Organizational Citizenship Behavior Research Articles

Linking authentic leadership with organizational citizenship behavior: follower’s hope and collective efficacy

PurposeThis research aims to explore the psychological constructs of hope and collective efficacy as fundamental mechanisms through which authentic leadership affects follower outcomes.Design/methodology/approachThe investigation employs a two-study approach, with two samples of 481 employees from various teams in the United States and South Korea. In two studies, we examine the proposed hypotheses, focusing on the mediation of follower hope and the moderation by collective efficacy in the relationship between authentic leadership and OCB, which is bifurcated into altruism (OCBI) and compliance (OCBO).FindingsThe findings reveal that follower hope mediates the relationship between perceived authentic leadership and OCB. This mediation confirms the integral role of hope in translating authentic leadership into positive follower behaviors. Additionally, the study shows a significant moderating effect of collective efficacy on the relationship between authentic leadership and follower hope. This moderation underscores the importance of collective beliefs in the capabilities of a group in enhancing the impact of authentic leadership.Originality/valueThis research highlights the understudied roles of hope and collective efficacy in the context of authentic leadership. It offers a novel perspective on how hope and collective efficacy influence followers’ OCB. The study proposes a necessity for further exploration of these constructs, emphasizing leadership dynamics and employee behavior.

Organizational Citizenship Behavior as a Mediator of the Effect of Organizational Commitment and Job Satisfaction on Performance

This study aims to test and analyze the effects of: 1) organizational commitment to organizational citizenship behavior, 2) job satisfaction to organizational citizenship behavior, 3) organizational commitment to performance, 4) job satisfaction affects performance, 5) organizational citizenship behavior to performance, 6) organizational commitment to performance through organizational citizenship behavior, 7) job satisfaction to performance through organizational citizenship behavior. This research was conducted at PT. Waskita Karya Jakarta Building Division in April-June 2024, carried out at PT. Waskita Karya (Perseo) Building Division in May-June 2024. The population is 456 employees, then sampled with the Slovin formula and with proportional random sampling of each department a sample of 213 employees was obtained. Primary data related to the research variables were obtained by questionnaires given via google form. Once the data is collected, it is analyzed with Smart Partial Lease Square (SPLS). However, previously a validity and reliability test was carried out. The hypothesis was tested by a t-test with a 5% alpa. The results prove that: 1) organizational commitment has an effect on organizational behavior citizenship. 2) job satisfaction affects organizational behavior citizenship, 3) organizational commitment affects employee performance. 4) Job satisfaction affects performance, 5) Organizational behavior citizenship affects employee performance. 6) Organizational citizenship behavior is able to increase/mediate the influence of organizational commitment on employee performance. 7) Organizational citizenship behavior is able to increase/mediate the influence of job satisfaction on employee performance.

The Relationships Between Organizational Citizenship Behavior, Affective Commitment and Team Effectiveness in A Non-Profit Organization

Non-profit organizations play a crucial role in fostering healthy communities by providing vital services that contribute to economic stability and mobility. However, the effectiveness of these organizations hinges on the positive and engaged behavior of their employees. These organizations may face challenges in staffing and resource management that can hinder performance and funding, making team effectiveness and organizational citizenship behavior essential for success. This study investigates the relationships between organizational citizenship behavior (OCB), affective commitment, and team effectiveness in a non-profit organization based in Selangor. Utilizing a cross-sectional design and a quantitative approach, 118 employees across local and international branches of a non-profit organization participated in an online survey. Data analysis was conducted using SPSS version 26. The study found that conscientiousness, courtesy, and civic virtue are the dimensions of (OCB) that positively influence team effectiveness, while altruism and sportsmanship did not show a significant impact in the non-profit context. Conscientious employees who are diligent and responsible, along with those who exhibit courtesy by being considerate and communicative, and those who actively participate in organizational activities, contribute meaningfully to team success. Furthermore, affective commitment, or employees' emotional attachment and identification with the organization, was also found to enhance team effectiveness, highlighting the role of an engaged and committed workforce in driving positive outcomes.

