Organizational Citizenship Behavior Scale Research Articles

The Effect of Work Enjoyment and Work-life Balance on Organizational Citizenship Behavior with Job Satisfaction as Mediator

The purpose of this study was to examine the effect of work enjoyment and work-life balance on organizational citizenship behavior (OCB) with job satisfaction as a mediator in property companies. This study designed an organizational citizenship behavior model, hence Model testing consists of the Outer and Inner models with the help of the Smart PLS 3.0 program. Data collection methods in the study used the scale of organizational citizenship behavior, job satisfaction, work enjoyment, and work-life balance. Research subjects were 104 employees at property companies. The analysis showed that the organizational citizenship behavior model that was designed was fit based on a GoF value of 0.78, then it was found that there was no effect of work enjoyment on organizational citizenship behavior with job satisfaction as a mediator; there is an effect of work-life balance on organizational citizenship behavior with job satisfaction as a mediator; there is an influence of work enjoyment on organizational citizenship behavior; there is an effect of work-life balance on organizational citizenship behavior; there is an influence of job satisfaction on organizational citizenship behavior; there is no effect of work enjoyment on job satisfaction; and there is an effect of work-life balance on job satisfaction.

Leader-member exchange and organisational citizenship behaviour: The mediating and moderating effects of role ambiguity

This study investigated the mediating and moderating effects of role ambiguity (RA) on the relationship between leader- member exchange (LMX) and organisational citizenship behaviour (OCB). Participants were 426 nurses recruited from 12 public hospitals in China (female = 99.1%; mean age = 36.19 years, SD = 7.25 years). They were asked to complete three self-report scales, including the Leader-Member Exchange Scale, the Role Ambiguity Scale, and the Organisational Citizenship Behaviour Scale. Structural equation modelling and hierarchical multiple regression analysis were conducted to test the hypotheses. The results showed that higher LMX was associated with lower RA and higher OCB. RA mediated and moderated the relationship between LMX and OCB such that higher RA made for higher OCB with higher LMX than with lower LMX. In conclusion, employee’ role clarity perceptions may be influenced by LMX with higher, rather than lower, OCB.

Ethical Work Climate, Moral Courage, Moral Distress and Organizational Citizen Ship Behavior among Nurses

Ethical work climate and moral courage are important elements influencing the actions of nurses and their organizational citizenship. This study aimed to investigate the relationship between ethical work climate, moral courage, moral distress, and organizational citizenship behavior among nurses at Zagazig university hospitals, Egypt. A descriptive correlational design was used for this research. A stratified random sample of 384 nurses was chosen from the above mentioned settings. Four tools were utilized for data collection: Hospital ethicalclimate scale, professional moral courage scale, moral distress scale and organizational citizenship behavior scale. Results: Revealed that,89.1% of nurses had positive perceptions of ethical work climate. Likewise, 85.4% and 83.1% of nurses had high levels of moral courage and moral distress respectively, and 47.7% of them had moderate level of organizational citizenship behavior. Conclusion: Ethical work climate was significantly and positively correlated to moral courage and organizational citizenship behavior, while it was negatively correlated to moral distress. Recommendation: Developed continuing education, and discussions promote positive ethical climates within the organization

Motivation to Donate, Job Crafting, and Organizational Citizenship Behavior in Blood Collection Volunteers in Non-Profit Organizations.

This study assesses the levels of and relationships between the Motivation to donate, Job crafting propensity, and the Organizational citizenship behavior of blood collection volunteers in a non-profit association. An Italian sample of AVIS (the Italian Association of Voluntary Blood donors) blood donors (N = 1215) actively involved in organizing blood collection, were asked to complete the Italian version of the Volunteer Function Index, the Job crafting scale, and the Organizational citizenship behavior scale. The tools were verified by Confirmatory factor analysis and their relationships were explored using Structural equation modeling for hidden variables. The three constructs have overall high scores. Motivation to donate and Job crafting show a clear correlation, with the latter influencing volunteer Organizational citizenship behavior. The study highlights the need to take into consideration the Motivation to donate, Job crafting and Organizational citizenship behavior of volunteers, particularly in countries such as Italy, where blood collection is almost exclusively carried out thanks to spontaneous, altruistic, and disinterested commitment.

