Level Of Organizational Citizenship Behavior Research Articles

OCB Saints and OCB Sinners in Schools: Effects of Principals’ Leadership Styles on Teachers’ Motivation by OCB Levels

Purpose This study investigated the relationships between leadership styles (transformational, transactional, and passive) and teachers’ autonomous motivation (intrinsic and identified) in teachers with high and low levels of organizational citizenship behavior (OCB). Design/Approach/Methods In a sample of 651 teachers from Israeli schools, several groups were identified: 107 teachers with the highest OCB scores (saints), 104 teachers with the lowest OCB scores (sinners), and 440 teachers with OCB scores in the middle range. Findings Regression analysis indicated that the intrinsic motivation of OCB saints was significantly predicted by passive leadership style, whereas that of the OCB norm by transformational leadership style. The analysis further indicated that the identified motivation of OCB sinners was significantly predicted by transactional leadership style, whereas that of the OCB norm by transformational leadership style. Originality/Value The results challenge the assumption of a one-size-fits-all approach to “effective” principals’ leadership styles and suggest that to cultivate teachers’ autonomous motivation they should be treated differently in leadership efforts. The implications of the study may be useful in improving school effectiveness and designing training programs for school leaders to enhance their leadership skills.

Prolonged organizational citizenship behavior and its impact on nurses' mental health: a time to rethink

PurposeThe primary objective of this study is to understand the motivational process of the nurses who were engaged in COVID care and performed organizational citizenship behavior (OCB) without caring about their own lives. This study also aims to investigate the consequences of such OCB on life satisfaction when the situation continues for a longer period.Design/methodology/approachFor the study’s first objective, an online cross-sectional survey was conducted on 236 critical care nurses from 18 states of India extending over the period from March 2021 to November 2021, when the country passed through the second wave of COVID-19 infection. For the second objective, a longitudinal study compared the life satisfaction level during and post-COVID by giving a one-year gap (November 2022).FindingsThe findings of this study reveal that during this COVID period, nurses were strongly performing OCB through their organizational and professional commitment, but one year later, they were identified with a low level of life satisfaction.Originality/valueResearch on nurses has already categorized the profession under high emotional labor. Research also reveals that an individual’s emotional labor strategy (deep acting or surface acting) determines job satisfaction. However, under the COVID situation, nurses have displayed an extraordinary level of OCB by placing their own life at risk. Analysis of this study indicates that the OCB within the nurses during the COVID period originated from their commitment, not from the emotional labor strategy, which they used to select as a coping mechanism. However, one year later, it has affected their mental health and lowered their life satisfaction.

Organizational Politics, Ethical Leadership, and Organizational Citizenship Behavior of Faith-based Institutions in Northern Mindanao Philippines

Investigating political strategies, ethical concerns, and organizational citizenship is imperative for research. This study determined the level of organizational politics, ethical leadership, and organizational citizenship behavior at faith-based institutions in Northern Mindanao. The descriptive-correlational research design was used in the study, 132 employees as respondents and were selected through purposive and quota sampling techniques. Adapted and modified Organizational Politics, Ethical Leadership, and Organizational Citizenship Behavior Questionnaires were used in gathering the data that were analyzed using Mean and Standard Deviation as well as Pearson Product-Moment Correlation Coefficient to measure the levels of organizational politics, ethical leadership, and organizational citizenship behavior among respondents and explore the significant relationships between these variables. Results revealed that respondents have a low level of organizational politics, a high level of perceived ethical leadership, and a very high level of Organizational Citizenship behavior. Organizational politics was not associated with organizational citizenship behavior. However, ethical leadership was highly significant in organizational citizenship behavior. The study concluded that the ethical behavior and moral conduct of leaders influenced Organizational Citizenship Behavior. Thus, it is recommended that organizations cultivate a moral culture among leaders and managers to elevate Organizational Citizenship behavior in the workplace.

How does Organizational Citizenship Behavior Influence The Service Quality of Bank Employees During The COVID-19 Pandemic? Evidence From in Bekasi, Indonesia

This quantitative study investigates the relationship between organizational citizenship behavior (OCB) and service quality among 168 employees working in Bank Perkreditan Rakyat (BPR) establishments in East Bekasi, Indonesia. The research employs linear regression analysis to examine the extent to which OCB influences service quality within the context of BPRs. The sample was drawn from various BPRs in East Bekasi, utilizing structured surveys to collect data on employees' OCB and perceived service quality. The findings reveal a significant and positive relationship between organizational citizenship behavior and service quality. Specifically, employees who exhibit higher levels of OCB tend to contribute positively to the quality of services provided by BPRs. These results underscore the importance of fostering a culture of OCB within BPRs to enhance service quality and meet customer expectations effectively. The implications of this study extend to BPR managers and policymakers, highlighting the importance of promoting and incentivizing OCB among employees as a strategy for improving service quality and maintaining competitiveness in the financial services sector. Further research is recommended to explore additional factors that may influence the relationship between OCB and service quality and to validate the findings in different organizational contexts and geographical locations.

