Organizational Citizenship Behavior Research Articles

Workplace envy as an inhibitor of change-oriented organizational citizenship behavior: the role of sustainable leadership

Workplace envy as an inhibitor of change-oriented organizational citizenship behavior: the role of sustainable leadership

How Organizational Citizenship Behavior Stimulant: Transformational Leadership Identification Model Approaches

How Organizational Citizenship Behavior Stimulant: Transformational Leadership Identification Model Approaches

Pengaruh Kompetensi, Employee Relations dan Organizational Citizenship Behavior (OCB) terhadap Kinerja Karyawan BTN Syariah Cabang Tangerang

This research aims to test and determine the influence of competence, employee relations, and organizational citizenship behavior (OCB) on the performance of BTN Syariah Tangerang Branch employees. The method used is quantitative research using saturated sampling techniques, namely the entire population, namely 40 respondents, is used as the research sample. Data collection was carried out using questionnaires and observations. This research uses data analysis techniques, namely multiple linear regression analysis. The research results found that competence, employee relations and organizational citizenship behavior had a positive and significant influence on the performance of BTN Syariah Tangerang Branch employees.

The influence of stakeholder theory and Islamic faith on employee perception of CSR

Purpose The purpose of this paper is to examine the influences of employee perception of corporate social responsibility (CSR) in the Readymade Garment Industry (RMG). The RMG industry in Bangladesh has faced constant criticism of their working practices, and following some fatal incidents, the industry was faced with external pressures of implementing CSR practices and policies. Manufacturers invested and initiated CSR in their business and marketing strategy to survive in the global competition. Employees are internal stakeholders that help to implement and disseminate strategies successfully; however, there is not enough knowledge in the area of employee perception of CSR. Design/methodology/approach The paper is an exploratory study using the quantitative data collection method. In total, 128 responses have been collected from participants who are employees of garment factories in Bangladesh to understand their perception of CSR. Regression analysis has been conducted to ascertain the relationships between the factors that influence employee perception. Theories of stakeholder management, organizational citizenship behaviour, social exchange theory and employee engagement have been used to analyse the factors that influence employee perception. Findings The findings show that the factors that influence perception of CSR are not confined to the stakeholder’s initiatives but are significantly dependent on the employees’ direct involvement, engagement and personal values as a beneficiary and an executioner. In addition to the stakeholder’s initiatives that are a key deliverable to the marketing strategy, the employees are influenced by their personal beliefs and practices that can be associated with influences of religion, culture and the wider social landscape. Research limitations/implications The data is limited to a small number of factories located near the capital, Dhaka, this is a small sample compared to the 4,000 factories in Bangladesh. Further research can be conducted based on a larger data set, which could represent a wider range of employee perspectives from different factories relating to size, product category and geographical location. The study does not expand on the factors that influence employee perception specifically. Practical implications The findings of the study can help the employers understand that the organization’s priority and participation are not the only factors that influence the employee’s perceptions. The employees’ assessment of the stakeholder’s intentions of CSR, which are reflected in the organization’s priority, shapes employee perceptions that are influenced by their personal values and beliefs. The awareness of the factors that influence the employees will enable organizations to motivate them and deliver on expectations of the business partners. Social implications It is the practices aimed at the employees that enhance their engagement in CSR that enable them to reciprocate and influence their perception of the organization’s fair and genuine motives. The effectiveness of this aids the macro-marketing aspects of managing social concerns and the impact of businesses. Originality/value The data collected is primary data from employees of garment manufacturers. The hypothesized framework is developed by the authors, and the outcomes of the factors that influence the employee perception of CSR are escalated from the analysis conducted by the authors.

