Role Of Organizational Citizenship Behavior Research Articles

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

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

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.

The Moroccan teacher-researchers' organizational citizenship behavior as a predictor of university performance

When employees are satisfied with their work, they are more engaged and, consequently, demonstrate better organizational citizenship behavior (OCB), which translates into higher levels of job performance. Based on the social exchange theory, teacher-researchers' job satisfaction and organizational commitment are the main predictors of their OCB in the university environment. Throughout this article, we focus on the positive aspects of organizational behavior as an innovative approach to overcoming the constraints of Moroccan universities. More specifically, this study aims to highlight the role of organizational citizenship behavior in improving faculty and university performance. Keywords: job satisfaction; organizational commitment; performance; Teacher-researcher. Keywords: Teacher-researcher, OCB, job satisfaction, organizational commitment, performance.

Organizational Commitment on Employee Performance: The Mediating Role of Organizational Citizenship Behavior in Papua Province

This study aimed to analyze the direct effect and indirect effect of organizational commitment on employee performance through organizational citizenship behavior in Boven Digoel Regency, Papua Province, Indonesia. The study utilized a sample of 142 employees selected through a consideration technique from ten regional apparatus organizations in Boven Digoel Regency, out of a total of 185 employees. Path analysis, facilitated by SmartPLS version 3.00, was employed for data analysis. The analysis yielded several noteworthy findings. First, organizational commitment was observed to lack a direct impact on employee performance. However, it exhibited a significant influence on the manifestation of organizational citizenship behavior. Second, organizational citizenship behavior demonstrated a substantial positive effect on employee performance. Lastly, organizational citizenship behavior was identified as a mediator in the relationship between organizational commitment and employee performance. Keywords: Organizational Commitment, Organizational Citizenship Behavior, Employee Performance

Literature Study on Spiritual Leadership, Organizational Citizenship Behavior (OCB) and Pandita Buddhayana's Organizational Commitment

Pandita Buddha is an individual who has a deep understanding of Dharma and has the ability to openly. Pandita Buddha plays a very significant role in the development of the Buddhist religion. Exemplary Buddhist scholars are characterized by a kind-hearted nature and behave in a way that facilitates the provision of assistance for the spiritual growth and happiness of Buddhist followers. This study aims to analyze Spiritual Leadership and Organisational Citizenship Behavior towards Organizational Commitment in the Buddhist clergy. The research method used is Systematic Literature Review (SLR) with meta-synthetic data analysis techniques. Data were obtained through a collection of journals published from 2015-2023. Based on the research findings, there are main findings indicating that spiritual leadership is positively related to OCB, showing that the dimension of spirituality in leadership can encourage positive behavior among organizational members. In addition, OCB also proves to act as a mediator between spiritual leadership and organizational commitment, emphasizing the important role of OCB in connecting leadership aspects with the individual's commitment to the organization. The practical implications of these findings include the importance of developing spiritual leadership in the organizational context to enhance the engagement and dedication of organizational members through the improvement of OCB. This study contributes to a better understanding of the complex relationship between these key variables and highlights the central role of spiritual leadership in creating a positive and committed organizational environment

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 Role of Organizational Citizenship Behavior in Mediating Work Motivation and Job Satisfaction on Employee Performance at the Medan Religious Education and Training Center

Organizational Citizenship Behavior abbreviated as (OCB) is a personal attitude that every employee who works in both government and private agencies must have. This research was conducted to determine the role of OCB in mediating work motivation and job satisfaction on employee performance at Religious Education and Training Centers. Medan. This research was conducted at the Medan Religious Education and Training Center Office, but because the population was relatively small, the sampling technique used was a saturated sample technique, which involved all respondents to become samples, meaning the sample that would be used was 76 employees. Research data was collected by distributing questionnaires and primary data sources were also used in drawing samples. This research model uses analytical skills and the measuring tool uses Smart PLS 3. The results of this research are as follows: Organizational Citizenship Behavior plays a role in mediating work motivation and job satisfaction on the performance of Medan Religious Education and Training Center employees. Work motivation plays a role in increasing performance, Work Motivation plays a role in improving employee performance, work satisfaction plays a role in improving employee performance and Organizational Citizenship Behavior plays a role in improving employee performance.

