Organizational Citizenship Behavior Scale Research Articles

Ethical Climate and Organizational Citizenship Behaviour

The aim of this study is to determine the effects of ethical climate on organizational citizenship behavior (OCB). This research was conducted on the 200 workers that working in various factories within the Kadirli Organized Indisturial Zone. In data collection tool, ethical climate scale of Schwepker (2001) and organizational citizenship behaviour scale of Podsakoff (1990) were used. With a five point Likert scale according to the structured questionnaire were included to the research and collected data were analyzed via SPSS.18 statistical analytical software. According to the results of the analysis, ethical climate has significant and positive relationship between sportsmanship, civic virtue and courtesy but, it has not significant relationship between altruism and conscientiousness which are dimensions of organizational citizenship behaviour.

Construction and initial validation of a scale of attachment to work objects - WOAS

This article presents the results of a series of five studies to construct and validate a Workplace Objects Attachment Scale (WOAS). In total, 851 people employed in various professional sectors (health, education or services) participated in five successive studies. A questionnaire of attachment to objects in the workplace was constructed, based on Scrima's (2015) research and taking a qualitative approach (Study 1). Study 2 revealed that the questionnaire has a unidimensional factor structure, which was confirmed by confirmatory factor analysis (Study 3). The questionnaire was shown to have good reliability, as evaluated by its temporal stability over a time span of 3 weeks (Study 4). As expected, we found positive links between the WOAS and the emotional dimensions of the Workplace Attachment Scale, Organizational Commitment Scale and Organizational Citizenship Behaviour scale, and a negative link between workplace object attachment and the intention to leave the organisation (Study 5).

Redefining the organizational citizenship behaviour

PurposeThe purpose of this paper is to highlight the influence of organizational norms and job roles defined by organizations in the performance of organizational citizenship behaviour (OCB). To do so, the research proposes a model of OCB with the following dimensions: normative OCB and rule-bounded OCB on the basis of social exchange theory and role theory, respectively. Norms, roles and responsibilities of the organization vary from organization to organization. This paper reports the operational and empirical indicators of proposed dimensions of OCB, termed as discretionary OCB, normative OCB and rule-bounded OCB.Design/methodology/approachTo test the proposed dimensions, the study uses concept analysis, delphi technique, exploratory factor analysis and confirmatory factor analysis on multi-source data. It indicates criteria for Cronbach’s alpha reliability, test-retest reliability, convergent validity, discriminant validity and nomological validity for proposed dimensions.FindingsThe findings reveal two new dimensions of OCB. Besides an individual predisposition/voluntariness, employees exhibit OCB due to normative pressure in the organization and the overlapping of the contents of OCB with role and responsibilities. Self-driven, norms-driven and job-role-driven OCB will have different implications. The findings support the validity of the proposed OCB model and scale.Research limitations/implicationsThe research fills a theoretical gap and will have implications for the measurement of OCB. The model facilitates the identification of the factors of OCB. An organization can use the research model in culture building and promoting functional OCB in the organization as per the organization’s need. The limitations of the study are discussed.Originality/valueThere is no research to date exploring the normative and rule-bounded aspects of OCB. This is the only research to empirically examine the overlap between the contents of OCB and role description of employees. This paper is also original in its contribution in measuring the display of OCB among employees due to pressure from the norms prevalent in the organizations.

Correlation study on nurses′ emotional intelligence and nurses′ organizational citizenship behavior

