Level Of Organizational Citizenship Behavior Research Articles

Organizational Citizenship Behavior and Job Satisfaction from The Nurses' Perspective

research in Saudi Arabia has been published investigating organizational citizenship behavior among nurses. In addition, job satisfaction has been identified as the main solution to the high turnover rate among nurses in Saudi Arabia and one of the factors that could affect organizational citizenship behavior.
 Aim: The current study aimed to determine the level of organizational citizenship behavior, assess the level of job satisfaction, and identify the relationship between organizational citizenship behaviors and job satisfaction from the nurses’ perspective.
 Methods: A quantitative cross-sectional correlational study was conducted at the two largest government hospitals in Medina City, Saudi Arabia. A convenience sampling technique was used to recruit 315 nurses. The study used an electronic self-reporting questionnaire consisting of sociodemographic characteristics, an organizational citizenship behavior scale, and a nurse job satisfaction scale.
 Results: In this study, the overall level of organizational citizenship behavior among nurses was high (3.86±0.35). The overall level of nurses' job satisfaction was medium (2.88±0.76). There was a statistically significant positive relationship between overall organizational citizenship behavior and overall job satisfaction among nurses (r = 0.354, p-value <0.01).
 Conclusion: This study provides evidence that increasing the level of job satisfaction among nurses will increase their levels of organizational citizenship behavior. Therefore, healthcare organizations must focus on certain interventions that could increase nurses' jobs satisfaction, such as providing adequate remuneration, increasing the capacity of nursing schools, emphasizing psychological support and participative leadership, and improving the community’s perception of the nursing profession.

A Conceptual Paper on the Role of Cohesion as a Moderator on the Relationship Between Citizenship Behavior and Withdrawal Behaviour

This paper aims to propose a theoretical framework to study cohesiveness as a moderator for the relationship between organizational citizenship behavior (OCB) and withdrawal behaviours. Group and organizational performance can be influenced by employees’ behaviours, both in-role and extra-role (OCB). Although most studies have examined the factors that contribute to OCB, there are also studies that have proven that OCB also has a positive impact on the performance of individuals, groups and organizations. One of the gaps in the current OCB literature is to study the role of possible moderator variables that can influence the relationship between OCB and criterion variables. This paper is conceptual in nature by trying to develop a framework that connects between OCB and withdrawal behaviour where the moderator is cohesiveness. The central explanation of why the individuals’ level of OCB may influence their withdrawal behaviours can be drawn from the general cognitive consistency theory which suggests that individuals try to align their behaviours, beliefs and attitudes. Employees with high level of OCBs are likely to report lower levels of withdrawal behaviors consistent with the cognitive consistency theory. Additionally, social exchange interactions are likely to be lower where cohesiveness is weaker. An employee may not sense a commitment to reciprocate any forms of OCB exhibited by others in the group. This reasoning reinforces the likelihood that the amount of cohesiveness in work groups will be related to the general amount of OCB shown by group members.

A Curvilinear Relationship: Perceived Overqualification and Organizational Citizenship Behaviors

Drawing upon equity theory, we integrate two contrasting perspectives on overqualification and propose a curvilinear relationship between perceived overqualification (POQ) and organizational citizenship behaviors (OCB) with the lowest level of OCB occurring at the intermediate levels of POQ. Further, we extend overqualification research to employees’ social context of workgroup membership and propose that workgroup fit climate moderates the curvilinear relationship between POQ and OCB. Results of multi-level analyses from 215 employees nested in 40 workgroups demonstrated a U-shaped relationship between POQ and OCB. Moreover, moderation analysis revealed that workgroup fit climate influences the relationship between POQ and OCB. Implications for individual and group level overqualification research are discussed.

Level of Job Satisfaction and Level of Organizational Citizenship Behavior among Lecturers of The Islamic University of Melaka College

In the daily work of lecturers, they are bound to face several aspects such as students, documentations and KUIM, having the status of a private University Colleges they also have to deal with the admission of students which is one of their annual KPIs. This will definitely affect the lecturers both in the short and long term. Therefore, the behavior that needs to be demanded and possessed such as Organizational Citizenship Behavior (TKO) is actually able to create a good work ethic for an employee. As such, this study focuses on the findings that look into the TKO level and job satisfaction of KUIM lecturers. The results showed a high level of TKO but the level of work satisfaction was moderate. These findings could be further extended into details for there are more researchers that could be taken into account. These findings could be utilized by the Human Resources department for planning and developing suitable trainings and courses.

