Employee Organizational Citizenship Behavior Research Articles

How could you think that? Supervisor misattribution leads to reduced subsequent employee organizational citizenship behavior

PurposeFrom a social cognitive perspective, the current study examines how the relationship between the employee and the organization changes following supervisor motive misattribution of organizational citizenship behavior (OCB).Design/methodology/approachThe current study utilizes an experimental vignette methodology (EVM), linear regression and Hayes' (2017) Process Version 4 macro in SPSS to examine the relationships between supervisor misattribution of employee OCB, personality and individual differences and future organizational citizenship behavior intentions.FindingsResults indicate that supervisor misattribution of employee OCB, specifically when the act is attributed to impression management, will reduce the intention to engage in future OCBs. Results also indicate that this negative relationship is enhanced when subordinates are high in openness.Research limitations/implicationsThis study extends social exchange theory by demonstrating how the misattribution of motivation to perform OCBs creates a negative social exchange and discourages future organizational citizenship behavior from the employee. The current research demonstrates the importance of supervisors understanding employees' motivations for engaging in (OCB). If an employee engages in OCB based on intrinsic motivation, such as a desire to help others, and their motivation is attributed to external motivation, such as impression management, the employee may feel misunderstood and believe their values and motivations are incorrectly perceived, leading to reduced OCB.Originality/valueThe current research is examined using EVM. By immersing participants in realistic hypothetical scenarios, experimental vignette methodology allows researchers to explore the intricacies of decision-making across unique scenarios, unraveling both the “why” and the “what next” behind decision-making.

Trickle-Down Effect of Empowering Leadership and Employee Organizational Citizenship Behavior : The Moderating Role of Self-Enhancement Motive

Trickle-Down Effect of Empowering Leadership and Employee Organizational Citizenship Behavior : The Moderating Role of Self-Enhancement Motive

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

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

Perilaku Organizational Citizenship Behavior pada Karyawan

Every company is required to be able to improve company performance maximally and effectively, especially to improve individual performance. The low quality of human resources will certainly have a negative impact on the company, while successful companies need employees who are willing to do more than just their formal duties and are willing to provide performance that exceeds expectations. The purpose of this research is to determine organizational citizenship behavior in employees. This research was conducted on 72 permanent employee subjects. The research uses a quantitative approach with saturated sampling techniques. The data collection technique uses a questionnaire with measurements based on organizational citizenship behavior variables. The data analysis technique uses descriptive analysis and determines the calculated average for each aspect. The results of data processing show that the minimum value for the organizational citizenship behavior variable is 82.00 with a maximum value of 134.00 and a mean value of 108.36. The standard deviation value is 10.57809. As for aspects of organizational citizenship behavior, the average obtained was the altruism aspect of 3.15. The average courtesy aspect is 3.31. The average sportsmanship aspect is 3.18. The average conscientiousness aspect is 3.21. The Civic Virtue aspect averages 3.09.

Research on the Impact of gGreen Human Hesource Management on Employees' Organizational Citizenship Behavior of Internet Enterprises

In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human resources, this project collects the working environment, training programs, performance appraisal programs and incentive policies under green human resource management through online questionnaires, field visits and face-to-face interviews, and studies green human resource management and employees' spontaneous changes within the organization, such as the improvement of employees' loyalty to the enterprise, The relationship between organizational citizenship behaviors such as performance level growth will further explore the impact of green human resource management on the organizational citizenship behaviors of employees in Internet enterprises.

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KEPEMIMPINAN TRANSAKSIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) KARYAWAN RSKJ PROVINSI BENGKULU

Leadership is the main key to the success of a company in achieving a goal. A company requires appropriate transformational leadership and transactional leadership to encourage the emergence of organizational citizenship behavior in each employee. The purpose of this research is to determine the influence of transformational leadership and transactional leadership on organizational citizenship behavior (OCB) in RSKJ employees in Bengkulu Province. The population that will be used in this research is employees of the RSKJ nursing section of Bengkulu Province, totaling 100 employees. This research uses a nonprobability sampling technique with the technique taken, namely saturated sampling (census). Saturated sampling technique is a sample determining technique when all members of the population are used as samples. So the sample used in this research was 100 employees of the RSKJ nursing section of Bengkulu Province. This research uses quantitative methods and data collection techniques by means of observation and distributing questionnaires. Then the questionnaire data was processed using SPSS version 26. Based on the results of this research, it can be concluded that the results of hypothesis testing from the t test (partial) and F test (simultaneous) have a positive and significant effect on the transformational leadership and transactional leadership variables on organizational citizenship behavior.

