On Organizational Citizenship Behavior Research Articles

Effect of Transformational Leadership and Organizational Citizenship Behavior: Determining the Roles of Supervisor Identification, and Self-determination in the Automobile Industry

Background and Purpose: The present study analyses the impact of transformational (TL),  transactional (TRL) and laissez-faire styles (LSF) of leadership on Organizational Citizenship  Behavior (OCB) of employees in the context of the automobile industry. Moreover, the study  also focuses on the mediating effect of self-determination (SDE) and the moderating role of  supervisor identification (SD) on the proposed correlation. Method: The primary data for the  study was collected by designing a survey questionnaire. The questionnaires were distributed  among the employees from the automobile industry and a final sample of 312 responses was  utilized. The data was analyzed through the application of PLS-SEM. Findings: The study  validated a positive and significant relationship between LSF and OCB. Similarly, TRL and  OCB were positively and significantly related. Notably, TL was an insignificant predictor of  OCB. SD exerted a significant moderating role in the association between TRL and SDE only.  The evaluation of the mediating role of SDE in the association between leadership styles and  OCB revealed that SDE significantly mediated the association between TL and OCB, and TRL  and OCB. Nevertheless, SDE was an insignificant mediator in the association between LSF  and OCB. Conclusion and Implications: Thus, the findings of the present study hold  significance for leaders from automobile industry leaders and offer guidance to design  strategies for enhancing the OCB and workplace engagement through effective leadership  strategies. 

Do justice perceptions of performance appraisal practices affect organizational citizenship behavior through affective commitment? Evidence from the information technology industry

PurposeThe paper aims to examine the effect of justice perceptions of performance appraisal (JPPA) practices (i.e. distributive, procedural, informational and interpersonal justice) on organizational citizenship behavior (OCB) and affective commitment (AC) and the effect of AC on OCB. Further, it investigates the mediating role of AC in the relationship between JPPA practices and OCB. Moreover, this study examines the moderating effect of job level on the relationship between JPPA practices and OCB.Design/methodology/approachThe data were collected using a self-reported structured questionnaire. A total of 650 questionnaires were distributed among the employees of 50 information technology (IT) companies in India, and 503 samples were obtained. The conceptual framework was tested using the partial least squares structural equation modeling (PLS-SEM) method, and the moderating effect was tested using process macro.FindingsThe findings of this study reveal that the JPPA practices positively affect OCB and AC and AC affects OCB. Further, AC partially mediates this relationship between JPPA practices and OCB. Furthermore, the direct effect of JPPA practices on OCB happens to be strengthened when the job level decreases, thus confirming the moderating role of job level.Research limitations/implicationsThe findings of this study augment the social exchange theory (SET) by suggesting that individuals perceiving justice or fairness in performance appraisal practices are likely to have a greater AC that ultimately engages employees in OCB.Practical implicationsThis study will be helpful for human resource practitioners in IT companies who are responsible for the fairness of performance appraisal practices and expect their employees to be emotionally attached to the organization and engaged in OCB.Originality/valueThe study adds to the body of knowledge of how justice in performance appraisal practices links to OCB through AC and moderates by job level in an emerging economy in Asia.

The Influence of Personality and Job Embeddedness on Organizational Citizenship Behavior (OCB) in the Management of the West Nusa Tenggara Provincial Zakat Agency (Baznas NTB)

OCB is a form of behavior that is an individual choice and initiative, which is not related to the organization's formal reward system but rather in aggregate increases organizational effectiveness. The aim of this study was to determine the effect of personality and job embeddedness on organizational citizenship behavior. This type of research is associative quantitative research. This research was conducted in West Nusa Tenggara, where the subject of the research was the Management of the Amil Zakat Agency of West Nusa Tenggara Province. The population in this study were all administrators of the NTB Provincial Amil Zakat Agency, which are 167 people using the 5% slovin formula, namely 117, after which the questionnaire was distributed and 100 questionnaires were returned. The data collection method used by researchers in this study is the survey method. The analysis used is regression analysis with the help of the Smart-PLS software program, which is a tool to predict the value of the influence of two or more independent variables on one dependent variable. The results of this research on personality variables have a positive and significant effect on organizational citizenship behavior. Therefore job embeddedness has a positive and significant effect on organizational citizenship behavior.

