Organizational Citizenship Research Articles

Organisational obscurantism: synthesising prosocial lies with interpersonal relationship at workplace

It is always an arduous task to prevail upon employees to talk about lying, subterfuge, ingratiation and deceptive attitudes at the workplace. To find out deceptive attitude is existing, is difficult but to make people understood is more difficult. People lie for different causes, that can be determined and may be driven by greed, undue favours and advantages, promotions, fear, or even an organisational culture that encourages it. However, employees' trust embedded in perceptions of benevolence is not undermined by deception, which may likely to be improvised. Development of prosocial lies at the workplace for the sake of interpersonal relationship is quite common in our sugar industry and it relates to organisational policies to keep information obscure from an organisational citizen. In this study, we analysed that how organisational obscurantism develops under prosocial lying, deceptive attitude for advantages, employees' general deceptive attitude, managements' general deceptive attitude, and applied deception to maintain good relationships at workplace. We also verified that organisational obscurantism maintained in expectations of employees' euphemistic behaviours immaculately and we demonstrate that employees' prosocial lies, management deceptive attitude, and organisational obscurantism are used for the reliance and establishment of interpersonal relationship at workplace.

A Study on Influence of Organization-Public Relationship of Environmental Organization on Organizational Image and Citizen’s Intention for Donation and Support

A Study on Influence of Organization-Public Relationship of Environmental Organization on Organizational Image and Citizen’s Intention for Donation and Support

Does a Good Firm Breed Good Organizational Citizens? The Moderating Role of Perspective Taking.

Although some previous studies have examined the impact of corporate social responsibility (CSR) on employees in an organization, they have mainly focused on employees’ perceptions or attitudes rather than behaviors. However, in that employees’ behaviors are the direct outcome of the perceptions or attitudes and critically affect organizational outcomes, we need to investigate the impact of CSR on employees’ behaviors. Based on the context-attitude-behavior framework, we investigate the underlying process of the association between CSR and employees’ behavior with a moderated mediation model. Specifically, we hypothesize (1) the intermediating effect of organizational commitment (OC) in the association between CSR and organizational citizenship behavior (OCB) and (2) the contingent role of employees’ perspective taking ability (PT) in the CSR-OC link. Using three-wave survey data from 301 currently working employees in Korea, we found that OC mediates the association between CSR and OCB and that PT can positively moderate the CSR-OC link. Our findings suggest that OC (as an intermediating process) and PT (as a contingent factor) function as important underlying mechanisms to elaborately describe the CSR-OCB link.

Research on the Organization Citizen Action Promotion Factor of Volunteers Who Participated in a Large-scale Sporting Event: Volunteer Leader's Leadership

Research on the Organization Citizen Action Promotion Factor of Volunteers Who Participated in a Large-scale Sporting Event: Volunteer Leader's Leadership

외식업 종사자의 멤버-리더 교환관계(LMX)는 조직냉소주의와 조직시민행동에 미치는 영향 : 심리적 계약위반의 조절효과를 중심으로

외식업 종사자의 멤버-리더 교환관계(LMX)는 조직냉소주의와 조직시민행동에 미치는 영향 : 심리적 계약위반의 조절효과를 중심으로

Changes in the Perception of Citizens and Civil Society Organizations after Candlelight Vigils: Centering on Seoul

Changes in the Perception of Citizens and Civil Society Organizations after Candlelight Vigils: Centering on Seoul

Contribution of the methodology of collective expertise to the mitigation of food safety hazards in low- or medium-income countries

Food safety and quality is a major political topic due to numbers of deaths and hospitalizations all over the world due to food contamination, due to the increasing concern of consumers with public health related issues, due to increasing complexity of internationalization of food chains, along with the stronger sanitary standards set for international trade. Many constraints can explain the delays in the establishment of measures to prevent and control of food contaminants throughout the food value chains. Therefore, the availability of simplified tools that can be used to mitigate food safety hazards in low- and middle-income countries is a high priority internationally. The proposal addressed in this manuscript is to use the existing knowledge in local universities, private companies, citizen's organizations and to translate its proposals and scientific/technical advices to the national authorities, in a low cost manner. This translation is done by what is described here as Collective Expertise. Collective Expertise, can be a very powerful way to develop local strategies to solve problems and face the challenges of food safety and food security.