Literature review of the organizational citizenship behavior of employees in the public sector

This study contributes to our understanding of employee behavior in governmental organizations. This paper aims to demonstrate the effects of organizational culture, transformational leadership, and work motivation on organizational citizenship behavior (OCB). This paper also aims to conduct a literature evaluation on the OCB of the public sector, using VOSviewer to acquire a visual representation of the research's progress. The VOSviewer for visualizing research progress adds value by providing a clear and intuitive representation of the scholarly landscape. Visualizing connections and clusters among documents can facilitate the identification of key themes and research directions. The study searched the Scopus database using the keywords "organizational citizenship behavior public sector," resulting in the discovery of 85 relevant documents. The study analyzed documents published between 2019 and 2023. Afterward, the study selected 25 documents with the highest rankings as references using Publish or Perish. Supplementary documents were discovered through Google Scholar and Proquest. In comparison to other studies, this research is more diverse in the variables, providing integrated information in the public sector. Consequently, this research remains pertinent. Nevertheless, the amount of study conducted on OCB in the public sector has been limited. Therefore, there is a potential for further investigation in this field. The main findings of the study demonstrate that (i) underscore the relevance of promoting a positive organizational culture, fostering transformational leadership, and enhancing work motivation to encourage OCB among public sector employees and finally (ii) the results of this study indicate that influential factors have a positive impact significantly on the OCB in the public sector.

Why is leader humility related to OCBs? A psychological entitlement explanation of the curvilinear moderated relations

PurposeIntegrating the reciprocity and equity lenses, this study explores the curvilinear relationship between leader humility and employee organizational citizenship behaviors (OCBs) by introducing psychological entitlement and perspective taking, and constructing a moderated mediation curvilinear model aiming to provide a more comprehensive understanding of why and how leader humility affects OCBs.Design/methodology/approachUsing multisource, three-wave data collected from 261 employees and 55 supervisors in China, we adopted multi-level modeling analysis to test the moderated mediation curvilinear model that links leader humility to OCBs.FindingsWe found a curvilinear relationship between leader humility and psychological entitlement, and psychological entitlement mediated the curvilinear indirect relationship between leader humility and OCBs. Furthermore, employees' perspective taking buffered this curvilinear indirect effect.Originality/valueFollowing social exchange theory and prior research discussing the potential benefits and drawbacks of leader humility, this study developed and tested a moderated mediation curvilinear model of the relationship between leader humility and OCBs. Our study thus provides a more balanced and dialectical perspective on understanding the effects of leader humility and enriching the leadership process model. This study also offers actionable strategies for leaders and organizations to optimize the benefits of humble leadership.

Double-edged sword effects of green HRM on employee organizational citizenship behavior for the environment: interactive effects and mediation mechanisms

PurposeEmployee green behavior contributes to the achievement of hospitality organizations’ sustainability goals. However, there is a need to examine how green human resource management (GHRM) fosters employees’ green behavior. Anchored on the conservation of resources (COR) theory, we anticipate that GHRM may have double-edged effects on employees’ organizational citizenship behavior for the environment (OCBE) via two opposing mechanisms (e.g. environmental passion and emotional exhaustion). Moreover, we expect that the relationship of GHRM on environmental passion and emotional exhaustion depends on environmentally specific empowering leadership (ESEL).Design/methodology/approachThe data were garnered from 356 hospitality employees in Pakistan and analyzed using partial least squares structural equation modeling (PLS-SEM).FindingsThe findings revealed a significant and positive link between GHRM and employee OCBE and environmental passion and a significant and negative relationship between GHRM and emotional exhaustion. Similarly, the link between environmental passion and employee OCBE was significant and positive and between emotional exhaustion and employee OCBE was significant and negative. Our results indicate that the impact of GHRM on OCBE among hospitality employees was mediated by environmental passion and emotional exhaustion. Further, ESEL strengthened the association of GHRM with environmental passion while mitigating the effect of GHRM on emotional exhaustion.Originality/valueAnchored on the COR theory, our study provides novel empirical evidence by investigating the mechanisms and boundary conditions between GHRM and employee OCBE nexus in the hospitality realm.