Drivers of organizational citizenship behavior of elementary school teachers

<span lang="EN-US">This study aims to examine the effect of self-efficacy, intrinsic motivation on organizational citizenship behavior (OCB) of elementary school teachers in the post-COVID-19 pandemic mediated by teacher engagement and moderated by job characteristics. A total of 285 valid questionnaires, were analyzed using Structural Equation Modeling with SmartPLS3 software. The results showed that teacher engagement mediates the effects of self-efficacy and intrinsic motivation on organizational citizenship behavior. Job characteristics moderate the effect of intrinsic motivation and self-efficacy on teacher engagement, where moderation in the relationship between intrinsic motivation and teacher engagement is positive, and the moderating role in the relationship between self-efficacy and teacher engagement is negative. This shows that the school must be able to encourage teachers to demonstrate OCB in the school environment, so that teachers are willing to help their students and colleagues deal with learning in the post-pandemic period, in addition to jobs that offer a high degree of autonomy, task variety, task significance, and feedback.</span>

Influence Style Leadership, Culture Organization and Climate Organization to Organizational Citizenship Behavior in The Company with Satisfaction Work as a Mediating Variable

This research aimed to assess the impact of leadership style, organizational culture, and organizational climate on organizational citizenship behavior (OCB), utilizing job satisfaction as a mediating variable. The study encompassed the entire marketing department staff of PT X, totaling 212 employees. Structural Equations Modeling (SEM) through the LISREL Program was employed as the statistical method. The findings revealed that leadership style emerged as the most robust predictor, exerting the most substantial influence on organizational citizenship behavior, with job satisfaction acting as a mediating factor. This study contributes to validating the hypothesized relationships among leadership style, organizational culture, organizational climate, job satisfaction, and organizational citizenship behavior.

Pengaruh Stress Kerja, Employee Relation Terhadap Motivasi yang Berdampak pada Organizational Citizenship Behaviour

This study aims to examine the effect of job stress and the relationship between employees on employee motivation, which in turn has an impact on organizational citizenship behavior (OCB). This study uses the survey method to collect data through a questionnaire given to 132 respondents who work for the company that is the object of the research. Furthermore, data analysis was carried out using the PLS-SEM technique. The results of the study found that variable employee relations have a positive effect on motivation. Then employee relations have a positive effect on organizational citizenship behavior. Then the motivation variable has a positive effect on organizational citizenship behavior. Furthermore, the variable job stress has a negative effect on motivation. Furthermore, the job stress variable has no effect on organizational citizenship behavior. Then, using motivation as a mediating variable, it was found that there is a positive influence of employee relations on organizational citizenship behavior with motivation as mediation. Then it was found that there is a positive effect of job stress on organizational citizenship behavior, with motivation as the mediator.

Analysis the Influence of Motivation, Work Environment, Workplace Spirituality, and Leadership Style on Organizational Citizenship Behavior (OCB), with Job Satisfaction as a Mediating Factor, among Employees in Beauty Clinics in the City of Batam

This research aims to explore the influence of motivation, work environment, workplace spirituality, and leadership style on Organizational Citizenship Behavior (OCB), with job satisfaction as the mediating variable, among employees in beauty clinics in Batam City. The study adopts a quantitative approach, collecting primary data through Likert-scale questionnaires distributed via Google Form to employees in beauty clinics in Batam City. Secondary data is sourced from official channels such as journals, government websites, and national news. Data analysis employs Partial Least Square (PLS) to test hypotheses and the research model. The research population comprises 132 respondents, with a minimum sample size of 100 respondents determined through Krejcie and Morgan's calculation using simple random sampling. The research findings indicate: 1) a significant positive correlation between the work environment and OCB mediated by job satisfaction (t-statistic: 2.992, p-value: 0.003); 2) a significant positive correlation between leadership style and OCB mediated by job satisfaction (t-statistic: 2.664, p-value: 0.008); 3) a significant positive correlation between job satisfaction and OCB (t-statistic: 25.974, p-value: 0.00); 4) no significant correlation between motivation and OCB mediated by job satisfaction (t-statistic: 0.531, p-value: 0.596); 5) no correlation between workplace spirituality and OCB mediated by job satisfaction (t-statistic: 0.689, p-value: 0.491) among employees in beauty clinics in Batam City.

