Organizational Citizenship Behavior Scale Research Articles

KONTRIBUSI PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN GENERASI MILENIAL DI KOTA MAKASSAR

The workplace is dominated by millennial workers, and this trend is expected to continue. Although millennial workers are capable of doing their jobs quickly, intelligently, and effectively, corporate citizenship behavior among millennial workers is still underdeveloped. Perceived organizational support is one of the variables that affects organizational citizenship behavior. The purpose of this research is to ascertain how millennial workers in Makassar City's organizational citizenship behavior is influenced by perceived organizational support. The quantitative method and correlational research design are both used in this work. There were 230 participants in this research, all of whom worked as millennials in Makassar city. The Organizational Citizenship Behavior Scale (OCBS) and the Survey of Perceived Corporate Support were used to measure outcomes (SPOS). These findings of this study show that perceived organizational support makes a major contribution to organizational citizenship behavior in millennial employees at Makassar City by 28,8%

Key Factors of Sustainable Development of Organization: Bibliometric Analysis of Organizational Citizenship Behavior

Organizational citizenship behavior is the key factor to promote the sustainable development of an organization, and it is of great significance to explore the research status, hotspots, and trends of organizational citizenship behavior to promote the sustainable development of the organization. Therefore, the purpose of this study is to explore the knowledge structure and dynamic evolution trend of organizational citizenship behavior more comprehensively and objectively by using bibliometrics, in order to promote the development of theoretical research on organizational citizenship behavior and the sustainable development of the organization. This study found the following: Scholars have studied the factors of individual organizational citizenship behavior and group organizational citizenship behavior from three aspects: individual factors, leadership styles, and organizational factors. The research on the outcome of individual organizational citizenship behavior and group organizational citizenship behavior focused on performance and employee psychological state, and behavior mainly. Among them, the definition, nature, and scale of organizational citizenship behavior and the influence of different leadership styles on organizational citizenship behavior are core topics in this field; the study of the influence of employees’ psychological state on organizational citizenship behavior from the psychological perspective is a hot topic in this field; the different manifestations and connotations of organizational citizenship behavior based on different motivations and the impact of organizational citizenship behavior based on different motivations on employees’ psychology and work status are research trends in the future. The research conclusion not only enables scholars in this field to better understand the knowledge structure and research trend of organizational citizenship behavior, but also helps organization managers to fully motivate employees’ organizational citizenship behavior and promote the sustainable development of the organization.

Impact of Occupational Health and Safety Practices on Employee Organizational Citizenship Behavior Due to Covid-19 in the Banking Sector: Turkey Case

The purpose of this research is to examine the relationship between the Covid-19 measures and organizational citizenship behavior that bank employees perceive during the Covid-19 process. The research uses a descriptive scan model. Bank employees are the universe of research. The survey was conducted by 400 people with an easy sampling method. The questionnaire consists of the Personal Information Form, the questions that contain general preparations for the Covid-19 control carried out in the institution, and the organizational citizenship behavior scale. As a result of the research, it was determined that there was a statistically significant and positive relationship between banks’ general preparations for Covid-19 control and their perception of organizational citizenship behavior. The acquisition of general preparations for the Covid-19 control by banks positively affects the perception of organizational citizenship behavior of bank employees.

Organizational Citizenship Behaviour: Evolution of the Concept in the Scope of Industry 4.0 and Industry 5.0

Purpose: Organizational citizenship behaviour (OCB) is defined as an individual’s behaviour that is discretionary, not directly or explicitly recognized by the formal reward system, and promotes the efficient and effective functioning of the organization. This concept originated during the period of the Industry 3.0 revolution. Now employees are working during the Industry 4.0 and Industry 5.0 revolutions, which are reshaping the nature of work roles and requirements. This article analyses how the OCB concept evolved during these revolutions. Design / Methodology / Approach: The article follows the method of a narrative literature review, examining papers on OCB and summarizing (1) the origin of OCB, the definition of OCB and concepts related to OCB –contextual performance and prosocial behaviour; (2) two groups of OCB dimensions –according to behaviour and the beneficiary –as well as the importance of recognizing context for OCB dimensions; and (3) suggestions for future research. Conclusions / Findings: Our research shows the gap in previous literature in regard to analysing OCB dimensions in the context of Industry 4.0 and Industry 5.0. OCB is outside of work-role behaviours, which depends on context, and its dimensions were originally developed during Industry 3.0. Though previous literature found that the Industry 4.0 and Industry 5.0 revolutions change workplaces and thus work-role requirements, there is little evidence of how this influences citizenship behaviour since existing research works have not focused on capturing new dimensions of OCB which may be emerging in the context of Industry 4.0 and Industry 5.0. Research and Practical Implications: The findings show that more research should be conducted to fill the gap of evolved OCB dimensions in existing literature. This could help scholars to use the OCB scale, which has been updated according to the Industry 4.0 and Industry 5.0 context, and practitioners to better understand the extra-work-role behaviours that are most relevant for organizational effectiveness in the new era of work. Original Contribution: The study contributes towards future research on OCB in the Industry 4.0 and Industry 5.0 context. Keywords: organizational citizenship behaviour, Industry 4.0, Industry 5.0

