Organizational Citizenship Behavior Research Articles

Organizational citizenship behavior to the environment at medical device firms: the intersection of leadership characteristics, organizational factors and employee behaviors

PurposeThe purpose of this study was to understand the lived experiences of ten (10) product innovation employees in medical device firms’ sustainability initiatives, considering leadership, organizational and employee factors within the healthcare industry.Design/methodology/approachPhenomenology was chosen as it supports an in-depth analysis of the lived experience of several individuals, who are experiencing a similar phenomenon. This methodology permitted the researcher to “view experience and behavior as an integrated and inseparable relationship of the subject and object and of parts and whole.”FindingsThe intersection of employee, leader and organizational factors should be considered to further organizational citizenship behavior to the environment. Within each theme, cognitive dissonance is present. Understanding and acknowledging the choice required by the individual, leader and/or organization may impact overall environmental organizational citizenship behavior.Practical implicationsWhen implementing sustainable activities, three key areas should be evaluated: leaders, organizations and employees.Social implicationsThis study provides insight into employee experiences and sustainable activities.Originality/valueThis research adds to the literature on organizational citizenship behavior to the environment within medical device firms as it provides insight into how sustainability programs within firms could be approached. Healthcare’s climate impact contributes to emissions which are equivalent to having 75 million vehicles on the road, annually. In addition, this study provided an initial understanding of the lived experiences of employees within the medical device industry when themes are analyzed. The results may help organizations understand the experiences of employees to further advance their vision and mission, by understanding the phenomenon of how sustainability initiatives are perceived.

Lãnh đạo phụng sự và hành vi công dân tổ chức ngành khách sạn: Vai trò trung gian của sự gắn kết công việc

The study aims to assess the impact of servant leadership on the organizational citizenship behavior (OCB) of frontline hotel employees, with work engagement as a mediating role. We use a qualitative research method to evaluate the appropriateness of the scale. Next, the hypotheses were tested by quantitative research with a sample size of 469, collected using the snowball and quota sampling methods. The results show that: (1) servant leadership directly influences all three dimensions of OCB; (2) work engagement directly affects OCB toward organizations and OCB toward customers, and also partially mediates the relationship between servant leadership and OCB toward organizations, OCB toward customers; (3) work engagement neither directly impacts OCB toward individual nor mediates the relationship between servant leadership and OCB toward individual. The research findings provide theoretical and practical contributions to enhancing the understanding of the formation mechanism of OCB among frontline hotel employees.

Antecedents of Organizational Citizenship Behaviour among primary school teachers in Alor Setar

Discussion on organizational citizenship behavior (OCB) among teachers has gained much interest among scholars. However, a review of past literature indicates lack of study towards the antecednts of teachers’ OCB in Malaysia. The study aims to explore the often-overlooked informal relationships between teachers’ Organizational Citizenship Behaviour (OCB), the school environment, their level of competency, empowerment, and commitment to the team. It also seeks to understand the impact of specific elements of job satisfaction and organizational commitment on the overall benefit teachers bring to their communities. The focus of this research is to ascertain the real-world implications of these factors on OCB and their organizational effects among teachers in Alor Setar schools. To understand these interactions and their influence on teachers’ OCB, relevant hypotheses were formulated, tested, and further examined. As part of this research, 400 primary school teachers in Alor Setar were given a set of questionnaires. The regression analysis results indicated that factors such as the school environment, competency level, empowerment, and team commitment have a significant impact on teachers’ OCB. This study holds importance as it delves into the OCB of teachers and their contribution to the increasingly crucial education sector in Malaysia. The findings of this study can guide policymaking in the education sector, particularly in enhancing teachers’ OCB and school administrators can use these insights to foster a culture that promotes OCB, thereby improving overall school performance. In the school context, OCBs were found to play a role in student achievement and increase school effectiveness. They free up resources for more productive purposes, help coordinate organisational activities, and are more effective at environmental change.

The role of transformational leadership, job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of SMEs employees in the digital era

The role of transformational leadership, job satisfaction and organizational commitment on organizational citizenship behavior (OCB) of SMEs employees in the digital era

Novel Perspectives on Organizational Citizenship Behavior: Expanding the OCB Literature

Novel Perspectives on Organizational Citizenship Behavior: Expanding the OCB Literature

Gossiping the (recipient's) day away: The impact of supervisor-directed gossip on recipients' rumination, sleep quality, vitality, and work outcomes.