THE RELATIONSHIP OF PROACTIVE PERSONALITY WITH THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR: INTERVENING ROLE OF THRIVING AT WORK

Current research is designed to check the mediating effect of thriving at work for the relationship of proactive personality with OCB. In this regard current research proposes three hypotheses of direct relationships and one mediating relationship. Data was collected from 310 employees of textile sector from city Lahore, Pakistan. Result indicates that all three hypotheses are accepted. Moreover, thriving at work is partially mediating the relation of proactive personality with OCB. In future, these types of studies may also conduct on other sectors like the banking sector; the telecom sector and education sector for validate the results. It is also worthwhile to collect the data from employees of other sectors. For managerial point of view this research provides practical implication for managers as by promoting the concept of thriving at work at work will improve the better involvement of their employees in their work. To promote the better concept of thriving at work in the employees will enhance the level of organizational citizenship behavior of their employees.

Lecturers’ Organizational Citizenship Behaviours During COVID-19 Pandemic

Abstract: A limited number of studies indicate that organizational citizenship behaviour (OCB) have the potential to contribute to organizational and individual performance. Educators who have positive behaviours such as helping behaviour can help facilitate the learning process. With the spread of COVID-19 pandemic which has led to the growth of online learning, OCBs among educators is needed in facilitating students’ learning process. This study was conducted to examine the practice of OCB among lecturers from an institution of higher learning who are currently using online learning as the platform of teaching. Based on the input obtained from 136 students, the results found that lecturers are indeed showing high levels of OCB. These students have reported a total of forty behaviours classified as OCB among lecturers. In terms of implications, lecturers’ OCB are seen to be able to support the online learning process which is a new method for most students.
 
 Keywords: Academic performance, COVID-19, e-learning, Organizational citizenship behaviours, pandemic.

ORGANIZATIONAL JUSTICE, TRUST, IDENTIFICATION AND ITS RELATION WITH ACADEMIC STAFF’ CITIZENSHIP BEHAVIOR

Background: Organizational justice, trust and identification deals with the academic staff’ perception of fairness, rewards, relation and participating in a decision-making process that strengthening employees to provide large effort above the expectations of official role as organizational citizenship. It is individual behaviors, which are helpfulness, well-meaning and cooperation among faculty members and avoid undesirable acts to improve the skills of academic staff. Aim Identify the relationship of organizational justice, trust, and identification with academic staff` citizenship behavior. Design: Descriptive correlation was utilized. Setting: Faculty of nursing- Mansoura University. Subjects: all nursing academic staff at nursing faculty during the academic year 2017-2018 and not have managerial position (160). Tools: Four tools were used: organizational justice scale, organizational trust scale, Organizational Identification Questionnaire and Organizational Citizenship Behavior Questionnaire. Result: High percent 43.8%, 61.9% & 80% of academic staff had high level of organizational trust, identification and citizenship behavior respectively, while (47.5%) of them had moderate level of organizational justice. Academic staff had high level of organizational citizenship behavior were high feeling of justice, trust and identification. Statistically significant correlations were found between organizational citizenship behavior with organizational justice, trust and identification. Conclusion: Organizational justice, trust and identification are significant for academic staff citizenship behaviors. Correlation was found between Organizational citizenship behaviors with organizational justice, trust and identification. Recommendation: The efforts of improve academic staff’s perceived organizational justice, trust and identification should be exerted by Faculty management through: provides equal chance for academic staff to participate in the process of decision making.

Masculinity contest culture reduces organizational citizenship behaviors through decreased organizational identification.

