Organizational Citizenship Behavior Questionnaire Research Articles

Organizational Politics, Ethical Leadership, and Organizational Citizenship Behavior of Faith-based Institutions in Northern Mindanao Philippines

Investigating political strategies, ethical concerns, and organizational citizenship is imperative for research. This study determined the level of organizational politics, ethical leadership, and organizational citizenship behavior at faith-based institutions in Northern Mindanao. The descriptive-correlational research design was used in the study, 132 employees as respondents and were selected through purposive and quota sampling techniques. Adapted and modified Organizational Politics, Ethical Leadership, and Organizational Citizenship Behavior Questionnaires were used in gathering the data that were analyzed using Mean and Standard Deviation as well as Pearson Product-Moment Correlation Coefficient to measure the levels of organizational politics, ethical leadership, and organizational citizenship behavior among respondents and explore the significant relationships between these variables. Results revealed that respondents have a low level of organizational politics, a high level of perceived ethical leadership, and a very high level of Organizational Citizenship behavior. Organizational politics was not associated with organizational citizenship behavior. However, ethical leadership was highly significant in organizational citizenship behavior. The study concluded that the ethical behavior and moral conduct of leaders influenced Organizational Citizenship Behavior. Thus, it is recommended that organizations cultivate a moral culture among leaders and managers to elevate Organizational Citizenship behavior in the workplace.

Assessing the Relationship between Organizational Citizenship Behavior and Environmental Behavior in the Employees of Educational Hospitals of Yazd University of Medical Sciences-2022

Background: Considering the fundamental role of organizational citizenship behavior and environmental behavior of hospital employees in the quality of services provided and the general health of society, the current research was conducted aiming to determine the relationship between organizational citizenship behavior and environmental behavior in the employees of educational hospitals of Yazd University of Medical Sciences. Methods: The present analytic cross-sectional study was conducted in 2022 on 181 employees of educational hospitals of Yazd University of Medical Sciences. Participants were selected by multi-stage cluster sampling method. Data collection was conducted using the two standard questionnaires, including the Organizational Citizenship Behavior (OCB) Questionnaire and the Environmental Behaviors Scale. The descriptive and analytical statistical method of Pearson’s correlation coefficient was used in SPSS 22 software for data analysis. Results: The total mean score of organizational citizenship behavior was reported as 52.28 out of 75, and the conscience subscale gained the highest score (12.79) and the politeness and consideration subscale gained the lowest score (5.96). The total mean of environmental behavior was obtained at 106.26 out of 140, and the highest mean score was related to saving gas consumption (20.75%) and the lowest was related to the use of products with environmental standards (15.6%). A significant positive correlation was also observed between the total score of the use of products with environmental standards (r=0.031; P=0.160) and protection of natural resources (r=0.011; P=0.190). Conclusion: Incorporating training into the curricula and in-service programs, encouraging a culture of appreciation, and also providing rewards are the keys to strengthening the synergistic association between these two behaviors.

The Relationship of Job Satisfaction and Quality of Work Life with the Organizational Citizenship Behavior of the Staff Working at Rehabilitation Clinics Affiliated to Ahvaz Jundishapur University of Medical Sciences

Background and Objectives This study was aimed to determine the relationship of job satisfaction and quality of work life with the organizational citizenship behavior of the staff working at rehabilitation clinics affiliated to Ahvaz Jundishapur University of Medical Sciences. Subjects and Methods This was a descriptive cross-sectional study conducted in the first half of 2021. Participants were selected from among all staff working at the rehabilitation clinics affiliated to Ahvaz Jundishapur University of Medical Sciences using census method. Data were collected using Minnesota Job Satisfaction Questionnaire, Walton's Quality of Work Life Questionnaire, and Oregon Organizational Citizenship Behavior Questionnaire. Results The results showed a positive and significant relationship between job satisfaction and organizational citizenship behavior (p < 0.001, r= 0.55) and between quality of work life and organizational citizenship behavior (p < 0.001, r= 0.45). As far as the domains of organizational citizenship behavior were concerned, further analysis indicated that job satisfaction and quality of work life were significantly associated with politeness and consideration (p < 0.001, r= 0.76, p < 0.001, r= 0.66, respectively), civic virtue (p < 0.001, r= 0.52, p= 0.01, r= 0.26, respectively), and altruism (p= 0.009, r= 0.28, p= 0.04, r= 0.21, respectively). Conclusion Managers of health centers are advised to develop specific programs for the enhancement of the quality of work life and job satisfaction in the staff working at rehabilitation centers. This will instill in them the spirit of adopting roles and responsibilities far beyond their routine job description.

