Employee Organizational Citizenship Behavior Research Articles

Pengaruh Iklim Organisasi terhadap Organizational Citizenship Behavior pada Pegawai Badan Penanggulangan Bencana Daerah Kota Padang

The purpose of this study was to determine the effect of Organizational Climate on Organizational Citizenship Behavior at the Padang City Regional Disaster Management Agency. This study uses quantitative research methods, with sample techniques using total sampling, with a total of 68 subjects, the scale used in this study is a Likert scale. The results showed that Organizational Climate affects Organizational Citizenship Behavior by 0.086 (8.6%). This illustrates that the Organizational Climate variable affects Organizational Citizenship Behavior in employees by 8.6%, where the remaining 91.4% of the influence is influenced by other variables not examined in this study. It can be concluded that if the organizational climate in an organization is high, then OCB will also be high, and vice versa.

The Influence of Transformational Leadership, Workload, and Work Engagement on Emotional Exhaustion and Organizational Citizenship Behavior at PT. Wangta Agung Surabaya

The problem of organizational citizenship behavior has not been fully implemented among employees. Employees are not willing to carry out more than their main duties and have not provided more than expected capabilities to the organization to improve the effectiveness of the company. The purpose of this study is to determine the influence of transformational leadership, workload and work engagement on emotional exhaustion and organizational citizenship behavior of employees at PT. Wangta Agung Surabaya. This study was carried out by a quantitative method supported by primary data sources obtained through the distribution of questionnaires. The research population is employees of PT. Wangta Agung Surabaya. The selection of respondents was carried out by the saturated non-probability sampling method with a total of 102 respondents. The method of analyzing the data is by descriptive analysis and SEM-PLS analysis. The findings of the study show that transformational leadership and workload have a significant effect on emotional exhaustion and organizational citizenship behavior of employees at PT. Wangta Agung Surabaya, while work engagement has a non-significant effect on emotional exhaustion but work engagement has a significant influence on OCB at PT. Wangta Agung Surabaya.

Influencing Factors of Organizational Citizenship Behavior (OCB) Among Civil Servants (PNS) In Organization X

Organizational Citizenship Behavior (OCB) has an important role in the success and effectiveness of an organization, including: improving organizational work, increasing job satisfaction, building a positive work culture, improving the organization's work image, and encouraging innovation and positive change. This research uses a case study design because the main research problem is the analysis of OCB in employees in an organization and because this design is a more appropriate strategy when it comes to why something happened. This research aims to describe the factors that influence Organizational Citizenship Behavior (OCB) in Civil Servants in Organisasi X. The type of research used by researchers is descriptive qualitative research. Based on the results of observations and interviews, Organizational Citizenship Behavior (OCB) implemented by Civil Servants (PNS) in Organization These factors have a positive relationship with OCB, which is directly proportional to the increase in OCB as per the research results described above. The relationship between employees (superiors and subordinates) is very good as can be seen from the attitudes and behavior applied in work life. Even though OCB is not yet fully implemented by all employees, there are ongoing improvement efforts to achieve organizational goals. Subordinates carry out their duties as they should and superiors carry out monitoring and evaluation to ensure activities run smoothly. Obstacles that arise in carrying out tasks are immediately conveyed to superiors and/or related units so that they can be followed up immediately so that no work is missed. As for corrections to a job, they will be carried out with full responsibility based on previous experience.

The Impact of Organizational Citizenship Behavior, Employee Engagement, and Managerial Decision-Making on the Microfinance Institutions Performance

This study examines the impact of employee organizational citizenship behavior (OCB) and engagement on the performance of microfinance institutions, with a focus on the moderating role of managerial decision-making. Data were collected from 100 key microfinance institutions employees in Greater Bandung, with interviews of 10 experienced staff (>5 years) conducted to refine the questionnaire and ensure alignment with microfinance institutions work conditions. Using Structural Equation Modeling using Partial Least Squares (SEM-PLS) for data analysis, this study finds that both organizational citizenship behavior (OCB) and employee engagement significantly enhance microfinance institutions performance. The results further indicate that managerial decision-making serves as a critical mediator between OCB, employee engagement, and organizational performance. These findings underscore the importance of managerial decision-making in amplifying the effects of OCB and employee engagement on microfinance institutions performance. Furthermore, this research introduces alternative metrics for assessing OCB, employee engagement, managerial decision-making, and organizational performance.