Despite gossip research's predominant focus on gossipers and gossip targets, existing theoretical views and the limited yet important empirical studies converge to suggest that gossip benefits its recipients. Our research builds on conservation of resources theory to shift this consensus by examining the negative effects of supervisor-directed gossip on recipients. We theorize that hearing negative supervisor-directed gossip triggers both cognition- and affect-focused rumination, which consume resources, and we develop a research question around the moderating role of hearing positive supervisor-directed gossip. Furthermore, we propose that the aforementioned effects have cascading implications for recipients' work behaviors the following day. In a 15-day experience sampling investigation of 122 workers, we found that on days when employees hear negative gossip about the supervisor, they are more likely to engage in cognition- and affect-focused rumination, and hearing positive supervisor-directed gossip strengthens these positive relationships. In addition, we found that cognition- and affect-focused rumination lead to poor sleep quality and diminished next-morning vitality, which in turn results in reduced work engagement and supervisor-directed organizational citizenship behavior. We conclude by discussing the implications and future directions of our work. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

The Influence of Transformational Leadership and Organizational Commitment Towards Employee Performance is Mediated by Organizational Citizenship Behavior (Study of Health Service Employees, Health Training Center, Regional Health Laboratory of Southeast

Transformational leadership and organizational commitment can affect employee performance, with Organizational Citizenship Behavior as a mediating variable. By knowing this relationship, organizations can develop more effective leadership strategies and policies to improve the performance of employees of the Health Office, Bapelkes and Health Laboratories of Southeast Sulawesi Province, which ultimately increases the productivity and success of the organization as a whole, this study uses a quantitative approach. The population in this study was 404 people. the sample used the Slovin Formula with a precision of 5%. the research sample amounted to 201 respondents. this research data was analyzed using SmartPLS software. The results of this study transformational leadership has a negative effect on Organization Citizenship Behavior, has a P-Values value of 0.0085 and T-Statistics 1.128.557 or this value has P-Values> 0.05 and T-statistics> 1.96. Organizational commitment has a positive effect on organizational citizenship behavior and has a P-Values value of 0.000 and T-statistics 1,686,753 or this value has P-Values < 0.05 and T-statistics> 1.96. Transformational leadership negatively affects employee performance has a P-Values value of 0.006 and T-Statistics 1.129,320 or this value has P-Values> 0.05 and T-statistics> 1.96. Organizational commitment to employee performance has a positive effect, has a P-Values value of 0.0024 and T-Statistics 1.228,882 or this value has P-Values < 0.05 and T-statistics> 1.96. Organization citizenship Behavior has a positive effect on employee performance, has a P-value value of 0.000 and T-Statistics 1,648,266 or this value has a P-value> 0.05 and T-statistics < 1.96. There is an effect of transformational leadership on performance mediated by Organizational Citizenship Behavior as an intervening variable with a statistical value of 130.424 which is greater than the t table (1.98010). There is an effect of organizational commitment on employee performance mediated by Organizational Citizenship Behavior as an intervening variable with a statistical value of 1,514,071 which is greater than the t table (1, 98010).

Enhancing Employee Performance through Organizational Citizenship Behavior: A Study on the Impact of Organizational Commitment and Work Motivation

Enhancing Employee Performance through Organizational Citizenship Behavior: A Study on the Impact of Organizational Commitment and Work Motivation

Engaging leadership and followers' outcomes: incremental validity over transformational leadership

PurposeThe present study examines the incremental validity of engaging leadership in predicting five fundamental organizational outcomes (followers’ organizational commitment, work engagement, task performance, organizational citizenship behaviour and counterproductive work behaviour) over transformational leadership.Design/methodology/approachThe study is cross-sectional in nature and a survey questionnaire was used for data collection. Data were collected from 402 workers in different fields. Hierarchical multiple regression was used in order to determine the incremental validity of engaging leadership.FindingsOur results indicated that engaging leadership contributes additional variance over and above transformational leadership in predicting the five organizational outcomes.Practical implicationsThe results of the study suggest that combining engaging leadership interventions with transformational leadership interventions may lead to better results.Originality/valueThe present study supports the empirical distinction of engaging leadership from transformational leadership, addressing possible concerns regarding construct redundancy.