Empowerment as a Mediator between Instructional Leadership and Teachers’ Organizational Citizenship Behavior

The study explores the mediating effect of teacher’s empowerment on the relationship between instructional leadership (IL) to teacher’s organizational citizenship behavior (OCB) toward student, team-members, and school. 395 Israeli teachers completed PIMRS, SPES, OCB, and demographic questionnaire. Path analysis showed a good fit of the data to the theoretical model. Teacher’s empowerment is a partial mediator for OCB toward student and school; and a full mediator for OCB toward team-members. Teacher’s OCB is crucial for schools’ effectivity, therefore identifying empowerment as a full mediator for OCB toward team-members may assist improving teamwork, especially through IL.

Nurse's Perspective of Organizational Citizenship Behavior during the COVID-19 Pandemic in Saudi Arabia

Context: Outbreaks of epidemics have destroyed civilizations throughout history, wiping out entire peoples. The rapidly evolving needs of patients during the pandemic have led to drastic changes in the organizations and delivery of services, which have placed enormous pressure on hospitals around the globe. One of the most studied phenomena is organizational performance, particularly organizational citizenship behavior (OCB).
 Aim: To assess the organizational citizenship behavior level from the nurses' perspective during the COVID-19 pandemic.
 Methods: In this quantitative cross-sectional descriptive study, a stratified random sample of 315 nurses was selected from two large governmental hospitals in Jeddah City, Saudi Arabia. Data were collected using two self-report questionnaires: Demographic information and an OCB questionnaire.
 Results: Nurses had an overall high level of OCB (3.86±0.35) and high mean scores for all dimensions. However, the highest weighted mean was for courtesy (4.13±0.54), with a mean percentage of 82.63%, while the lowest was for civic virtue (3.54±0.67), with a mean percentage of 70.86%. Furthermore, nurses' OCB levels differ significantly according to their nationalities (p=0.006) and years of experience (p=0.013).
 Conclusion: This study found that the nurses had a high level of OCB during the COVID-19 pandemic. Furthermore, this study shows that nurses' OCB levels differ according to their nationalities, years of experience, and the hospital. This study recommends assigning nurses with the expertise to formal administrative positions and responsibilities and allowing competent staff nurses to engage in educational programs.

Examining the differences in the impact of different work ethics of 80s, 90s and 00s Chinese employees on their organizational commitment and organizational citizenship behavior

As global economic integration advances, an increasing number of businesses are confronted with the conflict between economic and social benefits, as well as between the pursuit of corporate profits and the observance of ethics and morals. Using the Employee Work Ethics Questionnaire, the Organizational Commitment Questionnaire, and the Organizational Citizenship Behavior Questionnaire, this study focuses on the differences between different generations of employees' work ethics and organisational commitment and organisational citizenship behaviors. The study focuses on the enterprise management of "post-80s, post-90s, and post-00s" personnel and explores the distinctions between "post-80s," "post-90s," and "post-00s" people. The objective is to assist the "post-80s," "post-90s," and "post-00s" in adapting to corporate management with related measures. The objective is to assist the "post-80s," "post-90s," and "post-00s" in better adapting to enterprise management in order to achieve the enterprise's sustainable development. Several company personnel were chosen as responders, and the data are analyzed using Questionnaire Star and SPSS. A regression model of employee work ethics, organisational commitment, and organisational citizenship behavior was established. Generational differences were discovered in the effects of gender, years of work experience, education, and position on organisational commitment and organisational citizenship behaviors. However, in all three age groups, work ethics was strongly and positively associated with organisational commitment and organisational citizenship behaviors.

Toward Perceived Sustainable Employability: Capabilities of Secondary School Teachers in a South African Context.