Masculinity contest culture (MCC) encourages fierce competition and race for status at all costs. Across three experiments (Ntotal = 554), we investigated how MCC affects discretionary performance at work (i.e., organizational citizenship behaviors; OCBs). Compared to an alternative culture (i.e., feminine nurturing culture; FNC), participants in the MCC condition reported lower levels of OCBs toward the organization and its members. Further results showed that MCC diminished individuals' intentions to engage in discretionary performance through reduced organizational identification. We did not find a moderating effect of gender, suggesting that MCC thwarts discretionary performance and organizational identification for both women and men. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

헤어샵 구성원의 셀프리더십이 조직시민행동에 미치는 영향

Organizational citizenship behavior of people working in the industry of hair-beauty can prevent people from escaping from respective organizations as well as contribute to the realization of organizational performance of hair-shops efficiently. The present study aimed to identify the effect of self-leadership of members of hair-shop, the significant factor in regard to the enhancement of organizational performance, upon organizational citizenship behavior. A total of 207 members, working in the franchise hair-shops residing in Busan metropolitan area were selected as subjects of the present study for the survey conducted during the period from April 19 to May 3, 2020, employing the self-administered questionnaire on self-leadership and organizational citizenship behavior. The data collected from the questionnaires were processed by using the SPSS Statistical Package (Ver. 24.0) to attain results of frequency analysis, t-test, ANOVA, post-analysis (Duncan's Method), and multiple linear regression analyses. Level of self-leadership of subjects was 3.75±0.53 points comparing to full-score of 5.0 point, wherein it was the highest from members of average monthly income of 3-million KRW (p<0.05). Level of organizational citizenship behavior was 3.57±0.48 points comparing to full-score of 5.0 point, wherein the level of members of the last educational background of university graduation was the highest points of 3.85±0.58 (p<0.01). The results of multiple linear regression analysis revealed the level of self-leadership as increasing in accordance with increasing level of organizational citizenship behavior (p<0.05). The self-leadership of members, engaging in the industry of hair-beauty, appeared with significant effect on the organizational citizenship behavior. It seems a fair and reasonable compensation system, as well as the training for self-development through systematic educational courses, is necessary for the reinforcement of self-leadership of members working in hair-shops.

The Effects of Mediating Job Satisfaction on Organizational Citizenship Behaviors with Servant Leadership and Human Relations as Antecedent Variables

This study aims to analyze the Mediating Effects of Job Satisfaction on Organizational Citizenship Behaviors with Servan Leadership and Human Relations as Antecedent Variables in PT. Andalan Mitra Prestasi in the City of Padang. The population and sample of this study were 60 respondents with the sampling technique using the total sampling method. The method used is Structure Equation Modeling (SEM) with the help of the SmartPLS 3 program. The results showed that servant leadership and human relations factors have a significant positive effect in determining the level of job satisfaction and Organizational Citizenship Behaviors. Furthermore, it was also found that job satisfaction also determines or can motivate employees to have Organizational Citizenship Behaviors at work. This study also found that job satisfaction as a mediating or intervening variable can strengthen the influence of servant leadership and human relations in improving Organizational Citizenship Behaviors. The research results can be an input for organizations. In improving Organizational Citizenship Behaviors, management needs to strengthen and pay attention to the Servan leadership and Human relations factors accompanied by paying attention to increasing job satisfaction. So that the level of Organizational Citizenship Behaviors that is expected to be maximized can be realized.

Designing a Model of Organizational Citizenship Behavior from a Social Perspective in the Iranian Red Crescent Society

INTRODUCTION: A good organizational citizen is a thought and idea that includes various behaviors of employees such as accepting and assuming additional duties and responsibilities, following organizational rules and procedures, maintaining and developing a positive attitude, being patient, and tolerating dissatisfaction and problems in the workplace. The increase in the level of organizational citizenship behavior (OCB) in the organization makes the organization an attractive environment for work. In other words, the desired level of OCBs affects the improvement of the performance of employees and, in general, the organization. The Iranian Red Crescent Society is one of the human-centered organizations, and observing the indicators of citizenship behavior is one of the effective factors in the success of its performance. Therefore, this study aimed to investigate the OCB from a social perspective in the Iranian Red Crescent Society. METHODS: The present applied study was conducted based on an exploratory qualitative approach. The statistical population of this study consisted of all managers and employees of the Iranian Red Crescent Society. The required data were collected using in-depth semi-structured interviews, which reached saturation after holding 14 interviews. To analyze the data, content analysis, meta-synthesis, and fuzzy Delphi methods using grounded theory were applied. The MAXQDA software (version 10) was used in the theory analysis process. FINDINGS: In this study, the results were classified into 78 concepts, 14 sub-criteria, and 2 main criteria, including the dimensions of citizenship behavior and the consequences of citizenship behavior. The most important dimensions of OCB consisted of the categories of helpful behaviors, individual creativity, organizational obedience, organizational loyalty, chivalry, civic virtue, and personal growth. CONCLUSION: The results of data analysis showed that the categories of increasing performance productivity and effectiveness, promoting positive relationships among employees, boosting efficiency in resource allocation, reducing maintenance costs, creating the necessary flexibility for innovation, improving customer service, using rare resources effectively were the most important consequences of observing OCB from a social perspective in the IRCS.