Human Resources Management Practices (HRMP) and Disaster Preparedness of Accommodation Establishment in Puerto Galera, Oriental Mindoro

There was a potential research gap in the theoretical knowledge of the social impact of socially responsible HRM practices and disaster preparedness. The literature review also indicates that few studies have explored the influence of employees’ perceived socially responsible HRM on individual employees’ attitudes and behaviors, such as organizational identification and job performance. Most previous studies on socially responsible HRM focused on its relationship with employee organizational citizenship behavior, organizational commitment, job satisfaction, well–being, and turnover intention. There are research gaps in the context of accommodation establishment in Puerto Galera, Oriental Mindoro, Philippines despite the glowing understanding of the significance of disaster preparedness and HRMP. Hence, the study aims to determine the Human Resources Management Practices (HRMP) and disaster preparedness of accommodation establishments in Puerto Galera, Oriental Mindoro. The study used descriptive correlational methods research. The respondents of the study are the supervisors, managers, and staff in the total of 30 respondents in selected accommodation establishments in Puerto Galera, Oriental Mindoro. The researchers used a self-prepared research instrument. Mean was used to summarize and responses and Cronbach Alpha was used to calculate by taking a score from each scale item and correlating it with the total score for each observation. Results showed that the relationship between human resource management practices and disaster preparedness in accommodation establishments underscores the multifaceted approach required to mitigate risks, ensure employee and guest safety, and maintain operational continuity during emergencies.

Sustainability‐Oriented Leadership and Business Strategy: Examining the Roles of Procedural Environmental Justice and Job Embeddedness

ABSTRACTOrganizations are progressively focusing on their sustained growth by designing and implementing environmentally friendly policies. However, their environmental performance depends on their employees' proenvironmental behavior and the firm's sustainability policies. Previous research has provided evidence that environmentally specific servant leadership, transformational leadership, ethical leadership, spiritual leadership, and charismatic (value‐based) leadership enhance employee organizational citizenship behavior toward the environment (OCBE). However, limited research examines the role of sustainability‐oriented leadership (SOL) in maturing employees' OCBE. This research examines the SOL–employee OCBE linkage mediated through mechanisms like perceived environmental justice and affective commitment to one's supervisor under varying permutations of employee job embeddedness (EJE). More specifically, this paper examines SOL's direct, indirect, and moderated effects on OCBE through perceived environmental justice and employee commitment toward the leader under disparate EJE levels. The empirical findings confirm a direct impact of SOL on employees' OCBE. It was also evident that SOL significantly and indirectly influences employees' OCBE through procedural environmental justice under disparate levels of job embeddedness. The paper advances academic and managerial understanding on OCBE proliferate in organization. Besides enriching literature, the study's findings provide valuable insights to organizations seeking to enhance OCBE through fostering SOL, PEJ, and EJE.

The role of perceived human resource management practices in organizational citizenship behaviors: evidence from the healthcare sector

PurposeThis study aims to explain the effects of perceived HRM practices on employees’ attitudinal and behavioral responses, specifically, how perceived HRM practices influence organizational citizenship behavior (OCB).Design/methodology/approachUsing a sample of 276 employees working in healthcare centers, we conducted a cross-sectional research design with structural equation modelling and path-modeling techniques (PROCES macro).FindingsResults provide evidence of the mediating role that organizational trust and job satisfaction play in the relationship between HRM organizational practices and employees’ OCB, as well as the conditional role that organizational justice levels play on these indirect effects, enhancing the impact of perceived HRM practices on employees’ behaviors.Practical implicationsThis study provides practical insights to help organizations and managers enhance employees OCB to go above and beyond, directly contributing to organizational performance through effective HRM practices, promoting organizational trust, job satisfaction and the perceptions of organizational justice.Originality/valueThis empirical study makes several contributions. When employees perceive organizational justice, the impact of perceived HRM practices on behaviors that drive performance improvements contributes to raise both their organizational trust and OCB. If managers and organizations want to increase their impacts, they should invest in developing a sense of organizational justice among employees.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI PT. UTAMA INTI HASIL KIMIA INDUSTRI MEDAN