This study aimed to identify the capabilities of secondary school teachers – valued aspects of work that are enabled and can be realized – and investigate the effects of these capabilities on three functionings: flourishing at work, organizational citizenship behavior, and intention to leave. A convenience sample of secondary school teachers (N = 144) in the Gauteng province in South Africa participated in the study. The teachers responded to the Capability Set for Work Questionnaire, Flourishing-at-Work Scale – Short Form, Organizational Citizenship Behavior Questionnaire, and Intention to Leave Scale. The results showed that three capabilities were most likely to form part of the capability set of teachers: using knowledge and skills, building and maintaining meaningful relationships at work, and contributing to something valuable. Capabilities least likely to form part of the capability set included having a good income, involvement in important decisions, and developing knowledge and skills. The capability set was a strong predictor of emotional, psychological, and social well-being, and a moderate predictor of organizational citizenship behavior and intention to leave. A capability set for work, rather than single work capabilities, seemed to be critical for the sustainable employability of secondary school teachers.

Linking Organizational Justice to Organizational Citizenship Behavior and Organizational Commitment as Mediator

The objective of this study is to explore the role of organizational commitment between organizational justice and organizational citizenship behavior. Data were collected two hundred and fifty two (N=252) employees of Muslim commercial bank, United Bank Limited, Habib Bank Limited and JS Bank Limited through organizational citizenship behavior Questionnaire (Podsakoff et al., 1990), organizational commitment Questionnaire (Meyer and Allen, 1991) and OJ Questionnaire (Niehoff and Moorman, 1993). Amos and SPSS were the software through which data were analyzed. The results of correlation and structure equation modeling showed a significant positive relationship between organizational justice and organizational commitment (r=0.481, p=0.000), organizational justice and organizational citizenship behavior (r=0.515, p=0.000), organizational commitment and organizational citizenship behavior (r=0.627, p=0.000). Moreover, organizational justice revealed that organizational justice has a significant positive relationship with all dimensions of organizational citizenship behavior and organizational commitment. Organizational commitment also explored a significant positive relationship with all dimensions of organizational citizenship behavior.

Working Environment and its relation to Head Nurses' Organizational Citizenship Behavior and Managerial Innovation

Background: An attractive working environment is one of critical factors that assist head nurses to improve citizenship behaviors and encourage their innovation. Aim: The study aimed to investigate working environment and its relation to head nurses' organizational citizenship behavior and managerial innovation at Main Mansoura University and Elmahala General hospitals. Methods: The study was conducted in all inpatients at both hospitals. The total sample was 140 head nurse. Three tools were utilized: working environment, organizational citizenship behavior and managerial innovation questionnaires Results: The result showed total agreement of working environment at Main Mansoura University Hospital was higher than Elmahala General Hospital. Also the total agreement citizenship behavior was highest at Elmahala General Hospital rather than Main Mansoura University Hospital. Finally, total agreement of managerial innovation at Main university hospital was higher than at Elmahala General Hospital. Conclusion: This study concluded that statistically significant positive relationship between working environment with both variables. So, a probability of enhancing organizational citizenship behaviors and managerial innovation throughout enhancing their working environment. Recommendations: Healthcare administrators must focus to improve healthcare working environment that nurtures organizational citizenship behavior and innovation.

Effects of Toxic Leadership on Intensive Care Units Staff Nurses’ Emotional Intelligence and Their Organizational Citizenship Behaviors

Background, toxic leadership becomes a common reality in many organizations. It can cause harm not only to the followers but to the whole organization, results in adverse negative consequences such as decreased motivation, productivity and cooperation which consequently effect on their emotional intelligence and organizational citizenship behaviors. Aim of this study was to determine effects of toxic leadership on intensive care units staff nurses’ emotional intelligence and their organizational citizenship behaviors at Tanta International Teaching Hospital and El-Menshawy General Hospital. Subjects and Method, descriptive, comparative study design was adopted. All intensive care units at Tanta International Teaching Hospital and El-Menshawy General Hospital were included. All available staff nurses (n=486) at Tanta International Teaching Hospital ICUs (n=253) and ElMenshawy General Hospital ICUs (n=233) was included in this study. Three tools for data collection were used, Toxic Leadership Scale, Emotional Intelligence Questionnaire and Organizational Citizenship Behavior Questionnaire. Results of the conducted study revealed that toxic leadership perceptions of the staff nurses had statistically significant differences in each of four dimensions at two hospitals. At Tanta International Teaching Hospital the majority of staff nurses perceived that their leaders had low overall toxic leadership level compared to high percent had moderate overall toxic leadership at El-Menshawy General Hospital. There was a moderate level of overall emotional intelligence and organizational citizenship behavior at Tanta International Teaching Hospital, compared to low level at ElMenshawy General Hospital.Conclusion,there was a statistically significant negative correlation between total staff nurses’ perceived toxic leadership with their emotional intelligence and organizational citizenship behavior at both hospitals. Therefore, it was recommended that, the health care organizations should focus on staff nurses feedback regarding their supervisors which will help in identifying supervisors with toxic traits also, need to enhance nursing staff leadership, emotional intelligence and organizational citizenship skills through periodical educational programs.