Hubungan Antara Komunikasi Interpersonal dengan Organizational Citizenship Behaviour pada Karyawan PT. Kemilau Permata Sawit

This study aims to determine the relationship between interpersonal communication with organizational citizenship behavior (OCB) on the employees of PT. Palm Gem Sheen. The independent variable in this study is interpersonal communication and the dependent variable is organizational citizenship behavior. Measuring instruments used in this research are interpersonal communication scale and organizational citizenship behavior scale. The sampling technique in this study was 98 employees of PT. Palm Gem Sheen. The validity and reliability test in this study used the Cronbach alpha technique. The results of the validity coefficient on the scale of interpersonal communication move from rix = 0.307 to rix = 0.73 with a reliability coefficient of α = 0.930 while on the scale of organizational citizenship behavior move from rix = 0.337 to rix = 0.734 with a reliability coefficient α = 0.931. Based on data analysis, obtained a correlation value of 0.324 with a significance level of 0.01, which means accepted. This shows that there is a significant relationship between interpersonal communication with organizational citizenship behavior among employees of PT. Palm Gem Sheen. The effective contribution of interpersonal communication variables to organizational citizenship behaviour by 10%

Hubungan antara Komunikasi Interpersonal dengan Organizational Citizenship Behavior pada Karyawan Departemen Sumber Daya Manusia PT. Semen Padang

This study aims to determine the relationship between interpersonal communication and organizational citizenship behavior in employees of the human resources department of PT. Semen Padang. The independent variable in this study is interpersonal communication and the dependent variable is organizational citizenship behavior. The measuring instrument used in this study is the scale of interpersonal communication and the scale of organizational citizenship behavior. The sampling technique in this study used a saturated sample technique. The sample in this study were 75 employees of the human resources department of PT Semen Padang. Validity and reliability test in this study usingtechnique Alpha Cronbach. The results of the validity coefficient on the scale of interpersonal communication ranged from rix= 0.323 to rix= 0.680 and reliability of α = 0.939 while on the OCB scale the value of the different power index values ranged from rix= 0.336 to rix= 0.833 with reliability coefficients amounting to α = 0.947. Based on data analysis, the correlation value of r= 0.455 is obtained with a significance level of 0.000, which means that the hypothesis is accepted. This shows that there is a significant relationship between interpersonal communication and organizational citizenship behavior in the human resources department of PT Semen Padang employees.

PENGARUH KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DI KANTOR KEMENTERIAN AGAMA KABUPATEN BULUKUMBA

This study aims to find out: 1) the description of job satisfaction in the Office of the Ministry of Religion in Bulukumba Regency, 2) the description of Organizational Citizenship Behavior at the Office of the Ministry of Religion in Bulukumba Regency, 3) the effect of job satisfaction on Organizational Citizenship Behavior at the Office Ministry of Religion of Bulukumba Regency. The type of research is an ex post facto research. Respondents in this study were 74 employees taken as a whole at the Office of the Ministry of Religion in Bulukumba Regency. Data collection techniques used were job satisfaction scale, Organizational Citizenship Behavior scale and documentation. The data analysis technique used was descriptive and inferential statistical analysis with hypothesis testing using simple linear regression analysis. The results of this study indicate that: 1) job satisfaction is good; 2) Organizational Citizen Behavior is good; 3) there is an influence of job satisfaction on Organizational Citizenship Behavior in the Office of the Ministry of Religion of Bulukumba Regency.

Effects of Distributed Leadership on Teachers’ Job Satisfaction, Organizational Commitment and Organizational Citizenship

The aim of this study was to investigate the effects of distributed leadership on the teachers’ job satisfaction, organizational citizenship behaviour and commitment. To this aim, Distributed Leadership Inventory (Hulpia, Devos, & Rosseel 2009a), Job Satisfaction Scale (Andrews & Whitney 1976), Organizational Commitment Scale (Meyer & Allen 1991), and Organizational Citizenship Behavior Scale (DiPaola, Tarter, & Hoy 2005) were applied to 344 teachers working at schools in Gaziantep city of Turkey. For the statistical analysis of the collected data standard multiple regression analysis was employed. Results of the study showed that distributed leadership had a statistically significant effect on teachers’ job satisfaction, organizational citizenship behavior and organizational commitment. In terms of sub dimensions of the distributed leadership, while leadership functions dimension statically significantly affected job satisfaction, organizational commitment and organizational citizenship behavior; coherent leadership team subdimension affected only job satisfaction. Some recommendations for educational managers, policymakers and researchers in the area were made according to findings of the study.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

