Employee Organizational Citizenship Behavior Research Articles

How does narcissistic leadership influence change-oriented organizational citizenship behavior? Empirical evidence from China

Based on conservation of resources theory and the work–home resources model, this study examines how and when narcissistic leadership influences employees’ change-oriented organizational citizenship behavior. A total of 363 employees from 61 teams across numerous enterprises based in central China were surveyed using a questionnaire. The study hypotheses were tested using structural equation modeling and Monte Carlo simulation analysis. The findings revealed that narcissistic leadership results in the development of a negative team climate, termed “team chaxu climate,” which, in turn, hinders employees’ change-oriented organizational citizenship behavior. Furthermore, this study explored the moderating role of leaders’ family affective support in the relationship between narcissistic leadership and team chaxu climate. This study contributes to our understanding of the relationship between narcissistic leadership and employee organizational citizenship behavior and empirically validates the work–home resources model.

Linking perceived supervisor listening with OCBIP in Islamic financial institution: multiple mediation approach

Purpose The purpose of this study is to determine the role of perceived supervisor listening (PSL) on employee organizational citizenship behavior Islamic perspective (OCBIP) with several mediating variables as a link. Design/methodology/approach The research was conducted using a purposive sampling technique with a total sample of 100 employees in Islamic financial institutions (IFIs). The collected data were analyzed using SEM-PLS. Findings The results of this study indicate that PSL is one of the factors that can improve OCBIP attitudes among employees of IFIs. In addition, this study also shows the role of job motivation and satisfaction in mediating the relationship between PSL and OCBIP. However, the results do not indicate affective commitment. Practical implications Based on the results of this study, the leadership of IFIs must be able to develop superior attitudes in OCBIP to increase employee motivation and satisfaction and help increase company productivity. Originality/value This study confirms the importance of the role of leaders in shaping positive employee behavior and strengthens the literature related to OCBIP variables that can be used for Islamic-based organizations.

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.

The Effect of Emotional Intelligence and Work-Life Balance on Organizational Citizenship Behavior Mediated by Job Satisfaction in PT. PLN (Persero) UP2D South and Central Kalimantan, Indonesia

Emotional intelligence and work-life balance are important factors that can influence employee organizational citizenship behavior (OCB). OCB refers to voluntary employee behavior that is not required in the job description but is beneficial to the organization. Job satisfaction is also believed to be a mediator that connects these variables. This research uses a quantitative design with survey methods. A total of 60 employees of PT. PLN (Persero) UP2D South and Central Kalimantan was the research respondent. Data was collected via a Likert questionnaire and analyzed using SmartPLS 3.0. The research results show that emotional intelligence has a significant positive effect on OCB. Work-life balance does not have a significant effect on OCB. Job satisfaction does not have a significant effect on OCB. Emotional intelligence has a significant positive effect on job satisfaction. Work-life balance does not have a significant effect on job satisfaction. Job satisfaction does not mediate the influence of emotional intelligence and work-life balance on OCB. In conclusion, emotional intelligence has a positive influence on OCB and job satisfaction, while work-life balance and job satisfaction do not show a significant influence. Job satisfaction was not proven to be a mediator in this study.

Transformational leadership, organizational justice and organizational citizenship behavior in the restaurant context

This research investigates the association between transformational leadership and Organizational Citizenship Behavior (OCB). Moreover, organizational justice is analyzed as a mediating variable between transformational leadership behavior and OCB. This research was conducted in the restaurants of Pakistan, on a sample of 219 employees. The current study used correlation and regression analyses in order to test the hypothesized model. Findings of this research show that transformational leadership behavior and employees’ perception of organizational justice are significantly and positively related to employees’ OCB. In addition, the results also show that organizational justice perception mediates the relationship between transformational leadership and OCB. Thus, current research shows that the top management of the restaurants in Pakistan should focus on establishing transformational leadership behavior and also focus on the selection of individuals having transformational leadership qualities which have the ability to positively influence organizational justice perception thereby fostering OCB of employees. Lastly, this study provides its limitations and suggestions for further research.

Determinants of Employee Loyalty in Port Vehicle Handling Companies

Objective : This study aims to develop a loyalty model for operational staff in vehicle handling terminal companies by analyzing the impact of Employee Engagement, Organizational Citizenship Behavior (OCB), Trust, and Job Satisfaction on employee loyalty in two Vehicle Handling Terminal Companies in DKI Jakarta and Subang, West Java.Methodology : The research uses a quantitative approach with descriptive and inferential statistics. Focus Group Discussions with experts validate the findings, involving a population of 87 operational staff members. Data is analyzed using the Partial Least Square-Structural Equation Model (PLS-SEM).Research results : Descriptive statistics reveal that operational staff's perceptions of employee loyalty are satisfactory but need improvement. Regarding causality, Employee Engagement has a positive and significant impact on employee loyalty. Organizational Citizenship Behavior (OCB) has a negative and significant effect on employee loyalty. Employee organizational trust significantly influences employee loyalty, while job satisfaction has a positive and significant impact on loyalty.The novelty of this research lies in explaining the loyalty model for operational staff in vehicle handling terminal companies through Employee Engagement, OCB, Organizational trust, and job satisfaction, with Employee Engagement being the dominant factor. Job satisfaction is explained by OCB and Organizational trust, but it does not mediate the relationship between Employee Engagement, OCB, Organizational trust, and employee loyalty

