Organizational Citizenship Behavior Research Articles

Linkage between empowerment, commitment and organizational citizenship behavior in Indian retail sector

Purpose The purpose of this paper is to determine the relationship between employee empowerment (structural empowerment [SE] and psychological empowerment [PE]), employee commitment (EC) and organizational citizenship behavior (OCB) within the unique context of a learning organization in the Indian retail sector. Design/methodology/approach The investigation was conducted using a survey-based questionnaire approach. Data were gathered from 222 frontline employees working in different retail stores in India. The researcher used AMOS 22.0 version and SPSS 22.0 version for the data analysis. Findings This study concluded that SE and PE have a positive and significant influence on OCB and EC. In addition, EC is a mediator between employee empowerment (SE and PE) and OCB. Research limitations/implications This research is built on cross-sectional data with a limited sample size, that is, 222 sample size. This study also offers some practical insights to managers of retail stores. Originality/value To the best of authors’ knowledge, this study is the first to empirically investigate the mediating role of EC between SE and OCB. By focusing on the interplay of these variables within a learning organization, this study sheds light on the mechanisms driving employee behavior and organizational dynamics in this rapidly evolving retail sector.

Exploring relationships among leadership behaviors, organizational citizenship behaviors, organizational justice and person–organization fit in Vietnamese academic libraries

Purpose This study aims to examine the relationship between leadership behavior, organizational justice, person–organization fit and organizational citizenship behavior in the context of Vietnamese academic libraries. Using social exchange theory, this research indicates the impact of leadership behavior on organizational citizenship behavior. This study also examines the mediating role of organizational justice and person–organization fit in the relationship between leadership behavior and organizational citizenship behavior. Design/methodology/approach A total of 248 responses are obtained from academic library personnel in Vietnam, which are used to examine the research hypotheses. Findings The findings partially support the hypotheses because two leadership dimensions significantly influence organizational citizenship behavior, and organizational justice mediates the relationship between relationship-oriented leadership and organizational citizenship behavior. However, person–organization fit does not mediate the relationship between leadership behavior and organizational citizenship behavior. Practical implications Results indicate that two types of leadership behavior can significantly impact the organizational citizenship behavior of the librarians. Academic libraries should provide opportunities to librarians to engage in citizenship behavior by implementing organizational justice intervention. Originality/value This research contributes to the social exchange theory by integrating leadership behaviors, organizational justice, person–organization fit and organizational citizenship behaviors. Given that no prior studies have investigated the associations among four constructs, the obtained findings are a new exploration.

Capability Enhancement of People with Disability Through Leadership-driven CARE

This article aims to explore the conditions of people with disability (PwD) integration through the analysis of best practices of a successful Indian company that has adopted a singular PwD involvement policy since it was started. Our research question can be stated as follows: ‘What enablers or factors helped Vindhya in the successful inclusion of PwDs and simultaneously achieve commercial success?’ An exploratory study consisting of data triangulation of secondary data and in-depth interviews was done to get a detailed and deep understanding of the company’s successful inclusion of disabled employees. We found that a transformational leadership style prevents prejudice and expands the horizon of PwD’s capability. This is concretely implemented through a set of organizational practices involving communication, ambience, relationships, empathy, ethics and other aspects that are highlighted in this article. We briefly call the overall approach of the company ‘CARE’ (Communication, Ambience, Respect/Relatedness with employees/Recruitment, Ethics/Empathy/Enthusiasm/Engagement). The adoption of CARE-organizational practices at the studied company increased the capability set of PwDs, enhanced organizational citizenship behaviour and, as a whole, improved the organizational performance.

Social Power May Enhance Workplace Initiative: An Experimental Investigation Among Two Samples.

Organizational citizenship behavior (OCB) refers to voluntary actions members take to benefit organizational function. However, the benefits of OCB for organizations are sometimes countered by detriments for employees who exhibit them, resulting in threats to organizational members' psychological wellbeing. The present research examined whether social power-the perceived ability to control allocations and outcomes in a social hierarchy-could increase OCB endorsement while buffering against negative personal costs. Indeed, manipulated social power enhanced OCB endorsement. This effect was mediated by increased positive affect and goal seeking among participants assigned to a high-power condition relative to participants assigned to a low-power condition. Further, participants assigned to a high-power (vs. low-power) condition did not report increased occupational burden despite their greater OCB endorsement. Patterns of results were similar among a sample of community members (N = 149; Mage = 37 years) and a sample of university students (N = 129; Mage = 20 years). Organizations might empower members by employing procedural justice principles that facilitate members' meaningful contributions to workplace operations.