Job Satisfaction and Organizational Citizenship Behavior (OCB) in Nurses

The quality of service in hospitals can be improved if individuals, in this case nurses, have Organizational Citizenship Behavior (OCB). OCB is a form of behavior that is a choice of individual initiative and is not related to the organization's formal reward system but in aggregate increases organizational effectiveness. Objective: This research aims to determine the relationship between the level of job satisfaction and the OCB of nurses in Dr. RSUD. M.M Dunda Limboto inpatient ward. Method: Quantitative research method, Analytical Survey research design with a Cross-Sectional approach. The population in this study was 215 nurses and the sample used was 121 inpatient nurses, with a sampling technique using purposive sampling. This research uses the Spearman Rank Test. Results: the research results obtained a correlation coefficient of r= 0.342 (p-value = 0.000 or < 0.005), meaning that there is a relationship between job satisfaction and the level of OCB of nurses in the inpatient room at Dr. M.M Dunda Limboto. Conclusions: It is expected that hospital institutions can pay attention to the factors that influence job satisfaction in nurses so that they have a positive impact on the level of Organizational Citizenship Behavior in nurses.

Comparative Analysis on Job Satisfaction and Organizational Citizenship Between Generation X and Y Filipino Employees

Comparing the levels of Job Satisfaction and Organizational Citizenship Behavior among 176 power plant employees under cohorts Generation X (n=88) and Generations Y (n=88). This study purposes to find out if there is a difference in terms of the nine facets of Job Satisfaction and 2 components of Organizational Citizenship Behavior among Filipino employees in Misamis Oriental. This study collected data through an online survey utilizing a 16-item OCB Scale and 36-item Job Satisfaction Scale with established statistical reliability. Results show that both Generations X (56%) and Y (63%) respondents reported a very high level of Organizational Citizenship Behavior. And for Job Satisfaction, results interpreted Satisfied from both Generations X (84%) and Generation Y (61%). Statistical results also showed that there was a significant difference on Job Satisfaction factors, Pay, Promotion, Supervision, Fringe Benefits, Contingency Reward and Nature of Work for both concerned Generational cohorts. And there was no significant difference noted in the distribution of Organizational Citizenship Behavior directed to the Organization and the distribution of Organizational Citizenship Behavior directed to the Individual between Generation X and Y. Considering the findings of the research, it is recommended for Human Resources to conduct a survey among Generations X and Y in terms of what benefits do they find relevant. Also, for company-owners to consider flexibility options on employee benefits availment.

Transformational Leadership and Organizational Citizenship Behavior in Egypt: Roles of Organizational Commitment, Public Service Motivation, and Organizational Justice

This study aims to examine the impact of transformational leadership (TL) on employees’ organizational citizenship behavior (OCB). It further aims to examine the mediating effect of organizational commitment (OC), and the moderating effect of organizational justice (OJ) and public service motivation (PSM), as perceived by Nasser Social Bank employees, on the abovementioned relationship. Data were collected from a survey including 173 employees of Nasser Social Bank in Egypt. Correlation, simple regression, and multiple regression analysis were employed to analyze the collected data. The results indicated that Nasser Social Bank employees’ OCB was affected by perceived TL. Second, OC mediated the relationship between TL and employees’ OCB. Finally, OJ and PSM positively moderated the effect of TL on Nasser Social Bank employees’ OCB. This study makes recommendations to enhance the employees’ levels of OCB in an Egyptian context. Further discussions are presented.

ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP KINERJA KARYAWAN, KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA PT. SWADAYA MUKTI PRAKARTA, KETAPANG

This research investigates the significant relationship among Organizational Citizenship Behavior (OCB), employee performance, and job satisfaction within the context of PT. Swadaya Mukti Prakarta. The study employed statistical analysis, including a paired t-Test for Means, to assess the mean differences between OCB and employee performance. The findings revealed a substantial positive correlation (Pearson's correlation coefficient of 0.893) between OCB and employee performance, indicating that higher levels of OCB among employees are associated with increased performance levels. Furthermore, the research examined the relationship between job satisfaction and employee performance. The results demonstrated a strong positive correlation (Pearson's correlation coefficient of 0.931) between job satisfaction and employee performance, emphasizing the critical role of job satisfaction in enhancing overall employee performance.
 Additionally, the validity and reliability of the measurement instruments were tested. The study confirmed the validity of the survey questions for all three constructs (OCB, employee performance, and job satisfaction) and established satisfactory reliability for the measurements. In conclusion, this research highlights the significant impact of OCB on employee performance and underscores the importance of fostering OCB and job satisfaction in enhancing organizational effectiveness. These findings offer valuable insights for organizations seeking to improve their employees' performance and overall job satisfaction.

Organizational Citizenship Behaviour and Psychological Contract: The Moderating Role of Ethical Leadership

Purpose: The psychological contract is commonly cited in studies as a precursor to organizational citizenship behavior. While studies in the past have overlooked various forms of psychological contract i.e., relational, transactional, balanced, and transitional This study aims to investigate the effect of various types of psychological contracts on the organizational citizenship behavior.
 Design/Methodology/Approach: This study uses survey method for data collection. The data were collected from employees of electrical sector in Kingdom of Saudi Arabia. In total 400 responses were processed for data analysis. Structural equation modelling technique was used to test hypotheses.
 Findings: the data providing support for the hypothesis used in the study. And it was found that greater levels of organizational citizenship behavior are influenced by both relational and balanced contracts while the transactional and transitional dimensions of psychological contract reduced organizational citizenship behavior. In addition, it also confirmed ethical leadership provides boundary conditions between the influence of psychological contract and organization citizenship behavior.
 Implications/Originality/Value: The outcome is consistent with several earlier studies on psychological contracts and their connection to OCB. The study offers managers a useful understanding of the psychology of employees toward various psychological contract dimensions and how much these elements influence employees' organizational citizenship behavior.

PENGARUH KEPUASAN KERJA DAN KOMITMEN AFEKTIF TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

This study was conducted to determine the effect of job satisfaction on organizational citizenship behavior with affective commitment as a mediating variable in PAUD teachers in Sumedang District. Organization need to develop its human resources in a way that can build the high level of Organizational Citizenship Behaviour (OCB). Job satisfaction and affective commitment can became an important factor which affecting OCB. The aim of this study is to identify the mediating role of affective commitment in the relationship between job satisfaction and OCB. The samples were derived from a survey using 20 items questionnaire distributed to the 64 teachers of early childhood education in Kabupaten Sumedang. The bootstrap confidence interval used to measure the mediation. The analytical techniques used in this study will use Structural Equation Modeling – Partial Least Square (SEM-PLS) analysis. The result revealed that there was a direct and indirect effect in the relation between job satisfaction and OCB. Since the interval did not contain zero in the equation, then the research found these relations was mediated by affective commitment. Affective commitment indeed contributes as mediator in the effect of job satisfaction on OCB.

IMPROVING ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH ORGANIZATIONAL CLIMATE, PERSONALITY AND JOB SATISFACTION OF FUNCTIONAL POSITION EMPLOYEES

Organizational citizenship behavior is critical since employees with a high level of it are considered to be more innovate, provide their best service, and can create a comfortable atmosphere in the organization. Moreover, organizations that have employees with high levels of organizational citizenship behavior will tend to have high performance and more easily achieve organizational goals. This research aims to empirically examine the relationship between organizational climate, personality, and job satisfaction variables with organizational citizenship behavior (OCB) of functional employees of Immigration Office. This research uses job satisfaction as an intervening variable. This research is sequential explanatory, which combining qualitative and quantitative analysis. The sample in this research was selected using a proportional random sampling method with a total of 268 respondents. The data collection was conducted by distributing questionnaires, focus group discussions (FGD), and triangulation of human resource experts. The results shows that organizational climate, personality, and job satisfaction have a positive and significant influence on OCB. In addition, the results also indicated that the role of job satisfaction variables as intervening was not significant in influencing the relationship between organizational climate and personality to improve the OCB.

Tingkat organizational citizenship behavior guru bimbingan dan konseling

the aim of this study was to describe the level of organizational citizenship behavior in Guidance and Counseling teachers. This study is a quantitative research with a survey type. This research was conducted on teachers at the senior high school and state vocational high schools in Kendari City. This research is a population study so that a total of 60 Guidance and Counseling teachers at the senior high school and state vocational high schools in Kendari City are the sample in this study. Data is collected through the organizational citizenship behavior scale. Data were analyzed descriptively using percentage analysis. The results of the study concluded that the level of organizational citizenship behavior of Guidance and Counseling teachers is in the medium category. Efforts are needed to improve organizational citizenship behavior in Guidance and Counseling teachers.