Objective To investigate the level of nurses′ emotional intelligence and nurses′ organizational citizenship behavior, and analyze the relationship between them. Methods A total of 206 nurses received survey by using Wong and Law emotional intelligence scale (WLEIS) and nurses′ organizational citizenship behavior scale. Results The score of nurses′ emotional intelligence was (56.68±9.13), and that of nurses′ organizational citizenship behavior was (95.61±14.70). Correlation analysis showed that the emotional intelligence was positively correlated with nurses′ organizational citizenship behavior (r=0.575, P<0.01); differences in the scores of organizational citizenship behavior of nurses with different position were statistically significant (t=11.832, P<0.01). The results of hierarchical regression analysis showed that position, emotional regulation, emotional use and recognition of others′ emotions were the influencing factors of nurses′ organizational citizenship behavior. Conclusions The higher of the emotional intelligence of clinical nurses, the more outstanding of nurses′ organizational citizenship behavior. nursing managers should take measures to cultivate nurses emotional intelligence, so as to improve the nurses′ organizational citizenship behavior. Key words: Nurses; Emotional intelligence; Organizational citizenship behavior; Correlation analysis

The Relationships between Structural and Psychological Empowerment of Teachers and Their Organizational Citizenship Behaviors

The purpose of this study is to determine the relationships between structural and psychological empowerment of teachers and their organizational citizenship behaviors. The sample of this descriptive study consists of 384 teachers employed in the province of Mugla. The data of the study were collected through the administration of the questionnaires (namely Conditions of Work Effectiveness Questionnaire, Psychological Empowerment Scale and Organizational Citizenship Behavior Scale) to the teachers in the sample. In the analysis of the data, descriptive statistics, t test, ANOVA and hierarchical multiple regression analysis were conducted. The study revealed that that the level of teachers’ organizational citizenship behaviors (OCB) is higher than the medium level. Besides, teachers’ organizational citizenship behaviors differed significantly in terms of the variables of gender, school type and school location (urban or rural) whereas there was no significant difference in terms of the variable of seniority. The level of teachers’ structural empowerment (SE) was determined to be medium. Moreover, in terms of school type and school location variables, some dimensions of teachers’ SE differed significantly, however no significant difference was found in terms of gender and seniority variables. On the other hand, the level of teachers’ psychological empowerment (PE) was high. In terms of gender and school type variables, some dimensions of teachers’ (PE) differed significantly, yet it did not differ significantly according to the variables of seniority and school location. In addition, teachers’ psychological and SE explained one third of the OCB. According to the results of regression analysis, both the dimensions of knowledge and opportunity and the dimension of individual oriented empowerment were identified to be significant predictors of OCB. In addition, some recommendations were developed in the study in order to increase teachers’ structural and psychological empowerment.

The Relationship between Organizational Citizenship Behavior, Group Cohesiveness and Workplace Deviance Behavior of Turkish Teachers

&lt;p class="apa"&gt;This study aims to develop a structural model for organizational citizenship behavior, group cohesiveness and workplace deviance behavior. The study group consists of 639 Turkish teachers working in primary and secondary public schools. In the study, the “Organizational Citizenship Behavior Scale” and the “Group Cohesiveness Scale” developed by the researchers and the “Workplace Deviance Scale” developed by Bennett and Robinson (2000) were used. The hypotheses proposed were tested with structural equation modeling (SEM). The results of the study show that organizational citizenship behavior reduces workplace deviance, while it increases group cohesiveness. Conversely, workplace deviance increases group cohesiveness. The results of the study could be beneficial to those wishing to understand the relationship between organizational citizenship behavior, group cohesiveness and workplace deviance in educational settings.&lt;/p&gt;

Effect of job embeddedness on organizational citizenship behavior in nurses of level three hospital

Objective To investigate the status of job embeddedness and organizational citizenship behavior in nurses, and explore the effect of job embeddedness on organizational citizenship behavior. Methods A total of 540 nurses in level three hospital were recruited and interviewed by the job embeddedness inventory and organizational citizenship behavior scale. Results The average total scores of job embeddedness and organizational citizenship behavior in nurses were respectively (3.27±0.72) and (5.33±0.64). The scores of organization matching, organization connection, organization sacrifice were significantly positively related to the score of each dimensions of organizational citizenship behavior (r=0.311-0.465, P<0.05). Hierarchical regression analysis shew that the organization matching, organization connection, organization sacrifice of job embeddedness could explained 27.8% of the total variance of organizational citizenship behavior in nurses. Conclusions The job embeddedness and organizational citizenship behavior in nurses are in the medium level, and the job embeddedness is a influencing factor of organizational citizenship behavior, so the nurse managers can improve the level of organizational citizenship behavior by improving their job embeddedness. Key words: Nurse; Job embeddedness; Organizational citizenship behavior

