Organizational Citizenship Behavior Research Articles

Exploring the Influence of Servant Leadership and Job Engagement on Affective Commitment and Organizational Citizenship Behavior in the Agricultural Sector

The agricultural sector is currently facing an era of disruption amidst the industrial revolution which ultimately forces human resources to adapt, including agricultural human resources. Researchers have highlighted the role of servant leadership and job engagement on affective commitment and organizational citizenship behavior. This research aims to analyze the improvement in the performance of government officials in agricultural development (food crops, horticulture, and fisheries) through the arrangement of human resources, namely, Civil Servants allocated to servant leadership roles and job engagement in affective commitment and organizational citizenship behavior. According to the gap theory they are placing job engagement as a mediator in conditioning servant leadership on affective commitment and organizational citizenship behavior. Causal design with a positivism (quantitative) paradigm to test the proposed hypothesis. Involving around 118 Civil Servants in regional organizations of the Agriculture Service, Food Crops and Horticulture Service, and South Konawe Regency Fisheries Service. The research was conducted for five months, between May and September 2023. Starting from distributing questionnaires to compiling research results. This number is determined randomly proportionally. Data was obtained by distributing questionnaires, using a Likert scale. Data were analyzed with the help of SEM using AMOS 7 software. Servant leadership is proven to play a significant role in job engagement, affective commitment, and organizational citizenship behavior. Then job engagement hurts affective commitment and organizational citizenship behavior. Job engagement acts as a mediator between servant leadership and organizational citizenship behavior. This finding is in line with the performance achievements of the agriculture, forestry, and fisheries sectors which show an increase in their respective contributions to the regional economy in 2018 from IDR 2,103 billion to IDR 2,435 billion in 2022. Theoretically, government organizations in implementing job engagement are so weak that they are unable to create affective commitment and organizational citizenship behavior. Based on these findings, it is necessary to strengthen the implementation of job engagement, and to prove this model, it is necessary to carry out further analysis on a wider scale and with a diversity of sample characteristics. The practical implication is that increasing the achievements of this sector in the future can be done by maximizing job engagement, affective commitment, organizational citizenship behavior, and servant leadership. The resulting novelty is the mediating role of job engagement on the influence of servant leadership on affective commitment, and organizational citizenship behavior, achievements in the agricultural, forestry, and fisheries sectors.

Relationships Among Organizational Citizenship Behavior, Counterproductive Work Behavior, and Sexual Harassment Based on a Colleague’s Sex or Gender

ABSTRACT Organizational citizenship behavior (OCB) is often viewed as an unequivocal boon. However, differing motivations and external pressures can change OCB’s relationship with counterproductive work behavior (CWB) and sexual harassment. We take a novel approach to understanding the relationship between OCB, CWB and sexual harassment by exploring the role of engaging in interpersonally directed OCB and CWB because of targeted colleagues’ sex or gender. We use the terms “gendered OCB” and “gendered CWB” to refer to engaging in OCB or CWB because of the gender or sex of the target of the behavior (e.g. a colleague). We examined the relationships among OCB, CWB, and sexual harassment in a sample of 503 Prolific users (60.2% men) in the United States. Interpersonally directed OCB that was sex/gender agnostic had near-zero correlations with general CWB and sexual harassment. However, gendered OCB had significant and positive relationships with both general CWB (r = .15) and engaging in sexual harassment (r = .35). Gendered OCB’s positive association with both desirable and undesirable behaviors is reflected in models fitting best when gendered OCB loaded on both the sexual harassment and OCB latent factors. Such findings challenge views of citizenship behaviors as universally “good.”

From Dual Commitment to Job Performance: Do Not Turn a Blind Eye to CO-OCB And Job Complexity

By utilizing social change theory and consistency theory, the commitment of employees to both the parent firm and local operations can effectively boost change-oriented organizational citizenship behavior (CO-OCB) and work outcomes. The study aims to examine the relationship between dual commitment and job performance via CO-OCB, and tests the moderated mediating effect of job complexity. Data was acquired by a questionnaire survey from a total of 304 employees and 22 supervisors employed in beauty enterprises in Taiwan during two different time periods. The results showed that dual commitment affects job performance through CO-OCB. Meanwhile, job complexity moderates the mediating effect of CO-OCB on the relationship between employees’ organizational commitment to local operation and job performance. The contribution to the theory and practice of this research is that dual commitment and CO-OCB can indeed bring great improvement to work efficiency and outcomes for employees in order to maintain customer satisfaction when the parent company has promotional programs to execute. Dual commitment being divided to discuss in this study effectively breaks away from current studies on only single organization and the results provide better advice for the beauty industry to focus on dual commitment, CO-OCB, and job complexity for improving work efficiency and performance. Given the intense competition, it is imperative to incorporate cross-cultural management and longitudinal investigations in future endeavors to conduct more thorough examinations.