The Impact of School Principals on Teachers’ Organizational Culture Perceptions and Organizational Citizenship Behaviors

The aim of this research is to detect whether the participatory, supportive and guiding leadership styles of primary school principals have effect upon their organizational culture and organizational citizenship behaviour. Survey method is used in the research. The research population is composed of 1219 primary school teachers under the Ministry of National Education of TRNC, while the sample is composed of 448 teachers selected from different provinces. “Scale of leadership styles” is used to maintain leadership styles and for the leader culture level in schools. Data for the level of organizational citizenship behavior evaluated by teachers is gathered through the “scale of organizational citizenship behavior”. In analyzing data, arithmetic mean and standard deviation values were used as identifying statistics, regression analysis was used as well and the research data was analyzed using the SPSS program. As a result of the analysis, it was determined that school principals used more participatory and supportive leadership styles in turn. All three leadership styles are found effective on teachers’ organizational culture perceptions as significant predictors on the other hand organizational citizenship behaviors only predict participatory and supportive leadership styles.

The reality of workers exercising of Organizational Citizenship Behavior in the Blue Crescent Hospital – Empirical Study –: واقع ممارسة العاملين في مشفى الهلال الأزرق لسلوك المواطنة التنظيمية – دراسة ميدانية على العاملين في مشفى الهلال الأزرق –شمال سوريا –

The study aimed to identify the reality of workers exercising organizational citizenship behavior in the Blue Crescent Hospital With its various dimensions (Altruism, Courtesy, Sportsmanship, Civic virtue, Conscientiousness), and to achieve the goals of the study, the descriptive analytical approach was used, and the study community consists of medical and administrative workers in the hospital, and the study was applied to a random sample of (187) employees (male- female), and the questionnaire was used as a main tool for data collection, and the application of appropriate descriptive tests and laboratory inferential tests. The study reached a set of results: The results showed that the level of workers practicing of organizational citizenship behavior in the Blue Crescent Hospital was high, and the dimensions were arranged according to the degree of their exercise: Conscientiousness - Courtesy - Altruism - Civic virtue – Sportsmanship). There are no statistically significant differences at the level of significance (α ≤ 0.05) between the averages of the study sample estimates for the degree of exercise of organizational citizenship behavior in the hospital under study attributed to the gender variable. There are statistically significant differences at the level of significance (α ≤ 0.05) between the averages of the study sample estimates to the degree of the practice of organizational citizenship behavior in the hospital under study attributed to the variable of the field of work. There are statistically significant differences at the level of significance (α ≤ 0.05) between the averages of the study sample estimates for the degree of organizational citizenship behavior in the hospital under study attributed to the variable of years of experience in the hospital. In the light of these results, we recommend the need to maintain this high level of organizational citizenship behavior, by: holding works meeting and preparing publications to highlight the concept of organizational citizenship behavior, clarifying its importance, and explaining the positive effects that accrue to the individual and group, the overall picture of the hospital, and the quality of service towards patients.

Organizational Citizenship Behavior and Emotional Intelligence of EFL Teachers in Saudi Arabia: Implications to Teaching Performance and Institutional Effectiveness