The Role of Organizational Citizenship Behavior (OCB) Based on Work Motivation and Servant Leadership on Employee Performance atBank Perkreditan Rakyat (BPR) in Sukawati District

Performance is one of the factors that influences the success of a company.Factors that influence performance achievement are ability factors and motivation factors. This research was conducted based on field phenomena which indicate inadequate employee performance, thought to be caused by weak work motivation, servant leadership and OCB. The research aims to analyze the influence of work motivation, servant leadership on OCB and employee performance. Associative causal research method with a sample of 120 BPR employees in Sukawati District. Data collection was carried out using a questionnaire. The data analysis technique used is SPSS and SmartPLS. The research results show that work motivation has a positive and significant effect on employee performance, servant leadership has a positive and significant effect on employee performance, work motivation has a positive and significant effect on OCB, servant leadership has a positive and significant effect on OCB, OCB has a positive and significant effect on employee performance, OCB can mediate the influence of work motivation on employee performance. OCB can mediate the influence of work motivation on employee performance. The conclusion of this research is that hypotheses 1 to 7 areaccepted. . Inthis research, the factors that have the greatest impact on improving employee performance at BPR in SUkawatiDistict are also known, so that management can optimize these factors to improve employee performance.

Pengaruh High Perfomance Human Resource Management Practices Terhadap Organizational Citizenship Behavior Yang Dimediasi Work Engagement

This study uses a quantitative method with a descriptive and explanatory survey approach. The research was conducted at the Land Office of Kampar Regency, with the aim of examining the effect of high-performance human resource management practices on organizational citizenship behavior (OCB) mediated by work engagement. The population of this study consists of all employees of the Land Office of Kampar Regency, totaling 144 people. Based on this population size, according to the Krejcie and Morgan table (1970), the sample size for this study is 103 people. The sampling method used in this study is Systematic Random Sampling. All respondents will be used to collect primary data related to the variables, which will be gathered through a questionnaire with a 5-point Likert scale. The high-performance HR practices variable is measured using indicators from Wei et al. (2011). The work engagement variable is measured using indicators from Schaufeli and Bakker (2004). Organizational citizenship behavior is measured based on the OCB-C Checklist by Spector, P. E., Bauer, J. A., & Fox, S. (2010). All data collected will be analyzed using Structural Equation Modeling (SEM) with the Smart PLS 3.0 analysis tool. This study found that (a). High-performance HR practices have a positive effect on organizational citizenship behavior; (b). High-performance HR practices have a positive effect on work engagement; (c). Work engagement has a positive effect on organizational citizenship behavior; and (d). Work engagement mediates the effect of high-performance HR practices on organizational citizenship behavior.

Impact Of Corporate Social Responsibility Awareness, The Intermediate Role of Organizational Trust on Employee Work Performance: A Study at Pesticide Production Enterprises in The Mekong Delta

This article is completed from research at enterprises operating in the field of plant protection products in the Mekong Delta - Vietnam, the purpose of the research is to examine the impact of corporate social responsibility awareness (PCSR) on employee performance (EWR), perceived task orientation (IRTP), organizational citizenship behavior at the individual level (OCB-I) and the organizational level (OCB-O), through the mediating role of organizational trust (OT), the moderating role of organizational reputation (OR). Through pilot testing of 100 samples and official quantitative survey of 385 samples to test Cronbach's Alpha coefficients, EFA, CFA and SEM structural model using SPSS, AMOS Version 4.2. The results show that: PCSR has a positive impact on EWR with OT as the intermediary. There is a moderating effect of OR on the relationship between PCSR and OT. The obtained coefficient values answered the hypotheses H1; H2a; H2b; H2c; H3; H4; H5; H6 respectively 0.687; 0.374; 0.606; 0.602; 0.229; 0.153; 0.159; 0.185. The results of the research model help business managers have more insight into the impact of corporate social responsibility awareness with the mediating role of organizational trust on employee work performance. Thereby, helping business leaders make appropriate adjustments to meet the desired goals of the business. The research is still limited in space and sample size.