VALUATION OF NATURAL RESOURCES AND PERFORMANCE INDICATORS, FUNDAMENTAL SUPPORT FOR CREATION OF A SYSTEMIC FINANCIAL MODEL FOR WATERSHEDS

An overview of watershed management in the region of Central and South America indicate that they are very rich in natural resources, principally water as a primary resource. However, this wealth and others provided by nature are constantly threatened by overuse, misuse or use, degradation, land desertification among others that make sustainable management impossible. The watersheds intervened in their home or recently established, currently still rely heavily on external funding, which means that they are not sustainable and even worse they do not have the incorporation of its inhabitants as a way of governing their habitat, consequently, the systemic financing in watersheds is the subject less developed in Latin America at the level of public policy and academically. Conceptually, it is closely related to governance as a mean of management and watershed management through capacity building of individuals who live there, which are organized in communities and municipal institutions, responding to national policies on comprehensive Management of watersheds and the Integrated Management of Water Resources. The aim pursued by the valuation of natural resources in watersheds, is the creation of a financial systemic model of governance associated primarily responsible to their organized citizens with created capacities and long-term financing However it is important to create watershed performance indicators that allow us to be confident that the model, capabilities and interventions are optimal or reasonable. It is therefore important to define indicators on governance and sustainability in watershed which are showing progress and trends on the expected horizon.

Meta-Analysis of Organizational Trust Studies Conducted in Educational Organizations between the Years 2008-2018

<p style="text-align:justify">This research aims to combine the results of the studies conducted in educational organizations between the years 2008-2018 that investigated correlation between organizational trust, and organizational support, organizational citizenship, organizational justice, organizational commitment, mobbing, organizational silence, job satisfaction, organizational cynicism and ethical leadership and obtain an overall result. Within this scope, meta-analytic method was used in the study. A literature review was performed by using the concepts "trust" and "organizational trust". A total of 43 independent studies were incorporated into the research by considering the selection criteria determined by the researcher. The total sample size (teacher, academician and school administrator) is 22859. The studies included in the research were analyzed according to random effects model (REM). According to the results of the analysis, there is a high positive correlation between organizational trust, organizational justice [r = .70] and ethical leadership [r = .82]; a moderate positive correlation between organizational trust and organizational commitment [r = .51], organizational support [r = .57], organizational citizenship [r = .43] and job satisfaction [r = .61]. In addition, there was a moderate negative correlation between organizational trust, organizational cynicism [r = -.62] and organizational silence [r = -.30]; and also a low negative correlation between organizational trust and mobbing [r = -.24]. Based on these findings, the high level of organizational justice, organizational support and ethical leadership perceptions of the education stakeholders increase level of organizational trust; whereas the high level of organizational trust increases their job satisfaction, organizational citizenship behaviors and organizational commitment, and reduces organizational cynicism and organizational silence perceptions. In addition, employees' exposure to mobbing causes a decrease in organizational trust levels.</p>

Service failures and recovery in hospitality and tourism: a review of literature and recommendations for future research

ABSTRACTService failures and recoveries have important implications for hospitality and tourism businesses, not only due to general service characteristics of inseparability, heterogeneity and perishability, but also due to the interactions between service employees and customers. This review paper shows that the study of service failures and recovery in hospitality and tourism has been largely limited to the studies of customer satisfaction, service quality, culture, justice, empowerment and attribution. This review of studies suggests that the field of service failures and recovery would gain additional momentum by combining these studies with organisational theories and concepts (e.g., organisational citizenship, transaction analysis, emotional labour, emotional intelligence, stress, burnout syndrome).

The Application of Hyangyak Based on Communities of Practice for Disaster Prevention Education and Its Implications

This article attempts to explore some strategies for community-friendly disaster prevention education based on the traditional Korean community of practice, Hyangyak. This paper also employed Hyangyak as a methodological research framework. We found that Hyangyak would be able to play a critical role in tackling disaster prevention education. The results suggest that the concept of community of practice is compatible not only theoretically but also ideologically with Hyangyak. It is also found that the Hyangyak covenant among citizens has provided the public with details of disaster prevention education, which include citizen participation, disaster management, and organization operation. This study's findings illustrate such things as the development of an autonomous self-help spirit by community members, voluntary participation, dissemination of community concerns, and co-learning that reflects community circumstances. Keywords: Hyangyak, Disaster Prevention Education, Community of Practice, Participatory Approach

Reward encourages beast.....oops, best!

Reward encourages beast.....oops, best!

