Organizational Citizenship Research Articles

Pengaruh Kepuasan Kerja Dan Komunikasi Terhadap Organizational Behaviour Citizenship (OCB) Di Bank Madina Syariah Yogyakarta

Background - Job satisfaction, communication and OCB are indicators used to achieve company goals. Bank Madina Syariah is one company that pays close attention to these three things in operating activities in the work environment. Purpose - The purpose of this study was to determine the effect of job satisfaction on the OCB of Bank Madina Syariah in Yogyakarta region, as well as to determine the effect of communication on OCB of Syariah Bank. Design / Methodology / Approach – This type of research is a quantitative study with a questionnaire distribution method using a 4-point Likert scale. The result of this study is that job satisfaction and communication have a positive and significant effect on employee performance of Bank Madina Syariah. Result and Discussion – Simultaneous regression results, obtained the F-count value of 20,570 with probability (p) = 0,000. Based on the provisions of the F test where the probability value (p) ≤ 0.05, Organizational Communication, Job Satisfaction simultaneously affects OCB. Job satisfaction variable obtained t-value of 2,977 regression coefficient (beta) 0.476 with probability (p) = 0.005. Based on the results of data processing where the probability value (p) ≤ 0.05, it can be concluded that Job Satisfaction has a positive and significant effect on OCB. Communication variable with probability (p) = 0.001. The result of the t-value is 3,549, it can be concluded that communication has a positive and significant effect on OCB. Conclusion – Job satisfaction and communication have a significant positive effect on Organizational Behavior Citizenship at Bank Madina Syariah, so that the more satisfaction is established and the better communication runs, the more it can form OCB in the work environment.

Civil Society Against Anti-Pancasila Movements Among Millenial Generation During The Covid-19 Pandemic

One of the interesting discourses of the decade concerns the discourse against the anti-Pancasila movement. Although the Indonesian government has issued several programs to internalize Pancasila values among the youth generations, citizens are also responsible for protecting the state’s ideology. Accordingly, civil society, as an organized citizen, should catalyze anti-Pancasila movements. Covid-19 pandemic does not only threaten the health sector, but also threatens social activities. Regarding the latter, civil society activists are demanded to adjust to conditions to optimize their function as one of the social infrastructures of a community. Applying, descriptive qualitative approach, the present study aims to see the civil society movements against anti-Pancasila movements during the covid-19 pandemic. The study revealed that civil society is still consistent with its organization despite the dynamics of the implementation.

Organizational Behavior Of Organizational Behaviors (Ocb) Through Strengthening The Quality Of Work Life, Professional Commitment, And Personality

Teachers' organizational citizenship behaviors is an important element related to the achievement of national education goals and the development of the Indonesian nation as a whole. The initial survey of Organizational citizenhip behaviors (OCB) for temporary teachers of private vocational high schools (SMK) in Sanggau District has not achieved maximum results. Therefore, it is interesting to study the civics behaviors of teachers' organizations. This study aims to determine efforts to improve teacher organizational citizenship behavior by examining the relationship between teacher organizational citizenship behavior and the variables of teacher work life quality, professional commitment and personality. This research uses correlational statistical methods and analysis with the systematic method is carried out. The unit of analysis of the research is non-permanent teachers of private vocational high schools (SMK) in Sanggau Regency, West Kalimantan province with a population of 176 and a sample of 123. The results showed that there was a positive relationship between the quality of work life (QWL) and the behavior of organizational citizens with the strength of the relationship ry1 = 0.98, there is a positive relationship between professional commitment and organizational citizen behaviors (OCB) with strength ry2 = 0.97, and there is a positive relationship between personality and OCB with strength ry3 = 0.861 so that organizational citizen behaviors (OCB) can be improved through quality of life work (QWL), professional commitment and teacher personality. Based on the results of the SITOREM analysis in this study, it can be explained that the priority order of improvements that need to be improved is: 1). Easy to socialize and authoritative, 2). Voluntary action, and; 3). Active in organization. As for the order that is maintained, namely: 1). Work outside the time of duty, 2). Dedication to work, 3). Empathy and avoid problems, 4). Liked, polite and happy to work together, 5). Reliable, 6). Responsible and convey constructive ideas, 7). Calm, focus and confident, 8). Integrity and commitment to career pursuits, 9). Interest in new things, 10). Responsibility for organizational regulations, 11). Professional development and social interaction, 12). Self evaluation and leadership, 13). Be proud of working and building relationships with fellow teachers, 14). Teaches and runs School administration. So it can be concluded that to improve the Organization citizenhip behaviors (OCB), teachers can pay attention to indicators that are not optimal for recommendations and determine the priority order of improvements that need to be made.