The nexus between servant leadership and organizational citizenship behavior through the mediating role of perceived organizational politics in Ethiopian federal public service organizations

The nexus between servant leadership and organizational citizenship behavior through the mediating role of perceived organizational politics in Ethiopian federal public service organizations

Pengaruh Motivasi, Kepuasan Kerja Dan Komitmen Organisasional Terhadap Organizational Citizenship Behavior Di PT Sentosa Prima Utama

To improve results or exhibit exemplary organizational citizenship behavior while at work, PT Sentosa Prima Utama naturally expects that every employee would be engaged, satisfied in his job, and dedicated to the success of the business. The study's goal is to ascertain whether factors like intrinsic drive, job contentment, and loyalty to the company have any bearing on the level of corporate citizenship practiced by PT Sentosa Prima Utama's employees. The population is the number of security officers at PT Sentosa Prima Utama 342, and the sample size 184 is determined using the slovin formula method, primary data obtained through questionnaires, interviews, and observations, secondary data obtained through journal articles; data related to research problems. Data may be gathered from a variety of different places, including surveys, interviews, and observations conducted by researchers, and papers published in scholarly journals. The study's findings suggested that elements including motivation, job happiness, and organizational commitment can have both a partial and simultaneous impact on PT Sentosa Prima Utama employees' demonstrations of corporate citizenship.

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

The Influence of Personality and Job Embeddedness on Organizational Citizenship Behavior (OCB) in the Management of the West Nusa Tenggara Provincial Zakat Agency (Baznas NTB)

OCB is a form of behavior that is an individual choice and initiative, which is not related to the organization's formal reward system but rather in aggregate increases organizational effectiveness. The aim of this study was to determine the effect of personality and job embeddedness on organizational citizenship behavior. This type of research is associative quantitative research. This research was conducted in West Nusa Tenggara, where the subject of the research was the Management of the Amil Zakat Agency of West Nusa Tenggara Province. The population in this study were all administrators of the NTB Provincial Amil Zakat Agency, which are 167 people using the 5% slovin formula, namely 117, after which the questionnaire was distributed and 100 questionnaires were returned. The data collection method used by researchers in this study is the survey method. The analysis used is regression analysis with the help of the Smart-PLS software program, which is a tool to predict the value of the influence of two or more independent variables on one dependent variable. The results of this research on personality variables have a positive and significant effect on organizational citizenship behavior. Therefore job embeddedness has a positive and significant effect on organizational citizenship behavior.

THE EFFECT OF TRAINING AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON EMPLOYEE PERFORMANCE CLARION BREAD AND CAKE LAMPUNG

The main purpose of this study is to identify the effect of training on employee performance, identify the influence of organizational citizenship behavior (OCB) on employee performance and identify the impact of training and organizational citizenship behavior (OCB) on employee performance. The quantitative method applied here using a saturated sampling technique involved all members of the population, considering the limited sample size of the study, researchers selected 60 participants from Clarion bread and cake Lampung employees. Windows version 25 of SPSS is used for data analysis. Multiple linear regression tests, reliability and validity tests, hypothesis tests (partial T tests) and (simultaneous F tests), and coefficients of determination are some of the tests performed. The data collection is collected through a google form questionnaire. The findings of this study show that training has a considerable positive influence in partially improving employee performance (t-test), and shows that organizational citizenship behavior has a considerable positive influence in partially improving employee performance (t-test). Then simultaneous testing of training and organizational citizenship behavior (Test F) also showed a significant effect on employee performance.

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.