Shaping teachers’ organizational citizenship behavior through self-efficacy and trust in colleagues: moderating role of collective efficacy

Background/purposeThe aims of this study are: (1) to examine the mediating effect of teacher self-efficacy on the relationship between trust in colleagues and organizational citizenship behavior (OCB); and (2) to evaluate the moderating effect of collective efficacy on the relationships between teachers’ self-efficacy and OCB, as well as between trust in colleagues and OCB.Design/methodology/approachThe cross-sectional data were based on 408 sets of usable questionnaires collected from teachers who worked in government schools in Malaysia. The partial least square structural equation modeling technique was used to test the model and hypotheses.FindingsThe results indicate that trust in colleagues is positively related to organizational citizenship behavior (OCB) and teacher self-efficacy. Additionally, teacher self-efficacy and OCB are also positively related. Furthermore, the relationship between trust in colleagues and OCB is partially mediated by teacher self-efficacy. Moreover, collective efficacy significantly moderates the path between teacher self-efficacy and OCB but not between trust in colleagues and OCB.Originality/valueDespite earlier studies examining the relationship between trust, teacher self-efficacy, and OCB, little is known about the mediating mechanism of teacher self-efficacy and the moderating effect of collective efficacy. Thus, this present study makes significant contributions in both theoretical and practical aspects.

The Role of Transformational Leadership and PsyCapin Shaping Organizational Citizenship Behavior: Exploring Job Satisfaction as a Mediator

This paper focuses on the relationship between Transformational leadership, Psychological Capital, Job satisfaction and Organizational Citizenship Behavior in the context of the banking industry. Transformational leadership (TL) is considered a strong determinant of Organizational citizenship behavior (OCB) since the behaviors it promotes support the organization’s effectiveness in ways that are not covered by the contractual responsibilities of an employee. Consequently, the effects of Transformational leadership and PsyCap(PsyCap) on employees’ Organizational citizenship behavior have not been studied extensively, incorporating the banking industry perspective into the investigation. To fill this void, the present research aims to look into the effects of Transformational leadership and PsyCap on Organizational citizenship behavior, with Job Satisfaction (JS) as the mediator. Based on the quantitative, descriptive study and cross-sectional method of data analysis, the study makes use of 242 structured questionnaires distributed among banking professionals to test the research hypotheses. The collected data was analyzed and examined by using Structured Equation Modeling through the Partial Least Square method. To analyze the collected data SPSS version 26 and Smart PLS 4 were used. The results thus highlight positive. Job satisfaction significantly mediates the Psychological capital, Job satisfaction but not significant with Transformational leadership, and Job satisfaction. These results extend the leadership and employee behavior literature in stress conditions and have practical implications for improving organization performance and employees’ well-being through leadership training and HR practices promotion. This work fills a hole in the writing and offers viable bits of knowledge for upgrading representative prosperity and hierarchical viability.

Resisting organisational change? Psychological resilience and perceived organisational support as mediators in promoting psychological well-being and organisational citizenship behaviours

The increasing prevalence of global transformations has led to a surge in organisational changes worldwide. Consequently, the anticipation of employee resistance and its impact on organisational development has become a vital concern in the field of organisational psychology. This study aims to comprehensively explore employee resistance to organisational change within the energy industry, considering several critical factors, including psychological well-being, organisational citizenship behaviour, organisational support, and psychological resilience. A total of 313 employees from an organisation in the energy industry in Malaysia. Participants completed measures on attitude towards organisational change, psychological well-being, organisational citizenship behaviour, perceived organisational support, and psychological resilience. The results from our study showed significant relationships between employee resistance to organisational change, psychological well-being, and organisational citizenshipbehaviour. The findings also indicated significant mediating effect of perceived organisational support in the relationship between organisational change and psychological well-being. Further, the results also showed that psychological resilience was a significant mediator between organisational change, psychological well-being, and organisational citizenship behaviour. The implications from the study include increase in transparency in organisation, leaders as change agent, and brief coaching for employees to increase organisational resilience.

A relative deprivation perspective of the differentiation of abusive supervision in groups

While prior research has found that leaders tend not to abuse subordinates equally, empirical studies exploring the differentiation phenomenon of abusive supervision still remain limited. Drawing on relative deprivation theory, the differentiation of abusive supervision is defined as the two operational indicators of relative abusive supervision and abusive supervision variability according to the dual influence this differentiation imposes on both individuals and groups. How the interactive effect of relative abusive supervision and abusive supervision variability impacts employees’ behaviors is examined and the solution to the abusive supervision differentiation dilemma is explored. The results of a two-wave empirical study including 254 employees from 84 groups demonstrate that focal employee relative abusive supervision negatively influences task performance and organizational citizenship behavior via relative deprivation. This effect is amplified when the group has lower levels of abusive supervision variability. This study contributes to a better understanding of abusive supervision in groups.