Organizational Behavior Of Organizational Behaviors (Ocb) Through Strengthening The Quality Of Work Life, Professional Commitment, And Personality

Teachers' organizational citizenship behaviors is an important element related to the achievement of national education goals and the development of the Indonesian nation as a whole. The initial survey of Organizational citizenhip behaviors (OCB) for temporary teachers of private vocational high schools (SMK) in Sanggau District has not achieved maximum results. Therefore, it is interesting to study the civics behaviors of teachers' organizations. This study aims to determine efforts to improve teacher organizational citizenship behavior by examining the relationship between teacher organizational citizenship behavior and the variables of teacher work life quality, professional commitment and personality. This research uses correlational statistical methods and analysis with the systematic method is carried out. The unit of analysis of the research is non-permanent teachers of private vocational high schools (SMK) in Sanggau Regency, West Kalimantan province with a population of 176 and a sample of 123. The results showed that there was a positive relationship between the quality of work life (QWL) and the behavior of organizational citizens with the strength of the relationship ry1 = 0.98, there is a positive relationship between professional commitment and organizational citizen behaviors (OCB) with strength ry2 = 0.97, and there is a positive relationship between personality and OCB with strength ry3 = 0.861 so that organizational citizen behaviors (OCB) can be improved through quality of life work (QWL), professional commitment and teacher personality. Based on the results of the SITOREM analysis in this study, it can be explained that the priority order of improvements that need to be improved is: 1). Easy to socialize and authoritative, 2). Voluntary action, and; 3). Active in organization. As for the order that is maintained, namely: 1). Work outside the time of duty, 2). Dedication to work, 3). Empathy and avoid problems, 4). Liked, polite and happy to work together, 5). Reliable, 6). Responsible and convey constructive ideas, 7). Calm, focus and confident, 8). Integrity and commitment to career pursuits, 9). Interest in new things, 10). Responsibility for organizational regulations, 11). Professional development and social interaction, 12). Self evaluation and leadership, 13). Be proud of working and building relationships with fellow teachers, 14). Teaches and runs School administration. So it can be concluded that to improve the Organization citizenhip behaviors (OCB), teachers can pay attention to indicators that are not optimal for recommendations and determine the priority order of improvements that need to be made.

Determinants of Employee Engagement in the South African Hospitality Industry During COVID-19 Lockdown Epoch: Employee Perception

Employee engagement has emerged as an important concept in hospitality management as well as in human resources management fields. The purpose of the study was to assess the determinants of employee engagement in the South African hospitality industry. The study was conducted against a backdrop caused by volatile uncertain, complex and ambiguous business environments in which business and hotels in general operate exposing employees in the hotel industry to serve in very difficult conditions due to the nature of the diverse and changing needs of their clients. The study used a sample of 260 employees from 15 hotels within and around eThekwini municipality territorial jurisdiction. A cross-sectional survey was used based on a deductive research approach. Both quantitative and qualitative data was collected using a questionnaire. Research findings submits that hotels that put a strong emphasis on cultivating engaged workers reap substantial rewards. Employees who report being engaged at work have been shown to perform better at work, as employee involvement is related to organisational results such as efficiency, organisational citizenship, and overall job performance. The researcher recommends that organisations should examine the possible relationships between engagement and performance-related outcome variables that indicate improving engagement, as these provide a competitive advantage over rivals.