How management support and diversity factors affect employee performance within the digital workplace

PurposeWe aimed to determine how remote management support (MS) practices and staff diversity influenced employee performance (EP) within the digital workplace (DW) during the COVID-19 pandemic. The article highlights the challenges managers face in achieving EP in the DW compared to traditional work environments.Design/methodology/approachWe developed a theoretical model (MS→DW→EP) and tested it based on the computer-assisted web interview (CAWI) conducted in mid-2022. Factors of primary, secondary and organizational diversity moderated the relationship between the variables. We purposely selected a sample of 1,000 respondents with remote working experience.FindingsThe results show that the DW partially mediates the relationship between MS and EP. The greater the uncertainty in managing people, the more flexibility, trust and job satisfaction required in the DW to achieve EP. Organizational diversity influenced the model more (i.e. teamwork vs individual work) than the primary and secondary diversity (i.e. gender and education).Research limitations/implicationsAlthough the sample size was large, we cannot consider it statistically representative.Practical implicationsZoomers and Millennials reflect full mediation in the model that supports EP.Social implicationsBroader work autonomy, smaller organizations and teams as well as hybrid work arrangements, reduce the necessity for in-person meetings with superiors.Originality/valueSupervisors had to reduce control over the DW while expanding organizational citizenship behavior (OCB) to enhance job satisfaction and thus ensure the expected EP during the pandemic. We may consider allowing an employee to postpone work as a new managerial activity within MS.

Exploring the mechanism to understand workaholism effects on positive and negative behaviors: a moderated mediated study

PurposeWorkaholism negatively impacts desired behavioral outcomes. However, understanding the role of workaholism dimensions (excessiveness and compulsiveness) can help differentiate and address employee motivators towards behavioral outcomes. Using conservation of resource theory, this study explores the influence of these workaholism dimensions, as resource-consuming elements, on positive organizational citizenship behaviors (OCBs) and counterproductive work behaviors (CWBs). Further, work–family conflict (WFC) and family–work conflict (FWC) are included as mediators, and time-control as a moderator, and ultimately, a moderated mediation model is tested.Design/methodology/approachSurvey data were collected using a time-lagged data from 306 New Zealand employee respondents. Data were analysed for moderated mediation using the PROCESS macro.FindingsBoth dimensions of workaholism positively relate to OCBs but only excessiveness to CWBs. We find significant indirect effects of excessiveness and compulsiveness on CWBs through FWC, where time control acts as a boundary condition, showing moderated mediation effects.Research limitations/implicationsFundamentally, the unique effects found encourage workaholism researchers to undertake more complex models to provide new insights.Originality/valueThis is a unique study examining time control as a boundary condition. The findings of moderated mediation provide unique insights and show that workaholism effects depend on other factors.

Impact of emotional intelligence on SME employees’ performance: Mediating role of organizational citizenship behavior

This study delves into the intricate correlation between emotional intelligence and employee performance within the dynamic setting of Saudi small and medium enterprises. Acknowledging the increasing importance of emotional intelligence in the workplace, this study examines how emotional intelligence influences employee performance, with particular attention to the mediating role of organizational citizenship behavior. Employing a comprehensive research framework, the study integrates quantitative methods to analyze data collected from 248 employees across various Saudi-based small and medium enterprises. The findings indicate that high emotional intelligence enhances employee performance, with organizational citizenship behavior serving as a crucial mediator, strengthening the positive impact of emotional intelligence on performance. The results demonstrated a robust positive correlation with organizational citizenship behavior (β = 0.719***) and a moderate positive correlation with employee performance (β = 0.314***). In addition, organizational citizenship behavior played a significant positive mediating role between employee intelligence and employee performance (β = 0.397***). This suggests a nuanced interplay among emotional intelligence, organizational citizenship behavior, and overall employee performance within the specific context of Saudi small and medium enterprises. Acknowledgment The authors extend their appreciation to the Deanship of Scientific Research at Northern Border University, Arar, KSA, for funding this research work through project number NBU-FFR- 1502-03.

The Hidden Forces Behind Employee Citizenship Behavior

This study aims to investigate the direct and indirect effects of perceived organizational support on work engagement and organizational citizenship behavior (OCB). A sample of 60 employees from a clinical laboratory in East Java was examined using a quantitative approach with probability sampling. Data was collected through online questionnaires and analyzed using SmartPLS 3.0 software. The findings reveal that 1) perceived organizational support significantly influences work engagement, 2) work engagement has a significant positive impact on OCB, and 3) perceived organizational support directly affects OCB. Additionally, work engagement mediates the relationship between perceived organizational support and OCB. These results highlight the importance of fostering organizational support to enhance work engagement and citizenship behavior, providing practical insights for improving employee commitment and performance.