The independent participation out of time and place; from organized citizen to digital individuals: Sample of Change.org

The way in which the individual who is the building block of social structure reacts and reflects his/her desires and needs has changed in the 21st century together with technological developments. In speed-based digital era, the individuals have tended to use digital media in which they can quickly find a solution for their expectations and reactions. Individuals have had the opportunity to publicize and share their reactions and expectations through different platforms in the digital media. This reactivity and activism, which can be considered as digital activism, has led a digital individual to carry out activities with a "latent identity", which caused the respondents to increase quantitatively. Change.org is one of the most important digital platforms, which is active in this field and prominent worldwide.
 The object of the study is to determine how the individuals accomplish the functions via Change.org, such as creating social reaction reflexes, ensuring participation, mediating social awareness and creating awareness about a subject matter. Accordingly, pages of Turkey and England on Change.org were reviewed in a period of one month, a content analysis was performed via campaigns started, and the differences between the two countries representing the sample were addressed.
 When the findings are evaluated, it is possible to say that individuals has become free for verbalizing their reactions by overcoming their silence through digital media, and that this reaction can set an agenda faster than traditional media. Ever-increasing participation in the campaigns may be interpreted as an indication that digital participation will gradually gain speed in Turkey and England.
 Extended English summary is in the end of Full Text PDF (TURKISH) file.
 
 Özet
 Teknolojik gelişmelerle birlikte 21. yüzyılda toplumsal yapının temeli olan bireyin tepki verme, istek ve ihtiyaçlarını dile getirme biçimi de değişmiştir. Hız odaklı dijital çağda bireyler, beklentilerini ve tepkilerini daha hızlı çözüme kavuşturabilecekleri dijital ortama yönelmiştir. Dijital ortamdaki farklı platformlar üzerinden bireyler tepkilerini ve beklentilerini, kitlelere duyurma ve onlarla paylaşma imkanı bulmuşlardır. Dijital aktivizm olarak değerlendirilebilecek bu tepkisellik ve etkincilik, dijital bireyin aynı zamanda “gizil kimlikle” faaliyetlerini sürdürmesinin yolunu açmış, bu da tepki verenlerin niceliksel olarak artmasına sebep olmuştur. Bu alanda faaliyet gösteren ve dünya çapında öne çıkan en önemli dijital platformlardan biri de Change.org’dur.
 Çalışmanın amacı bireylerin toplumsal tepki refleksi oluşturma, katılım sağlama, toplumsal bilincin oluşumuna aracılık etme ve bir konu hakkında farkındalık yaratma gibi işlevleri Change.org aracılığıyla nasıl hayata geçirdiklerinin tespit edilmesidir. Bu amaç doğrultusunda Change.org Türkiye ve İngiltere sayfaları bir aylık süre içerisinde incelenerek, başlatılan kampanyalar üzerinden içerik analizi yapılmış ve örneklemi teşkil eden iki ülke arasındaki farklılıklara değinilmiştir.
 Elde edilen bulgular değerlendirildiğinde, bireylerin dijital mecra aracılığıyla suskunluklarını aşarak, tepkilerini dile getirmede özgürleştikleri ve bu tepkinin geleneksel mecralara göre daha hızlı gündem yaratabildiğini söylemek mümkündür. Kampanyalara katılımın her geçen gün artması, Türkiye’de ve İngiltere’de dijital katılımın giderek ivme kazanacağının göstergesi olarak yorumlanabilir.

여행사의 조직공정성이 종사원의 심리적 자본과 조직시민행동에 미치는 영향 연구

The change of value on travel has brought about dramatical increase of the number of tourists due to rising incomes and leisure time. Despite the growth of the travel industry, the job satisfaction level of those who work in the travel industry is low. To solve this problem, it is important to highlight the workers' value by recognizing them as internal customers instead of conventional means like physical capital. The travel industry is a service industry that highly relies on human resources, so individual management of workers is critical. As many studies show, human resources are a strategical element and core asset for the competitive advantage and development of company. The workers' organization citizen's action, which is not official but spontaneous behaviors, can have an important effect on customer satisfaction and choice of travel agency. To draw workers' organization citizen's action, there should be the change of workers' psychological capital according to organizational justice. For actual proof analysys, i have extracted 300 samples through a survey performed on employee of travel agency’s, and analyzes basic data and structural equation model by using SPSS and AMOS. Thus, this study is intended to emphasize the importance of internal customers in the management of tour companies and to provide practical implications by verifying the influencing relationship among organizational justice that workers recognize, their psychological capital and organization citizen's action.