Sporcu Öğrenciler İçin Örgütsel Vatandaşlık Davranışı Ölçeği’nin Türkçe Geçerlilik ve Güvenirlik Çalışması

In this study, it is aimed to adapt the ‘Organizational Citizenship Behavior Scale developed by Podsakoff et al.(1997) to the Turkish language and culture. The study participants are athlete students who have received education at universities in different cities of Turkey (Alanya, Antalya, Eskişehir, Kütahya, Adiyaman, and Kilis) during the 2020-2021 academic year and who play football, volleyball, basketball, and handball teams. 60 athlete students participated in the pilot scheme, 226 athlete students participated in the exploratory and confirmatory factor analysis and 42 athlete students participated in the pre-test post-test reliability analysis. The data were collected from the participants in the online environment from April-May 2021. At the first stage of the adaptation process, the linguistic equivalence of the scale was ensured and expert opinion was obtained. In the next stage, Exploratory Factor Analysis (EFA) was used to discover the scale structure. The structure resulting from the EFA was tested by Confirmatory Factor Analysis (CFA). In addition, internal consistency analysis, total item correlation analysis, test-retest analyses, and reliability tests were performed. It can be said that the “Organizational Citizenship Behavior Scale” is a valid and reliable measurement tool for the Turkish language and culture with 10 items and a 2-factor structure that emerged as a result of validity and reliability analyses.

Kecerdasan Emosi dan Organizational citizenship behavior Pada Perawat Rumah Sakit

Emotional Intelligence andan Organizational citizenship behavior On Hospital Nurses The research aims to find out the relation between emotional intelligence and organizational citizenship behavior. The subjects of this study were nurses at Private Hospital in Yogyakarta. Methods of data collection using quantitative methods. Data collection uses organizational citizenship behavior scale and emotional intelligence scale. The data analysis technique used is Pearson's product moment correlation with the help of the computer program SPSS version 17.00 for Window. Product moment correlation analysis resulted (r) of 0.659 with a significance level of 0.000 with p <0.001 which means that there is a very significant positive relationship between emotional intelligence and organizational citizenship behavior. Based on the results of the study, it can be said that the correlation coefficient between emotional intelligence variables and organizational citizenship behavior indicates that the hypothesis can be accepted, where the higher the emotional intelligence, the higher the organizational citizenship behavior, and the lower the organizational intelligence, the lower the organizational citizenship behavior. Emotional intelligence contributes 32.15% to organizational citizenship behavior.

Pengaruh Motivasi Intrinsik, Kepuasan Kerja dan Iklim Organisasi terhadap Organizational Citizenship Behaviour (OCB) pada Karyawan CV Maris Persada Kabupaten Buol


 
 The organizational environment often changes with the times. If an organization has achieved the goals set for its own organization, then the organization can be considered successful. The quality of the organization's internal environment experienced by its members, the quality in question is not an objective condition that is the same for all employees, but a condition that has been processed through perception along with subjective experience. This type of research can use a quantitative descriptive method, namely to analyze the Study of the Influence of Intrinsic Motivation, Job Satisfaction, and Organizational Climate on Organizational Citizenship Behavior (OCB). This research design can be classified as a type of survey research, because researchers use surveys to obtain data and information directly about the research object by distributing associative causal questionnaires. This study uses a quantitative method based on the method. Meanwhile, the SPSS application is used when processing data. The presentation of the results of this study is presented based on the data obtained from the research that has been done. The data collected in this study is in the form of an analysis of the scale results that have been filled in by trading companies. In this study there were 4 (three) scales, namely the Organizational Citizenship Behavior (OCB) scale consisting of 5 question items, the Intrinsic Motivation scale consisting of 5 statement items, the Job Satisfaction scale consisting of 5 statement items and the Organizational Climate scale consisting of 5 statement items . The conclusion in this study is that intrinsic motivation has a positive and significant effect on Organizational Citizenship Behavior (OCB) of employees of CV Maris Persada, Buol Regency.
 Keywords : Intrinsic Motivation, Job satisfaction; OCB