Capability of Activity Planning Based on Organizational Citizenship Behavior to Accelerate Development

The research aims to determine the capability factors of regional development activity planners in Fakfak Regency. The vast area of the district and the many technical problems for regions in Indonesia's frontier, outermost and underdeveloped regions; requires equitable and targeted development planning to accelerate economic development. Combination research with a qualitative-quantitative-qualitative design was carried out during 2023. Data was obtained through closed interviews using a questionnaire tool. The question grid in the questionnaire refers to the standard target answers, so that respondents' answers can be given a weight value. Weighting uses a scale of 1-10. Test the validity of the answers using the cross triangulation technique. The interview data was then analyzed using the SPSS statistical tool. The qualitative analysis description reviews the regression model based on the results of the analysis of the coefficient of determination (R-square). The research results show that the capabilities of development planners including: competence, integrity, innovation, motivation and empathy still need to be improved in order to achieve accelerated development evenly in Fakfak district. Budget planners still need to train themselves to be more focused on achieving the vision, mission and goals of the Fakfak Regency Government by implementing organizational citizenship behavior (OCB)

Kepemimpinan transformasional dalam pembentukan Organizational Citizenship Behavior (OCB) Polisi: Kepuasan kerja sebagai mediator

Previous research emphasizes the importance of Organizational Citizenship Behavior (OCB) in public institutions, including the police. However, there is limited literature that examines how OCB subtypes are formed. Considering the centrality of the leader figure in the police, this research investigates the role of transformational leadership in the formation of OCB through attitudinal mechanisms, namely job satisfaction. The quantitative research involved 251 participants, chosen via cluster sampling from a single Resort/Departmental Police Force in Indonesia. This participant willingly completed three main scales: the OCB scale, the job satisfaction scale, and the transformational leadership scale. Data processing used mediation analysis with JASP software JASP 0.17.3 (Intel). The results align with previous findings, which stated a significant positive relationship between transformational leadership and OCB, which was mediated by job satisfaction. Furthermore, this research shows that only the OCB-Individual (OCBI) subtype (courtesy and altruism) is related to transformational leadership through the mediation of job satisfaction. Discussions and implications are outlined in detail, both for police institutions and future researchers

The Role Of Transformational Leadership On Employee Job Satisfaction: Mediated By Organizational Citizenship Behavior

The Role Of Transformational Leadership On Employee Job Satisfaction: Mediated By Organizational Citizenship Behavior

Effect of Leadership Behaviors and Job Satisfaction on Organizational Citizenship Behavior of Private Commercial Banks in Bangladesh: A Conceptual Framework

Effect of Leadership Behaviors and Job Satisfaction on Organizational Citizenship Behavior of Private Commercial Banks in Bangladesh: A Conceptual Framework

A Lack of Clarity, a Lack of OCB: The Detrimental Effects of Role Ambiguity, Through Procedural Injustice, and the Mitigating Roles of Relational Resources

ABSTRACT If employees lack information about their job responsibilities, do they halt their voluntary work efforts, and if so, why and when? To answer these questions, this study attempts to unpack the relationship between employees’ role ambiguity and organizational citizenship behavior (OCB) and proposes both a mediating role of procedural injustice and a moderating role of relational resources (i.e. social interaction and goodwill trust). Survey data collected from employees who work for a services organization in Mozambique indicate that a critical reason that unclear role descriptions diminish extra-role work activities is that employees criticize their organization for maintaining unfair decision-making processes. The informality and trustworthiness of their peer relationships mitigate this detrimental effect. For employees who feel stressed by insufficient information about job responsibilities, this study indicates a risk that their organizational standing might become compromised because they respond by refraining from work-related voluntarism. Organizations need to encourage high-quality interpersonal exchanges to help reduce this risk.

Work Engagement as a Mediator of Organizational Citizenship Behavior towards Patient Safety Culture at Hospital X Jakarta

The aim of this research is to obtain empirical evidence of the influence of psychological capital and organizational citizenship behavior on patient safety culture with work engagement as an intervening variable. This research uses an explanatory causality method with. The population of all health workers at Hospital X Jakarta is 108 people. The sampling technique uses the Non-Probability Sampling method, by distributing questionnaires to all samples, which are then analyzed using Structural Equation Modeling (SEM). The test results show that psychological capital, organizational citizenship behavior, and work engagement simultaneously influence patient safety culture at RS X Jakarta. Psychological capital and work engagement have been proven to influence patient safety culture. However, organizational citizenship behavior has no effect on patient safety culture at Hospital X Jakarta. Psychological capital and organizational citizenship behavior have a significant effect on work engagement at RS X Jakarta. Work engagement is proven to be a mediator in the influence of organizational citizenship behavior on patient safety culture. The novelty of this research is a study contribution to fill the gap that occurs from work engagement as a mediation from Organizational Citizenship Behavior to Patient Safety Culture