Implications of green knowledge sharing, organizational green culture and green training and development for organizational environmental citizenship behavior in the hotel sector

Implications of green knowledge sharing, organizational green culture and green training and development for organizational environmental citizenship behavior in the hotel sector

The Effect of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior (OCB) in Lombok Timur Company Employees

The Effect of Job Satisfaction and Organizational Commitment on Organizational Citizenship Behavior (OCB) in Lombok Timur Company Employees

When Charismatic Leadership Loses its Luster: Examining the Interactive Effect of Charismatic Leadership and Abusive Supervision on Follower Prosocial Motivation and Citizenship Behavior

We develop a multilevel framework that examines the simultaneous co-occurrence of charismatic leadership and abusive supervision and how they jointly diminish followers’ prosocial motivation. Furthermore, we tested a mediated moderation model to examine whether followers’ prosocial motivation mediates the link between charismatic leadership and followers’ citizenship behavior under high and low levels of abusive supervision. Results from a field study based upon 296 employees and 44 supervisors in 44 teams across three organizations provided support for the predicted relationships. Charismatic leadership positively influenced followers’ prosocial motivation when abusive supervision was low but not high. Furthermore, followers’ prosocial motivation mediated the link between charismatic leadership and followers’ organizational citizenship behavior when abusive supervision was low but not high. We discuss theoretical implications for abusive supervision's neutralizing effect, identify avenues to advance charismatic leadership and prosocial motivation research, and provide recommendations for practitioners to cultivate an environment that nurtures employees’ prosocial motivation.

Mediating Effect of Marketing Self-Efficacy on Organizational Citizenship Behavior and Innovative Behavior

Mediating Effect of Marketing Self-Efficacy on Organizational Citizenship Behavior and Innovative Behavior

Performance Appraisal Practices and Organizational Citizenship Behavior: Evidence from Jordan

Performance appraisal practices and organizational citizenship behavior are critical to leading employee recognition. This study examines the impact of performance appraisals on organizational citizenship behavior among employees at Jordanian private universities. A total of 170 administrative employees from Jordan's private universities participated in the study by distributing questionnaires using random sampling. The results of a regression analysis confirm the significance and positive impact of evaluating performance appraisal practices on organizational citizenship behavior. Finally, performance appraisal practices motivate the practice of organizational citizenship behaviors such as generosity, altruism, civilized behavior, general commitment, and sports spirit. Based on that, these results contribute to a better understanding of the impact of performance appraisal on organizational citizenship behavior. Also, this study reveals that private university employees exhibit this practice to a high degree, and they attribute this to a variety of factors, including performance appraisal, passion, human relationships, friendship, and human tendencies toward assisting.

Military Values, Military Virtues, and Vulnerable Narcissism among Cadets of the Swiss Armed Forces-Results of a Cross-Sectional Study.

Background: For military leaders, military values and virtues are important psychological prerequisites for successful leadership and for ethical and moral military behavior. However, research on predictors of military values and virtues is scarce. Given this background, we investigated whether Organizational Citizenship Behavior (OCB), resilience, and vulnerable narcissism might be favorably or unfavorably associated with military values and virtues, and whether vulnerable narcissism could moderate the association between the OCB-by-resilience-interaction, and military virtues. Methods: A total of 214 officer cadets (mean age: 20.75 years; 96.8% males) of the Swiss Armed Forces (SAF) volunteered to take part in this cross-sectional study. They completed a booklet of self-rating scales covering dimensions of military values and military virtues, OCB, resilience, and vulnerable narcissism. Results: Higher scores for military virtues were associated with higher scores for military values, OCB, and resilience, and with lower scores for vulnerable narcissism. Multiple regression models showed that higher scores for OCB and resilience were associated with military values and virtues. Vulnerable narcissism moderated the association between military virtues, and the OCB-by-resilience-interaction: the higher the vulnerable narcissism, the more the OCB-by-resilience-interaction was associated with lower scores for military virtues. Conclusions: Among cadets of the SAF, the associations between military values, military virtues, OCB, and resilience were highly intertwined, while vulnerable narcissism appeared to attenuate the association between military virtues, OCB, and resilience.