Peers’ unethical behavior and employees' discretionary behavior: Role of employees’ duty orientation

As unethical behavior is of significant concern for organizations, this study examines the effect of peers’ unethical behavior (PUB) in the hospitality sector. Though earlier research suggests the impact of PUB on employees’ ethical intentions, the influence of PUB on organizational citizenship behavior (OCB) and interpersonal deviance (ID) is unexplored. To address this gap, this study uses social learning theory and social information process theory to examine the effect of PUB on OCB and ID through psychological safety as a mediating mechanism and duty orientation as a moderating variable. Using partial least squares structural equation modeling on a three-wave (time lag) survey of a sample of 316 frontline employees in the hotel industry, findings suggest PUB reduces employees’ perception of psychological safety and subsequently reduces OCB and enhances ID. However, high-duty orientation helps to mitigate the negative effect of PUB on employees’ OCB and IDs. The paper concludes with suggestions to reduce unethical behavior and create a positive work context.

The Influence of Transformational Leadership and Compensation on Organizational Citizenship Behavior (OCB) with Mediation of Work Satisfaction Study at PT Jasa Raharja Branch DKI Jakarta

The Influence of Transformational Leadership and Compensation on Organizational Citizenship Behavior (OCB) with Mediation of Work Satisfaction Study at PT Jasa Raharja Branch DKI Jakarta

Perceived Organisational Support (POS) and the Performance of Organisational Citizenship Behaviour: The Nigerian Sample

This was designed to examine the influence of perceived organisational support (POS) on organisational citizenship behaviour (OCB) of civil servants in Nigeria. The study was conducted in Akwa Ibom State, a state in the Niger Delta region of Nigeria. Two hypotheses were formulated for the study, and data were collected using a questionnaire adapted from an instrument that had previously been used in a study. A sample size of 800 was conveniently chosen, and the collected data were analysed using descriptive statistics, hierarchical multiple regression analysis, and partial correlation analysis. Findings from the study indicate that POS has a significant influence on OCB. Also, findings show that perceived organisational support (POS) significantly influences the performance of organisational citizenship behaviours directed at the organisation (OCB-O) more than the performance of citizenship behaviours directed at other individuals (OCB-I) within the organisation. Consequently, managers should invest more in activities and programmes that will show that the employees are valued and that the organisations recognise the value they provide through their job performance.

The Influence of Knowledge Sharing, Transformational Leadership on Organizational Citizenship Behaviour (OCB) and Job Satisfaction in the Msmes Sector in Minahasa

Purpose: The purpose of this research is to analyze the relationship between transformational leadership on organizational citizenship behavior (OCB), transformational leadership on job satisfaction, job satisfaction on OCB, knowledge sharing on OCB, knowledge sharing on job satisfaction.   Theoretical Framework: Several research studies have explored the correlation between job satisfaction and knowledge sharing within the tourism industry, hese findings indicate that the sharing of knowledge can have a beneficial effect on job satisfaction within the MSMEs Sector.   Design/Methodology/Approach: This research method is quantitative through surveys, data obtained by distributing online questionnaires via social media to respondents. The respondents of this study were 378 MSMEs Sector in Minahasa who were determined by simple random sampling.   Findings: Employee trust in superiors has been proven to mediate the relationship between transformational leadership style and OCB, so management or the authorities are advised to be more selective in giving promotions to get officials who have competencies that are in accordance with their positions, have high integrity and have concern for their subordinates. In addition, officials or leaders whose competence is still lacking need to be improved through training. Job satisfaction has been proven to mediate the relationship between transformational leadership style and OCB, so that leaders or management is advised to pay more attention to aspects of job satisfaction, both intrinsic and extrinsic job satisfaction of employees.   Research, Practical & Social Implications: We suggest a future research agenda and highlight the contribution it makes to job satisfaction.   Originality/Value: The results indicate to deepen the study on OCB, it is also recommended for further research to examine each dimension of OCB.

GAYA KEPEMIMPINAN TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA PEGAWAI DINAS SOSIAL PROVINSI MALUKU UTARA

This research aims to determine the influence of transformational leadership and path goals on organizational citizenship behavior (OCB). The approach used is quantitative research. The population was obtained from all civil servants of the Social Service of North Maluku Province, and 134 respondents were used as research samples. The data analysis technique used in is regression analysis using Smart-PLS as a statistical test tool. The results of this research show that leadership style has a positive and significant effect on OCB. This empirical fact provides an explanation that leaders must be able to maintain and improve transformational and path-goal leadership styles in carrying out activities as institution leaders in the workplace, which have a significant impact on OCB. Future research could add happiness at work and organizational culture as independent variables with a broader unit of analysis.