The Effect of Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior on Turnover Intention in the Tourism Management and Environmental Sector in Minahasa Regency-North Sulawesi-Indonesia

Purpose: Exploration of a number of aspects of attitudes and behavior as measurement instruments for employee turnover intention , which are specifically described as follows; 1) Testing the influence of aspects of attitudes and behavior (job satisfaction, organizational commitment, and extra-role behavior) which have a direct effect on turnover intention of tourism sector workers, 2) Testing the influence of job satisfaction which has a significant effect on organizational commitment of tourism sector workers, 3 ) Testing the effect of job satisfaction has a significant effect on the extra role behavior of tourism sector workers, 4) Testing the effect of job satisfaction has a significant effect on turnover intention of tourism sector workers, 5) Testing the effect of organizational commitment has no effect on the extra role behavior of tourism sector workers, 6 )Testing the effect of organizational commitment has a significant effect on turnover intention of tourism sector workers, 7)Testing the effect of job satisfaction has no indirect effect on extra role behavior through organizational commitment, 8)Testing the effect of job satisfaction has a significant indirect effect on turnover intention through commitment organization, 9) Testing the effect of job satisfaction has a significant indirect effect on turnover intention through extra role behavior, 10) Testing the effect of organizational commitment has an indirect effect on turnover intention through extra role behavior, and 11) Testing the effect of job satisfaction has an indirect effect on turnover intention through organizational commitment and extra role behavior.   Method: This study, in terms of its type, is an explanatory study with a quantitative method approach, using the framework of hypothesis testing, which is exploratory and associative in nature, which aims to explore instruments for measuring job satisfaction, organizational commitment, and extra-role behavior, as well as testing their influence on turnover intention. The population in this research are workers in the Tourism Sector such as accommodation businesses, travel agencies and other service businesses. For the sampling technique, there were 168 participants who worked in the tourism sector, such as: accommodation and lodging services, travel services, restaurants, bars and catering, entertainment and recreation services, as well as other service businesses in tourism areas and/or areas that have tourist attraction. Testing the effect will use the structural equation model - partial Least Squares (SEM-PLS).   Results and conclusion: Testing the path coefficient in the structural model shows that the hypothesis that job satisfaction influences organizational commitment and Organizational Citizenship Behavior and Turnover Intention is acceptable. In contrast, the hypnotic influence of organizational commitment on extra-role behavior is rejected, but the hypothesis of the influence of organizational commitment on turnover intention is accepted. Testing the indirect effect shows that the hypothesis of job satisfaction influencing extra-role behavior through organizational commitment is rejected, while the hypothesis of the influence of job satisfaction on turnover intention through organizational commitment is accepted. The hypothesis of the influence of job satisfaction on turnover intention through extra-role behavior is accepted. Likewise, the hypothesis regarding the influence of organizational commitment on turnover intention through extra-role behavior is rejected, as well as the influence of job satisfaction on turnover intention through organizational commitment and extra-role behavior is rejected.   Research implications: The tourism sector is the object of research because this sector is one of the sectors that contributes to the economy of the people of North Sulawesi. The phenomenon of turnover instruction in the service sector, especially the Tourism Sector, is largely determined by their attitudes and behavior, such as: job satisfaction, organizational commitment, and extra role behavior and has an impact on the environment and local wisdom of the community in Minahasa Regency, North Sulawesi Province, Indonesia.   Originality/value: Tourism sector business actors such as: accommodation and lodging services businesses and travel services businesses: tourist transportation services, tourist travel services, agents and/or travel agencies, catering services providing food and drinks: restaurants, bars and catering, services accommodation, entertainment and recreation services, meeting organizers, tourist guide information services, water services, spa services, and other service businesses in tourism areas and/or areas that have tourist attractions need to pay attention to all aspects of local wisdom related to attitudes and behavior. workers, including: job satisfaction, organizational commitment, and extra role behavior because they influence the turnover intention of tourism sector workers in Minahasa Regency, North Sulawesi Province, Indonesia.