How organizational citizenship behaviors promote job performance: evidence from the aviation industry

In the 21st century, the working environment is changing rapidly, and competition is fierce. In industries such as airlines, it is crucial to identify the factors that drive employee performance. This study aims to determine the elements of organizational citizenship behaviors (OCBs) that have an impact on work performance. A mixed research method was employed for the study, which collected survey data from 195 employees of ground service companies in Vietnam, including Saigon Ground Service Company (Sags), Vietnam Airport Ground Service Company (Viags), and Hanoi Ground Service Joint Stock Company (Hgs). The results revealed that five factors of OCBs affect job performance, ranked in descending order: (1) Voice-speaking up about concerns, (2) civic virtue, (3) conscientiousness, (4) courtesy, and (5) altruism. The study also proposed some implications for managers of ground service companies to enhance their employees’ job performance.

Constructing a decision-making tool for HRM process by predicting organizational citizenship behavior

Purpose The complexity of citizenship behavior in organizations has long been a focus of research. Traditional methodologies have been predominantly used to address this complexity. This paper aims to tackle the problem using a cutting-edge technological tool: business process mining. The objective is to enhance citizenship behaviors by leveraging primary data collected from 326 white-collar employees in the Indian service industry. Design/methodology/approach The study focuses on two main processes: training and creativity, with the ultimate goal of fostering organizational citizenship behavior (OCB), both in its overall manifestation (OCB-O) and its individual components (OCB-I). Seven different machine learning algorithms were used: artificial neural, behavior, prediction network, linear discriminant classifier, K-nearest neighbor, support vector machine, extreme gradient boosting (XGBoost), random forest and naive Bayes. The approach involved mining the most effective path for predicting the outcome and automating the entire process to enhance efficiency and sustainability. Findings The study successfully predicted the OCB-O construct, demonstrating the effectiveness of the approach. An optimized path for prediction was identified, highlighting the potential for automation to streamline the process and improve accuracy. These findings suggest that leveraging automation can facilitate the prediction of behavioral constructs, enabling the customization of policies for future employees. Research limitations/implications The findings have significant implications for organizations aiming to enhance citizenship behaviors among their employees. By leveraging advanced technological tools such as business process mining and machine learning algorithms, companies can develop more effective strategies for fostering desirable behaviors. Furthermore, the automation of these processes offers the potential to streamline operations, reduce manual effort and improve predictive accuracy. Originality/value This study contributes to the existing literature by offering a novel approach to addressing the complexity of citizenship behavior in organizations. By combining business process mining with machine learning techniques, a unique perspective is provided on how technological advancements can be leveraged to enhance organizational outcomes. Moreover, the findings underscore the value of automation in refining existing processes and developing models applicable to future employees, thus improving overall organizational efficiency and effectiveness.

The Elusive Link Between Sleep and Organizational Citizenship Behavior: Are We Looking in the Wrong Direction?

The Elusive Link Between Sleep and Organizational Citizenship Behavior: Are We Looking in the Wrong Direction?

The Influence of Employee Competence and Commitment on Employee Performance with Organizational Citizenship Behavior as a Mediation Variable at PT Complus Solution System

PT Complus Sistem Solusi (PT CSS) is an information technology equipment provider in the field of system integrators and other information technology solution providers. The purpose of the study: to analyze the influence of Employee Competence and Commitment in PT CSS in an effort to improve Employee Performance by mediating Organizational Citizenship Behavior (OCB). Research method: using the Structural Equation Modelling method based on Partial Least Square (SEM-PLS) with the SmartPLS data processing program. The results of the study: (1) Employee competence has a significant positive effect on employee performance, (2) Employee commitment has a negative and insignificant effect on employee performance, (3) OCB has a significant positive effect on employee performance, (4) Employee competence has a significant positive effect on OCB, (5) Employee commitment has a significant positive effect on OCB, (6) Employee competence has a significant positive effect on employee performance through OCB, (7) Employee commitment has a significant positive effect on Employee Performance through OCB.