Does job satisfaction mediate the relationship between corporate social responsibility and employee organizational citizenship behavior? Evidence from the hotel industry in Vietnam

In the current corporate landscape, firms are confronted with a multitude of demands and pressures from diverse stakeholders with employees being the foremost and most crucial group. Developing a competitive advantage for the company requires attracting and maintaining employee engagement especially their participation in extra-role activities. The employment of corporate social responsibility (CSR) as a strategy for attracting and keeping talented employees helps businesses gain a competitive edge. In this regard, this paper investigates the relationship between corporate social responsibility (CSR) and employee organizational citizenship behavior (OCB) with job satisfaction as a mediating factor. We adopted stakeholder theory and social exchange theory to develop a research framework with five elements of CSR influencing OCB through job satisfaction. A self-administered survey was conducted to gather data from employees who work in the Vietnamese hotel industry. We received 375 valid responses after five months using convenient sampling methods. The structural equation modeling (SEM) analysis was run in SmartPLS to test the proposed hypotheses. The results of our study showed that the only CSR that directly impacts OCB is CSR towards the environment; CSR towards customers, CSR towards the community and CSR towards the environment all indirectly impact OCB through the mediation of job satisfaction. Based on the findings, we recommended that hotels regularly share CSR initiatives with staff members in order to encourage them to participate in extracurricular activities at work.

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.

Driving employee organizational citizenship behaviour through CSR: An empirical study in the context of luxury hotels

In the recent years, there has been a rising interest among luxury brands to be environmentally responsible and promote employee discretionary behaviour. However, the underlying mechanisms that explain why, when, and how employees demonstrate discretionary environmental attitudes and behaviour in luxury contexts are not well-known. To accelerate this discourse; the current study examines the impact of environmental corporate social responsibility (CSR) on employees' organizational citizenship behaviour towards environment. Drawing insights from social cognitive theory, this study empirically validates a conceptual model through the data collected from 406 employees of luxury hotels and analysed using structural equation modelling. The results confirm the significant effect of environmental CSR on employees' organizational citizenship behaviour towards environment. The results also reveal that employee environmental commitment and green work engagement partially mediate the proposed relationship. Moreover, contrary to expectations, gender did not moderate the influence of environmental CSR on employee environmental commitment and employee green work engagement, whereas the relationship between environmental CSR and organizational citizenship behaviour towards environment was stronger for males than females. We argue that creative environmental CSR assignments in luxury hotel chains help employees develop engagement, identification, and commitment with the environmental strategy of the hotels towards solving grave environmental problems that modern societies are grappling with.

Due responsibility and true responsibility: a moderated‐mediation model linking green‐harmonious human resource practice to employee organizational citizenship behavior

Enterprises have sought to explore appropriate human resource practices to cope with sustainability problems caused by increasingly severe environmental pollution and the imbalance of interest among multiple stakeholders. Our study tries to address this issue by systematically conceptualizing the construct of green‐harmonious human resource practice (GH‐HRP) and exploring how and when GH‐HRP promotes employee organizational citizenship behavior (OCB). In Study 1, we develop a four‐dimension, 16‐item GH‐HRP scale including green‐harmonious selection, responsibility consciousness development, harmonious win‐win compensation, and green‐harmonious activity participation. In Study 2, using three‐wave data from 390 supervisor‐employee dyads, we find that GH‐HRP facilitates employee OCB through the mediating role of duty orientation and meaning of work. Further, ethical leadership moderates the positive effects of GH‐HRP on duty orientation and meaning of work such that these effects are more pronounced when ethical leadership is high, thus fostering employees' engagement in OCB. Theoretical and practical implications are discussed.

Implementasi Perilaku Kewarganegaraan Sebagai Mediasi Pengaruh Keterikatan Pegawai, Efikasi Diri Terhadap Kinearj Karyawan Pada PT Application Solutions