Pengaruh Persepsi Dukungan Organisasi dan Keterikatan Kerja Terhadap Organizational Citizenship Behavior (OCB) Peran Mediasi Kepuasan Kerja Pada Pegawai Dinas Penanaman Modal dan Pelayanan Terpadu Satu Pintu Kabupaten Rokan Hulu

The purpose of this study was to determine the effect of Perceived Organizational Support and work engagement on Organizational citizenship behavior (OCB) with job satisfaction as a mediating variable. The population in this study were ASN Employees at the Investment Service and One-Stop Integrated Services of Rokan Hulu Regency, totaling 92 people with details of 44 ASN people and 48 honorary people, where the sample was taken using the saturated sample method. Data collection techniques using questionnaires and dissemination using Google Forms. The data analysis technique in this study was Structural Equation Modeling (SEM) using SmartPLS 3.0 as a data processing tool. The results of this study indicate that work engagement and job satisfaction have a direct significant effect on OCB of ASN employees at the Investment Service and One-Stop Integrated Services in Rokan Hulu Regency. However, Perceptions of Organizational Support do not have a significant effect on OCB of ASN employees at the Investment and One-Stop Services Office of Rokan Hulu Regency. The results of the study also show that job satisfaction is able to mediate the relationship between perceptions of organizational support and work engagement on OCB of ASN employees at the Investment Service and One Stop Integrated Services, Rokan Hulu Regency.

The effect of work motivation and work environment on Organizational Citizenship Behavior (OCB) through job satisfaction as an intervening variable at RSU Royal prima Medan

This study aims to determine whether work motivation and work environment affect employee performance through job satisfaction as an intervening variable at RSU. Royal Prima in Medan. The research was conducted on 186 employees of the non-medical division of RSU. Royal Prima in Medan using simple random sampling technique and slovin technique with a 5% leeway percentage and the result is 127 respondents. The data collection techniques used were primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique uses quantitative data processed with the SPSS version 20 program, namely the t test and the coefficient of determination (R2). The results obtained in this study indicate · There is an influence between work motivation, work environment and job satisfaction significantly on OCB, · There is a significant influence between work motivation variables, work environment on job satisfaction, · The effect of work motivation on OCB will be greater if mediated by job satisfaction variables. · The effect of work environment on OCB will be greater if mediated by job satisfaction variables. · The effect of work environment on OCB of RSU employees. Royal Prima will be greater if done without being mediated by job satisfaction variables. The ability of work motivation variables, work environment and job satisfaction in explaining employee OCB at RSU. Royal Prima in Medan is 60%, while the remaining 40% is explained by other variables not included in this research model.

Revealing Global Influences on Organizational Behavior

This study examines the impact of work motivation, career development, and work environment on Organizational Citizenship Behavior (OCB) among employees of PT Coca Cola Europacific Partners Indonesia Pasuruan Plant. Using a quantitative approach with 60 respondents selected through saturated sampling, data analysis was conducted using SPSS version 24. The results indicate that work motivation and work environment significantly influence OCB, while career development has a positive but non-significant effect. Additionally, the combined effect of these factors significantly influences OCB. These findings underscore the importance of fostering a supportive work environment and promoting work motivation to enhance OCB, while also emphasizing the need for providing adequate career development opportunities. Understanding these factors can aid in developing strategies to promote a positive organizational culture and improve overall organizational performance. Hightlight: Work motivation and environment influence OCB significantly. Career development positively affects OCB but not significantly. Understanding OCB factors enhances organizational performance. Keywords: Work Motivation, Career Development, Work Environment, Organizational Citizenship Behavior (OCB), PT Coca Cola Europacific Partners Indonesia.

Pengaruh Leader-Member Exchange dan Motivasi pada Organizational Citizenship Behavior dengan Kepuasan Kerja sebagai Pemediasi

The study aims to determine the effect of leader-member exchange (LMX) and work motivation on organizational citizenship behavior (OCB) with mediation of job satisfaction at PT Adi Satria Abadi Yogyakarta. By using a population of PT Adi Satria Abadi employees with a sample size of 80 respondents. The sampling technique used accidental sampling. Data obtained through questionnaires and processed by classical assumption tests and multiple linear regression analysis, as well as the sobel test. So the conclusion is that LMX and work motivation have a significant positive effect on job satisfaction. LMX variables and job satisfaction are not significant on OCB. Work motivation variables have a significant positive effect on OCB. Job satisfaction does not mediate the LMX and work motivation on OCB. The object in this study only covers one branch of PT Adi Satria Abadi Yogyakarta.