Don’t Forget the Items

Researchers are generally advised to provide rigorous item-level construct validity evidence when they develop and introduce a new scale. However, these precise, item-level construct validation efforts are rarely reexamined as the scale is put into use by a wider audience. In the present study, we demonstrate how (a) item-level meta-analysis and (b) substantive validity analysis can be used to comprehensively evaluate construct validity evidence for the items comprising scales. This methodology enables a reexamination of whether critical item-level issues that may have been supported in the initial (often single study) scale validation process—item factor loadings and theorized measurement model fit, as examples—hold up in a larger set of heterogeneous samples. Our demonstration focuses on a commonly used scale of task performance and organizational citizenship behavior, and our findings reveal that several of the items do not perform as may have been suggested in the initial validation effort. In all, our study highlights the need for researchers to incorporate item-level assessments into evaluations of whether construct scales perform as originally promised.

The influence of passion and empowerment on organizational citizenship behavior of teachers mediated by organizational commitment

The present research aims to study the direct and indirect influence of passion and empowerment on organizational citizenship behavior of teachers in a private university in Thailand mediated by organizational commitment. The sample comprises 124 teachers teaching in the university and the Organizational Citizenship Behavior Scale, adapted by Podsakoff and Mackenzie (1990), Passion Scale, developed by Vallerand, Carbonneau, Fernet and Guay (2008), School Participant Empowerment Scale (SPES) developed by Short and Rinehart (1992) and Organizational Commitment Scale which was modified from the original scale of Meyer and Allen (1991) by Meyer, Allen, and Smith (1993) were employed. The path model with the dependent variable organizational citizenship behavior and the independent variables passion, and empowerment and the mediating variable organizational commitment was tested using regression analysis. There are relationships between passion for teaching, teacher empowerment, and organizational commitment on the organizational citizenship behavior of teachers. The teachers have high level of organizational citizenship behavior, suggesting that they exhibit behaviors of discretionary nature that are not part of their formal role requirements, but which promote the effective functioning of the university.

Authentic leadership and organisational citizenship behaviour in the public health care sector: The role of workplace trust

Orientation: The orientation of this study was towards authentic leadership and its influence on workplace trust and organisational citizenship behaviour in the public health care sector.Research purpose: The aim of this study was to investigate the influence of authentic leadership on organisational citizenship behaviour, through workplace trust among public health care employees in South Africa. The objective was to determine whether authentic leadership affects organisational citizenship behaviour through workplace trust (conceptualised as trust in the organisation, immediate supervisor and co-workers).Motivation for the study: Employees in the public health care industry are currently being faced with a demanding work environment which includes a lack of trust in leadership. This necessitated the need to determine whether authentic leadership ultimately leads to extra-role behaviours via workplace trust in its three referents.Research design, approach and method: A quantitative cross-sectional survey design was used with employees the public health care sector in South Africa (N = 633). The Authentic Leadership Inventory, Workplace Trust Survey and Organisational Citizenship Behaviour Scale were administered to these participants.Main findings: The results indicated that authentic leadership has a significant influence on trust in all three referents, namely the organisation, the supervisor and co-workers. Both trust in the organisation and trust in co-workers positively influenced organisational citizenship behaviour. Conversely, authentic leadership did not have a significant influence on organisational citizenship behaviour. Finally, authentic leadership had a significant indirect effect on organisational citizenship behaviour through trust in the organisation and trust in co-workers. Trust in the organisation was found to have the strongest indirect effect on the relationship between authentic leadership and organisational citizenship behaviour.Practical/managerial implications: The main findings suggest that public health care institutions would benefit if leaders are encouraged to be more authentic as this might result in increases in both trust among co-workers and in the organisation. Consequently, employees might be more likely to exert additional effort in their work.Contribution/value-add: Limited empirical evidence exists with regard to the relationship between authentic leadership, workplace trust in its three referents and organisational citizenship behaviour. This study aimed to contribute to the limited number of studies conducted.