Role of School Principals in Raising Political Awareness of Social Science Teachers in Arab High Schools within the Green Line and its Relationship with Organizational Citizenship Behavior.

The study aimed to identify the role of school principals in raising political awareness among teachers of social sciences in Arab secondary schools and its relationship to organizational citizenship behavior in order to achieve the objectives of the study and to answer its questions. The correlational descriptive survey methodology was used. The study sample consisted of (351) teachers. The results showed that the role of school principals in raising political awareness from the viewpoint of social sciences teachers in Arab schools within the Green Line was moderate. The results also showed that the level of organizational citizenship behavior among social sciences teachers in Arab secondary schools within the green line were high, and the results showed that there was a statistically significant positive correlation between the role of school principals and the citizenship behavior of social sciences teachers in Arab secondary schools within the green line.

Mediating the Organizational Commitment in the Relationship between Employees Treatment and Organizational Citizenship Behavior in Travel and Tourism Industry: A Theoretical Construct”

The well treatment of employees is inevitable and more particularly in travel and tourism which is people business and humanitarian phenomenon that requires humanitarian touch. In the same vein, Sir Richard Branson quotes “Train people well enough so they can leave, treat them well enough so they don’t want to”. When an organization treats its employees well and fairly they will be more productive and loyal employees who will be more able to treat customer well and will have commitment towards the organization that will be reflected in less turnover and absenteeism. When the organization treats its employees well and fairly, they will be more talented employees and will have high degree of organizational commitment and hence high level of organizational citizenship behavior. In other word, they will be more loyal towards the organization and more able to satisfy customers (tourists) and this in itself represents challenge in travel and tourism industry due to the intangibility of tourism services and difficulty of measuring service quality. Good service is that meets the needs and expectations of customers.

Tingkat Engagement dan OCB Karyawan CV Panca Bina Banua Kecamatan Sungai Loban Kabupaten Tanah Bumbu

This study aims to analyze the level of employee engagement and organizational citizenship behavior (OCB) in CV Panca Bina Banua, located in the Sungai Loban district of Tanah Bumbu regency. Data was collected using a questionnaire administered to 32 randomly selected employees from the company's workforce. The results of the analysis indicate that the level of employee engagement in CV Panca Bina Banua falls into the moderate category, while the level of OCB is high. Furthermore, there is a significant relationship between employee engagement and OCB. The findings of this study are expected to provide insights to the management of the company on how to enhance employee engagement and OCB, which in turn can improve the overall performance of the company.

Nurse's Perspective of Organizational Citizenship Behavior during the COVID-19 Pandemic in Saudi Arabia

Context: Outbreaks of epidemics have destroyed civilizations throughout history, wiping out entire peoples. The rapidly evolving needs of patients during the pandemic have led to drastic changes in the organizations and delivery of services, which have placed enormous pressure on hospitals around the globe. One of the most studied phenomena is organizational performance, particularly organizational citizenship behavior (OCB).
 Aim: To assess the organizational citizenship behavior level from the nurses' perspective during the COVID-19 pandemic.
 Methods: In this quantitative cross-sectional descriptive study, a stratified random sample of 315 nurses was selected from two large governmental hospitals in Jeddah City, Saudi Arabia. Data were collected using two self-report questionnaires: Demographic information and an OCB questionnaire.
 Results: Nurses had an overall high level of OCB (3.86±0.35) and high mean scores for all dimensions. However, the highest weighted mean was for courtesy (4.13±0.54), with a mean percentage of 82.63%, while the lowest was for civic virtue (3.54±0.67), with a mean percentage of 70.86%. Furthermore, nurses' OCB levels differ significantly according to their nationalities (p=0.006) and years of experience (p=0.013).
 Conclusion: This study found that the nurses had a high level of OCB during the COVID-19 pandemic. Furthermore, this study shows that nurses' OCB levels differ according to their nationalities, years of experience, and the hospital. This study recommends assigning nurses with the expertise to formal administrative positions and responsibilities and allowing competent staff nurses to engage in educational programs.