How does narcissistic leadership influence change-oriented organizational citizenship behavior? Empirical evidence from China

Based on conservation of resources theory and the work–home resources model, this study examines how and when narcissistic leadership influences employees’ change-oriented organizational citizenship behavior. A total of 363 employees from 61 teams across numerous enterprises based in central China were surveyed using a questionnaire. The study hypotheses were tested using structural equation modeling and Monte Carlo simulation analysis. The findings revealed that narcissistic leadership results in the development of a negative team climate, termed “team chaxu climate,” which, in turn, hinders employees’ change-oriented organizational citizenship behavior. Furthermore, this study explored the moderating role of leaders’ family affective support in the relationship between narcissistic leadership and team chaxu climate. This study contributes to our understanding of the relationship between narcissistic leadership and employee organizational citizenship behavior and empirically validates the work–home resources model.

Linking perceived supervisor listening with OCBIP in Islamic financial institution: multiple mediation approach

Purpose The purpose of this study is to determine the role of perceived supervisor listening (PSL) on employee organizational citizenship behavior Islamic perspective (OCBIP) with several mediating variables as a link. Design/methodology/approach The research was conducted using a purposive sampling technique with a total sample of 100 employees in Islamic financial institutions (IFIs). The collected data were analyzed using SEM-PLS. Findings The results of this study indicate that PSL is one of the factors that can improve OCBIP attitudes among employees of IFIs. In addition, this study also shows the role of job motivation and satisfaction in mediating the relationship between PSL and OCBIP. However, the results do not indicate affective commitment. Practical implications Based on the results of this study, the leadership of IFIs must be able to develop superior attitudes in OCBIP to increase employee motivation and satisfaction and help increase company productivity. Originality/value This study confirms the importance of the role of leaders in shaping positive employee behavior and strengthens the literature related to OCBIP variables that can be used for Islamic-based organizations.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN EMPLOYEES OF CV SUMBER CAHAYA MOTOR PALEMBANG

Abstract: strong features of CV Sumber Cahaya Motor's corporate culture can be seen in the behavioral dimensions of courtesy and altruism, where employees are very conscious of the importance of fostering strong connections and supporting one another. Nonetheless, there are shortcomings in the areas of conscientiousness and sportsmanship, as workers frequently show a lack of initiative when working beyond their assigned duties and a lack of enthusiasm when confronted with directives or extra work that is not related to their primary duties. Obviously, this contributes to workers' dissatisfaction with their jobs. This study aimed to characterize organizational culture, job satisfaction, and organizational citizenship behavior (OCB) in part-time and full-time CV Sumber Cahaya Motor Palembang personnel. Saturated sampling methodology was employed in this investigation, with a total of 40 employees as the sample. This study employed a quantitative methodology. This study used a descriptive and verification analytical methodology. The study's findings suggest that work satisfaction and company culture have a big impact on how employees behave in terms of organizational citizenship. With a combined 52.8% contribution to OCB, both variables have a significant impact. To support the rise in employee OCB, management must continue to fortify organizational culture and raise job satisfaction.

Bridging the gap: mediating role of organizational citizenship behavior in the relationship between job satisfaction, compensation, and work loyalty

This research is motivated by the low level of employee work loyalty. This research aims to analyze the influence of job satisfaction and compensation on employee work loyalty with organizational citizenship behaviour as an intervening variable in the Padang City Government. The population in this study were all employees in the Regional Government of Padang City, totaling 8522 employees. The sampling technique used a purposive sampling technique with a sample size of 99 respondents.The sampling technique used in this research used the Probability Sampling method with the proportional stratified random sampling technique. The data analysis technique in this research uses path analysis techniques. Based on the research results, the conclusions of this research can be described as follows: 1) Job satisfaction has a positive and significant effect on employee work loyalty. 2) Compensation has a positive and significant effect on employee work loyalty. 3) Organizational Citizenship Behaviour has a positive and significant effect on employee work loyalty. 4) Job satisfaction has a positive and significant effect on employee organizational citizenship behaviour. 5) Compensation has a positive and significant effect on the organizational citizenship behaviour of employees in the Padang City Government.