Leader Organizational citizenship behaviour and perceived followers support as outcomes of proactive Followership: A Social Exchange Perspective

In recent decades, leadership research has tended to focus on leaders and the role of followers has been given less attention. This study, which uses the social exchange theory, investigates the role of proactive followership in leadership outcomes, considering the moderating influence of individual-level power distance orientation (PDO). Non-probability sampling was employed to tests the proposed hypotheses, 182 respondents participated in the research. The data was analysed using SmartPLS 3. The results showed that proactive followership has a positive effect on leader organizational citizenship behaviour (OCB) and the perceived support of followers. PDO significantly moderates the relationship between proactive followership and leader OCB, with low PDO strengthening the role of proactive followers in shaping leader OCB. These findings suggest that organizations should focus on developing their followers in order to improve leadership outcomes and strengthen relationships.

Analisis Pengaruh Budaya Organisasi dan Keadilan Organisasi Terhadap Organizational Citizenship Behavior (OCB) Dengan Komitmen Organisasional Sebagai Variabel Intervening

This study aims to determine the Analysis of the Influence of Organizational Culture and Organizational Justice on Organizational Citizenship Behavior (OCB) with Organizational Commitment as an Intervening Variable. (Study on Employees of the Mataram City Health Office). This study used primary and secondary data obtained through the distribution of questionnaires to respondents who were employees of the Mataram City Health Office. The population in this study is 76 employees of the Mataram City Health Office. This research is a quantitative research. The analysis method uses Partial Least Squares Structural Equation Modeling (PLS-SEM) using the SmartPLS v.4.0 tool. The results of the study show that Organizational Culture has a significant positive effect on Organizational Citizenship Behavior (OCB), Organizational Justice has a positive and significant effect on Organizational Citizenship Behavior (OCB), Organizational Culture has a positive and significant effect on Organizational Commitment, Organizational Justice has a positive and significant effect on Organizational Commitment, Organizational Commitment has a positive and significant effect on Organizational Citizenship Behavior (OCB), Organizational Culture has a positive and significant effect on Organizational Commitment through Organizational Citizenship Behavior (OCB), Organizational Justice has a positive and significant effect on Organizational Commitment through Organizational Citizenship Behavior (OCB).

The Impact of Succession Planning on Enhancing Organizational Citizenship Behavior: A Field Study at Tikrit University

The study aims to determine the extent to which succession planning contributes to enhancing organizational citizenship behavior at Tikrit University. The research hypotheses were the availability of the dimensions of succession planning and the dimensions of organizational citizenship in the university under study, and the existence of significant correlations and influence between each succession planning and organizational citizenship behavior. The research community was identified with the teaching and administrative staff of Tikrit University, consisting of (280) people, and a survey was conducted on a random sample of them, numbering (158) individuals. All distributed questionnaires were retrieved with a recovery rate of 100%, while the questionnaires suitable for analysis were (120), representing (75.9%) of the total questionnaires returned. The data were analyzed and hypotheses were tested using the statistical analysis program SPSS V.26. The study reached a number of results, most notably: There is a high level of application of both succession planning and organizational citizenship behavior at Tikrit University. The results also showed that there is a positive and moderate significant correlation between succession planning and organizational citizenship behavior at the university under study. The results also showed a statistically significant effect of succession planning methods combined in enhancing organizational citizenship behavior at Tikrit University, which explains 29.5% of the changes in the dependent variable. In addition, there was a statistically significant positive effect for all dimensions of succession planning in enhancing organizational citizenship behavior at Tikrit University, where promotion was the most influential on organizational citizenship behavior, followed by job rotation, training, and finally job transfer.

Servant Leadership, Trust, Organizational Citizenship Behavior: Triadic Model for Educational Achievement

Purpose: This study examines how servant leadership influences organizational citizenship behavior, focusing on the mediating role of employee trust in colleges within the Sindh region. It utilizes Social Exchange Theory as the foundational framework, emphasizing the relationships built through reciprocal exchanges and mutual benefits. Design/Methodology/Approach: Data was gathered using a survey questionnaire within a cross-sectional time frame. The sample consisted of 622 college teachers, achieving a response rate of 86.3%. The analysis was conducted using SMART PLS-SEM, following a two-step approach including the Measurement and Structural Model. Findings: The findings suggest that Servant Leadership has a positive and significant relationship with organizational citizenship behavior. Additionally, this study discovered that employee trust plays a positive mediating role in the connection between Servant Leadership and organizational citizenship behavior. Implications/Value: This research enhances our understanding of the connection between trust, leadership styles, and employee behaviors, offering insights into the impact of servant leadership on organizational outcomes.