Drivers of organizational citizenship behavior of elementary school teachers

<span lang="EN-US">This study aims to examine the effect of self-efficacy, intrinsic motivation on organizational citizenship behavior (OCB) of elementary school teachers in the post-COVID-19 pandemic mediated by teacher engagement and moderated by job characteristics. A total of 285 valid questionnaires, were analyzed using Structural Equation Modeling with SmartPLS3 software. The results showed that teacher engagement mediates the effects of self-efficacy and intrinsic motivation on organizational citizenship behavior. Job characteristics moderate the effect of intrinsic motivation and self-efficacy on teacher engagement, where moderation in the relationship between intrinsic motivation and teacher engagement is positive, and the moderating role in the relationship between self-efficacy and teacher engagement is negative. This shows that the school must be able to encourage teachers to demonstrate OCB in the school environment, so that teachers are willing to help their students and colleagues deal with learning in the post-pandemic period, in addition to jobs that offer a high degree of autonomy, task variety, task significance, and feedback.</span>

The Role Of OCB As A Mediation Variable On Employee Performance

The purpose of this study was to investigate the effect that organizational citizenship behavior (OCB) has on employee performance as a mediation factor at the General Section of the Surakarta City Regional Secretariat. The data in this study are quantitative in nature. The information that was utilized in this research derived from primary sources, specifically questionnaires that were given out to a minimum of 75 employees of the General Section of the Regional Secretariat of Surakarta City. Saturated sampling is the method that is being used for the sample. The methods of data analysis that were used included statistical analysis, including Convergent Validity, Discriminant Validity, and Composite Reliability using SmartPLS 3.0. The findings indicated that organizational culture and work ethic both directly and indirectly had a significant and positive effect on employee performance at the General Section of the Surakarta City Regional Secretariat. The findings of the study also indicate that OCB, in its role as a mediating variable, has a stronger indirect influence than a direct effect on the performance of employees in the General Section of the Regional Secretariat of Surakarta City. It is anticipated that the findings of this study will contribute positively to the discourse that leaders engage in to enhance organizational culture, work ethic, and organizational citizenship behavior for the purpose of improving employee performance.

SELF-EFFICACY, RELIGIOSITY, AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN POLICE HUMAN RESOURCES BUREAU

The police are part of the government. Therefore, in the context of bureaucratic forms in the police environment, efforts to organize and improve the welfare of police officers are very fundamental considering that they are closely related to the mission of changing police culture. necessary needs. Power (reform of the cultural sphere). It is hoped that the new salary system will provide maximum prevention against material temptation and seduction (collusion) from all members of the National Police. But in reality there is. This research uses variance-based Structural Equation Modeling (SEM) techniques or better known as SEM PLS (Partial Least Square) and is assisted by SMART PLS 2.0.M3 software. 6. Self efficacy, organizational commitment to organizational citizenship behavior: Path coefficient = 3.609 > T-Table = 1.982, meaning that the moderator variable (organizational commitment) moderates the influence of an endogenous variable (self efficacy) on the exogenous variable (Organizational citizenship behavior). Religiosity, Organizational Commitment to Organizational Citizenship Behavior: Path coefficient = 1.887 > T-Table = 1.982, meaning that the moderator variable (Organizational Commitment) moderates the influence of an endogenous variable (Religiosity) on the exogenous variable (Organizational Citizenship Behavior).

The Effect of Coaching Organization Citizenship Behavior Model Grow on Employee Performance

The ultimate aims of research are to determine the effectiveness of the GROW model of OCB (Organizational Citizenship Behavior) coaching in improving the performance of PT employees. X. The subjects in this research were employees at PT. X, totaling 16 people from the Marketing Division, were divided into two groups. This research uses an experimental method, with the GROW model OCB coaching intervention in the experimental group. Data analysis used a parametric test with the ANOVA mixed design data analysis technique which looked at the effect of treatment on two groups of subjects. The results of this research were an increase in the performance of the experimental group with a significance score of 0.003 < 0.05. Apart from that, looking at the results of the pretest and posttest comparison, it was 71.6% when compared to the control group. This indicates that there is a significant difference between the group that was given the OCB coaching of the GROW model and the group that was not given the same treatment. In line with the result, companies can therefore improve the performance of their employees by performing the OCB coaching of the GROW model. In addition, it is essential that researchers study the factors that helpinfluence the success of the OCB coaching from different dimensions. Also, researchers should hire professional certified coaches to ensure that the coaching practice shows satisfactory results and is directed following the scientific method.