Unlocking the relationship between authentic leadership and organizational citizenship behavior: the key roles of organizational support and identification

Purpose This study aims to identify the intermediate psychological mechanism – organizational identification – that links authentic leadership with follower’s organizational citizenship behavior (OCB). Moreover, it examines the moderating role of perceived organizational support (POS) in the relationship between authentic leadership and organizational identification. Design/methodology/approach This study uses a cross-sectional research design involving 356 employees from diverse corporations in South Korea. Data were collected using a structured questionnaire to measure perception of authentic leadership, organizational identification, POS and OCB. Findings The results indicate that organizational identification significantly mediates the relationship between the perception of authentic leadership and follower’s OCB. Furthermore, POS acts as a moderating variable, strengthening the relationship between authentic leadership and organizational identification. Specifically, followers who perceive strong support from their organization are more likely to develop a robust sense of organizational identification under authentic leadership, which in turn, enhances their OCB. Originality/value This study offers a novel integration of social identity theory and organizational support theory to examine how authentic leadership influences follower’s OCB. It is among the first to introduce organizational identification as an intermediary in this context and to investigate the moderating effect of POS. The findings provide valuable insights for managers aiming to cultivate a workplace culture that fosters organizational identification and citizenship behaviors, thereby enhancing organizational effectiveness. Future research directions are also highlighted.

Psychological Contracts: Changing Relational Levels, a Dynamic Model for a Changing Environment

This paper examines the issue of change in the relational level of employer-based psychological contracts. Based on prior research in Organizational Citizenship Behavior (OCB), Social Exchange Theory, and the Norm of Reciprocity, a dynamic model is developed to explain how contract-level changes take place within the relationship. The model also identifies subsequent employee attitudes and behaviors and offers two new relational modalities, “at risk” and “mercenary,” to explicate relational conditions that had not previously been recognized. We conclude by examining the various issues surrounding employee-employer relations and their importance to firm performance and job satisfaction.

The tech revolution in the hotel industry and its impact on organizational citizenship behaviour and employee loyalty in an Indian context

The purpose of this research is to study the relationship between Employee Engagement, OCB & Employee loyalty in the hotel industry of India. The study also explored the role of technology in the hotel industry & how it fosters behavioral changes among employees. It is a quantitative study & SPSS was used for mediation & moderated mediation analysis after conducting CFA using AMOS. The findings suggest that Employee engagement has a positive relationship with employee loyalty & that OCB mediates this relationship. Technology usage acts as a positive moderator between employee engagement & OCB. The study extends the literature on Self-determination theory & social exchange theory. The present study will help managers to understand the importance of technology in changing the behavior of employees & instilling a sense of belongingness in them.

Fragrance Your Organization and Work Life with Spiritual Flavor

Human behaviors have historically been thought to be the main drivers of organizational development. The focus of the day is on WPS, who exhibit charismatic traits, in order to improve organizational behaviors. The study's focus was on workplace spirituality (WPS), its relationship to organizational citizenship behavior (OCB), and the moderating role that organizational culture (OCl) plays. The method for gathering data was stratified random sampling. Four hundred and fifty-seven replies to an approved questionnaire that was sent to five hundred (500) teaching faculty members at various universities in Khyber Pakhtunkhwa, Pakistan, were obtained. AMOS Package-21 and SPSS have been used to find analytical results. The tool's validity and dependability were guaranteed. Every model fit index value was verified. The model's path coefficient has been illustrated and discussed, both with and without moderating and interaction variables. It was discovered that organizational culture plays a moderating effect in OCB and has a direct impact on WPS. The study's role in literature and industries defines its theoretical and practical implications. At the conclusion of this investigation, there are limitations and recommendations based on the findings.