How does Responsible Leadership influence OCB? The Mediating role of Employee Engagement

To achieve sustainable success, Responsible Leadership has evolved as an important topic of interest impacting employees’ related outcomes in recent years. Drawing on social exchange theory, this research aimed to examine the intermediatory role of employee engagement in the relationship between responsible leadership and organizational citizenship behavior. For this, a quantitative approach for data collection through self-administered questionnaire has been used from 180 private schools’ teachers of Lahore. The findings revealed not only the positive significant impact of responsible leadership on organizational citizenship behaviors but also confirms the mediating effect of employees’ engagement. This research presents valuable theoretical as well as practical implications for school administrators to realize the importance of responsible leadership and employee engagement in fostering OCB.

Influence of Work Discipline and Teamwork on Employee Performance with Organizational Citizenship Behavior as An Intervening Variable In The Employment BPJS Branch Se-Medan Raya

In this study, the researcher wants to see the direct and indirect influence between the variables of Work Discipline, Teamwork as independent variables with Organizational Citizenship Behavior as intervening variables and Employee Performance as dependent variables. This type of research uses quantitative, this research was conducted at BPJS Ketenagakerjaan Kanwil North Sumatra. The population of this study was 82 employees and the sample used was the entire population using saturated sampling techniques. The data source used is the primary data source and data collection was carried out by distributing questionnaires. The research model used is phat analysis with smart PLS version 3.3.3. as a research measuring tool. The results of this study are as follows Work Discipline has a positive and insignificant effect on employee performance with an original sample value of 0.585 and P values ​​0.218. Work Discipline has a negative and significant effect on Organizational Citizenship with an original sample value of -0.949 and p values ​​0.000. Teamwork has a negative and insignificant effect on Employee Performance with an original sample value of -0.694 and p values ​​0.304. Teamwork has a positive and significant effect on Organizational Citizenship with an original sample value of 1.720 and p values ​​of 0.000. Organizational Citizenship has a positive and significant effect on Employee Performance with an original sample value of 1.024 and p values ​​of 0.003. Work Discipline has a negative and significant effect on employee performance through organizational citizenship indirectly with an original sample result of -0.981 and p values ​​of 0.011. Teamwork has a positive and significant effect on employee performance through organizational citizenship indirectly with an original sample result of 1.775 and p values ​​of 0.001.

Organizational Citizenship Behavior (OCB) Influence on Employee Performance in Hospital

Organizational citizenship behavior (OCB) holds a fundamental position in influencing the efficacy of employee performance evaluations. Employing a mixed methods research design, specifically a commentary approach, this study encompasses all employees across various units of Hospital X in Banjarbaru City. Through purposive sampling, a non-probability method, 32 respondents were selected as samples. Findings reveal dimension scores: Altruism at 486, Courtesy at 668, Conscientiousness at 569, Sportmanship at 584, and Civic Virtue at 603. The study concludes that employee performance at X Hospital in Banjarbaru City is commendable across dimensions of Courtesy, Civic Virtue, Sportmanship, Conscientiousness, and Altruism.

Leading with Humility: Servant Leadership on Knowledge Sharing Via Organizational Citizenship Behavior and Trust in Private Organization

Leading with Humility: Servant Leadership on Knowledge Sharing Via Organizational Citizenship Behavior and Trust in Private Organization

Strategic Vigilance and its Impact on Organizational Citizenship Behavior, a Case Study: National Integrated General Trading and Contracting Company