Employees' Perception of HRM Practices and Organizational Citizenship Behaviour: The Mediating Role of the Work-Family Interface.

The aim of the study was to explore if and to what extent a positive perception of Human Resource Management Practices could be related to Organizational Citizenship Behaviors and if the Work–Family Interface could act as a mediator of such relationship. A group of 406 employees of an Italian sector of the Public Administration filled in a self-report questionnaire encompassing socio-professional information and the following psycho-social measures: Perception of Human Resource Management Scale, Work–Family Interface, and Organizational Citizenship Behaviors Scale. The results confirmed the importance of Human Resource Management Practices perceptions for positive Organizational Behaviors underlining the crucial role played by positive work-to-family and family-to-work spillover as mediators. The study reflected on the work–family relationships demonstrating the mediating role of positive work–family spillover in the relationships between perceived HR practices and organizational citizenship behaviors. The main limitations were related to the cross-sectional nature of the study and to the self-report measures used that raised concerns about possible common method bias. The findings showed implications for HR practices to plan actions and interventions aimed at supporting employees’ work–family balance and at encouraging organizational citizenship behaviors.

A RESEARCH ON THE EFFECTS OF HOLLAND VOCATIONAL PERSONALITY TYPE FEATURES ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND ORGANIZATIONAL COMMITMENT OF EMPLOYEES

Purpose- The aim of this study is to examine the effects of Holland type personality traits on organizational citizenship behavior and organizational commitment of employees working in the provincial organization of an institution affiliated to the Ministry of Interior in İzmir. Methodology- The study proceeded in a quantitative research design. First of all, a questionnaire consisting of four parts was applied to the participant group. In the first part of the questionnaire, demographic information of the participants, in the second part, the Holland Professional Personality Inventory, in the third part, the organizational commitment scale, and in the fourth part, the organizational citizenship behavior scale. The data obtained from the participants were subjected to descriptive statistical analysis and regression analysis, and the findings for the research questions were measured. Findings- According to the analysis findings of the data obtained, it was determined that the personality types of the participant group were generally in harmony with the personality codes determined before the research according to the Holland Typology Theory, and the organizational commitment and organizational citizenship behavior levels of the group were high. Conclusion- According to the survey results obtained within the scope of the study, it was revealed that the participants had a person-job fit, and as a result of this fit, the emotional dimension of the organizational commitment dimensions had the highest average and the continuance commitment dimension had a low average. Again, it was seen that personality types have a significant effect on organizational citizenship behavior.

The mediating effect of job satisfaction on the relationship between workplace bullying and organizational citizenship behavior in nurses.

Establishing strategies for improving nursing shortages, which are labor challenges in the current health care industry. This study aimed to examine the correlation between workplace bullying and organizational citizenship behavior (OCB) in nurses and the mediating effects of job satisfaction on this relationship. A total of 164 valid samples were obtained. The Negative Acts Questionnaire-Revised, the Minnesota Satisfaction Questionnaire, and an OCB scale were measured. The results indicate that a significantly larger proportion of nurses working in operating rooms (Δ odds ratio, odds = 2.30, p = 0.043), the emergency room, and the ICU (Δ odds = 2.79, p = 0.019) had suffered workplace bullying compared with nurses working in patient wards. No experience of workplace bullying exerted a positive and significant effect on job satisfaction (p < 0.001), and job satisfaction exerted a positive and significant effect on overall OCB (p < 0.001). No experience of workplace bullying exerted a significant mediating effect on the influence of job satisfaction on overall OCB (p < 0.001). The department of service in which a nurse works influences the occurrence of workplace bullying, previous experience with bullying reduces job satisfaction, and greater job satisfaction promotes higher OCB performance. Based on the study results, we advise that nursing executives address and prevent workplace bullying to increase the job satisfaction of nurses so that nurses are willing to display OCB, apply their expertise, and expand the role and functions of nursing.