The Mediating Role of Organizational Citizenship Behavior (OCB) on Employee Performance: Locus of Control and Self-Efficacy

This research aimed to determine and analyze the influence of locus of control, self-efficacy, and Organizational Citizenship Behavior (OCB) on employee performance, on OCB, and through OCB and to find out and analyze the influence of self-efficacy, on employee performance through OCB at a Hospital Company in Medan. The population in this study was 180 employees of the Hospital Company in Medan, with a research sample of 64 employees who were measured using the Slovin formula. The data collection techniques used in this research were questionnaires and interviews. Meanwhile, the analysis technique used SmartPLS (Partial Least Square), starting from model measurement (outer model), model structure (inner model), and hypothesis testing. The research results showed that locus of control, self-efficacy, and OCB influence employee performance, locus of control and self-efficacy influence OCB, locus of control influences employee performance through OCB and self-efficacy influences employee performance through OCB at a Hospital Company in Medan.

Analysing the mediating role of organisational citizenship behaviour between transformational leadership and education 4.0 using PLS-SEM approach

PurposeThe purpose of this paper is to analyse the mediating role of organisational citizenship behaviour between transformational leadership and successful implementation of education 4.0 in higher educational institutes using the PLS-SEM approach.Design/methodology/approachThe study uses cross-sectional and quantitative approach to decode the relationship amongst the variables. Purposive non-probability sampling technique was used to select the sample size for the study.FindingsThe research findings reveal that transformational leadership has a significant and positive effect on education 4.0. Further, it also indicates that the organisational citizenship behaviour in the study served as a mediating variable between transformational leadership and education 4.0, explaining 40% of the effect of transformational leadership on education 4.0. This highlights the importance of transformational leaders in creating a conducive environment that encourages employees to exhibit organisational citizenship behaviour, thereby facilitating the successful adoption and integration of education 4.0.Originality/valueThe authors recognise a research gap in the existing literature that focusses on the direct effects of transformational leadership on education 4.0 in higher educational institutes of management. Also, there is a lack of inclusive studies that explore the mediating mechanisms through which transformational leadership affects education 4.0, predominantly the role of organisational citizenship behaviour. Thus, this study is first in itself to explore the inter relationship between transformational leadership, organisational citizenship behaviour and education 4.0.

The Effect of Servant Leadership and Authentic Leadership on Employee Performance: The Mediating Role of Organizational Citizenship Behavior (OCB)

The background of this research is the employee performance plays a very important role in maintaining the growth of the organization. Meanwhile, employee’s performance cannot be separated by the role of organizational citizenship behavior (OCB). On the other hand, leadership style both servant leadership and authentic leadership have a strategic role to empower OCB to increase the employees performance. The objective of this research is to reveal the effect of servant leadership and authentic leadership on employee’s performance through organizational citizenship behavior (OCB) as mediating variable. This research employed a quantitative approach with survey method. The respondents of the research were 58 employees of private bank in Magelang. Moreover, the data were collected by means of questionnaire and the data were analyzed by Partial Least Square (PLS). The results of the research found that servant leadership and authentic leadership have a positive effect on the OCB. Meanwhile, OCB influenced significantly on employees performance. Servant leadership and authentic leadership have a positive effect on the employee’s performance directly and indirectly. Moreover, OCB has mediated the effect of servant leadership and authentic leadership on the employee’s performance.