Person Job Fit, Job Crafting, Dan Work Engagement Dan Pengaruhnya Terhadap Organizational Citizenship Behavior Pada Perusahaan Daerah Air Minum Surya Sembada Kota Surabaya

This research is intended to determine the influence of Person Job Fit, Job Crafting and Work Engagement on Organizational Citizenship Behavior in Employees of Regional Drinking Water Company (PDAM) Surya Sembada Surabaya City by involving 65 employees of PDAM Surya Sembada Surabaya City as respondents in this research. The research results prove that Person Job Fit has a positive and significant effect on Organizational Citizenship Behavior. This means that if the employees have the appropriate Person Job Fit, a sense of mutual help behavior will be created between employees. Job Crafting has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees apply Job Crafting, it will increase Organizational Citizenship Behavior. Work Engagement has a positive and significant effect on Organizational Citizenship Behavior. This means that if employees feel work engagement, it will also increase Organizational Citizenship Behavior. Simultaneously Person Job Fit, Job Crafting and Work Engagement have a positive and significant effect on Organizational Citizenship Behavior with coefficient of determination of 0,96 or 96%, this indicates that the Organizational Citizenship Behavior variable can be explained by the Person Job Fit, Job Crafting and Work Engagement variables by 96%.

The Effect of Emotional Intelligence and Work-Life Balance on Organizational Citizenship Behavior Mediated by Job Satisfaction in PT. PLN (Persero) UP2D South and Central Kalimantan, Indonesia

Emotional intelligence and work-life balance are important factors that can influence employee organizational citizenship behavior (OCB). OCB refers to voluntary employee behavior that is not required in the job description but is beneficial to the organization. Job satisfaction is also believed to be a mediator that connects these variables. This research uses a quantitative design with survey methods. A total of 60 employees of PT. PLN (Persero) UP2D South and Central Kalimantan was the research respondent. Data was collected via a Likert questionnaire and analyzed using SmartPLS 3.0. The research results show that emotional intelligence has a significant positive effect on OCB. Work-life balance does not have a significant effect on OCB. Job satisfaction does not have a significant effect on OCB. Emotional intelligence has a significant positive effect on job satisfaction. Work-life balance does not have a significant effect on job satisfaction. Job satisfaction does not mediate the influence of emotional intelligence and work-life balance on OCB. In conclusion, emotional intelligence has a positive influence on OCB and job satisfaction, while work-life balance and job satisfaction do not show a significant influence. Job satisfaction was not proven to be a mediator in this study.

Transformational leadership, organizational justice and organizational citizenship behavior in the restaurant context

This research investigates the association between transformational leadership and Organizational Citizenship Behavior (OCB). Moreover, organizational justice is analyzed as a mediating variable between transformational leadership behavior and OCB. This research was conducted in the restaurants of Pakistan, on a sample of 219 employees. The current study used correlation and regression analyses in order to test the hypothesized model. Findings of this research show that transformational leadership behavior and employees’ perception of organizational justice are significantly and positively related to employees’ OCB. In addition, the results also show that organizational justice perception mediates the relationship between transformational leadership and OCB. Thus, current research shows that the top management of the restaurants in Pakistan should focus on establishing transformational leadership behavior and also focus on the selection of individuals having transformational leadership qualities which have the ability to positively influence organizational justice perception thereby fostering OCB of employees. Lastly, this study provides its limitations and suggestions for further research.