PERAN KOMITMEN AFEKTIF TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN PT X DI JAKARTA

Employees owned by the company should have extensive knowledge, adequate skills, and be committed to realizing company goals. Organizational Citizenship Behavior is a voluntary behavior shown by employees that influences performance improvement even though it is not included in the job description. Organizational Citizenship Behavior is thought to be enhanced by organizational commitment. Organizational commitment is an attitude of loyalty shown by employees towards their company in realizing the vision and mission and progress of the company. One dimension of organizational commitment that is in line with Organizational Citizenship Behavior is affective commitment. This study aims to determine the role of affective commitment to Organizational Citizenship Behavior. The research method uses quantitative methods that are non-experimental using predictive correlation techniques. The sample of this research is 73 employees who work at PT X. The results of this research show that affective commitment has a positive and significant role on Organizational Citizenship Behavior. The size of the role given by organizational commitment to Organizational Citizenship Behavior is 24%. The results of the different test as an additional test show that there are differences in the levels of Organizational Citizenship Behavior in employees with permanent and non-permanent status.
 Keywords: Organizational commitment, Organizational Citizenship Behavior, Employees

New Public Management in Abu Dhabi: Effects on Employee Loyalty, Organizational Citizenship Behaviors, and Work–Life Balance

Encouraged by the perceived success of new public management (NPM) in other nations globally, the Abu Dhabi government adopted this system of management after 2010. To date, limited research has investigated the advantages and disadvantages of NPM for both the organization and the employee. Thus, the purpose of this study is to assess the extent to which NPM influences employee behaviors, particularly focusing on any possible negative effects of NPM on employee work–life balance. An exploratory, inductive, qualitative research method was adopted, which involved a total of 42 semi-structured interviews, conducted in two rounds with 21 public sector managers in Abu Dhabi. It was found that the strategic objective of maximizing customer satisfaction increased the workload of most managers, and one-third of our research participants perceive that their work–life balance has deteriorated since NPM was adopted. However, removing levels from organizational hierarchies and increasing individual responsibilities were generally reported as motivating. Although studies undertaken in other countries have suggested a link between NPM and worsening employee work–life balance, this link does not always hold true among our participants. Indeed, most individuals reported high levels of loyalty toward their organization and high levels of organizational citizenship behaviors. The reasons for these positive outcomes are explained.

A Social Support and Resource Drain Exploration of the Bright and Dark Sides of Teachers’ Organizational Citizenship Behaviors

Our study explores workload and social support as two mechanisms that explain the cost-benefit interplay of organizational citizenship behaviors (OCBs) in relation to teachers’ work performance (WP) and maladaptive work outcomes (MWO, stress and burnout). We use a cross-sectional design to test the bright and dark sides of teachers’ OCBs with a sample of 2224 Romanian teachers (with an average age of 42.72 years old). Workload explains the association between OCBs, WP and MWO for high rather than low levels of OCBs, while social support explains the association irrespective of the OCB level. The association between OCBs targeted towards the organization, WP and MWO is mediated by workload, while the association between OCBs targeted towards individuals, WP and MWO is mediated by social support. Our results join the call for substantial social support offered to teachers and call for more refined and joint evaluations of the type and level of OCB that are conducive for teachers’ performance.

The Relationship between Time Personality and Teachers’ Emotional Exhaustion: A Moderated Mediation Model

In the highly interconnected and connected contemporary environment, work connectivity behavior has become an inevitable typical situation for most teachers. Individuals with different time personality traits not only differ in time management, time planning, and multi-tasking tendencies, but also have different time perceptions of the same physical time. However, how individuals with different time personalities affect emotional exhaustion in work connectivity behavior scenarios needs to be further explored. Based on conservation of resource (COR) theory, differences in time personality traits show different degrees of emotional exhaustion through individuals’ work connectivity behavior. Meanwhile, organizational citizenship behavior, as very important extra-role behavior, can positively influence organizational functioning and interpersonal interactions within the organization, and based on attribution theory, individuals with high levels of organizational citizenship behavior would perceive off-time work connectivity behavior as altruistic and pro-organizational behavior. Therefore, this study integrated two theoretical perspectives to explain the effect of time personality on emotional exhaustion, the mediation of work connectivity behavior and the moderating role of organizational citizenship behavior (helping behavior or civic morality dimensions), both of which play a role in predicting emotional exhaustion based on time personality. In this study, the analysis of the valid data obtained from 630 teachers revealed: (1) Time personality has a positive significant effect on emotional exhaustion. (2) Work connectivity behavior mediates the relationship between time personality and emotional exhaustion. (3) Two dimensions of organizational citizenship behavior, helping behavior and civic morality, inversely moderate the relationship between work connectivity behavior and emotional exhaustion and the mechanism by which time personality positively facilitates emotional exhaustion through the mediation of work connectivity behavior. What is more, the study discusses the findings on the effects of time personality on emotional exhaustion and suggests its practical implications.