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.

SERVANT LEADERSHIP AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR OF SCHOOL HEADS

The purpose of this study was to determine the domain in servant leadership that significantly influenced organizational citizenship behavior. The researcher employed quantitative research design utilizing the non-experimental, co-relational method of research as the data collection instrument. Specifically, it determined if servant leadership significantly influenced organizational citizenship behavior. The instrument used was the Or-ganizational Citizenship Behavior Questionnaire (OCBQ) to measure the dependent variable and Servant Leader-ship Scale to measure the independent variable and was validated by experts. The respondents of the study were the public elementary school teachers. Findings reveal that among the level of servant leadership, organizational stewardship was very high and when it comes to organizational citizenship behavior, only sportsmanship was moderate. There is a significant relationship between servant leadership and organizational citizenship behavior and among the domains of servant leadership, emotional healing, wisdom and organizational stewardship significantly influenced the organizational citizenship of school heads.

Organizational Justice and it's influence on Organizational Citizenship Behavior among Staff Nurses

Back ground: In healthcare organization, nurses are considered as a backbone of its success as their performance and behaviors are key determinants for good performance. Justice and its implementation is a fundamental aspect to create citizenship behaviors among nurses and increase their loyalty and commitment to the organization. Aim: the study aimed to investigate the influence of organizational justice on organizational citizenship behavior among staff nurses at Dikirnis General Hospital. Method: a descriptive correlational design was utilized, included 252 staff nurses working at Dikirnis General Hospital. Data was collected using two tools, organizational justice questionnaire, and organizational citizenship behavior questionnaire. Results: There was a significant positive correlation between organizational justice and organizational citizenship behavior; staff nurses had moderate level of perception of organizational justice. More than half of the staff nurses had high perception of organizational citizenship behavior. Conclusion: There was statically significant positive correlation between organizational justice and organizational citizenship behavior. Recommendation: The hospital administrator and head nurses should be alert to the benefits behaving toward nurses in a manner perceived as fair. Organize periodically meeting with supervisors and their staff nurses to discuss their problems, needs and involve them in solving it.

Relationships among attitude to death, work engagement and organizational citizenship behaviors in emergency nurses

Objective To investigate the attitude to death, work engagement and organizational citizenship behaviors (OCB) in emergency nurses, and to analyze the relationships among them. Methods Two hundred and fifty-one emergency nurses were investigated with Chinese version of Death Attitude Profile-Revised (DAP-R), the Medical Personnels Work Engagement questionnaire and Medical Staffs, Organizational Citizenship Behavior questionnaire. Results The attitude to death in emergency nurses was relatively positive and the total score of DAP-R was 103.49±14.76.There were significant differences on the score of nursing ages, emergency working years and religious beliefs (F=4.584, 6.159, 5.251, P<0.01). The neutral acceptance to death was positively correlated with the work engagement (r=0.098, P<0.01) , the work engagement was negatively correlated with death avoidance (r=-0.177, P<0.01) .The neutral acceptance to death was positively correlated with the OCB, civic responsibility and responsible behavior (r=0.155, 0.161, 0.202, P<0.05 or 0.01). Conclusion The attitude to death has significant influence on work engagement and OCB in emergency nurses. Nursing administrators should through establishing an effective strategies to improve the positive attitude to death and OCB level. Ultimately, give full play to the role of the emergency department nurse in terminal care and quality of emergency medical care can be improved. Key words: Emergency service, hospital; Nurse; Attitude to death; Work engagement; Organizational citizenship behaviors

The Effect of Islamic Culture on Organizational Citizenship Behavior among Nurses of Yazd University of Medical Sciences Hospitals

