Employee engagement is a term that defines the inter-connectedness between an organization and its employees. An engaged is one who is much interested and committed towards their work and also initiate action that develop the organization's reputation and interests. There is always been a big debate concerning the interconnectedness between the Employee engagement and the performance yet some research has contradicted this idea of interconnectedness between the employee engagement and performance. Besides this, we have also determined that employee's Organizational Citizenship Behaviour was associated with their employee engagement. And also, many pertinent findings have shown that the following subsequent components such as Organization Mission and Purpose, Feedback, Communication & Fairness, Teamwork & Respect for Employees, Work/Life Balance; Stress and Work Pace, Compensation, Workplace and Resources Opportunities for Growth, Performance and Accountability, have a greater influence on the Effectiveness of Employee Engagement process in MSMEs. This study intends to draw a conceptual framework to examine the interconnectedness between these factors and also find out the role of Effective Employee Engagement in strengthening the employees‘ Organizational Citizenship Behaviour and further improving the Organizational Effectiveness in the leading Micro Small and Medium size Enterprises (MSMEs). This research can also be carried out in other industries like automobile industry, software, healthcare etc. and this may be very useful to the Indian MSMEs to wrestle with the prevailing scenario in the industry. A conducive working environment that reflects on the social impact created by the organisation is the implied determinants of employee engagement. Employees would enjoy significant attention in terms of the determinants being addressed.

사회적기업 종업원의 직무동기가 조직 유효성에 미치는 영향 - 민주적 의사결정의 조절효과 -

사회적기업 종업원의 직무동기가 조직 유효성에 미치는 영향 - 민주적 의사결정의 조절효과 -

The Relationship between Organizational Citizenship Behavior and Employee Engagement in Cement Industry in Egypt

The purpose of this study is to explore the relationship between employee engagement and organizational citizenship behavior (OCB) in Cement industry in Egyptian culture. Now days most of organizations give increase importance to employee engagement and employees’ satisfaction survey, all that because of the noticeable positive effects when applied. One of the most important consequences is the improving of citizenship behavior in the organizations. So we are trying to investigate the relationship between Employee engagement as independent construct and OCB as a dependent construct in a private cement company in Egypt. A sample of 350 employees is planned to be used supported by HR group of the Titan cement company in Egypt through using paper and pencil survey which designed to measure the vigor, dedication, and absorption as an Employee engagement dimensions, and to measure conscientiousness, altruism, courtesy, sportsmanship, and civic virtue as OCB dimensions without testing any mediating or moderating roles for other construct. Findings suggest that Employee engagement has a direct significant positive relationship between employee engagement and OCB for employees working in cement industry in Egypt. So, the final results of this study is to be ready and able to start collecting data and analyze it to find this relationship and to figure out if there are any differences between the literature results of other industries and cultures, and our results when applying in specifically cement employees and specially in Egypt culture

일가정균형과 경력관리가 조직구성원의 성과행동에 미치는 영향에 관한 연구 - 서비스 조직을 중심으로 -

일가정균형과 경력관리가 조직구성원의 성과행동에 미치는 영향에 관한 연구 - 서비스 조직을 중심으로 -

Darbuotojų socializacijos, darbinio ir pilietiško elgesio bei tapatumo organizacijai sąsajos

Straipsnyje analizuojami darbuotojų socializacijos organizacijoje reiškinys, sąsajos su darbiniu ir pilietišku elgesiu bei tapatumu organizacijai ir tapatumo vaidmuo socializacijos ir elgesio darbe ryšiams. Šios srities tyrimų nėra daug, o kaip teigia Cooper-Thomas ir Anderson (2006), darbinis ir pilietiškas elgesys bei socialinis sutelktumas yra socializacijos indikatoriai, padedantys įvertinti socializacijos veiksmingumą ir rengti pagrįstas socializacijos priemonių sistemas. Tyrime dalyvavo 129 nevadovaujamas pareigas einantys privačių organizacijų darbuotojai (54,3 % dirba iki vienerių metų, 45,7 % – ilgiau nei metus). Tyrimo metodas – anketinė apklausa. Rezultatai: darbinį elgesį prognozuoja veiklos dimensija, pilietišką – profesinės kalbos išmokimas, politikos bei organizacijos tikslų ir vertybių perėmimas, tapatumą organizacijai – tikslų ir vertybių bei ateities ir karjeros perspektyvų rodikliai. Kai tapatumas organizacijai aukštas, ilgiau nei metus dirbančių darbuotojų darbinį elgesį stiprina tikslų ir vertybių, politikos bei ateities perpektyvų, o pilietišką elgesį – veiklos rodiklis.