Bring more than green? The impact of green human resource management on hospitality employees' organizational citizenship behaviors

AbstractHotels are implementing green human resource management to achieve sustainable development in response to increasingly stringent environmental policies and to meet stakeholder expectations. This study aims to elucidate the impact of green human resource management (GHRM) on organizational citizenship behaviors (OCBs) implemented by hospitality employees in organizational, interpersonal, and customer contexts, respectively. Specifically, a mediation model with dual moderation from employees' personality, perceptual and cognitive perspectives simultaneously is proposed, which supported by organizational support theory, social identity theory and social cognitive theory. Structural equation modeling is used to evaluate 440 data collected from the Chinese hospitality industry based on conditional sampling method. This paper finds that GHRM can promote OCBs towards the organization and customers and perceived CSR has a mediating effect. Employees' environmental value positively moderates the promotion of perceived CSR through GHRM implementation, and the proactive personality positively moderates the relationship between perceived CSR and OCBs towards the organization and customers. The original value of the study lies in the simultaneous consideration of the three aspects of employees' cognition, perception, and personality, expanding the research perspective of GHRM and discovering the benefits beyond green that this green management model can bring. For hotel managers, this study helps them understand that GHRM brings hotels more than just green. Hotels should focus on matching potential employees' attributes with the organizational culture during recruitment and on improving employees' environmental value and proactive personality level during their subsequent training.

JOB INVOLVEMENT AND SERVANT LEADERSHIP INFLUENCE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN EMPLOYEES

This study aims to test job involvement and servant leadership influence on Organizational Citizenship Behavior (OCB) in employees. Participant in this research was 70 permanent employees in an "X" Automotive company in Yogyakarta who had worked a minimum of one year. The data collection used OCB, job involvement, and servant leadership scales. The research data were analyzed using multiple linear regression assisted by SPSS program V.21. The result of simultaneous data analysis indicates that job involvement and servant leadership could influence Organizational Citizenship Behavior (OCB) (F = 406.135, p = 0.000). The partial data analysis shows job involvement (Standardized Coefficients = 0.536, p = 0.000) and servant leadership (Standardized Coefficients = 0.440, p = 0.000), respectively, influence on Organizational Citizenship Behavior (OCB). Job involvement and servant leadership simultaneously contribute as much as 92 % to Organizational Citizenship Behavior (OCB). Job involvement contributes 51%, and servant leadership contributes 41%. Therefore, it can be concluded that an internal factor, job involvement, and an external factor, servant leadership, influence the formation of Organizational Citizenship Behavior (OCB). The internal factor of job involvement is more dominant than the external factor of servant leadership in affecting Organizational Citizenship Behavior (OCB).

Pengaruh Kompensasi Finansial Dan Lingkungan Kerja Terhadap Organizational Citizenship Behavior (OCB) Karyawan Bagian Produksi Pada PT Sinar Jaya Inti Mulya Kota Metro

The purpose of research to determine the influence of financial compensation and workenvironment on organizational citizenship behavior (OCB) of production division employeesat PT Sinar Jaya Inti Mulya, Metro, Lampung. The type of research that used is descriptiveresearch with a quantitative approach with the object of research is financial compensation,work environment and organizational citizenship behavior (OCB). The population of thisresearch is all employees of the Production Department at PT Sinar Jaya Inti Mulya MetroLampung City with a total sample of 65 respondents The technique of collecting data usingquestionnaires and literature study. Analyzer uses multiple linear regression analysis. Theresults showed that partially or simultaneously there is a positive and significant effect offinancial compensation and work environment on the Organizational Citizenship Behavior(OCB) of Production Section Employees at PT Sinar Jaya Inti Mulya, Metro City, Lampung.

Working in uncertainty: Organizational behavior of contingent college teachers in the Philippines

<span lang="EN-US">Several researchers have previously written about factors that contribute to the organizational commitment of employees. However, there are only few empirical studies on the impact of organizational commitment on organizational citizenship behavior (OCB), especially among non-permanent employees and how these behaviors have been impacted by perceived organizational support (POS). This study investigated the contextual relationships of organizational commitment and OCB, along with the mediation effect of POS on those relationships in the context of contingent teachers in Philippine state universities and colleges. A survey was conducted in selected state universities and colleges in the Philippines with contingent teachers for academic year 2019-2020 as respondents. Findings of the study showed that the targeted population generally rate their OCB higher than their organizational commitment or any of the subcategories thereof. They also rated OCB higher than the perceived support that they receive from their given organizations. Results also found that POS, although correlating with OCB, did not mediate any of associated relationships. The results indicate that contingent faculty members develop and maintain commitment to their organizations from sources other than the perceived support that they receive from their organizations.</span>