Introduction: The organizational citizenship behavior in hospitals is of great importance since it enhances positive relationships between employees and their involvement in organizational activities. On the other hand, culture is one of the main and major components of the organization, which has a direct effect on promoting the organization's activities. In this regard, rich Islamic culture with its pure concepts has a great role in shaping and refining people's behaviors. The purpose of this study was to investigate the effect of Islamic culture on organizational citizenship behavior among nurses in hospitals of Yazd University of Medical Sciences.&#x0D; Methods: In this cross-sectional study, 264 staff of the selected hospitals affiliated with Yazd University of Medical Sciences was selected using two-stage sampling method. The data collection tool was a valid and reliable questionnaire consisting of three sections: demographic information, a 22-item organizational citizenship behavior questionnaire with 5 dimensions, and the Islamic culture questionnaire, which should be answered using a 5-point Likert scale. Data were analyzed using SPSS 21 and SmartPLS software.&#x0D; Results: Among the dimensions of organizational citizenship behavior, the highest mean and standard deviation were related to conscientiousness dimension (3.10±0.69). The total mean and standard deviation was calculated as 2.99±0.57 for the component of organizational citizenship behavior. The mean and standard deviation of Islamic culture was 2.89±0.53. According to the data analysis algorithm in PLS method, by examining the significant coefficients of t for each path, Islamic culture had significant effect on all components of the organizational citizenship behavior.&#x0D; Conclusion: Considering the impact of Islamic culture on organizational citizenship behavior, various cultural programs such as cultural training courses, cultural seminars, and cultural events are suggested to promote Islamic culture in hospitals

The Relationship between Transformational Leadership and Organizational Citizenship Behaviors with Mediating Role of Positive Ethical Climate and Job Attitudes

Background and Aim: Considering the relationship between leadership behaviors and organizational citizenship behaviors in previous researchs, this study aimed to determine the relationship between transformational leadership with organizational citizenship behaviors with mediating role of ethical climate and job attitudes. Materials and Methods: This was a descriptive-correlational study. The study population consisted of 192 elementary school teachers of Sanandaj city in the academic year 2018-19. Sample size was estimated using Morgan table and available sampling method was used. Bass & Avolio ’ s Transformational leadership (1997), Victor & Cullen ’ s Ethical climate (1998), Ackfelt & Coote ’ s Job attitudes (2005) and Organ ’ s Organizational citizenship behavior (1988) questionnaires were used to collect data. To analyze the data correlation test and Structural equation modeling was used. Findings: There was a significant correlation between the research variables (p<0.01). The effect of transformational leadership on positive ethical climate (β=0.63 , t=4.70), and job attitudes (β=0.48 , t=3.74) was significant. Also, the effect of ethical climate on job attitudes (β=0.65 , t=3.34) and organizational citizenship behaviors (β=0.85 , t=3.28) and effect of job attitudes on organizational citizenship behaviors was approved (β=0.44 , t=3.49). Overall, the model was well-fitted (X2/df=2.21). Conclusion: Based on the findings, positive ethical climate and job attitudes play mediating role in the relationship between transformational leadership and organizational citizenship behaviors. Therefore, efforts to improve ethical climate and teachers' professional attitudes of the schools are recommended. Please cite this article as: Zandi KH, Fatahi M, Faghirnezhad F, Nasiri FS. The Relationship between Transformational Leadership and Organizational Citizenship Behaviors with Mediating Role of Positive Ethical Climate and Job Attitudes. Bioethics Journal 2019; 9(31): 73-83.

Testing a model of perceived organizational support, citizenship behavior, commitment, job satisfaction and leader-member exchange as concequences of servant leadership in cement factory employees in Kermanshah

The present study aimed at designing and testing a model of servant leadership consequences. It has selected the servant leadership structure as an antecedent variable, the job satisfaction, organizational commitment and organizational citizenship behavior structures as the consequent variables, and the perceived organizational support and leader-member exchange structures as the mediator variables. The research method was descriptive correlational. Therefore, a total of 230 employees from an industrial company were selected through simple random sampling. The research tools included the servant leadership, perceived organizational support, leader-member exchange, job satisfaction, organizational commitment and organizational citizenship behavior questionnaires. The data was analyzed through structural equation modeling (SEM) and mediator analysis. The analysis of structural equation modeling supported the proposed model fit with data.The results indicated a direct positive effect of servant leadership on all dependent variables in the model, and a direct positive effect of perceived organizational support on job satisfaction, organizational commitment and organizational citizenship behavior, and a positive indirect effect of servant leadership on job satisfaction, organizational commitment and organizational citizenship behavior through perceived organizational support and leader-member exchange.