خلفية الدراسة ومشكلتها: تكمن مشكلة الدراسة في سلوك المواطنة التنظيمية في الشركة، وتحدي الدور الذي يمكن اليقظة الاستراتيجية في تحقيق سلوك المواطنة التنظيمية، بسبب التطورات التي تشهدها الشركة، ومع زيادة حدة المنافسة السوقية، فقد أصبح سلوك المواطنة التنظيمية مؤشرا لمدى جودة العمل فيها، وعلى العكس من ذلك يلاحظ أن الشركات التي لا تمتلك رأس مالٍ بشري لده قيم المواطنة، توصف بأنها شركات صمّاء لا تمتلك أفق التغيير والتطوير وحتى القدرة على البقاء في ظلّ التغيرات المتسارعة. الأهداف: هدفت الدراسة التعرف إلى اليقظة الإستراتيجية بأبعادها (اليقظة التكنولوجية، واليقظة التسويقية، واليقظة التنافسية، واليقظة البيئية) في سلوك المواطنة التنظيمية بأبعادها (الإيثار، واللياقة واللطف، والروح الرياضية، ووعي الضمير) في الشركة الأهلية المتكاملة للتجارة العامة والمقاولات. الطرق المستخدمة: لتحقيق أهداف الدراسة تم تبني المنهج الوصفي التحليلي، واعتمدت الدراسة المسح الشامل وتم توزيع الاستبانة على جميع الموظفين في الشركة الأهلية المتكاملة للتجارة العامة والمقاولات، حيث اعتمد الدراسة أسلوب العينة الهادفة لتعاملها مع مجتمع صغير ، واستخدمت مجموعة من الاختبارات الإحصائية من خلال برنامج SPSS. النتائج: توصلت الدراسة إلى مجموعة من النتائج ، أهمها: وجود أثر معنوي ذي دلالة إحصائية لأبعاد اليقظة الإستراتيجية في سلوك المواطنة التنظيمية في الشركة الأهلية المتكاملة للتجارة العامة والمقاولات ، وأن مستوى اهتمام الشركة الأهلية المتكاملة للتجارة العامة والمقاولات بتطبيق اليقظة الإستراتيجية مرتفع ، كما أن مستوى اهتمامها بسلوك المواطنة التنظيمية كان مرتفعاً هو الآخر. الاستنتاجات (التوصيات والمساهمة): توصلت الدراسة إلى مجموعة من النتائج ، أهمها: وجود أثر معنوي ذي دلالة إحصائية لأبعاد اليقظة الإستراتيجية في سلوك المواطنة التنظيمية في الشركة الأهلية المتكاملة للتجارة العامة والمقاولات ، وأن مستوى اهتمام الشركة الأهلية المتكاملة للتجارة العامة والمقاولات بتطبيق اليقظة الإستراتيجية مرتفع ، كما أن مستوى اهتمامها بسلوك المواطنة التنظيمية كان مرتفعاً هو الآخر.

UNLOCKING THE RELATIONSHIP BETWEEN ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND EMPLOYEE PERFORMANCE IN THE SPORTS INDUSTRY: A HOLISTIC INVESTIGATION

In the course of the research, a total of 173 employees were questioned through the application of a random selection process. Surveys were utilized in order to accomplish the goal of gathering information for the specific study. For the purpose of determining the level of internal consistency that the instruments possessed, the researchers made use of the Cronbach alpha coefficient test. In order to accomplish the goals of this study, descriptive statistics were utilized. These data included percentages, frequencies, standard deviations, and averages. Additionally, inferential statistical approaches such as multiple regressions and correlation were utilized within the scope of the study. The outcomes of the research indicated that the degree of courtesy and politeness exhibited by workers had a positive and significant impact on the level of work performance they achieved. The results of the research indicate that there is a significant connection between higher levels of corporate citizenship and increased levels of productivity in the workplace. The findings of the survey indicate that employees working in the sport industry should be prepared to take on additional responsibilities, should be willing to provide assistance to new employees, should have a positive attitude, and should be able to accept workplace inconveniences. This is necessary in order to keep up with the advancements that have occurred in their own field and to improve the overall performance of the company. It is important for employees to have a conversation with their coworkers before taking any activities that could potentially have an impact on their fellow employees. They should also make every effort to avoid clashes with their teammates, as this is an extra factor that should be taken into consideration. It is of utmost significance that they refrain from making public their grievances and refrain from criticizing their coworkers. This is a matter of great importance. For the purpose of determining the precise nature and extent to which demographic determinants influence organizational citizenship behavior (OCB) components in connection to business outcomes, it is required to do additional study