Individual Organizational Citizenship Behavior Research Articles

Explore the relationship between leadership skills, organizational citizenship behavior and organizational culture in Vietnamese public organizations

PurposeThe purpose of this study is to look into the relationship between leadership skills, especially technical, human and conceptual skills, and organizational citizenship behavior (OCB), with organizational culture acting as a mediator.Design/methodology/approachFor the purpose of this study, a quantitative strategy was adopted. To collect data, paper/online surveys were administered to 294 individuals in various Vietnamese public organizations. Stata 15.1 was used to assess the reliability, validity and consistency of the measurements. Regression analysis was used to evaluate the proposed hypotheses.FindingsIt was discovered that leadership skills have a significant effect on OCB, which partially supported the hypotheses. However, only conceptual skill was found to have a significant impact on individual OCB (OCBI). Conceptual skill was also found to have a significant impact on supportive culture. In addition, only supportive culture had a significant effect on OCBI. Finally, supportive culture was confirmed to mediate the relationship between conceptual skill and OCBI.Originality/valueThis study adds to the social exchange theory by filling three significant gaps in previous research on leadership skills. First, it investigates the impact of three leadership skills on OCB in public organizations. Second, it examines the role of leadership skills in fostering an organizational culture. Third, the paper concludes by investigating the underlying mechanism through which leadership skills contribute to OCB via the mediation of organizational culture. The implications of these findings for practice are discussed.

The Moderating Role of Attachment in the Associations Between Group Variables and OCB

The current study expands previous knowledge by investigating the moderating role of attachment styles in the associations between perceived group cohesion, perceived collective efficacy, and changes in the individual report of organizational citizenship behavior (OCB). Data were collected from 180 employees, who took part in a 9-week organizational training course. Upon start of training, participants completed questionnaires assessing their attachment orientations and their individual-level OCB. Upon conclusion, participants completed questionnaires assessing their perceived group cohesion, perceived group efficacy, and OCB. Using hierarchical linear modeling, both group cohesion and efficacy explained the changes in the individual OCB. In addition, attachment anxiety moderated the associations between group efficacy, group cohesion and the changes in OCB. The results emphasize the joint effects of group-and individual-level variables in predicting OCB in a longitudinal design. Theoretical and practical implications are discussed.

Social Accounting as an Enabling Tool to Develop Collective Organizational Citizenship Behavior in the Diocese of Bilbao.

Religious oriented organizations (ROOs) have frequently higher levels of motivation among their employees, because the aims of ROOs and those of collaborators and stakeholders are usually aligned. However, sometimes, when the management of ROOs becomes professionalized, tensions between aims and efficiency are more frequent, and productivity levels start to decline. The most widespread current management theories are focused on profit maximization and are not especially helpful to religious organizations which try to enhance their productivity levels and, at the same time, achive their mission and aims. In order to fill this gap, in this research, we will develop two main concepts: social accounting and organizational citizenship behavior (OCB). We will propose the use of social accounting to calculate the social value generated by ROOs and, from that point, build new indicators able to measure the organizational citizenship behavior (OCB) of collaborators working in ROOs. We will exemplify this theoretical development with the actual case of the diocese of Bilbao. In short, the main objectives of this work are two. The first objective is the development of a theoretical framework able to enhance the levels of social value creation inside religious (and socially oriented) organizations using social accounting. The second objective is the use of data from the 16 educative centers of the diocese of Bilbao to ilustrate that social accounting is a valid tool to measure social value. Additionally, we will show that social accounting can be a tool to assess management decisions in order to enhance organizational and individual OCB in ROOs and, in this way, generate moral satisfaction for employees and collaborators in their organizations.