The Relationship between Principals’ Influence Tactics and Teachers’ Organizational Citizenship Behaviors and School Mindfulness in Primary Schools

The purpose of this study was to examine the relationship between school principals’ influence tactics, teachers’ organizational citizenship behaviors and school mindfulness through teachers’ perception. In the study, relational survey method was employed. The study population consists of teachers employed in primary schools in Ankara’s Altindag, Cankaya, Etimesgut, Golbasi, Kecioren, Mamak, Sincan and Yenimahalle sub-districts of Ankara during the 2012-2013 academic year. The sample that represents this group was determined by means of stratified sampling. The sample of the study includes 785 teachers. The Influence Behavior Questionnaire-Target, the Organizational Citizenship Behavior Scale and the School Mindfulness Scale were employed to collect data. SPSS 13.00 and Lisrel 8.80 software were used to analyse the collected data. Pearson Moments Product Correlation Coefficient, multiple linear and hierarchical regression analysis were applied. As a result of the study research it is observed that there is a meaningful relationship between school principals’ influence tactics, teachers’ organizational citizenship behaviors and school mindfulness. In the study, it has been determined that school mindfulness does not exhibit a mediation effect between influence tactics and organizational citizenship behaviors.

Big Five Personality Factors as Predictors of Organizational Citizenship Behavior: A Complex Interplay

The present study investigated the Big Five personality factors as predictors of citizenship behaviors directed towards individuals (OCBI) and towards the organization (OCBO). The Big Five Inventory by Donahue &amp; Kentle (1991) and Organizational Citizenship Behavior Scale by Lee and Allen (2002) were used and the sample comprised of 325 clerical employees, from nationalized and co-operative banks in Maharashtra. Findings revealed that openness emerged as the strongest predictor of both OCBI and OCBO, followed by extraversion. Moreover, openness fully mediated the relationship between agreeableness and OCBI, whereas extraversion partially mediated the relationship between agreeableness and OCBI. Openness and extraversion also partially mediated the relationship between conscientiousness and OCBO.

Current situation and influencing factors of nurses′ organizational citizenship behaviors of level-three class A general hospitals in Jiangsu province

Objective To investigate the current situation and influencing factors of nurses′ organizational citizenship behaviors so as to help develop relevant strategies. Methods A total of 436 nurses from ten level-three class A general hospitals in Jiangsu province were investigated by questionnaires. The scores of each item of organizational citizenship behavior, differences in organizational citizenship behavior of nurses with different personal characteristics and influencing factors of nurses′ organizational citizenship behaviors were analyzed. Results In the organizational citizenship behavior scale, the item with highest score was willing to help new colleagues adapt to the new environment (4.62±0.51) , followed by paying attention to the maintenance of solidarity between colleagues and interpersonal harmony (4.61±0.52) . The item with lowest score was willing to work overtime even without the extra wages (3.48±1.14) , followed by willing to actively participate in training, education and even at their own expense (3.84±0.97) . There were significant differences in nurses with different ages, professional titles, posts, years of work experiences and monthly salaries (P<0.05). Multiple regression analysis showed that the post was the influencing factors of nurses′ organizational citizenship behaviors. Conclusions The nurses′ organizational citizenship behaviors in level three class A general hospitals are in the upper level and the post is the main influencing factor of nurses′ organizational citizenship behaviors. Key words: Nursing; Organizational citizenship behaviors; Influencing factor; Level-three class A general hospital