Connecting the dots: a qualitative study of dog-bite data in Calgary (AB, Canada)

IntroductionWorldwide, dog-bites remain a leading cause of pediatric injuries. Local governments are key because they can enact and enforce policies on dogs. The City of Calgary has earned an international reputation for its approach to regulating dogs and dog-owners, which has resulted in marked reductions in per capita dog-aggression complaints.
 Objectives and ApproachThis presentation reflects on how data on dogs are collected, sorted and used by local governments. Our approach has been qualitative in nature: we observed bylaw officers during ride-alongs, and we conducted in-depth interviews with officials who conceived and/or use the databases involving dogs in Calgary. We took a particular interest in the migration of the City of Calgary’s ‘canine data’ (e.g., dog licensing, reports by enforcement officers) to a more comprehensive database listing all of the incidents recorded by municipal services (including ‘911’ and ‘311’ calls, etc.).
 ResultsPreliminary results point to difficulties in linking data stemming from several sources. Within the municipality itself, the transition comes with important challenges. Moreover, to improve public health surveillance for dog-bites, and ultimately to improve preventive strategies, other sources of data should be linked, including emergency services, animal welfare charities, and and veterinary clinics. This fragmentation of available data would be difficult to overcome. Local governments and animal welfare charities may cooperate during investigations but do not share their administrative data. The issue of privacy is a strong barrier for municipal services to obtain healthcare data, while veterinary clinics are private entities that have few incentives to align with administrative data held by local governments or healthcare services.
 Conclusion/ImplicationsIn a city whose model is built upon the close monitoring of pets and their people, the issue of data linkages is critical. New partnerships and new solutions, respectful of citizen privacy and organizations’ respective scope of practice, should be developed.

The Behavioral Level of Emotional Intelligence and Its Measurement.

Emotional Intelligence (EI) is now widely used in organizations and graduate schools with an increase in published research supporting it. Discussion about EI whether based on measures or theory has given little distinction as to behavioral EI (i.e., how does EI appear in a person’s actions). This results in spurious conflicts about the validity of the different theories or measures which likely limit predicting managerial and leadership effectiveness, engagement, innovation and organizational citizenship. By adding a behavioral level, the concept of EI could relate to work and life outcomes beyond general mental ability and personality traits, avoid some of the criticisms while providing a more holistic theory of EI. As such, EI exists within personality as a performance trait or ability, and a self-schema self-image and trait, and a set of behaviors (i.e., competencies). The main contribution of this establishing the behavioral EI with a multi-level theory, while explaining how to assess it, the benefits of such a concept and its psychometric validity and challenges. The history and assortment of validation studies will illustrate that measures can rigorously and effectively assess the behavioral level of EI.

Creating Organizational Citizens via Roles: How Supervisors and Peers Enhance Citizenship at Work

Research on organizational citizenship behavior (OCB) has highlighted how employees perform more OCB when they view those behaviors as part of their work role. However, the process through which em...

An Investigation of The Within-Person Identification-Performance Relationship

Previous research has clearly shown that employee organizational identification (OID) is positively related to their job performance (i.e., in-role performance and extra-role organizational citizen...

Are Participants in the New Career Good Organizational Citizens?

Commentators have argued that a ‘new career’ deal has emerged, captured by the notions of the protean and the boundaryless career, signaling the demise of the traditional organizational career and the rise of independent, self-driven and self-assessed career pathways. Research has explored some of the individual correlates of protean and boundaryless career orientations while largely neglecting their consequences for organizations. Our paper addresses this omission by exploring the link between new career orientations and extra-role behaviours based on the argument that these dimensions of performance are more at risk given their volitional nature. In addition, it explores the role of commitment and perceived organizational support in shaping this relationship. Our study, conducted with 655 employee-supervisor dyads, indicates that a protean career orientation results in gains for organizations, whereas a boundaryless career orientation is potentially associated with lower citizenship behaviours and higher deviant behaviours due to its negative impact on commitment. In addition, our findings suggest that organizations can positively influence the behavior of individuals with high boundaryless career orientations by offering high levels of support.

Hanging in There in the Throes of a Performance Climate and Burnout

Drawing on leader-member exchange (LMX) theory and conservation of resources (COR) theory, we propose that the interplay between a perceived performance climate and job burnout reduces employees’ work engagement, which facilitates a low- quality LMX relationship that results in reduced employee organizational citizen behavior (OCB). Contrary to our hypothesis, a field study among seven different organizations (N=718) revealed a more positive relationship between a perceived performance climate and work engagement for employees with higher job burnout. Work engagement and LMX were found to be important mechanisms in the performance climate and OCB relationship for these employees. Our study has important implications for organizations with respect to the role of context and well-being for LMX and its outcomes.