Impact of Emotional Intelligence on Organizational Climate and Organizational Citizenship Behaviour

Emotional intelligence is elucidated as a person’s capability to identify, stabilize and assimilate one’s emotions and expertise which he exercises to maintain his affinity with himself and others around. Now with its growing popularity its significance has been ascertain in the domain of HRM too. The principal intent of the research article is to study and assimilate emotional intelligence at the work area. This research paper emphasizes on the function and significance of emotional intelligence at the work area. For the analysis evaluation of literature of former research worker have also been assessed. The study engages a sample of 100 Employees functioning at ICICI Bank, Nagpur, Maharashtra. The tools which were needed for the inquisition are Organizational Climate Questionnaire, Emotional Intelligence Inventory and Organizational Citizenship Behaviour Scale. Analytical stats which were applied for the analysis are Pearson’s product moment correlation and standard deviation. The result shows a significant and a strong association resides between these three Emotional Intelligence, Organizational Climate and Organizational Citizenship Behaviour. Research article suggested that scholastic skills and professional skills are not just sufficient to gain progress in someone’s job roles and emotional intelligence contributes a noticeable role in the progress of an establishment. It should be the duty of an establishment to appoint the staff members on the level of understanding of their Emotional Quotient and as well as arrange divergent workshops for training and development of the employees, which will enhance and improve their emotional intelligence at the work area.

Organizational citizenship behavior in the military context: Are we missing the mark?

ABSTRACT Organizational citizenship behavior (OCB), discretionary behavior that promotes organizational effectiveness, is a well-developed construct with great importance to the military. Despite its significance, few studies have examined OCB within the armed services. Those that have tended to use existing OCB scales without additional validation and only minimal adaptation to the military context. This is problematic because of the distinctive features of the American armed services, such as the substantial power leaders possess to compel behavior and the uniqueness of behaviors that create military value. The purpose of this study is to develop and validate five OCBs and a second-order OCB factor that are fully discretionary and produce unique and substantial value for the military. These military OCBs include sacrificing, providing positive word-of-mouth endorsement of the military, voluntary retention in the organization, voluntary participation in activities, and use of services that improve welfare and readiness. Some of these behaviors are so vital that the military could not achieve its mission without them. This study also seeks to understand and assess antecedents of military OCB. Using survey data from several Army populations and a series of validation analyses, the results reveal five military OCB factors, a second-order OCB construct, and four new military OCB antecedents. Opportunities and implications for the use of military OCBs are developed and the limitations of the study are examined.

Good Soldiers versus Organizational Wives: Does Anyone (Besides Us) Care that Organizational Citizenship Behavior Scales Are Gendered and Mostly Measure Men’s—but Not Women’s—Citizenship Behavior?

Good Soldiers versus Organizational Wives: Does Anyone (Besides Us) Care that Organizational Citizenship Behavior Scales Are Gendered and Mostly Measure Men’s—but Not Women’s—Citizenship Behavior?

The Styles of School Principals’ Using Power Sources and the Relationship between Principal Support and Citizenship Behaviour (Ankara Province Example)

This study examines the school principals' styles of using their power sources and the relationship between principal support and organizational citizenship behavior. The study was carried out according to the survey model. The study sample consists of 450 teachers working in public primary schools in the central districts of Ankara. The sample was determined by stratified sampling. We used Personal Information Form, Leader Power Source Scale, Perceived Principal Support Scale, and Organizational Citizenship Behavior Scale as data collection tools. In the analysis of the data, we performed percentage, arithmetic mean, Kolmogorov-Smirnov test, Pearson product moment correlation coefficient, regression analysis and path analysis. Based on the findings, there is a positive and significant relationship between primary school principals' use of power sources, principal support, and organizational citizenship behavior. It has been concluded that principal support plays a mediating role that has a predictive effect on organizational citizenship behavior, especially by predicting charisma, reward, and expertise power styles. Furthermore, we found that the variables that most affect teachers' organizational citizenship behaviors are charisma power, expert power, reward power, principal support, and legitimate power, respectively. Therefore, it can be listed among the suggestions that school principals should support teachers more, generally prefer charisma, expert, reward and legitimate power.