Moderating role of psychological capital between perceived organizational support and organizational citizenship behavior and its dimensions

The present study examined the relationship between perceived organizational support (POS), psychological capital (PsyCap), organizational citizenship behavior (OCB) and its dimensions including organizational citizenship behavior towards individuals (OCBI) and organizational citizenship behavior towards organization (OCBO). PsyCap was proposed to moderate the relationship of perceived organizational support with OCB and its dimensions. Data were collected from a conveniently drawn sample (N = 325) of employees of public and private sector banks of Islamabad and Rawalpindi cities of Pakistan. Survey of Perceived Organizational Support (Eisenberger, Huntington, Hutchison, & Sowa, 1986), PsyCap Questionnaire (Luthans, Youssef, & Avolio, 2007) and Organizational Citizenship Behavior Scale (Lee & Allen, 2002) were used to measure the focal constructs of this study. Significant positive correlations were observed among all variables of the present study. Hierarchical regression analyses showed that psychological capital dampened the positive relationship of perceived organizational support with overall organizational citizenship behavior and its dimension of organizational citizenship behavior towards organization. Limitations and suggestions for upcoming studies have been discussed.

The Organizational Citizenship Behaviour of Academic Staff in North Cyprus

Abstract Due to its contribution to the effective functioning of organizations the topic of Organizational Citizenship Behaviour (OCB) has gained much attention over the past years and has been studied in a diversity of settings. The purpose of this study was to examine OCB in the higher education sector. More specifically, the study investigated the degree of OCB that exists amongst the academic staff at a private university in North Cyprus. The study instrument utilized was the “Organizational Citizenship Behaviour Scale” developed by Podsakoff et al. (1990) which is the most widely used OCB study instrument in the literature. The 24 item scale measures the five subscales/dimensions of OCB, namely altruism, conscientiousness, sportsmanship, courtesy, and civic virtue. The average of all 24 items calculates overall OCB. The study results indicate that OCB does exist amongst the academic staff at the Faculty of Economics and Administrative Sciences; however the results are only partial in that the study is still ongoing. The complete study results will enable the researcher to conclude whether academic staff from different faculties indicates different levels of OCB.

Psychometric Properties of Podsakoff’s Organizational Citizenship Behaviour Scale in the Asian Context

The Organizational Citizenship Behavior Scale developed by Podsakoff, et al.(1990) has mostly been found to have better psychometric properties in the western countries mainly North America and there is a dearth of studies that portray the meaningfulness &amp; relevance of using this measure in the Asian cultural contexts. The present study was thus aimed at checking the psychometric properties of this scale on a sample of permanent professionals working at the three main human service organizations operating in Srinagar, J&amp;K (University of Kashmir, S.K.I.M.S Hospital &amp; J&amp;K Bank). After preliminary analysis, exploratory and confirmatory factor analysis was carried out and three dimensional factor structure of organizational citizenship behavior was revealed. The reliability and validity of the brief version of the scale was found to be satisfactory, thereby providing support for the relevance of using this scale in the Asian context.

The Impact of Organizational Climate and Psychological Capital on Organizational Citizenship Behavior

&lt;span lang="EN-US"&gt;The impact that organizational climate has on organizational citizenship behavior through psychological capital was examined in this study. The descriptive method was adopted with a questionnaire-based survey. The constructs of the study were measured by three scales adopted from previous works: the &lt;/span&gt;&lt;span lang="EN-US"&gt;Organizational Climate Questionnaire developed by Koys and DeCotiis (1991), the Psychological Capital Questionnaire developed by Luthans et al. (2007), and the Organizational Citizenship Behavior Scale developed by Lee and Allen (2002)&lt;span&gt;. A random sample of employees at Jordanian banks was selected, and 227 out of the 250 distributed questionnaires were found to be valid for analysis. All the hypotheses were accepted; that is, &lt;/span&gt;&lt;span&gt;organizational climate has a statistically significant relationship with organizational citizenship behavior, and psychological capital mediates the relationship between organizational climate and &lt;/span&gt;&lt;span&gt;organizational citizenship behavior&lt;/span&gt;&lt;span&gt;. For organizations to improve &lt;/span&gt;&lt;span&gt;organizational citizenship behavior&lt;/span&gt;, the &lt;span&gt;psychological capital should be taken into account. &lt;/span&gt;&lt;/span&gt;