Employer brand identification: investigating the concept of employer brand identification in the military context

This study aims to deepen the understanding of employer brand identification. It also aims to enrich the understanding of the relationship between employer brand personality (as an antecedent of employer brand identification), organizational prestige, brand citizenship behavior, and turnover intention (as possible consequences of employer brand identification) with employer brand identification by developing a conceptual model. This study is based on data collected from 278 full-time military personnel. The respondents were the members of the special forces of the Iranian national army deployed in Tehran. Data collected by a questionnaire and the hypothesized relationships are analyzed using the partial least squares approach. The results show that the employer brand personality positively and significantly impacts employer brand identification. Also, there was a positive and significant relationship between employer brand identification and organizational prestige and brand citizenship behavior. Employer brand identification also negatively impacts employee turnover intention. This study empirically validates that employer brand identification is an influential factor for organizational prestige, brand citizenship behavior, and turnover intention. Therefore, managers should provide sufficient attention to employer brand identification to obtain these consequences.

Integrating the 2030 Agenda at the municipal level: Multilevel pressures and institutional shift

PurposeThe integration of environmental principles into the public decision-making process has been a public policy priority during the last 30 years. However, 5 years after the development of the UN 2030 Agenda, such integration is still at an initial stage, with no significant actions having been implemented either at the national or local level. This paper presents the experience of the municipality of Lucca, which found itself under pressure from the Fridays For Future movement (FFF) that requested the city take urgent action on climate change. In the framework of this initiative, the study aims to answer the following question: based on pressures emerging from social and institutional context, how to institutionalize the integration of sustainability principles and SDGs at the municipal level? Study design/methodological approachThis study has been developed as research practice. In an attempt to enrich the public decision-making approach with the systematic integration of environmental and sustainable principles, the method, the results provided, and the knowledge created are linked to the action research (AR) framework. FindingsWithin the institutional theory framework and viewing the city as a viable system, the study makes three distinct contributions. First, from a theoretical point of view, the case analyzes the impact of an activist group using its relative power. Second, the study proposes a model for the systematic integration of sustainability principles with municipal practices as a tool of institutional change. Third, from an empirical standpoint, it identifies the UN 2030 Agenda as a governance tool of a municipality. OriginalityThe study, for the first time, analyzes the application of a global policy at the local level, thanks to the pressure of a local group of organized citizens that has a global impact. LimitationThe primary limitation of the study is the lack of comparison with other contexts and municipalities. Limitations in the applicability of the designed model to other contexts are linked to the nature of the city in which it has been developed. The model is the result of action-research and in this sense, it is necessary and desirable that future studies embrace the application of this particular research method to modify and improve it.

Resolving the individual helping and objective job performance dilemma: The moderating effect of team reflexivity

Employees who are good organizational citizens help others to be more effective at work. However, the positive impact of helping is at odds with findings across studies suggesting those who help often experience worse performance. This study builds theory and helps to resolve the helping and performance dilemma by exploring the conditions under which individual job performance is enhanced for team members who frequently help others. A cross-level and time-lagged design was used to collect data from 227 consultants nested in 60 project teams. An objective job performance indicator was used. We find that team reflexivity, which refers to team members’ collective reflection and communication regarding team objectives and tasks, is a key moderator in the helping and job performance relationship. Our findings indicate that the helping-performance relationship is positive when team reflexivity is high and negative with low reflexivity. This study offers several implications for future theory and practice.

Investigating the relationship between organizational silence and organizational citizen behavior of primary school teachers in Saghez

Investigating the relationship between organizational silence and organizational citizen behavior of primary school teachers in Saghez

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

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

Are participants in the ‘new career’ good organizational citizens?

Research on the ‘new career’ has explored some individual correlates of protean and boundaryless career orientations while largely neglecting their consequences for organizations. Our paper addresses this omission by exploring the link between ‘new career’ orientations and both positive and negative extra-role behaviours based on the argument that these dimensions of performance are potentially more variable given their volitional nature. In addition, it explores the role of organizational commitment and perceived organizational support in shaping this relationship. We present the results of a study with 641 employee-supervisor dyads in nineteen organizations showing that a protean career orientation results in more positive extra-role behaviours, whereas a boundaryless career orientation is associated with less citizenship behaviour and higher deviant behaviour due to its negative impact on commitment. In addition, our findings suggest that organizations can positively influence the behaviour of individuals with high boundaryless career orientations by offering high levels of support.