Investigating the Relationship among Organizational Culture, Job Motivation, Organizational Citizenship Behaviour, and Job Performance: Indonesian Public Sector Context

The inadequate performance of Indonesia’s public sector is demonstrated by the decline in ranking on the Global Competitiveness Index from 2017 to 2019 and the lack of research on OCB in the public sector, considering that most studies focus on the private sector. The objective of this study is to explore the correlation between organizational culture, work motivation, work performance, and organizational citizenship behavior (OCB) within Indonesia’s public sector organizations. By using Structural Equation Modeling Partial Least Square (SEM-PLS), data from 189 public sector respondents were analyzed. The research tool was verified using tests for convergent validity, construct validity, and discriminant validity. The results indicate that organizational culture impacts job performance, OCB, and job motivation positively and significantly. Job motivation also has a positive and significant influence on OCB but is not significant in relation to job performance. Additionally, OCB positively and significantly affects job performance. This research addresses a gap in the existing literature by presenting a fresh perspective on the relationship between these factors within the public sector. The results of this study expand upon previous investigations and offer valuable insights for professionals seeking to enhance organizational performance in the public sector, particularly in terms of effectively implementing organizational culture and motivation strategies.

The Role of Perceived Organisational Support in Predicting Organisational Commitment and Organizational Citizenship Behavior in Professional Organizations

The study examined the "role of perceived organisational support in predicting organisational commitment and organisational citizenship behaviour in professional organisations". The primary data was acquired through a questionnaire from 200 respondents (employees from the finance and technology sectors) via a stratified random sampling technique. Excel and SPSS 26 were utilised for data analysis, and Statistical tools such as Anova, regression and correlation were used. The results demonstrated that perceived organisational support (POS) positively influences organisational commitment. Moreover, it has been found that perceived organisational support (POS) and organisational citizenship behaviour (OCB) in professional organisations have a substantial correlation, and there are significant differences in the perception of organisational support, commitment, and OCB among professionals working in the technology and finance sectors. This study can assist decision-makers and managers in the finance and technology sector in creating a comprehensive plan for organisational support and development programs that effectively include employees in their job responsibilities. The study provides valuable insights into the importance of perceived organisational support in fostering organisational commitment and citizenship behaviour.

Blending Work Values, Engagement, and Satisfaction to Drive OCB in Technopreneurial Startups

In startup companies, financial and other resources are often still limited, so human resources are a valuable asset that plays a crucial role in running an entrepreneur. Organizational Citizenship Behaviors (OCB) support new companies or startups success and growth. OCB can increase efficiency and productivity, create a positive work environment, and improve the ability to adapt to change. Therefore, startup companies must encourage and foster OCB among employees to achieve sustainable competitive advantage. This research analyzes the factors influencing OCB by exploring the role of work values, engagement, and job satisfaction. The participants in this research were 351 employees of startup companies in Jakarta. The sampling technique uses simple random sampling, and data analysis uses SEM-PLS. The research findings state that work values positively impact engagement and job satisfaction. Then, work engagement and job satisfaction were ultimately proven to increase employee OCB in startup companies. This study enriches the literature, especially in managing human resources in organizations, and becomes a basis for companies to create rules and policies to increase OCB in a dynamic and competitive business.

PENGARUH POS DAN BUDAYA ORGANISASI TERHADAP OCB DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING

This research aims to analyze the influence of perceived organizational support and organizational culture on organizational citizenship behavior with organizational commitment as an intervening variable (case study at LPK Monarch Bali Dalung). The population of this study were all employees of LPK Monarch Bali Dalung. Respondents were determined using the saturated sample method, where the entire population was used as a sample, namely 44 people. The research analysis technique is to test the research hypothesis using `path analysis. The results of the analysis show that perceived organizational support and organizational culture influence organizational commitment and organizational citizenship behavior. Organizational commitment influences organizational citizenship behavior. The results of other research found that organizational commitment can act as an intervening variable on the influence of perceived organizational support on organizational citizenship behavior. Organizational commitment has not been able to act as an intervening variable in the influence of organizational culture on organizational citizenship behavior. The suggestions from this research are that it is hoped that the management of LPK Monarch Bali Dalung can increase perceived organizational support, organizational commitment, organizational culture in an effort to increase organizational citizenship behavior