HUBUNGAN ANTARA KETERLIBATAN KERJA DENGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PADA KARYAWAN YANG MENGGUNAKAN KOMPUTER DI PT SEMEN BATURAJA (PERSERO) PALEMBANG

This study aims to determine the relationship between job involvement with organizational citizenship behavior (ocb) on employees. who use computers at PT. Semen Baturaja (Persero) Palembang. The dependent variable in this study is Organizational Citizenship Behavior (OCB) while Job Involvement as independent variable. This study uses the scale of Organizational Citizenship Behavior (OCB) and Job Involvement. This research uses quantitative method. The sample in this study as many as 146 employees of PT. Semen Baturaja (Persero) Tbk Palembang and data were analyzed using simple regression technique.

Psychological Capital and Organizational Citizenship Behavior among Staff Nurses


 
 
 Context: Psychological capital is among new study aspects of interest to researchers of human capital, organizational behavior and psychology. On the other hand, Organizational Citizenship Behavior (OCB) has been a focused subject by researchers due to increasing empirical evidence of OCB's impact on individual and organizational performance. Aim: This study aimed to investigate the relationship between psychological capital and organizational citizenship behavior among staff nurses.
 Methods: Design: A descriptive correlational design was used to conduct this study at Obstetrics and Gynecological Hospital on one hundred and nine nursing staff. Data collection tools include psychological capital Scale and organizational citizenship behavior scale. Results: The present study showed that the mean dimensions of self-efficacy 3.60±0.48 and optimism 3.25±0.45 had the highest and the lowest mean, respectively, of psychological capital. The results revealed that as for the dimensions of organizational citizenship behavior, the dimension of altruism (4.06±0. 62) while Civic virtue (civilized behavior had the lowest mean (3.80±0.52) and shows that the total mean score of organizational Citizenship Behavior were 3.91±0.41.
 Conclusions: There is a highly statistically significant positive correlation between total staff nurses' perspectives regarding psychological capital and their total organizational citizenship behavior. The study recommended that hospital administrators should promote organizational citizenship behavior and, consequently, psychological capital by involving employees in decisions, consult with them, and intervention programs for nurses should be carried out to enhance their level of psychological capital.
 
 

Mental health and individual and organisational outcomes: A latent profile analysis

This study aimed to identify latent mental health profiles for managers in agribusinesses. Additionally, we aimed to investigate how these profiles differed regarding the managers’ job satisfaction, organisational citizenship behaviour, and intention to leave. Managers (N = 507) from agribusinesses in South Africa participated in the study. The managers self-reported their demographic information and completed the Mental Health Continuum – Short Form, the Job Satisfaction Scale, the Organisational Citizenship Behaviour Scale, and the Turnover Intention Scale. Latent profile analysis identified the profiles of languishing, moderately languishing, moderately flourishing, and flourishing. Significant differences with regard to mental health profile were found between job satisfaction, organisational citizenship behaviour, and intention to leave. Mental health profiles may be helpful in customising supports for managers, addressing their job satisfaction, organisational citizenship behaviour, and intention to leave.

A Psychometric Assessment of OCB: Clarifying the Distinction Between OCB and CWB and Developing a Revised OCB Measure

This study was performed to (1) assess the appropriateness of using negatively worded items in organizational citizenship behavior (OCB) scales, (2) psychometrically demonstrate the construct distinctness of OCB and counterproductive work behavior (CWB), and (3) report on a revised, short-form OCB scale. Leveraging classical test theory (CTT) and item response theory (IRT), we demonstrate that the negatively worded items from a popular OCB scale (Williams and Anderson 1991) do not measure OCB, but rather a unique construct (CWB). CTT analyses (factor analyses) indicate that the negatively worded items load onto a unique factor when the scale is analyzed on its own and load onto a CWB factor when the scale is analyzed with a CWB scale. Additionally, IRT analyses indicate that the negatively worded items exhibit lower discrimination parameters and higher levels of local independence than the positively worded items, and similar discrimination parameters and levels of local independence as the CWB items. In turn, IRT analyses were used to identify the best items from the OCB scale to create a revised, short-form scale. The short-form scale showed comparable or improved convergent and discriminant validity and internal consistency reliability, as well as similar patterns of psychometric information yielded from IRT analyses, compared to the original scale. In short, the revised measure better aligns with conceptual definitions of OCB, demonstrates acceptable psychometric characteristics, and, given its reduced length, is of more practical value to researchers wishing to assess this construct within different types of research designs (e.g., longitudinal, multi-source).