Fostering employee performance of civil servants in Indonesia: The mediating role of organisational citizenship behaviour

Orientation: The failure of an organisation to achieve the goals has become a main challenge that can influence public impressions. One of the strategies to ensure the organisation goal and reputation is performing impression management.Research purpose: This study aims to investigate the effect of transformational leadership, organisational commitment to employee performance, and to analyse the role of organisational citizenship behaviour (OCB) in mediating the interconnectedness between variables.Motivation for the study: Investigating the relationship between transformational leadership, organisational commitment and employee performance can shed light on strategies to enhance performance among civil servants in Indonesia.Research approach/design and method: This research involved a quantitative approach using a self-administered survey method. The population in this study were employees of the Pamekasan District Civil Service Agency in Indonesia, with a total of 6843 employees.Main findings: Using structural equation modelling, the findings of this research indicate that transformational leadership and organisational commitment both have a positive effect on OCB and employee performance. Additionally, OCB was found to mediate the relationship between transformational leadership and employee performance, as well as between organisational commitment and employee performance.Practical/managerial implications: The study presents novel empirical insights into the managerial and practical matters in considering these variables for supporting employee performance and organisational goals.Contribution/value-add: Taking a study at Pamekasan District Civil Service Agency is unique as it has characteristics and ethnics that make it interesting for research, contributing to the enhancement of civil servant performance in Indonesia.

The Role of Organizational Citizenship Behaviour (OCB) , Intrinsic Motivation and Job Satisfaction on Employee Performance of Online Shop

The Role of Organizational Citizenship Behaviour (OCB) , Intrinsic Motivation and Job Satisfaction on Employee Performance of Online Shop

The role of green human resource management practices towards the health sector: with mediating role of organisational citizenship behaviour towards environment and psychological green climate

The role of green human resource management practices towards the health sector: with mediating role of organisational citizenship behaviour towards environment and psychological green climate

INFLUENCE OF HUMAN CAPITAL, EMOTIONAL INTELLIGENCE AND SELF EFFICACY TO EMPLOYEE PERFORMANCE MODERATED BY ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN POLITEKNIK PELAYARAN MALAHAYATI ACEH

This study aims to analyze the influence of Human Capital, Emotional Intelligence (EI), and Self-Efficacy on employee performance at the Malahayati Shipping Polytechnic, by considering the role of Organizational Citizenship Behavior (OCB) as a moderator. Human Capital and Emotional Intelligence are considered as two important factors that influence employee performance, while Self-Efficacy is considered a factor that influences employees' ability to achieve their own goals. Organizational Citizenship Behavior (OCB) is considered a factor that influences employee performance through behavior that supports and respects organizational values. This study uses quantitative research methods with a survey approach with a questionnaire as a data collection tool. The research results show that Human Capital, Emotional Intelligence, and Self-Efficacy have a significant influence on employee performance, with OCB as a moderator that influences the relationship between these factors and employee performance. This research provides new insights into how internal factors and employee behavior influence performance in organizational environments. It is hoped that the results of this research can contribute to existing literature and provide recommendations for employee development at the Malahayati Shipping Polytechnic.

The Role of Organizational Citizenship Behaviors (OCB) in Reducing Human Resource Depletion: An Applied Study in Telecommunications Companies in Al-Najaf Al-Ashraf

The Role of Organizational Citizenship Behaviors (OCB) in Reducing Human Resource Depletion: An Applied Study in Telecommunications Companies in Al-Najaf Al-Ashraf

The role of organizational citizenship behaviour in the relationship between the dark triad and the intention to leave

The study aimed to examine the mediating role of organizational citizenship behaviour (OCB) in the relationship between the dark triad (DTC) and intention to leave (TOI). A sample of 412 employees, with a minimum of five years of experience, were selected from various sectors in Turkey. Participants completed self-report measures and data analyzed with SPSS 26.00 and Smart PLS 4. The results revealed significant positive effects of DTC on TOI. On the other hand, OCB demonstrated a negative effect on TOI. Furthermore, DTC hurt OCB. The mediation analysis demonstrated that OCB played a significant mediating role in reducing the effect of the DTC on TOI. The findings underscore the detrimental influence of DTC on TOI among employees across diverse sectors in Turkey, emphasizing the importance of fostering OCB as a means to mitigate the negative consequences of DTC on TOI.