<p><em>Human resources are an important asset in a company, because human resources determine the success of a company. Human resource management and improving human resource performance have become the main focus of every company to encourage competitiveness in the future. A high-performing employee can make a significant contribution to achieving organizational goals. Currently, many companies have paid attention to factors to improve employee performance, including employee engagement and employee self-efficacy. This research aims to analyze the influence of employee engagement (X1) and self-efficacy (X2) through organizational citizenship behavior (OCB) (Z) as a mediating variable on the performance (Y) of PT Application Solutions employees. The research population included 115 employees, and the sampling technique used was a saturated sample, involving the entire population of PT Application Solutions. Data analysis in this research was carried out using the Partial Least Square (PLS) method with the support of SmartPLS 4 software. The findings indicate that, although the employee engagement variable has a positive influence, it does not reach a level of significance on employee performance. Additionally, employee engagement has a positive and significant influence on Organizational Citizenship Behavior (OCB). Furthermore, the self-efficacy variable has a positive and significant influence on employee performance and OCB. There is a positive and significant influence of the OCB variable on employee performance. Moreover, the OCB variable succeeded in being an effective mediator, connecting employee engagement and self-efficacy to employee performance, providing a positive and significant impact.</em></p>

Communication is The Key to Promote Organizational Citizenship Behavior During Restructuring Organization

This research was conducted with the aim of answering phenomena, both the factual conditions of the business environment and the results of previous research so that it is beneficial for organizations to adopt the best policies for their organization. Apart from that, conceptually, this research is expected to contribute to the development of knowledge related to restructuring and employee organizational citizenship behavior related to communication. Moreover, the mediating effect of communication on the organization restructuring and organization citizenship behavior are examined through a quantitative technique. The data comes from companies that operate in the manufacturing sector and have undergone restructuring. Data from a sample of 72 emplyees were used to examine the hypothesized models. Results show that communication fully mediated the relationship between organizational restructuring and organizational citizenship behavior.

Pengaruh New Normal Perception to Work Terhadap Organizational Citizenship Behavior

The Covid-19 pandemic that has hit the world since early 2020 has changed the way and style of working. In the new normal order, the Ministry of Finance is adapting to this situation by setting up a combination work scheme of Work from Home (WFH) or working from home and (Work from Office/WFO) or working in the office. In this research, the combination of WFH and WFO work is hereinafter referred to as the New Normal Perception to Work (NNPW) variable. The aim of this research is to find out whether New Normal Perception to Work (NNPW) is related to Organizational Citizenship Behavior (OCB). This research was conducted on employees of the Tax Service Office located in the city of Semarang with a population of 808 employees with a sample of 272 respondents. This research also uses the mediating variables of job satisfaction and Work Life Balance (WLB). Variable measurements were carried out using a Likert scale, and the response results were analyzed using Structural Equation Modeling (SEM) with the AMOS 22.0 application. The research results show that New Normal Perception to Work influences employee OCB behavior, WLB and job satisfaction. Work Life Balance is able to mediate the influence of the relationship between New Normal Perception to Work and OCB. Meanwhile, on the other hand, job satisfaction has no effect on OCB, and is unable to mediate the influence of the relationship between NNPW and OCB.

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 .

Outcomes of Humble Leadership on Employee Organizational Citizenship Behaviors; Mediating Role of Psychological Safety

Outcomes of Humble Leadership on Employee Organizational Citizenship Behaviors; Mediating Role of Psychological Safety

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.

The Role of Motivation on the Performance of Employees of UPT RSUD Sultan Syarif Mohamad Alkadrie with Job Satisfaction and Organizational Citizenship Behaviour as Mediating Variables

This study aims to examine the effect of motivation on the performance of employees of UPT RSUD Sultan Syarif Mohamad Alkadrie through job satisfaction and Organizational Citizenship Behaviour (OCB). This study used a quantitative method with Structural Equation Modeling (SEM) data analysis technique. The sample of this study was 100 employees of UPT RSUD Sultan Syarif Mohamad Alkadrie who were randomly selected. The results of this study showed that motivation had a significant effect on job satisfaction, OCB, and employee performance. In addition, job satisfaction and OCB also had a significant effect on employee performance. Thus, the hypothesis of this study was accepted. This study provides implications that to improve employee performance, motivation, job satisfaction, and OCB of employees need to be increased. This study also provides suggestions for further research.

Effects of Corporate Social Responsibility (CSR) policies and activities on Company Reputation and Employee Organizational Citizenship Behaviour: Evidence from Indicate the tourism industry

This research investigates the impact of corporate social responsibility (CSR) policies on employee organizational citizenship behavior and business reputation within the travel and tourism sector. Through a comprehensive survey of 317 participants in tourism companies, the study employs Amos 25.0 and SPSS 25.0 software to construct a Hypothesis Testing Structural Equation Model, aligning with established methodologies. The results unequivocally demonstrate that CSR practices enhance a company’s reputation, subsequently fostering organizational citizenship behavior among employees. Notably, the intricate interplay among CSR policies, company reputation, and employee behavior is subject to moderation by specific factors. The findings underscore the nuanced dynamics shaping organizational behavior in the context of CSR initiatives. The study suggests potential avenues for future research, offering insights that contribute to both theoretical understanding and practical implications for businesses in the travel and tourism sector. This research advances our comprehension of the intricate relationships between CSR, business reputation, and employee behavior, providing a foundation for informed decision-making in corporate sustainability efforts.

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.