THE EFFECT OF TEACHERS' WORK-LIFE BALANCE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

The role of teachers in the education of the desired quality cannot be denied. The behaviors that teachers will exhibit within the organization are important. However, it is thought that life at work and outside of work also affects these behaviors. The research was conducted with a quantitative approach and organizational citizenship behaviors and work-life balance levels were determined from the teachers' point of view. In addition to this, analyzes were conducted to what extent work-life balances predicted organizational citizenship behaviors. The research was conducted in relational survey model. The sample of the study consists of 535 teachers working in public, kindergarten, primary, secondary and high schools in Odemis district of Izmir. In the study, “Organizational Citizenship Behavior Scale” and “Work-Life Balance Scale were used. As a result of the research, the levels of organizational citizenship behavior of teachers are positive but not very high. Work-life balance levels are moderate. No correlation was found between teachers' general work-life balance and organizational citizenship behaviors. However, very low level correlation was found between some sub-dimensions of work-life balance and organizational citizenship behavior. It was revealed that work-life balance’s “neglecting life” sub-dimension positively low level, “allocating self-time” and “life consisting of work” sub-dimensions negatively low level predicted organizational citizenship behavior. From this point of view, although there is no direct effect of work-life balance in general, it shows that other conceptual variables that affect sub-dimensions may have a greater impact on organizational citizenship behavior and the need to investigate the effects of these concepts. Article visualizations:

Development of organizational citizenship behavior scale for sport

Development of organizational citizenship behavior scale for sport

Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

Background and objective: Individuals, who work in an organization where there is a high level of trust, perceive themselves as an important and valued part of this organization. With more enthusiasm, they come to work and are happier with their jobs. Thus, staff nurses’ organizational trust, which forms the basis of intra-organizational relationships, can affect their performance and help them to demonstrate organizational citizenship behaviors. The aim of this study was to assess organizational trust and organizational citizenship behaviors from staff nurses’ perspective. Also, to investigate the relationship between organizational trust and organizational citizenship behaviors at Alexandria Main University Hospital.Methods: A descriptive correlational design was utilized with convenient sample of staff nurses (n = 352) including staff nurses who works in units of medical care (n = 90), in units of surgical care (n = 120), and in critical care units (n = 142). Two tools were used to measure the study variables: Tool I: Organizational Trust Inventory (OTI). Tool II: Organizational Citizenship Behavior Scale (OCBS).Results: The highest mean score of organizational trust was related to trust in managers, while, the lowest mean score was related to trust in organization. The highest mean score of organizational citizenship behaviors was related to conscientiousness, while the lowest mean score was related to sportsmanship.Conclusions and recommendations: Staff nurses perceived high organizational trust and moderate organizational citizenship behaviors. There is a strong positive high significant correlation between overall organizational trust and overall organizational citizenship behaviors as perceived by staff nurses. Continuous periodic training programs should be given for staff nurses in different healthcare units, to increase their awareness about organizational trust and how to demonstrate organizational citizenship behaviors.

Emotional Instability, Employees Work Outcomes among Academia: Compulsory Citizenship Behavior and Leadership Style as Moderators

Nowadays Employees Work Outcomes is the primary concern of academia of higher education. Hence, to understand this perspective the current study has examined the impact of emotional instability on employees work outcomes (Workaholism, Organizational Citizenship Behavior and Burnout). This study also examined the moderating role of compulsory citizenship behavior and transactional and transformational leadership styles. Sample of the study was faculty members of public and private universities. The sample of 400 teachers were selected from public and private universities of different cities of Pakistan. Emotional Instability Scale by John and Srivastave, Organizational Citizenship Behavior Scale by Smith et al, burnout scale by Ayala Malach Pines and Workaholism Battery by Spence and Robbins were used to measure the study variables. Smart PLS (Partial Least Square) was used for hypothesis testing. Finding of the study showed that there was negative and significant relationship between emotional instability, workaholism and organizational citizenship behavior whereas, there was positive and significant relationship between emotional instability and burnout. Further results demonstrated that transactional and transformational leadership play moderating role in relation to emotional instability and workaholism. Nevertheless, this study will provide insight to develop policies to lowers the level of burnout, and will also help administrators to implement such leadership style that decrease emotional instability and raise performance.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

Levels of Employability Skills and Organisational Citizenship Behaviourof University Secretarial Staff In South-West, Nigeria