Employees are the main wealth in a company, because without their participation, activities cannot be carried out. Each employee will pursue their work a nd demonstrate behavior in order to gain acceptance or social support and individual status, motivated to be able to meet their personal standards and pursue work that requires special abilities, individuals will further pursue the goals of their company and will then demonstrate good citizenship behavior within the company. Employee behavior outside the duties stated in the job description is called organizational citizenship behavior. One of the factors that influences organizational citizenship behavior is transformational leadership. Transformational leadership is leadership that plays a role in organizational improvement. This research aims to determine the effect of transformational leadership on organizational citizenship behavior in PT employees. Main Core Medan Industrial Chemical Results. The method used in this research is quantitative research. The place of research was carried out at PT. Main Core Medan Industrial Chemical Results. In this study, researchers distributed questionnaires to 73 employees. The research results show that there is an influence of transformational leadership on organizational citizenship behavior in employees at PT. Main Core Results of Medan Industrial Chemistry with a termination coefficient (R2) value of 0.220 showing the influence of transformational leadership of 22% on organizational citizenship behavior with a value of sig. equal to 0.000 ≤ 0.05.

How and When High‐Performance Work Systems Affect Employee Outcomes in the Hospitality Industry: The Role of Followership and Job Specialization

ABSTRACTPrevious studies have indicated that high‐performance work systems (HPWSs) influence employees' work outcomes within organization. However, very few studies have investigated the effects of HPWSs from the perspective of followership and job specialization. Drawing from social exchange theory, this study explores the mediating role of followership and the moderating role of job specialization in the relation between HPWSs and employee outcomes. The data from 391 restaurant employee–manager pairs in four stores in China indicate that active engagement followership mediates the effects of HPWSs on employee turnover intention and organizational citizenship behaviors (OCB), and job specialization moderates the direct effects of HPWSs on employee job performance and OCB. Specifically, employees in roles with a higher degree of specialization are more likely to be influenced by HPWSs. The findings provide new insights into human resource practices within organization, emphasizing the roles of followership and job specialization.

THE IMPACT OF WORKPLACE SPRITUALITY AND TRANSFORMATIONAL LEADERSHIP MEDIATED BY JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

The purpose of this research is to identify and analyze the influence of workplace spirituality and transformational leadership, mediated by job satisfaction, on the organizational citizenship behavior of employees at PT. Chandra Asri Petrochemical and PT Asahimas Chemical. All respondents in this study are employees of PT. Chandra Asri Petrochemical and PT Asahimas Chemical. Data collection methods were conducted through the distribution of questionnaires to 308 employees of PT. Chandra Asri Petrochemical and PT. Asahimas Chemical uses the purposive sampling technique for sample selection. Hypothesis testing was conducted using the structural equation model (SEM) method. The results of this study indicate that workplace spirituality has a positive influence on organizational citizenship behavior, workplace spirituality has a positive effect on job satisfaction, transformational leadership has a positive effect on organizational citizenship behavior, transformational leadership does not have a positive effect on job satisfaction, job satisfaction has a positive effect on organizational citizenship behavior, workplace spirituality has a positive effect on organizational citizenship behavior mediated by job satisfaction, and transformational leadership does not have a positive effect on organizational citizenship behavior mediated by job satisfaction. The managerial implications of this research require the company to enhance patience among coworkers, pay more attention to individual support for staff, increase the enjoyment aspect of work, and give more attention to employees who are reluctant to use their time for voluntary work. Keywords: Workplace Spirituality; Transformational Leadership; Job Satisfaction; Organizational Citizenship Behavior

Linkage between empowerment, commitment and organizational citizenship behavior in Indian retail sector

Purpose The purpose of this paper is to determine the relationship between employee empowerment (structural empowerment [SE] and psychological empowerment [PE]), employee commitment (EC) and organizational citizenship behavior (OCB) within the unique context of a learning organization in the Indian retail sector. Design/methodology/approach The investigation was conducted using a survey-based questionnaire approach. Data were gathered from 222 frontline employees working in different retail stores in India. The researcher used AMOS 22.0 version and SPSS 22.0 version for the data analysis. Findings This study concluded that SE and PE have a positive and significant influence on OCB and EC. In addition, EC is a mediator between employee empowerment (SE and PE) and OCB. Research limitations/implications This research is built on cross-sectional data with a limited sample size, that is, 222 sample size. This study also offers some practical insights to managers of retail stores. Originality/value To the best of authors’ knowledge, this study is the first to empirically investigate the mediating role of EC between SE and OCB. By focusing on the interplay of these variables within a learning organization, this study sheds light on the mechanisms driving employee behavior and organizational dynamics in this rapidly evolving retail sector.