Employees’ Belief in a Just World and Sustainable Organizational Citizenship Behaviors: The Moderating Effect of Interpersonal Intelligence

To both survive and develop continuously, enterprises must overcome many kinds of competition and challenges. Cultivating employees’ active and sustainable organizational citizenship behavior is important for enterprises to successfully cope with turbulence and uncertain events during their development. Building on social exchange theory, this study proposes a theoretical framework. In this framework, belief in a just world has a certain predictive effect on organizational citizenship behavior, and this effect is affected by interpersonal intelligence. In this study, we investigated the development level of and factors influencing employees’ organizational citizenship behavior in current organizations. This research adopted the empirical research method of a questionnaire survey, and investigated 230 employees from 15 different enterprises by using the Belief in a Just World Scale, Organizational Citizenship Behavior Scale, and Interpersonal Intelligence Scale. After excluding the questionnaires that did not meet the requirements, a total of 193 valid questionnaires were obtained. To estimate the proposed relationships in the conceptual model, we analyzed the data through SPSS-21. The results showed that belief in a just world, interpersonal intelligence, and organizational citizenship behavior were significantly positively correlated. Interpersonal intelligence played a moderating role between belief in a just world and organizational citizenship behavior; the belief in a just world of individuals with high interpersonal intelligence had a more significant positive predictive effect on organizational citizenship behavior. This meant that under a certain level of belief in a just world, a high level of interpersonal intelligence was more conducive to promoting employees’ sustainable organizational citizenship behavior.

The Relationship between Social Justice Leadership and Organizational Citizenship Behaviours

The present study examined the effect of school administrators’ social justice leadership behaviours on teachers’ organizational citizenship behaviours based on teachers’ perceptions. The predictive correlational research design, one of the correlational research methods, was used in the study. It was carried out with the participation of 1025 teachers working at public secondary schools in Gaziantep city centre. Research data were collected using the Social Justice Leadership Scale and the Organizational Citizenship Behaviour Scale. SPSS 22.0 and AMOS 21 software packages were used to analyze the data.The obtained data were analysed through descriptive statistics (mean, standard deviation, and others.), Pearson’s correlation, and structural equation modeling. It was determined that social justice leadership and organizational citizenship behaviours were exhibited at higher levels by school administrators and teachers consecutively. There was a moderate, positive, and significant relationship between organizational citizenship behaviours and social justice leadership and its sub-dimensions of critical awareness, stakeholder support, participation, and distributive justice. Structural equation modeling yielded that social justice leadership behaviours positively predicted the organizational citizenship behaviours of teachers and social justice leadership explained 37% of the variance in organizational citizenship behaviours. It can be claimed that teacher performance would increase upon adopting and enhancing social justice-based practices in school settings.

Measurement invariance of organizational citizenship behavior across gender

AbstractWe examined the measurement invariance of organizational citizenship behavior (OCB) across employee gender using six different datasets. Based on self‐reported OCB data, we found that two datasets that used the Lee and Allen (2002, 10.1037/0021‐9010.87.1.131) scale with collectivistic and feminine country samples showed scalar invariance across employee gender. However, the other four datasets showed poor model fit in configural invariance. Next, based on supervisor‐reported OCB data, we found poor model fit in configural invariance across employee gender and poor model fit in configural invariance between gender‐matched dyads and gender‐dissimilar dyads. To examine the source of the poor model fit in configural invariance testing, we conducted permutation tests. With the exception of three cases, permutation results suggested that the poor model fit in configural invariance testing originated from poor overall model fit rather than from actual group discrepancy. As supplemental analyses, we revised OCB scales and recommended shortened OCB scales that are likely to meet scalar invariance. The current study uncovers possible psychometric issues related to popular OCB measures, proposes alternative measures, and provides suggestions for OCB‐gender research and practice.

The impact of clinical nurses' perception of hospital ethical climates on their organizational citizenship behavior: A cross-sectional questionnaire survey.