Many studies have extensively investigated the antecedents, consequences, and relationships of Organizational Citizenship Behavior (OCB) and Emotional Intelligence (EI) in corporate and industrial settings, but not in educational contexts particularly in the field of English language teaching. To expand the existing literature in OCB and EI, this study investigated the levels and relationship of OCB and EI of college English teachers in an English language institute in the western region of Saudi Arabia. It tried to answer the following research questions: 1) What is the level of OCB and EI of the respondents? 2) Is there a significant relationship between the respondents’ OCB and EI? Using descriptive correlational research design with adapted organizational citizenship behavior and emotional intelligence scales as data gathering instruments, this study found that the respondents had very high level of OCB. Specifically, the findings revealed that the OCBs under altruism, civic virtue, and compliance dimensions were rated as very high while those under sportsmanship and courtesy were assessed as high. Findings also indicated that the EFL teachers had high level of EI. Lastly, the study proved that there was a significant, positive relationship between the respondents’ organizational citizenship behaviors and emotional intelligence. Based on the findings, the study concludes that the respondents have the potential to excel in their job and are able to contribute to overall institutional effectiveness. This asset should be enriched and sustained by implementing more relevant OCB/EI-friendly policies and practices that support conducive school climate, transformational leadership, and emotional well-being.

Counterproductive Work Behavior and Organizational Citizenship Behavior.

Counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) are two seemingly opposite types of active and volitional behaviors. However, previous research on the mutual relationships between these two types of behavior has yielded inconclusive results. Such relationships are of particular interest in countries such as Poland, which is still in the process of economic and social transformation from a communist to a capitalist system. Therefore, the current study sought to re-examine the relationships between OCB and CWB in a large sample of Polish employees. One thousand and fifty-one employees were recruited from small, medium, and large Polish enterprises to take part in the study, and they completed questionnaire measures of CWB and OCB. The results showed that the overall frequencies of CWB and OCB were statistically significantly correlated. However, while some dimensions of OCB were found to be significantly negatively correlated with certain categories of CWB, one dimension of OCB was significantly positively correlated with CWB. Cluster analysis allowed for distinguishing of four subgroups of participants with different profiles of CWB and OCB, including a subgroup that exhibited equal levels of OCB and CWB and a subgroup that exhibited high levels of CWB cooccurring with increased frequencies of some dimensions of OCB. These results demonstrate that, overall, CWB and OCB are relatively independent and unrelated constructs; however, their particular dimensions may show a more complex pattern of relationships.

More Similar, Better Belonging: Effect of Organizational Citizenship Behavior Profile Similarity on Ostracism

As positive nontask behavior, organizational citizenship behavior (OCB) is a well-known concept that has been investigated by numerous studies. However, weakness in the research stream is viewing this concept from the perspective of the actor. In this study, OCB is considered as a social activity that assists actors’ survival in their organizations, and how OCB affects ostracism that effectively reflects belonging in the organization is investigated. Moreover, to identify the relationship in detail, three different independent variables are used, including OCB, OCB aggregate gap, and OCB profile similarity, using social exchange theory and similarity attraction theory. The analysis is conducted using samples from 210 employees who work for Korean companies. The results indicate that OCB profile similarity has a stronger effect on reducing ostracism than the absolute level of OCB and the OCB aggregate gap.

Empowered or engaged employees? A fuzzy set analysis on knowledge transfer professionals

PurposeThis paper combines the literature on knowledge transfer and that on organizational behavior to analyze how perceived empowerment and perceived engagement affect knowledge transfer offices’ (KTOs’) performance, measured in terms of the number of license agreements.Design/methodology/approachThe authors measured the cognitions which constitute perceived empowerment and perceived engagement through a survey sent to Italian KTOs’ professionals. The authors performed “fuzzy set qualitative analysis” to investigate if this cognition, together or in isolation, may influence KTOs’ management performance, measured by the number of license agreements.FindingsThe results highlight the role of individual cognitions in influencing KTOs’ performance. Furthermore, an important finding from the analysis of the main configurations is that the co-presence of perceived engagement and perceived empowerment leads to more license agreements only in the presence of specific individual cognitions. More precisely, the level of organizational citizenship behavior, the degree to which an individual influences results at work (degree of impact) and the value of a work goal (degree of meaning) are the cognitions which lead to a higher number of license agreements.Originality/valueDespite the growing interest in the investigation of the determinants of KTOs’ performance, a relevant research gap still concerns the explanation of KTOs’ performance considering individual cognitions such as attitudes, norms, perceived behavioral control and intentions. This study looks at the combined effect of the individual cognition of perceived engagement and perceived empowerment on KTOs’ performances.