How could you think that? Supervisor misattribution leads to reduced subsequent employee organizational citizenship behavior

PurposeFrom a social cognitive perspective, the current study examines how the relationship between the employee and the organization changes following supervisor motive misattribution of organizational citizenship behavior (OCB).Design/methodology/approachThe current study utilizes an experimental vignette methodology (EVM), linear regression and Hayes' (2017) Process Version 4 macro in SPSS to examine the relationships between supervisor misattribution of employee OCB, personality and individual differences and future organizational citizenship behavior intentions.FindingsResults indicate that supervisor misattribution of employee OCB, specifically when the act is attributed to impression management, will reduce the intention to engage in future OCBs. Results also indicate that this negative relationship is enhanced when subordinates are high in openness.Research limitations/implicationsThis study extends social exchange theory by demonstrating how the misattribution of motivation to perform OCBs creates a negative social exchange and discourages future organizational citizenship behavior from the employee. The current research demonstrates the importance of supervisors understanding employees' motivations for engaging in (OCB). If an employee engages in OCB based on intrinsic motivation, such as a desire to help others, and their motivation is attributed to external motivation, such as impression management, the employee may feel misunderstood and believe their values and motivations are incorrectly perceived, leading to reduced OCB.Originality/valueThe current research is examined using EVM. By immersing participants in realistic hypothetical scenarios, experimental vignette methodology allows researchers to explore the intricacies of decision-making across unique scenarios, unraveling both the “why” and the “what next” behind decision-making.

Trickle-Down Effect of Empowering Leadership and Employee Organizational Citizenship Behavior : The Moderating Role of Self-Enhancement Motive

Trickle-Down Effect of Empowering Leadership and Employee Organizational Citizenship Behavior : The Moderating Role of Self-Enhancement Motive

Blending Work Values, Engagement, and Satisfaction to Drive OCB in Technopreneurial Startups

In startup companies, financial and other resources are often still limited, so human resources are a valuable asset that plays a crucial role in running an entrepreneur. Organizational Citizenship Behaviors (OCB) support new companies or startups success and growth. OCB can increase efficiency and productivity, create a positive work environment, and improve the ability to adapt to change. Therefore, startup companies must encourage and foster OCB among employees to achieve sustainable competitive advantage. This research analyzes the factors influencing OCB by exploring the role of work values, engagement, and job satisfaction. The participants in this research were 351 employees of startup companies in Jakarta. The sampling technique uses simple random sampling, and data analysis uses SEM-PLS. The research findings state that work values positively impact engagement and job satisfaction. Then, work engagement and job satisfaction were ultimately proven to increase employee OCB in startup companies. This study enriches the literature, especially in managing human resources in organizations, and becomes a basis for companies to create rules and policies to increase OCB in a dynamic and competitive business.

Perilaku Organizational Citizenship Behavior pada Karyawan

Every company is required to be able to improve company performance maximally and effectively, especially to improve individual performance. The low quality of human resources will certainly have a negative impact on the company, while successful companies need employees who are willing to do more than just their formal duties and are willing to provide performance that exceeds expectations. The purpose of this research is to determine organizational citizenship behavior in employees. This research was conducted on 72 permanent employee subjects. The research uses a quantitative approach with saturated sampling techniques. The data collection technique uses a questionnaire with measurements based on organizational citizenship behavior variables. The data analysis technique uses descriptive analysis and determines the calculated average for each aspect. The results of data processing show that the minimum value for the organizational citizenship behavior variable is 82.00 with a maximum value of 134.00 and a mean value of 108.36. The standard deviation value is 10.57809. As for aspects of organizational citizenship behavior, the average obtained was the altruism aspect of 3.15. The average courtesy aspect is 3.31. The average sportsmanship aspect is 3.18. The average conscientiousness aspect is 3.21. The Civic Virtue aspect averages 3.09.

Research on the Impact of gGreen Human Hesource Management on Employees' Organizational Citizenship Behavior of Internet Enterprises

In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human resources, this project collects the working environment, training programs, performance appraisal programs and incentive policies under green human resource management through online questionnaires, field visits and face-to-face interviews, and studies green human resource management and employees' spontaneous changes within the organization, such as the improvement of employees' loyalty to the enterprise, The relationship between organizational citizenship behaviors such as performance level growth will further explore the impact of green human resource management on the organizational citizenship behaviors of employees in Internet enterprises.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KEPEMIMPINAN TRANSAKSIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) KARYAWAN RSKJ PROVINSI BENGKULU