Examining a servant leadership construct and its influence on organizational citizenship behavior

This study aims to test a servant leadership construct, the Servant Leadership Survey (SLS), in the context of a collective culture. It also examines the effect of each servant leadership (SL) dimension on the organizational citizenship behavior (OCB) of employees. This study uses a validatory factor analysis method to examine the consistency of the SLS construct and, using a purposive sampling approach, involves 295 respondents working in profit and non-profit organizations. The results of this study reveal that only six dimensions of the eight-dimensional SL accord with the context of collective culture. The six dimensions are empowerment, standing back, forgiveness, courage, authenticity, and humility. The study also reports that the dimensions of standing back and authenticity have an effect on individual OCB, while the dimensions of empowerment and standing back affect organizational OCB. This study contributes to understanding different cultural contexts (individualistic versus collective) and the requirement to adjust the SL dimensions. These dimensions have different effects on OCB at the individual and organizational levels.

The impact of workplace bullying on project success as mediated through individual organizational citizenship behavior: a study in Pakistan

This study examines the relationship between workplace bullying and project success in project based organizations in Pakistan. Additionally, this relationship was studied through the mediating eff...

Effects of innovation-supportive culture and organizational citizenship behavior on e-government information system security stemming from mimetic isomorphism

Using institutional theory as a theoretical framework, this study illuminates organizational changes stemming from institutional pressures to investigate innovation in e-government information system security (ISS). From the perspective of mimetic isomorphism, the study examines ISS innovation by the South Korean government to elucidate organizational factors affecting organizational changes. This study attempted to investigate the interrelation of institutional influences and internal organizational factors in the course of ISS innovation. A research model was developed to elucidate the effects of mimetic isomorphism on innovation-supportive culture, legitimacy, and organizational citizenship behavior (OCB); furthermore, the relationships among innovation-supportive culture, legitimacy, and OCB, as well as how they influence organizational ISS effectiveness, were examined. A survey was administered to 489 civil servants working for the South Korean national government; valid data were analyzed using the partial least squares method. The results showed that mimetic isomorphism positively affected both innovation-supportive culture and legitimacy in ISS innovation. However, mimetic isomorphism influenced only individual OCB, not organizational OCB. Consistent with our hypotheses, innovation-supportive culture, legitimacy, and OCB positively influenced ISS effectiveness, whereas organizational cynicism negatively influenced ISS effectiveness. These findings provide interesting insights into how ISS innovation for e-government can be viewed within institutional theory and organizational behavior. As this study's results show the appropriateness of ISS innovation-supportive culture for ISS effectiveness in the government, the government should diagnose cultural manifestations or cultural artifacts to help ISS practitioners formulate, implement, and manage ISS strategies.

What good soldiers are made of: the role of personality similarity

Purpose– Previous studies have often yielded mixed results in relation to the similar-to-me effect on extra-role behaviors. Based on social exchange theory, the purpose of this paper is to uncover the contribution of personality similarity to organizational citizenship behavior (OCB), a type of extra-role behaviors.Design/methodology/approach– Questionnaire surveys were conducted in a multinational bank in Hong Kong. The participants were matched sample of 403 customer service representatives from 81 teams and their corresponding team supervisors.Findings– Personality similarity to peers and supervisors had a positive impact on individual OCB (OCB-I) and organizational OCB (OCB-O), respectively, through better communication and social integration. Moreover, personality similarity to peers was related only to OCB-I, whereas personality similarity to supervisor was associated only with OCB-O.Research limitations/implications– Subordinates perform different facets of OCB depending on the subjects they are similar to in terms of personality. Being similar to others could facilitate communication and social integration, which in turn promote OCB targeted at similar individuals. The importance of distinguishing the similarity effects of peers and supervisors separately as well as scrutinizing the effects of different forms of OCB warrants future research attention.Practical implications– Managers can promote OCB by enhancing communication and social integration among employees and supervisors.Social implications– As OCB enhances organizational effectiveness, the economic development of society in general will eventually benefit from having more effective organizations.Originality/value– This study addresses the inconsistent findings of previous studies regarding the impact of similarity on OCB. It demonstrates the contribution of personality similarity to OCB beyond the confounding effects of judgment bias. It also advances theory by studying personality similarity to peers in addition to the commonly studied similarity to supervisors.