Organizational Citizenship Behaviors and Counterproductive Work Behaviors: A Study of Tehran University of Medical Sciences Staff

Introduction: Organizational citizenship behavior (OCB) is associated with major factors such as job satisfaction and organizational commitment and productivity. However, counterproductive work behavior (CWB) as a voluntary behavior of the staff runs counter to the organizational objectives and interests. This research attempts to determine the relationship between OCB and CWB in the headquarters departments’ staff of Tehran University of Medical Sciences in Iran. Methods: This descriptive-analytical and cross-sectional research was conducted in 2015-2016 on 235 staff of Tehran University of Medical Sciences who had been selected via employing Cochran formula. The research instrument included Pudsakoff‘s OCB Questionnaire including five dimensions of Altruism, Conscientiousness, Sportsmanship, Courtesy and Civic virtue, and the CWB questionnaire developed by Fox and Specter. The validity of the questionnaire was confirmed through content and face validity measures while its reliability was confirmed via alpha Cronbach method. SPSS software was used for analyzing the collected data. Incidentally, the descriptive tables were presented using mean and percentages, while the analytical statistics were provided through Pearson Correlation and Spearman, T-test, ANOVA and Linear Regression Tests. Results: The OCB was measured to be over the average and was 3.58 ± 0.95, and the CWB mean was 3.58 ± 1.14. There was a negative significant correlation between CWB and OCB (P=0.03, r=0.382). The correlation analyses showed that 14% of the CWB variations could be associated with OCB. Conclusion: Since only as little as 14% of the CWB is associated with OCB, it seems that other intra-organizational factors such as organizational justice, managers’ ethics and organizational requirements could as well impact CWB and thus warrant further research.

Job crafting and Work Involvement as a Mediator to Promote Head Nurses' Organizational Citizenship Behavior at Mansoura University Hospitals

Todays' human resource and management professionals have become interested in the concept of organizational citizenship behavior because they considered improving nursesOrganizational Citizenship Behavior(OCB) is a crucial factor for developing organizations.It improves efficiency and generally provides a healthy work environment. The field of occupational health has started to pay increased attention to the concept of job crafting specifically in nursing profession.Job crafting was defined as employees’ self-initiated, proactive behavior aimed at aligning their jobs with their own preferences, motives, and passions. Through job crafting, employees can optimize their work environment and work experience. This may affect both individual and organizational outcomes as wellbeing, performance, and job involvement. The aim of the present study is to determine relationships between job crafting and work involvement with head nurses' organizational citizenship behavior at Mansoura University Hospitals. A descriptive correlation design was used in carrying outthis study. All head nurses (n=122) who working in all general units at three Mansoura University Hospitals namely; Main University Hospital, Emergency Hospital, and Specialized Medical Hospital. were included in the study. Three tools were used for data collection, namely; Job Crafting Scale, Job Involvement Questionnaire, and Head Nurse' Organizational Citizenship Behavior Questionnaire. A major finding of the present study there was statistically significant correlation between head nurses job crafting and job involvement and their organizational citizenship. It was concluded that increasing social job resources job crafting play a significant role in the organizational citizenship behavior of head nurses Furthermore, the hypothesis that head nurses' work involvement has a mediating effect on organizational citizenship behavior. It is recommended that to promote head nurses'organizational citizenship, it is necessary to acknowledge and consider organizational-level job demands and job resources such as increasing social job resources job crafting and decreasing hindering job demands. As well as additional research should be conducted to test to what extent the study results can be generalized.

Predict organizational citizenship behavior of the staff based on the factors of the psychological capital and staff of Ministry of Sport and Youth

The aim of the present study was to predict organizational citizenship behavior of the staff of the Ministry of Sport and Youth in the west part of the country based on the factors of the psychological capital. The research methodology employed in the present study was applied and practical. The population consisted of all employees in the departments of the ministry of Sport and Youth in the west part of the country in the year 1394 including 266 personnel among whom 165 ones were selected as samples. In order to collect information, for collecting data on the psychological capital variable, the psychological capital questionnaire was used, and to collect data on the organizational citizenship behavior variable, the organizational citizenship behavior questionnaire was used. For data analysis, Kolmogorov-Smirnov inferential statistics were used to determine the normal distribution of data and the analysis of variance. The results of the study showed that there was a significant relationship between psychological capital and its components and organizational citizenship behavior. And the examination of the predictor variables showed that optimism, self-efficacy, and resilience (P≤0.05) can significantly explain the citizenship behavior variance.