Leadership is the main key to the success of a company in achieving a goal. A company requires appropriate transformational leadership and transactional leadership to encourage the emergence of organizational citizenship behavior in each employee. The purpose of this research is to determine the influence of transformational leadership and transactional leadership on organizational citizenship behavior (OCB) in RSKJ employees in Bengkulu Province. The population that will be used in this research is employees of the RSKJ nursing section of Bengkulu Province, totaling 100 employees. This research uses a nonprobability sampling technique with the technique taken, namely saturated sampling (census). Saturated sampling technique is a sample determining technique when all members of the population are used as samples. So the sample used in this research was 100 employees of the RSKJ nursing section of Bengkulu Province. This research uses quantitative methods and data collection techniques by means of observation and distributing questionnaires. Then the questionnaire data was processed using SPSS version 26. Based on the results of this research, it can be concluded that the results of hypothesis testing from the t test (partial) and F test (simultaneous) have a positive and significant effect on the transformational leadership and transactional leadership variables on organizational citizenship behavior.

Mediasi Job Satisfaction pada Pengaruh Person-Job Fit, Person-Organization Fit, terhadap Organizational Citizenship Behavior di PDAM Kulon Progo

This study aims to analyze the mediating role of job satisfaction on the effect of person-job fit and person-organization fit on the organizational citizenship behavior of PDAM Tirta Binangun Kulon Progo employees. This research is a quantitative study that uses primary data collection with questionnaire instruments. The study involved 131 employees whose data were taken by census. The data were processed using multiple linear regression analysis. The results stated that person-job fit and person-organizational fit had a positive and significant impact on organizational citizenship behavior partially. Person-organizational, person-job fit, and job satisfaction have a positive and significant effect partially on organizational citizenship behavior. Job satisfaction is proven to mediate the effect of person-job fit and person-organizational fit on organizational citizenship behavior. Strengthening antecedents is an important aspect for organizations when organizations make policies to improve employee organizational citizenship behavior.

THE ROLE OF LEADERSHIP EMPOWERMENT ON EMPLOYEE ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AT PT X WITH PROACTIVE BEHAVIOR AS A MEDIATOR VARIABLE

Positive leadership empowerment may encourage positive attitudes in employee organizational citizenship behavior. This behavior could be enhanced by the proactive behavior of the employees. This research aims to determine the role between leadership empowerment on employee organizational citizenship behavior at PT X with proactive behavior as a mediator variable. The implementation of this research is in the production department of PT X on full-time employees with a total of 270 subjects with random sampling techniques. The instrument used is a questionnaire. For proactive behavior variables, the authors developed it based on Crant's theory. Organizational Citizenship Behavior (OCB) variables were measured using the OCB Scale developed by Organ. Meanwhile, the leadership empowerment variable was measured using the Empowering Leadership Questionnaire (ELQ) developed in previous research by Arnold, Arad, Rhodes, and Drasgow. Research data analysis using linear regression statistical techniques and path analysis. The results of the research data analysis explain that there is a significant influence of leadership empowerment on employee organizational citizenship behavior at PT X with proactive behavior as a mediator variable (p = 0.046, p < 0.05), where proactive behavior partially mediates organizational citizenship behavior.

Literature review of the organizational citizenship behavior of employees in the public sector

This study contributes to our understanding of employee behavior in governmental organizations. This paper aims to demonstrate the effects of organizational culture, transformational leadership, and work motivation on organizational citizenship behavior (OCB). This paper also aims to conduct a literature evaluation on the OCB of the public sector, using VOSviewer to acquire a visual representation of the research's progress. The VOSviewer for visualizing research progress adds value by providing a clear and intuitive representation of the scholarly landscape. Visualizing connections and clusters among documents can facilitate the identification of key themes and research directions. The study searched the Scopus database using the keywords "organizational citizenship behavior public sector," resulting in the discovery of 85 relevant documents. The study analyzed documents published between 2019 and 2023. Afterward, the study selected 25 documents with the highest rankings as references using Publish or Perish. Supplementary documents were discovered through Google Scholar and Proquest. In comparison to other studies, this research is more diverse in the variables, providing integrated information in the public sector. Consequently, this research remains pertinent. Nevertheless, the amount of study conducted on OCB in the public sector has been limited. Therefore, there is a potential for further investigation in this field. The main findings of the study demonstrate that (i) underscore the relevance of promoting a positive organizational culture, fostering transformational leadership, and enhancing work motivation to encourage OCB among public sector employees and finally (ii) the results of this study indicate that influential factors have a positive impact significantly on the OCB in the public sector.