Interplay of paradoxical virtual leadership and psychological contract violation – impact on organizational citizenship behavior

PurposeThe daunting task of managing knowledge workers virtually has not always yielded positive results. This empirical work discusses the impact of Virtual Leadership on Organizational Citizenship Behavior. The study investigated how Psychological Contract Violation moderates the relationship between Virtual Leadership and Organizational Citizenship Behavior.Design/methodology/approachData was collected from 392 IT engineers working in software companies in India. The cross-sectional data was analyzed using Warp-PLS software, IBM SPSS and IBM Amos.FindingsThe results support the proposition that virtual leadership is negatively associated with Organizational citizenship behavior, at sub-dimension levels except obedience. The moderating role of psychological contract violation is also established by the results.Practical implicationsVirtual leaders should demonstrate collaborative behaviors to generate organizational citizenship behavior among team members. Leaders should be imparted training to enable them to adapt themselves to virtual environment. This study highlights the paradoxical nature of virtual leadership and opens the possibilities for future research.Originality/valueThe study is one of the first to report a negative association between Virtual leadership and Organization citizenship behavior. There is uniqueness in the use of the “Contingency theory of leadership” to explain the difficulties faced while managing a virtual team.

Navigating the Thin Line: Can Acts of Good Lead to Defiance at Work? Exploring the Intricacies of OCB and CWB Dynamics

Prior studies concluded that organizational citizenship behavior (OCB) and counterproductive work behavior (CWB) lie on the same continuum. However, engaging in OCB does not inherently prevent engagement in CWB. This study delves into the intricate relationship between OCB and CWB, aiming to uncover the mechanisms behind the moral licensing effect. Employing partial least squares-structural equation modeling (PLS-SEM) from 468 employees to test the proposed hypothesis. This study revealed that OCB positive relationship with moral license. Moreover, moral license negative relationship counterproductive work behavior toward organizations (CWB-O) but a positive relationship counterproductive work behavior toward individuals (CWB-I). This study provides insights for organizational leaders and scholars to enhance their comprehension of employee behavior and inform strategies for fostering positive workplace environments while addressing the potential risks associated with moral licensing effects.

Systematic Literature Review: The Influence Culture Organization and Motivation Work against Organizational Citizenship Behavior (OCB)

Systematic Literature Review: The Influence Culture Organization and Motivation Work against Organizational Citizenship Behavior (OCB)

Organisational anthropomorphism and its antecedents: a literature review and proposed framework

Purpose This study aims to understand the phenomenon of organisational anthropomorphism, a psychological process in which employees attribute personality characteristics to organisations. Anthropomorphism, a psychological concept, after making its mark in consumer behavioural studies, is emerging into the domain of organisational behaviour. This less deliberated concept is explored through the lens of psychological cues and motives leading to the identification of its managerial antecedents of organisational citizenship behaviour (OCB) and corporate social responsibility (CSR) and their confluence into organisational culture. Further, the relationship between organisational culture and organisational anthropomorphism is established through literature review with a number of propositions and a framework. Design/methodology/approach This paper explores the available literature on organisational anthropomorphism and the constructs of organisational culture by employing literature review methodology. On the basis of selected research studies sourced from high ranked journals from Web of Science, Scopus and journal homepages, domain-based and theory-based reviews were performed to comprehend the concept of organisational anthropomorphism. Findings This study identifies OCB and CSR as the antecedents of organisational anthropomorphism through the psychological cues and motives, comes out with a number of propositions and recommends a framework based on the same. Practical implications This paper helps managers study employee behaviours and observe the organisation’s connections with society. Moreover, this study benefits organisations to brand themselves better amongst employees and external stakeholders. Originality/value This paper helps managers study employees’ citizenship behaviours through anthropomorphic cues exhibited by employees and improve organisation-employee association. It also suggests organisations to brand themselves using anthropomorphic social traits to stage itself as a socially responsible entity among external stakeholders. The empirical validation of proposed framework through quantitative and qualitative methods is proposed to be the future scope of the study.

The Effect of Remuneration, Time Management, on Employee Performance through Organizational Citizenship Behaviour as Intervening

The purpose of this study was to analyze the effect of remuneration, time management, on employee performance with organizational citizenship behavior as an intervening variable at Archives and Library Service Surabaya City. The sampling technique used is total sampling (saturated sample). The research sample was 40 respondents. Data collection using a questionnaire distributed to all respondents. The data collected was then analyzed using SEM-PLS analysis techniques. Results showed that remuneration has a positive and significant effect on organizational citizenship behavior. Remuneration has a positive and significant effect on organizational citizenship behavior. Remuneration has a negative and significant effect on employee performance. Time management has a positive and significant effect on organizational citizenship behavior. Time management has a positive and significant effect on employee performance. organizational citizenship behavior is negative and significant to employee performance. The effect of Remuneration has a negative and significant effect on Employee Performance with Organizational Citizenship Behavior as Mediation. The effect of Time Management has a negative and significant effect on Employee Performance with Organizational Citizenship Behavior as Mediation.