The level of organizational citizenship behavior for female primary school teachers in Buraydah: مستوى سلوك المواطنة التنظيمية لدى معلمات المرحلة الابتدائية الحكومية في مدينة بريدة من وجهة نظرهن

The study aimed to identify the level of organizational citizenship behavior among primary school teachers in the city of Buraidah from their point of view, and to reveal the existence of statistical significance differences attributable to the two variables (years of experience, specialization), and the study used the survey descriptive approach, and the tool was represented in the scale developed ( niehoff &amp; moorman, 1993) to collect data, and it was applied to a simple random sample of 334 female teachers, and the results reached showed that the level of organizational citizenship behavior for primary school teachers in Buraidah obtained a total average (4.04 out of 5), that is, to a large degree, At the dimensional level; After civility, the highest mean was obtained (4.38), followed by civilized behavior with an average (4.24), both with an estimate (very large), followed by the conscience dimension with an average (4.05), then altruism after an average (4.04) and finally The mathematical dimension is an average of (3.48) and it is all rated (large), while the proposals got an average of (2.64 out of 3), i.e. important (with a great degree). There are also statistically significant differences in the level of organizational citizenship behavior attributable to the different years of experience, while there are no statistically significant differences in the level of organizational citizenship behavior due to the difference in specialization, except for the dimension of the conscience in favor of scientific specializations, and based on the results a set of recommendations and proposals were made to improve the level of organizational citizenship behavior for female primary school teachers in the city of Buraidah and the whole of the Kingdom.

Organizational Citizenship Behavior among Nurses: The Influence of Organizational Trust and Job Satisfaction.

AIMThis study was conducted to determine the relationship between nurses’ organizational citizenship behavior organizational citizenship behavior and organizational trust and job satisfaction.METHODThis descriptive study was carried out in March and April 2014 among 429 nurses working in a private hospital which had an International Joint Commission International Accreditation Certificate. “A Descriptive Information Form”, “Organizational Citizenship Behavior Scale”, “Organizational Trust Inventory” and “Minnesota Job Satisfaction Scale” were used in data collection. The required permissions and approvals were obtained from the authors of the scales, the ethics committee and the institution. Frequency, percentage, Pearson Correlation and multiple regression analysis were used in the analysis of the data.RESULTSIn this study, it was determined that organizational citizenship behavior levels of nurses were high (M=5.45±0.59). It was determined that the nurses demonstrated the highest organizational citizenship behavior with regard to conscientiousness (M=6.10±0.56), and they demonstrated the lowest organizational citizenship behavior with regard to courtesy (M= 4.54±0.69). It was determined that organizational citizenship behavior had a significant positive relationship with organizational trust and job satisfaction (p<0.001). According to the regression analysis, it was determined that organizational trust was explained with 13.5% of the nurses’ organizational citizenship behavior levels while job satisfaction was related to 80.9% of the nurses’ organizational citizenship behavior levels.CONCLUSIONAs a result of this study, it was found that organizational trust and job satisfaction influenced organizational citizenship behavior. Nursing managers should encourage improvements and make plans to teach nurses behaviors beyond those normally expected.

Nurses’ Organizational Citizenship Behavior and Its Association to their Job Satisfaction

Objective: To identify the level of organizational citizenship behavior and its relation tojob satisfaction in the nursing field.Methodology: One step search strategy includes an extended search in various databases:Cumulative Index Nursing and Allied Health Literature (CINAHL), MEDLINE, ProQuest,and google scholar. Twenty published studied between January 2015 and April 2020 wereincluded in the review.Results: Two themes emerged from the present review, which are nurses' organizationalcitizenship behavior level and effect of nurses’ job satisfaction on organizationalcitizenship behavior. In the theme of nurses' organizational citizenship behavior level;seven studies found most nurses had a high level of OCB, three studies found they hadhigher than average, five studies demonstrated that they had a moderate level while onlyone study found their OCB on a low level. Regarding the other theme, three studies did notfind a correlation between job satisfaction and OCB, whereas three studies displayed thatjob satisfaction had a positive effect on OCB.Conclusion: Most of the studies found that nurses had a high-level regard OCB.However, the result of studies regards the influence of job satisfaction on OCB wereambivalent.Keywords: organizational citizenship behavior, organizational behavior, job satisfaction,work satisfaction, nurses.