The Effect of Compensation on Job Satisfaction of Regional Public Service Agency (BLUD) Nurses and Organizational Citizenship Behavior (OCB) at RSUD Bayu Asih Purwakarta

Introduction: Organizational Citizenship Behavior (OCB) is the behavior of employees that goes beyond their formal obligations, is very important in supporting organizational performance. Good job satisfaction is often associated with increased OCB, while compensation is a key factor in influencing employee job satisfaction. This study was conducted at RSUD Bayu Asih Purwakarta, especially for BLUD nurses, to determine the effect of compensation on job satisfaction and its impact on OCB. Objective: This study aims to analyze the effect of compensation on job satisfaction and Organizational Citizenship Behavior (OCB) in BLUD nurses at RSUD Bayu Asih Purwakarta. Methods: This study used quantitative methods with a cross-sectional approach. The study was conducted from March-September 2024. Data were collected from 76 BLUD nurses at RSUD Bayu Asih Purwakarta through questionnaires. Analysis of research data using univariate analysis explains the characteristics of variables, while bivariate analysis examines the influence between variables using chi-square. This study uses path analysis to test the causal relationship between variables that have been determined bivariate. Data processing was carried out with the SPSS version 25 statistical program. Results: The results showed that there was a significant influence between compensation and nurses' job satisfaction, indicated by a p-value of 0.001 (<0.05). In addition, compensation also has a significant influence on the application of OCB with a p-value of 0.005 (<0.05). The effect of job satisfaction on OCB is also significant with a p-value of 0.000 (<0.05). The contribution of the effect of compensation on job satisfaction and its impact on OCB is 43.9%, indicating the important role of job satisfaction as a mediator in this relationship. Conclusion: Adequate compensation can increase nurses' job satisfaction and Organizational Citizenship Behavior (OCB). Hospital management needs to increase compensation and improve supervisor-subordinate relationships to foster job satisfaction, so that voluntary behaviors such as OCB can develop, improving overall organizational performance.

THE INFLUENCE OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR, TEAMWORK, OCCUPATIONAL HEALTH AND SAFETY WORK ON EMPLOYEE PERFORMANCE PT. BAHTERA BAHARI SHIPYARD BATAM

This study aims to determine the effect of Organizational Citizenship Behavior, Teamwork, Occupational Health, and Occupational Safety on Employee Performance of PT Bahtera Bahari Shipyard Batam. This study uses a quantitative approach with data collection methods using a questionnaire. The population of this study were all employees of PT Bahtera Bahari Shipyard Batam, totaling 254 employees, with sampling using the Slovin formula so as to obtain respondents totaling 72 employees. The analytical test tool used is SPSS (Statistical Program for Social Science) version 29. The results of this study found that (1) There is a positive and significant effect of Organizational Citizenship Behavior on employee performance, (2) There is a positive and significant effect of Teamwork on employee performance, (3) There is a positive and significant effect of Occupational Health on employee performance, (4) There is no positive and significant effect of Occupational Safety on employee performance, (5) Organizational Citizenship Behavior, Teamwork, Occupational Health, and Occupational Safety simultaneously have a positive and significant effect on Employee Performance of PT Bahtera Bahari Shipyard Batam.

Portuguese version of the citizenship fatigue scale: adaptation and evidence of validity.

Citizenship fatigue has been identified as a negative consequence of performing organizational citizenship behaviors and has been studied due to its undesirable effects on employees and organizations. This article aims to present the results of adapting the citizenship fatigue scale to Portuguese language and to provide evidence of its validity. The research methodology involved multiple stages. Initially, the Citizenship Fatigue Scale was translated into Portuguese using a robust back-translation process involving three bilingual translators to ensure semantic accuracy. Subsequently, for psychometric testing, the Citizenship Fatigue Scale and Compulsory Citizenship Behavior Scale were administered to a sample of 406 employees from different economic sectors (103 male; 303 female), aged 18 to 70 years. Reliability and validity indicators were calculated from the CFA structure, employing the maximum likelihood estimation with bootstrapping. Gender invariance was examined at three different levels: [1] configural invariance [2], factor loading invariance and [3] factor loading and intercept invariance. The internal consistency, of the whole scale, measured by Cronbach's alpha, was 0.94. The composite reliability value was also very satisfactory (CF = 0.94). The variance extracted from mean (AVE) value of 0.79 was higher than the required limit of 0.50, indicating an adequate fit of the model. The confirmatory analysis supported a single-factor model and showed good to very good fit indexes (CFI = 1.00; GFI = 0.99; RMSEA ≤ 0.01). The model was successfully replicated with a male and female sample. The results confirm that the Portuguese version of the Citizenship Fatigue Scale is a reliable instrument for research with Portuguese speaking samples and international research.