The Effects of Personnel Management Fairness of Local Public Officials on Their Organizational Commitment and Organizational Citizenship

The Effects of Personnel Management Fairness of Local Public Officials on Their Organizational Commitment and Organizational Citizenship

The role of local people for collaborative management of Korean village groves

Adaptive and collaborative natural resource management has been proposed as a means to navigate the social-ecological system dynamics of resilient systems. However, our understanding of how diverse stakeholders and local actors contribute to collaborative management processes and outcomes is limited, especially with regard to small-scale resource management. This study investigates the role of local people in Korean village grove restoration projects, focusing on bridging linkages and bridging organizations. From a network perspective, we analyze data collected from key informant interviews, document reviews, and field visits to four village groves, to identify key actors and actor groups and to examine their relationships in each restoration project. Along with the relational patterns of local people, the multiple functions of bridging organizations, including accessing critical resources, resolving conflict, enhancing mutual trust, and building local capacity, vary between the four villages. The findings provide insights into the potential of local civil society, through the bridging roles of village-based citizen organizations, to contribute to the emergence of collaborative and adaptive management networks and improved management outcomes.

The Influence of Principal Leadership Style, Organizational Citizenship Behavior and Reards on Teacher Performance at Senior High School in Banda Aceh District

This study aims to look at: (1) the effect of organizational citizenship behavior on teacher performance, and (2) the imbalance effect on teacher performance, (3) finding the teacher performance model the influence of organizational citizenship behavior and mismatches on teacher performance. The research subjects were teachers of public high schools in Banda Aceh with a total sample of 240 people who were taken by proportional stratified random sampling, the data were analyzed using path analysis after continuing to monitor all the research variables in the form of a matrix. The findings were obtained from the performance of public high school teachers in Banda Aceh City directly by the behavior of organizational citizens, and the imbalance. Based on testing the hypothesis it can be rejected: (1) there is a direct influence on the behavior of organizational citizens on teacher performance, and (2) there is a direct effect of imbalance on teacher performance. The results of the study provide an illustration that the relative direct influence of organizational citizenship behavior (X1) on teacher performance (X3), namely: ρ31 = 0.233, and the relative direct influence of imbalance (X2) on teacher performance (X3), namely: ρ32 = 0.055.

Millennials as organizational citizens: Conceptualization and measurement development

ABSTRACT Despite existing scholarly progress in organizational citizenship behavior (OCB), prior research has predominantly investigated OCB using Baby Boomers and Generation Xers. As Millennials who possess different sets of workplace values and beliefs are entering the workforce, there is a need for conceptualizing OCB and developing an OCB scale suitable for Millennials. In this study, we conceptualize OCB in Millennials as voluntary behaviors that promote the prosperity of oneself, coworkers, the organization, and the community. Additionally, we employ exploratory factor analysis and identify a four-factor model of OCB, including empathetic responsiveness, role modeling, professional development, and social responsibility. We then conduct confirmatory factor analysis and construct a 13-item measurement scale for Millennial OCB. Finally, we assess and find evidence for the construct validity of the 13-item measurement scale. We conclude this study with an overview of theoretical and managerial implications.

К ВОПРОСУ О СРОКАХ ОБРАЩЕНИЯ В СУД ПО ЖИЛИЩНЫМ СПОРАМ ГОСУДАРСТВЕННЫХ СЛУЖАЩИХ И ЧЛЕНОВ ИХ СЕМЕЙ

The article deals with the recourse period in regards to the cases about impeachment, acts of commission of the governmentally or other way authorised body, organisation, person in particular in connection with housing disputes of civil servants (their family members). When studying and analysing the corporeal and procedural legislation the author focused on two aspects of the “recourse period”: 1) the moment (day), when a citizen, an organisation or another person became known about the infridgement of their rights, freedoms and legitimate interests; 2) viability of preservation of three month period for the issuing an administrative claim form. At the end of this study, the author comes to the conclusion that by limiting the rights of citizens to go to court, by setting pre-emptive time limits, the state, represented by state bodies, organizations, persons endowed with state or other public powers, is directed in advance towards abuse of power, violation of rights citizens (organizations) and most importantly avoiding responsibility. In conclusion, the thesis is put forward that there is a need to legally exclude the term for going to court.