Work-Family Balance and Supervisor Appraised Citizenship Behavior: The Link of Positive Affect

We use broaden and build theory (Fredrickson, 1998; 2001) to examine the relationship between work-family balance and organizational citizenship behaviors (OCB), and the extent to which these relationships are mediated by positive affect. Using a sample of 205 supervisor-subordinate dyads, we found that subordinate work-family balance predicted supervisors’ appraisals of subordinate’s engagement in both organization and individual OCB and was fully mediated by positive affect rated by the subordinate. Additionally, we found that these fully mediated relationships held when positive affect was measured by the supervisor.

PENGARUH FAKTOR DISPOSISIONAL DAN SITUASIONAL PADA PERILAKU KEWARGAAN ORGANISASIONAL: KASUS PADA INDUSTRI PERBANKAN DI INDONESIA

The goal of this research is to test the relationship model between motive, structural dimension, relational dimension, and cognitive dimension, as well as core self evaluation personality with organizational citizenship behavior. The research integrates the use of attribution theory, social exchange theory, core self evaluation theory, and two raters of organizational citizenship behavior. Eventhough organizational citizenship behavior is positively correlated with social capital, motive, and personality, the relationship of each factor is not the same strength. This is due to differences in job conditions, environment, task independency, and research setting. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 128 branches of the bank industry located in 16 major cities in Java. The sample consisted of 636 tellers and 129 head tellers. Validity tests and reliability tests were used to test the questionnaires contents. The Structural Equation Modeling (SEM) was used to test the relationship among the variables. Jurnal Ekonomi dan Bisnis Indonesia, Vol 23 No.3 Tahun 2008 The result proved that organizational motive and core self evaluation personality have the strongest effect on individual organizational citizenship behavior. The result also showed that self rating and supervisor rating differs significantly with respect to organizational citizenship behavior. Both are valid and have an equal effect on organizational citizenship behavior. A thorough discussion on the relationship among the variables as well as on self rating and supervisor rating are presented in this paper. Keywords: organizational citizenship behavior, motives, social capital, the core self-evaluation personality

ASSOCIATIONS OF ORGANIZATIONAL JUSTICE AND INGRATIATION WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE BENEFICIARY PERSPECTIVE

In this study we investigated whether the two motivational forces – social exchange and impression management – behind Organizational Citizenship Behavior (OCB) proposed by Bolino (1999) would be associated differently with an individual's OCB toward a coworker, supervisor, and organization. Organizational justice and ingratiation represented the social exchange and impression management motives, respectively. Based on the data collected from managers, colleagues, and employees, the results of a total sample size of 529 questionnaires showed that both ingratiation and perception of organizational justice were positively associated with individuals' OCB toward their supervisors. However, for individuals performing OCB toward their jobs, only the perception of distributive justice showed a positive correlation, and neither motive was positively associated with individuals' OCB toward their coworkers.

Test of the Construct and Criteria Validity of a German Measure of Organizational Justice

Organizational justice is a well-known and increasingly often measured construct in work-related psychological research, for which, however, different kinds of measures are used. Colquitt (2001 ) developed a four-dimensional measure of organizational justice to allow for the comparison of different studies. Two studies provide evidence for the construct (Study 1) and criteria validity (Study 2) of the German version of the Colquitt measure with regard to perceived supervisor behavior as well as employees’ attitudes and intentions. In Study 1, the measure demonstrated construct validity using a German sample of employees (N = 227) from different companies: Each dimension correlated differently with work-related dimension of supervisor behavior. To demonstrate criteria validity in Study 2 (N = 315 employees), the justice measure predicted different, theoretically linked work-related employee behaviors or attitudes (i.e., intentions to leave, job satisfaction, job stress, individual organizational citizenship behavior). Results are discussed with regard to theoretical and practical implications, intercultural differences, and future research.