Sustainable human resource management and sustainable performance: mediating role of organization citizenship behavior

Purpose This study aims to investigate the influence of sustainable human resource management (SHRM) policies on sustainability performance of higher education institutions (HEIs). Furthermore, this study also examined the mediating role of organizational citizenship behavior toward sustainability (OCBS) between SHRM and HEIs’ sustainability performance. The ability motivation opportunity (AMO) and stakeholder theories are used to conceptualize the model. Design/methodology/approach Data were collected from 162 academic staff of 12 government and private universities in India by using snowball sampling method. The partial least square structured equation modeling technique was used to analyze the data. Findings The overall results suggest that SHRM, such as sustainability motivation, sustainability-building practices, green employee engagement initiatives and social considerations, significantly impact OCBS among academic staff and the sustainability performance of HEIs. These findings provide a better understanding of how to improve the sustainability performance of HEIs through SHRM and OCBS among academic staff. Originality/value This study significantly extends the growing literature on SHRM and sustainability performance by focusing on sustainable HR practices in the HEIs. To the best of the authors’ knowledge, this is one of the first studies to empirically investigate SHRM and sustainability performance in the context of education sector in India.

Sustainable employability and work outcomes: a prospective study.

In recent years, sustainable employability, rooted in the capability approach, has received substantial attention due to its associations with work and health-related outcomes. While previous studies have indicated that being able and enabled to achieve important work values (i.e., work capabilities) is positively associated with desirable work outcomes, most of these studies have primarily employed a cross-sectional design to explore these associations. This study aimed to examine the long-term relationships between work capabilities and work and wellbeing-related outcomes, including work ability, work engagement, task and creative performance, organizational citizenship behavior, organizational commitment, job and life satisfaction, turnover intention, and burnout symptoms. Data were collected from 251 randomly selected Dutch employees through a two-wave survey conducted in 2021 and 2023 via the Longitudinal Internet Studies for the Social Sciences panel. Multiple linear regression analyses were performed to assess these associations while controlling for potential covariates. The results revealed that participants valued a diverse range of work capabilities but encountered challenges in realizing these valued capabilities. The capability set positively predicted desirable outcomes and was associated with reduced burnout over a two-year period. Supporting and enabling employees to realize their capabilities is essential for improving favorable work outcomes and diminishing burnout in today's volatile work environment. These findings further emphasize the importance of organizations improving conversion factors to bridge the gap between valued capabilities and their actualization.

The Influence of Work-life Balance on Organizational Citizenship Behavior

This research was conducted to determine whether work-life balance and organizational citizenship behavior are influenced empirically. This research involved 218 active employees with birth year criteria of 1997 to 2007 at the company PT. Pupuk Kalimantan Timur, Bontang. The research sample was determined using a probability sampling technique with simple random sampling. Research data was obtained using two types of scales, Work-Life Balance and Organizational Citizenship Behavior. Research data was analyzed using analytical techniques Product Moment with the help of SPSS 26.0 for Windows. Based on the results analysis it is revealed that Work-Life Balance and Organizational Citizenship Behavior have no significant influence with p-value = 0.891 (p<0.05). Influence of Work-Life Balance against Organizational Citizenship Behavior is shown by the R-value of 0.009, which means that both variables do not have strong correlation. Findings study show that there is no influence between Work-Life Balance and Organizational Citizenship Behavior. Keywords: work-life balance, organizational citizenship behavior, generation Z

The nexus between green human resource management on organizational citizenship behavior in the hotel industry: A structural equation modelling approach

