Organizational Citizenship Behavior Research Articles

Role of transformational leadership in implementation of Education 4.0: a parallel mediation model in context of higher educational institutions (HEIs)

Purpose Transformational leadership has attained immense attraction in contemporary research for its positive contribution in implementation of Education 4.0. Drawing on social bond theory and employee stewardship theory, this study aims to examine the mediating roles of employee engagement and organisational citizenship behaviour between transformational leadership and Education 4.0 in higher educational institutions. Design/methodology/approach Data was collected through survey questionnaire by using three-wave time lagged study design from regular faculty members of Indian higher educational institutions. Hayes Process Macro was used for testing the parallel mediation model. Findings Transformational leadership has a positive and significant impact on Education 4.0. The results of this study indicate that employee engagement and organisational citizenship behaviour partially mediate the relationship between transformational leadership and Education 4.0. Furthermore, the analysis explains that employee engagement and organisational citizenship behaviour leveraged under transformational leadership act as parallel mediators, and there is no statistical difference between them. Originality/value To the best of the authors’ knowledge, this study is first in itself to consider more than one factor influencing the relationship between transformational leadership and Education 4.0, thus making ground for parallel mediation. This study addresses the urgent call by United Nations for achieving Sustainable Development Goals (SDGs) by ensuring quality education (SDG 4) and reducing inequality (SDG 10), thereby giving peaceful and strong intuitions (SDG 16).

Islamic Perspective on Organizational Citizenship Behavior Among Academic Staff in Indonesian State Islamic Higher Education: Is It Effective?

This study examines the perceived level of organizational citizenship behavior based on Islamic perspective (OCBIP) practices among academic staff in the Indonesian States' Islamic Higher Education Institutions (ISIHEIs). This study also sought to observe differences in the perceived level of OCBIP among academic staff by gender. A quantitative survey method was employed to collect the data from 450 academic staff of six State Islamic Higher Education Institutions (ISIHEIs) across Indonesia using a five-point OCBIP scale. Descriptive statistics, independent-sample t-tests, and bivariate correlations between antecedents of OCBIP were carried out with SPSS software version 25. The analysis of the study exhibits the perceived level of OCBIP practices among academic staff and gender influences on the perceived variables. The hypothesized model of the study added a new theory and knowledge of OCBIP from the Indonesian State Islamic Higher Education Institutions context that can be used to improve organizational effectiveness in ISIHEIs. The study's findings suggest that the value of the OCBIP practices by academic staff can boost the effectiveness of higher education institutions. The study tested, examined, and formulated OCBIP practices for ISIHEIs. The findings also contribute to understanding how OCBIP could be used to develop organizational effectiveness in the context of ISIHEIs.

From adaptation to transformation: how to stimulate leaders’ change-oriented organizational citizenship behaviors in project-based temporary organizations

From adaptation to transformation: how to stimulate leaders’ change-oriented organizational citizenship behaviors in project-based temporary organizations

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.

The Effect of Personality and Organizational Citizenship Behaviour (OCB) on Motivation on the Performance of the East Java Provincial Environmental Service

This study aims to determine the effect of Personality and Organizational Citizenship Behaviour (OCB) on Motivation on the performance of the Environmental Service of East Java Province. To analyse the causal relationship between variables and test the research hypothesis mathematically, the analytical tools used in this study are descriptive analysis, validity test, reliability test, path analysis using SPSS software. This path analysis requires knowing the path diagram and path coefficient. For the completion of path analysis, it is necessary to know the path diagram and path coefficients. The results of the data analysis show that the personality variable has a significant effect on the motivation of employees of the East Java Provincial Environmental Service. OCB has a significant effect on the performance of employees of the East Java Provincial Environmental Service, both directly and through motivation and motivation has a significant effect on the performance of employees of the East Java Provincial Environmental Service. As a result of this study, the East Java Provincial Environmental Service should ensure that employees have a good personality and supportive OCB, so that it will increase employee motivation which leads to increased employee performance. For further research to be able to add other factors and variables to support this research, such as work environment, educational background, work discipline and so on.

Exploring the Cross-Over Effect of Employees' Compulsory Citizenship Behavior on Spousal Family Satisfaction: A Moderated Mediation Model of Complaints and Mindfulness.

Compulsory citizenship behavior (CCB), the "dark" facet of organizational citizenship behavior, typically embodies good citizenship behavior within an organization. This study aimed to examine how employees' compelled engagement in extraneous role behaviors diminishes their spouses' well-being through complaints. Specifically, this study developed and evaluated a moderated mediation model in which employee mindfulness moderates the pathway from complaints to spousal well-being. This moderation is achieved by suppressing employees' behavioral responses and spousal reactions. To validate the proposed model, the author conducted a two-time-point time-lag design to explore the relationships among 386 employee-spouse dyads. The findings confirmed the critical moderating role of mindfulness in these relationships, as elucidated by the time-lag research design. Additionally, this study presents relevant theoretical and practical implications for future studies.

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.

The Effect of Competence and Engagement on Employee Performance: The Mediation Role of Organizational Citizenship Behavior

<p>The study aimed to analyze the influence of employee competence and engagement on employee performance mediated role by organizational citizenship behavior (OCB). The sample size used was 93 respondents of employees of Kedungwuni I and II Health Centers, Pekalongan Regency, Central Java, Indonesia. The sample was taken using proportional random sampling, and the data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The results show that competence and employee engagement have a positive effect on OCB. Further findings revealed that competence, employee engagement, and OCB influence toward employee performance. Based on the mediation test, the study concludes that OCB can mediate role in employee performance. This study contributes theoretically by elucidating the pathways through which competence and engagement influence performance and emphasizing OCB as a valuable mediator in this relationship. This framework can guide future research and practical applications for fostering high performance in the workplace.</p>

Transformational leadership, quality of work life, and organizational citizenship behavior: Work motivation as mediation

This research aimed to investigate the direct and indirect impact of transformational leadership and quality of work life on organizational citizenship behavior OCB, with work motivation as a mediator. An explanatory method was adopted to examine the relationship between antecedent, mediator, and consequences, with seven hypotheses being tested. A total of 216 employees from the St. Regis Hotel in Bali were selected as the participants using a simple random sampling. Data were analyzed using SEM-PLS, which included conducting validity and reliability tests through algorithm methods, followed by hypothesis testing using bootstrapping. The results of the analysis showed that transformational leadership directly impacted OCB. When work motivation acts as a mediator, transformational leadership significantly affects OCB. While QWL did not directly affect increasing OCB, its relationship with OCB became significant when work motivation was introduced as a mediator.

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.