Determinants of Employee Loyalty in Port Vehicle Handling Companies

Objective : This study aims to develop a loyalty model for operational staff in vehicle handling terminal companies by analyzing the impact of Employee Engagement, Organizational Citizenship Behavior (OCB), Trust, and Job Satisfaction on employee loyalty in two Vehicle Handling Terminal Companies in DKI Jakarta and Subang, West Java.Methodology : The research uses a quantitative approach with descriptive and inferential statistics. Focus Group Discussions with experts validate the findings, involving a population of 87 operational staff members. Data is analyzed using the Partial Least Square-Structural Equation Model (PLS-SEM).Research results : Descriptive statistics reveal that operational staff's perceptions of employee loyalty are satisfactory but need improvement. Regarding causality, Employee Engagement has a positive and significant impact on employee loyalty. Organizational Citizenship Behavior (OCB) has a negative and significant effect on employee loyalty. Employee organizational trust significantly influences employee loyalty, while job satisfaction has a positive and significant impact on loyalty.The novelty of this research lies in explaining the loyalty model for operational staff in vehicle handling terminal companies through Employee Engagement, OCB, Organizational trust, and job satisfaction, with Employee Engagement being the dominant factor. Job satisfaction is explained by OCB and Organizational trust, but it does not mediate the relationship between Employee Engagement, OCB, Organizational trust, and employee loyalty

Does job satisfaction mediate the relationship between corporate social responsibility and employee organizational citizenship behavior? Evidence from the hotel industry in Vietnam

In the current corporate landscape, firms are confronted with a multitude of demands and pressures from diverse stakeholders with employees being the foremost and most crucial group. Developing a competitive advantage for the company requires attracting and maintaining employee engagement especially their participation in extra-role activities. The employment of corporate social responsibility (CSR) as a strategy for attracting and keeping talented employees helps businesses gain a competitive edge. In this regard, this paper investigates the relationship between corporate social responsibility (CSR) and employee organizational citizenship behavior (OCB) with job satisfaction as a mediating factor. We adopted stakeholder theory and social exchange theory to develop a research framework with five elements of CSR influencing OCB through job satisfaction. A self-administered survey was conducted to gather data from employees who work in the Vietnamese hotel industry. We received 375 valid responses after five months using convenient sampling methods. The structural equation modeling (SEM) analysis was run in SmartPLS to test the proposed hypotheses. The results of our study showed that the only CSR that directly impacts OCB is CSR towards the environment; CSR towards customers, CSR towards the community and CSR towards the environment all indirectly impact OCB through the mediation of job satisfaction. Based on the findings, we recommended that hotels regularly share CSR initiatives with staff members in order to encourage them to participate in extracurricular activities at work.

Pengaruh Kepuasan Kerja, Komitmen, Dan Budaya Organisasi terhadap Organizational Citizenship behaviour (OCB)

This study aims to determine the effect partially and simultaneously on Job Satisfaction, Commitment and Organizational Culture on Organizational Citizenship Behavior of employees of PT Pos Indonesia branch of Madiun City. The population in this study were employees of PT Pos Indonesia Madiun branch during the study period, totaling 60 people. Sampling using saturated sample technique. The research instrument used a questionnaire. Data analysis techniques used the classical assumption test, multiple linear regression analysis, analysis of the coefficient of determination, and hypothesis testing using the t test and F test. The results showed that partially the Commitment and Organizational Culture variables had an effect on the Organizational Citizenship Behavior of employees of PT Pos Indonesia branch of Madiun City. While the variable job satisfaction partially does not affect Organizational Citizenship Behavior on employees of PT Pos Indonesia branch of Madiun City. Simultaneously Job Satisfaction, Commitment and Organizational Culture have an effect on Organizational Citizenship Behavior of West District Office Employees.

The Influence Of Compensation And Organizational Culture On Organizational Citizenship Behavior In Pengadilan Tinggi Agama Bengkulu

This study aimed to determine the effect of compensation and organizational culture on organizational citizenship behavior of employees in Religious High Court of Bengkulu. The object of this study was 55 employees of Religious High Court of Bengkulu. The data collection technique of this study used observation. interview, and questionnaire. The data analysis techniques used instrument tests, classical assumption tests, analysis of respondent responses, multiple linear regression analysis, coefficient of determination, and also hypothesis testing. The research results show that compensation has a positive and significant effect on organizational citizenship behavior of employees in Religious High Court of Bengkulu. The organizational culture has a positive and significant influence on organizational citizenship behavior of employees in Religious High Court of Bengkulu. So, from the results of the research that has been conducted, it can be concluded that compensation and organizational culture have a partial and simultaneous effects on organizational citizenship behavior of employees in Religious High Court of Bengkulu.