In recent years, awareness of sustainability has increased significantly in the hospitality industry, particularly within the hotel sector, which is recognized as a major contributor to environmental degradation. In response to this challenge, hotel managers are increasingly implementing green human resource management (GHRM) practices to increase Organizational Citizenship Behavior. Considering job satisfaction, and organizational commitment as mediator. A survey was conducted with 383 employees from three- and four-star Egyptian hotels and the obtained data were analyzed using SPSS version 22 and Amos version 24. Structural equation modelling was used to analyze the data. The study revealed that GHRM practices positively impacts Organizational Citizenship Behaviors (OCB), job satisfaction and organizational commitment in addition, the study found that job satisfaction and organizational mediates the relationship between Green Human Resource Management and Organizational Citizenship Behavior. The study found a positive link between GHRM and OCB, partially mediated by job satisfaction and organizational commitment. The recommend that implementation of GHRM practices in the hotel industry can have significant positive implications.

Sustainable practices: organisational citizenship behaviour and psychological contract fulfilment

PurposeSustainable practices are the modern-day necessities for organisations as the world is becoming highly dynamic. The purpose of this study is to examine the influence of sustainable training and creativity practices (STP and SCP) on organisational citizenship behaviour (OCB-individual and OCB-organisation) via the mediating role of psychological contract fulfilment (PCF).Design/methodology/approachA sample of 326 white-collar Indian service industry employees was collected. The data are analysed using structural equation modelling and random forest regression supervised learning (RFRSL).FindingsThe findings indicate that sustainable training practices (STP) had an indirect impact on organisational citizenship behaviour (OCB-I, OCB-O) via the mediating effect of transactional (T-PCF) and relational psychological contract fulfilment (R-PCF). In terms of sustainable creative practices (SCP), the impact on OCB-I was indirect due to T-PCF. In addition, R-PCF acts as a mediator between SCP and OCB-O. In the latter portion of the analysis, the RFRSL approach created a prediction model for T-PCF, R-PCF, OCB-I and OCB-O, with demographic characteristics such as industry experience, gender, age, etc. playing a constructive role.Originality/valueThe study conducts a combination of both traditional and newer technology (machine learning), resulting in highlighting the uniqueness of the relationship between variables and the role of demographic variables.

Person-Environment Fit on Organizational Citizenship Behaviour and Employee Engagement Among Administrative Staff of Public Universities in Accra, Ghana

This study aimed to assess the impact of person-environment fit on work-related outcomes among administrative staff of public universities in Accra. A sample of 300 administrative staff was selected from public universities in the Greater Accra Region to partake in the study using the purposive and snowball sampling method. The study discovered a positive significant relationship between employees fit and work-related outcomes as well as an interaction between two dimensions of engagement (intellectual and affective) and organizational citizenship behavior. The study's findings also reveal that various factor such as tenure and age positively impacted the employee’s performance of organizational citizenship behavior and engagement levels.

Going the extra mile: Unveiling the roots of franchisee organisational citizenship behaviours in franchise systems

While researchers and practitioners have recognised the essential role of employee organisational citizenship behaviours (OCBs), there is an absence of their consideration within franchise systems as a unique context. We aim to address this gap by exploring the nature of franchisee OCBs and their antecedents. Through a set of semi-structured qualitative interviews, we find critical new evidence, not only of the existence of franchisee OCBs but also of franchisor OCBs, reflecting the reciprocal character of franchise relationships. Further, we reveal frequent shifts of franchisee OCBs from one referent to another, often from the franchisor to franchisee peers, or even industry groups outside the franchisor-franchisee dyad, in the wake of disappointed interactions with the franchisor. Ultimately, we point at the critical role of the franchisor’s field consultant as the liaison person who appears frequently mismanaged by franchisors in the eyes of franchisees.

Enhancing Teacher Organizational Citizenship Behavior in Junior High School of Depok City

Teachers play a crucial role as agents of learning who can enhance the quality of education. Here are several issues regarding teachers’ Organizational Citizenship Behavior that have not yet met expectations, making it a suitable subject for research to explore the efforts needed to enhance Organizational Citizenship Behavior among teachers at State Junior High Schools in Depok City. The aim this research is to identify the factors that can enhance teachers’ OCB in public junior high schools in Depok City. The method of this research is used in this study is descriptive qualitative. In the data collection process, we employed methods such as interviews, observations, focus group discussions, and documentation. Interviews were conducted with 22 teachers from 3 public junior high schools in Depok City. We carried out observations accompanied by notes as part of the documentation and observation studies to identify factors that can enhance teachers’ OCB behavior. The object of this research is teachers’ OCB behavior, while the subjects of the study are teachers from public junior high schools in Depok City. How To enhance teachers’ OCB (Organizational Citizenship Behavior)? The result is for improvement of OCB behavior among teachers at SMP Negeri Kota Depok can be influenced by two variables: team work and spiritual belief. The novelty of this research was found two variables to enhance the OCB. There are team work and spiritual. Contribution my research for the study is find new method to enhance OCB because the variable found in the field.