BackgroundAs the main force in the development of healthcare, nurses have the longest contact time with patients in clinical practice, their perception of the hospital ethical climates affecting nurses’ attitudes and related ethical issues. hospital ethical climates have become an essential environmental factor for nurses to make and implement ethical decisions.ObjectiveThis study aims to investigate the current status of nurses’ perception of the hospital ethical climates and the nurses’ organizational citizenship behavior, exploring the impact of the nurse's perception of the hospital ethical climates on the nurses’ organizational citizenship behavior.MethodsA cross-sectional survey adopted, random sampling and cluster sampling were used to select 624 nurses from August 2019 to February 2020. The hospital ethical climate scale and organizational citizenship behavior scale were used as the questionnaire. The data was analyzed by SPSS 21.0 software. On-the-job clinical nurses who had been employed in the hospital for more than 1 year were eligible. Nurses who were administratively punished by the hospital or health administrative authorities were excluded.ResultsThe average scores of hospital ethical climates were 4.30 (standard deviation: 0.44), with organizational citizenship behavior 4.42 (standard deviation: 0.42). The correlation coefficient between nurses’ perception of hospital ethical climates and organizational citizenship behavior was 0.359 (P < .01). Nurses’ perception of the relationship between managers, patients and nurses could explain 23.1% of altruistic toward colleagues; Nurses’ perception of the relationship between nurses, hospital, doctors could explain 21.2% of organizational identification. Nurses’ perception of the relationship between hospital, nurses and doctors could explain 12.3% of conscientiousness; Nurses’ perception of the relationship between managers, doctors could explain 7.6% of interpersonal harmony. Nurses’ perception of the relationship between managers, nurses and doctors could explain 6.6% of protection company resources.ConclusionThere is a correlation between nurses’ perceptions of hospital ethical climate and organizational citizenship behavior, nurses’ perceptions of hospital ethical climate influencing nurses’ organizational citizenship behavior in different ways. Managers should focus on the changes of nurses’ perception of hospital ethical climates, to promote the nurse to make more beneficial behavior to the organization.

THE EFFECT OF PSYCHOLOGICAL CONTRACT BREACH ON ORGANIZATIONAL CITIZENSHIP BEHAVIORS: JOB SATISFACTION AS A MEDIATION

Organizational citizenship behavior in a company can positively impact the company. The psychological contract is one of the factors that affect organizational citizenship behavior. The occurrence of a psychological contract breach can be a cause of job dissatisfaction in employees so it can affect organizational citizenship behavior. This study aims to determine the effect of psychological contract breach on organizational citizenship behavior with job satisfaction as a mediator variable. This study uses quantitative methods and data collection methods using the Organizational Citizenship Behavior scale (α = 0.884), psychological contract breach scale (α = 0.882), and job satisfaction scale (α = 0.880). This research was conducted on 100 employees. The results showed the effect of psychological contract breach on Organizational Citizenship Behavior with job satisfaction as a mediator variable for employees (t = -7.5639; p = 0.000). The determinant coefficient shows that psychological contract breach and job satisfaction make an effective contribution to the organization. Citizenship Behavior is 37.2%, while other factors influence the remaining 62.8%. The implication of this research is the importance of reciprocal and trusting relationships between employers and employees so that altruistic behavior among employees will be developed.

EMPLOYEES’ RESILIENCE, HOPE AND OPTIMISM AS PREDICTORS OF WORKPLACE CIVILITY AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

The study investigated employees’ resilience, hope and optimism as predictors of workplace civility and organizational citizenship behavior (OCB) among civil servants in Ekiti State, Nigeria; following the efforts of positive psychology to discover the importance of positivity to people and a renewed emphasis on the importance of positivity to organizational effectiveness and growth. A sample of 262 civil servants was selected for the study, using the multi-stage random sampling technique to select the Ministries, Departments and Agencies as well as the research participants. A questionnaire was used to collect data and was adopted from Brief Resilience Scale (BRS) developed by Smith et. al, Beck’s Hopelessness Scale developed by Beck, 10-items Life Orientation Test Revised (LOT-R) developed by Scheier and Carver, Civility Scale developed by Meterko et.al, and the 18 items Organizational Citizenship Behavior Scale developed by Organ. Data were analyzed using the multiple regression analysis and results of analysis revealed that employees’ resilience, hope and optimism significantly jointly predict workplace civility and organizational citizenship behaviour. Results also revealed that whereas resilience, hope and optimism individually significantly predict OCB, only hope and optimism individually significantly predict workplace civility