A szervezeti polgár magatartás és az észlelt szervezeti kultúra összefüggései a köz- és a versenyszféra munkavállalóinak körében

A tanulmány célja feltárni, hogy a közszférában és a versenyszférában dolgozó munkavállalók által észlelt szervezeti kultúra, valamint az általuk tanúsított szervezeti polgár magatartás között van-e statisztikailag kimutatható kapcsolat. Ennek érdekében a szerzők kérdőíves megkérdezést alkalmaztak, kényelmi mintán történt a tesztelés. Az összesen 410 értékelhető válaszív beérkezését követően nem-paraméteres statisztikai próbák segítségével elemezték az adatokat. Az eredmények alapján megállítható, hogy a magánszférában dolgozó válaszadók körében mind a négy észlelt kultúratípus jellegzetességei, az állami szektorban foglalkoztatott megkérdezettek esetében pedig csupán az észlelt klán- és hierarchiakultúra jegyei vannak összefüggésben a szervezeti polgár magatartással. A kutatás emellett arra is rávilágított, hogy a szervezeti polgár magatartás minden dimenziója magasabb az állami szektorban foglalkoztatottak minősítései alapján, a versenyszektorban dolgozó megkérdezettek pedig fokozottabban észlelik a piac, az adhokrácia és a klánkultúra jegyeit.

Organizational socialization as kin-work: A psychoanalytic model of settling into a new job

Socialization, the transition from newcomer to embedded organizational citizen, is an inevitable feature of organizational life. It is often a painful and traumatic experience, but why this is so, and how its difficulties can be ameliorated, is not well understood. This article addresses this issue by developing a new person-centred model of socialization. We introduce the concept of kin-work, i.e. the replication of one’s first experiences of becoming part of a family, to explain how ‘successful’ socialization is achieved. Drawing on the methodology of memory work and psychoanalytical theories of object relations, we illustrate how entry into new jobs involves the unconscious re-enactment in adult life of the infant’s initiation into the family. On entry as a stranger to a new organization, one’s sense of self is fractured; processes of kin-work knit the pieces back together and one develops a sense of personhood and being at home. However, there is a sting in this tale: the homely contains its uncanny, unhomely opposite, so socialization is always ambivalent – one can never be at home in this place that feels like home.

Organization citizenship behaviour as a determining Factor in Business outcome

The aim of this research was to look at an organization's citizenship behavior as a deciding factor in business success. The aim of the study was to assess private businesses in Kurdistan, especially in Erbil. To allow the study to measure business outcomes, the researchers used five different dimensions of organizational citizenship behavior. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. Both workers had an equal chance of being chosen for the survey using a random sampling technique. The research was conducted in Erbil's private sector. The researchers distributed 85 questionnaires, but only 75 were returned, and only 67 of the 75 questionnaires were completed correctly. The researcher used multiple regression analysis to measure the established research hypotheses, and the results revealed that all five hypotheses are supported, with the highest value being for fairness perception, as organization citizenship behavior element has a significant influence on business outcome, and the lowest value being for job satisfaction, as organization citizenship behavior element has a significant influence on business outcome. This instrument will be used in future research to further our understanding of organizational learning.

The nexus between organisational commitment and organisational citizenship behaviours in the Nigerian banking sector

Organisational commitment and organisational citizenship behaviour are some workplace orientations at the core of organisational efficiency, competitiveness, survival, growth and success. This paper examines the relationship between organisational commitment and organisational citizenship behaviour among bank employees. Explicitly, the research explores the influence of organisational commitment on organisational citizenship behaviour-organisation (OCB-O) and organisational citizenship behaviour-individual (OCB-I). Data were collected from 150 professional staff from 14 branches of the United Bank for Africa (UBA) Plc in Benin City. The study found that organisational commitment has a significant positive effect on organisational citizenship behaviour-organisation (OCB-O). The study concludes that the positive influence of organisational commitment on OCB-O is evident in the banking industry in Nigeria and therefore recommends that managers should focus on creating and sustaining a good organisational commitment climate for workers to strengthen and preserve their organisation's citizenship towards the organisation.