The skills and competencies exhibited by the secretarial staff in a University setting show how vast is such secretary in the art of delivery of his/her services. A secretarial staff has been considered to be the brain box of any organisation. They are incharge of all information emanating and disseminating from the establishment; as such the role of the secretarial staff as the custodian of information in the university cannot be over-emphasized. The aim of the study was to determine the levels of the University secretarial staff employability skills and organizational citizenship behaviour in South-West, Nigeria. The study adopted a descriptive research design of ex-post facto type. Two research questions were raised. The sample for the study consisted of 1,209 secretarial staff in 36 universities in South-West, Nigeria selected through stratified random sampling technique. Three instruments were used for data collection, namely: Demographic Data Form, Graduate Employability Scale (GESS), ‘r’=0.86; Organisational Citizenship Behaviour Scale (OCBS), ‘r’=0.96. Multiple Regression Analysis (MRA) and Pearson Product Moment Correlation (PPMC) were used to analyse the data at 0.05 level of significance. The results revealed that the University secretarial staff generally possessed a high level of employability skills (50.5%) and organizational citizenship behaviour (50.8%).It was concluded that the secretarial staff generally possessed the employability skills and organisational citizenship behaviour which are needed to perform optimally in their duties. The study recommended, among others, that the secretarial staff should endeavour to seek for more knowledge to equip them with relevant employability skills that will make them to be assets to the organization. The University secretarial staff should be exposed to regular training programmes with an emphasis on how to enhance their employability skills and further improve their knowledge. Also, there is need to compensate any secretarial staff who displays the traits of organizational citizenship behavior.This will serve as motivation for other secretarial staff.

Organizational Culture and Citizenship Behaviour of the City Government of Digos

Aims: The relative importance of Organizational Citizenship Behaviors (OCB) in organizations is established. Organizational culture has been proven to influence OCB. However, less have studied the interaction of the two organizational variables among local government units. This study intends to describe the city government of Digos’ organizational culture and organizational citizenship behavior and examine the relationship between them. This research also endeavors to investigate the influence of profile variables namely employees’ age, sex, position, department and years of service on the organizational citizenship behavior.
 Study Design: This study adopts the quantitative, non-experimental research design particularly the causal-correlational design. The independent variable is the organizational culture with the dimensions dominant characteristics, employee management, organizational leadership, organizational glue, strategic emphasis and criteria of success. The dependent variable on the other hand is organizational citizenship behavior with the indicators altruism, courtesy, sportsmanship, conscientiousness and civic virtue
 Place and duration of Study: This study was conducted in the City Government of Digos City, Province of Davao del Sur, Region XI, Philippines from the period January 2018 to June 2018.
 Methodology: Two questionnaires were utilized namely the Organizational Culture Assessment Instrument (OCAI) and the 25-item organizational citizenship behavior scale. These were administered to 196 employees of the City Hall of Digos. Following the correlational research design, the study made use of the mean, Pearson product moment correlation coefficient and the general linear model as statistical tools to address the objectives of the study.
 Results: For organizational citizenship behavior of the city government of Digos, results indicate that the dimensions namely altruism, courtesy and sportsmanship were found to be high while conscientiousness and civic virtue were found to be very high. Elements of organizational culture had significant correlation with particular dimensions of organizational citizenship behavior. It was found that the dominant characteristic have significant correlation to courtesy. The organizational leadership was also found to significantly correlate with conscientiousness. The employee management culture was also found to significantly correlate with. The strategic emphasis culture also significantly correlates with civic virtue. The criteria for success scenario significantly correlated with altruism. The results of the analysis using the general linear model to identify profile variables that significantly influence the different organizational citizenship behavior indicators. It was found that the employees’ sex had a significant influence of altruism. Courtesy and sportsmanship was significantly influenced by employees’ department and sex. Conscientiousness and civic virtue were affected by employees’ department.
 Conclusion: Prevailing organizational culture of the city government of Digos under the context of dominant characteristics, organizational leadership, management of employees, organizational glue, strategic emphasis and criteria of success were found. The level of organizational behavior was also described as high for the indicator’s altruism, courtesy and sportsmanship, while conscientiousness and civic virtue of the organization were described as very high. Significant relationships also existed among various organizational culture scenarios and indicators of organizational citizenship behavior. Finally, it was found that employees’ sex and department significantly influenced specific indicators of organizational citizenship behavior.