Green Organizational Climate’s Promotion of Managers’ Organizational Citizenship Behavior for the Environment: Evidence from the Portuguese Hospitality Context

Society at large has become increasingly concerned about climate change and sustainable development, so tourism and travel service providers have begun to focus more actively on sustainable development goals. Prior research has shown that supervisors’ support fosters employee green behavior and companies’ environmental performance. This study concentrated on Portuguese hospitality contexts to develop a fuller understanding of how organizations’ green efforts can combine with the individual variables highlighted by the theory of planned behavior (TPB) (i.e., attitudes, subjective norms, and perceived behavioral control) to encourage supervisors’ organizational citizenship behavior for the environment (OCBE). Data on 74 hotel managers were collected with an online survey. Multiple regression analysis revealed that perceived green organizational climate positively correlates with TPB variables, thereby increasing supervisors’ intention to adopt and encourage OCBE in their workplaces. These findings clarify how organizational and individual factors foster managers’ OCBE. The results have practical implications for organizations seeking to promote their managers’ pro-environmental behavior to boost their environmental sustainability.

Does relational context matter? Trust in principal as a moderator between distributed leadership and organisational citizenship behaviours in Turkish schools

This study investigates how and under what conditions distributed leadership influences teachers’ organisational citizenship behaviours. Using survey data from a sample of 419 teachers working in primary and secondary schools across six provinces in Türkiye, the current study tested a moderation model of distributed leadership’s impacts on teachers’ organisational citizenship behaviours, with trust in principal as the moderator. A regression-based moderation analysis was performed to examine the relationships between the study variables. The results demonstrated that distributed leadership is significantly associated with organisational citizenship behaviours, and trust in principal significantly moderates this link. Furthermore, distributed leadership fails to exert a significant influence on organisational citizenship behaviours when trust in principal is relatively low, indicating the pivotal role of trust as a relational context factor in elucidating the leadership’s impact on organisational citizenship behaviours. The results contribute to a deeper understanding of how the relational aspects of the workplace influence the impact of distributed leadership practices on positive teacher behaviours. The study has several implications for theory, policy and practice.

Charting Success: The Influence of Leadership Styles on Driving Sustainable Employee Performance in the Sierra Leonean Banking Sector

Effective leadership sits at the heart of organisational success, especially during periods of change. In the dynamic and highly competitive environment of commercial banks in Sierra Leone, the impact of leadership styles on employee performance is a critical area of investigation. The purpose of this paper is to assess the differential effects of transformational and transactional leadership styles on employee performance during change initiatives within commercial banks in Sierra Leone. The research study utilised a cross-sectional survey design, and data was collected from 903 participants employed in the banking industry. The study used the structural equation model as an investigative instrument to examine the hypotheses. The findings reveal that transformational and transactional leadership styles demonstrate a strong bearing on employee performance, with the latter having a bigger influence. Organisational citizenship behaviour has a mediating effect between leadership styles and employee performance. In contrast, employee commitment does not act as a mediator between transformational leadership and employee performance but does act as a mediator between transactional leadership and employee performance. Commercial banks need to devise training programs that will advance both leadership styles to arouse, energise, or inspire followers to display favourable behaviour and commitment to attain organisational goals. The paper makes an insightful contribution to the existing leadership literature by ascertaining the significance of leadership styles on performance and the role of commitment and organisational citizenship behaviour as mediators of the nexus between leadership styles and performance in the Sierra Leone banking industry.

Associating Employer Branding to Organizational Citizenship Behavior: A Study of Job Engagement as a Mediator

Associating Employer Branding to Organizational Citizenship Behavior: A Study of Job Engagement as a Mediator

Organizational Sustainability Practices, Employee Engagement and Organizational Citizenship Behavior: An Employees’ Perspective on their Working Firm

Organizational Sustainability Practices, Employee Engagement and Organizational Citizenship Behavior: An Employees’ Perspective on their Working Firm