The Impact of Transactional and Transformational Leadership Style on Organizational Citizenship Behaviors

Abstract We investigated the impact of transactional and transformational leadership styles on organizational citizenship behaviors. The sample consisted of 213 workers of both genders who answered the Multifactorial Leadership Scale and the Organizational Citizenship Behaviors (OCB) Scale. The multiple linear regression showed that: the transactional leadership style positively predicted the OCB dimension associated to the creation of a climate favorable to the organization in the external environment; the transformational leadership style positively predicted the dimensions of OCB associated to the creative suggestions related to the system; to the creation of a favorable organizational climate in the external environment; to self-training and to cooperation among colleagues; transformational leadership style showed greater predictive power on OCB than transactional leadership. It was concluded that transformational leaders are more capable to lead their subordinates in order to take actions that go beyond their prescribed roles.

Primary School Teachers’ Views on the Relation between Organizational Commitment and Organizational Citizenship Behavior

The present study analyzes the relation between organizational commitment and organizational citizenship behavior of primary school teachers. In particular, it intends to find out the effect of organizational commitment on organizational citizenship behavior. The sample is comprised of 310 teachers teaching at primary level in Bandirma province of Balikesir, Turkey, during the academic year 2011. It is a survey research. The data was collected by 'organizational commitment scale' and 'organizational citizenship behavior scale'. The statistical analyses of arithmetic mean, Annova, and simple linear regression were used. The main results of the study are that positive and significant relations exist between organizational commitment and organizational citizenship behavior, and organizational commitment is a

Entitlement and organizational behaviors: the moderating role of narcissism

&lt;b&gt;Background&lt;/b&gt;&lt;br /&gt; The purpose of this study was to investigate the relationship between psychological entitlement (active, passive, and revenge), narcissism and two types of organizational behaviors in employees. Interactions between narcissism and psychological entitlement as predictors of organizational citizenship behaviors (OCB) and counterproductive work behaviors (CWB) were explored. Predictors were analyzed in an effort to determine whether psychological entitlement plays a more destructive role among narcissistic employees than among non-narcissistic ones and whether the effects of narcissism on OCB and CWB are mediated by entitlement.&lt;br /&gt; &lt;br /&gt; &lt;b&gt;Participants and procedure&lt;/b&gt;&lt;br /&gt; Data were obtained from 100 employees (34% men) aged 22 to 59 years (M = 37.00, SD = 9.30) from public and private companies. Participants were asked to complete the Organizational Citizenship Behavior Scale (OCBS), the Counterproductive Organizational Behaviors Scale (COBS), the Entitlement Questionnaire, and the Narcissistic Personality Inventory (NPI).&lt;br /&gt; &lt;br /&gt; &lt;b&gt;Results&lt;/b&gt;&lt;br /&gt; Positive aspects of entitlement were positively associated with OCB only among narcissistic employees, and active entitlement mediated the effects of narcissism on CWB. Active entitlement was negatively related to CWB. Negative aspects of entitlement were negatively related to OCB and unrelated to CWB.&lt;br /&gt; &lt;br /&gt; &lt;b&gt;Conclusions&lt;/b&gt;&lt;br /&gt; This study provides evidence for positive (healthy) aspects of entitlement for organizations. The unexpected interaction between narcissism and entitlement in predicting higher levels of OCB suggests that among narcissistic employees, healthy aspects of entitlement are desirable and profitable for an organization. Psychological entitlement was observed to be an important predictor of organizational behaviors beyond narcissism itself.