Peran Organizational Citizenship Behavior Dalam Memediasi Pengaruh Transformational Leadership Terhadap Innovative Work Behavior (Studi Pada Dinas Kesehatan Kota Bandung)


 The government encourages innovation in local governments. The success of organizational innovation is certainly inseparable from the innovative work behavior of its employees. To improve innovative work behavior, many factors influence. The purpose of this study is to determine the role of organizational citizenship behavior that mediates the influence of transformational leadership on innovative work behavior. Sample collection is carried out by random sampling and is cross sectional. Using the Slovin formula, a sample of 83 people from a population of 847 was obtained. Based on the test results, it was found that Transformational leadership (β = 0.632; t = 5.654; p-values = 0.000), had a positive and significant effect on innovative work behavior, Transformational leadership (β = 0.734; t = 18.946; p-values = 0.000), positive and significant effect on organizational citizenship behavior, Organizational citizenship behavior (β = 0.761; t = 7.339; p-values = 0.000), positive and significant effect on innovative work behavior and Organizational citizenship behavior (β = 0.558; t = 7.746; p-values = 0.000), as mediator variables have a positive and significant effect on the causal relationship between transformational leadership with innovative work behavior. The magnitude of the model's prediction power with an R-Square score, which is 0.743 for innovative work behavior and 0.538 for organizational citizenship behavior. Thus, transformational leadership has a positive effect on innovative work behavior both directly and through organizational citizenship behavior.
 Keywords: Innovative Work Behavior, Organizational Citizenship Behavior, Transformational Leadership

Influence of Ethical Climate, Workplace Spirituality and Organizational Justice on Workplace Deviant Behavior: A Mediating Role of Organizational Citizenship Behavior

This research investigates the intricate relationships among ethical climate, workplace spirituality, organizational justice, organizational citizenship behavior (OCB), and workplace deviant behavior within the context of higher education institutions in Pakistan. The study proposes and tests a comprehensive model, exploring direct relationships and the mediating role of OCB. The hypotheses posit significant associations between ethical climate, workplace spirituality, organizational justice, and both organizational citizenship behavior and workplace deviant behavior. Furthermore, the research examines the mediating effects of organizational justice on the relationships between ethical climate, workplace spirituality, and workplace deviant behavior. Drawing on a sample of 259 teachers from various public and private universities in Pakistan, the study contributes to filling existing gaps in the literature, particularly in the context of developing nations. The methodology employs a correlational research design, utilizing a survey questionnaire with Likert-type scales. Data analysis is conducted through Partial Least Squares Structural Equation Modeling (PLS-SEM), allowing for a nuanced examination of relationships and mediating effects. The results indicate significant direct relationships between ethical climate and workplace deviant behavior, as well as organizational justice and deviant behavior. Ethical climate also positively relates to organizational citizenship behavior, as does organizational justice. Workplace spirituality, however, does not exhibit a significant relationship with workplace deviant behavior or organizational citizenship behavior. The findings further reveal the mediating role of organizational citizenship behavior in the relationships between ethical climate and workplace deviant behavior, as well as organizational justice and workplace deviant behavior. Overall, this research contributes to the understanding of ethical and behavioral dynamics in organizational settings, particularly in the unique context of higher education institutions in Pakistan.

Becoming aware of the role of OCB in determining the relationship between HRM practise and performance: Evidence from social enterprise

The purpose of this study was to examine the influence of human resource management (HRM) practice variables on performance, with organizational citizenship behavior (OCB) as a mediating variable. This research specifically uses social enterprise as study material due to the different characteristics of social enterprise from other organizations in terms of organizational governance, where commercial logic and social logic are combined. This study uses a quantitative approach, involving 100 worker respondents in social enterprises in a survey, to see the influence of HRM practice variables on organizational performance with OCB as a mediator. Based on the results of data analysis using SEM-PLS, it was found that HRM practices have a significant effect on organizational performance. When the OCB mediates this influence, it is well known to be even stronger. The study's findings practically affect how human resource policies are decided since they suggest that practices should be created to encourage workers to perform to their highest potential.

Effects of Transformational Leadership on Burnout of College Teachers: The mediating role of Organizational Citizenship Behavior

The main objective of this study was to examine the relationship between transformational leadership and teachers’ burnout and the role of organizational citizenship behavior(OCB). A total of 509 participants were surveyed from universities in East China through the online questionnaire. The multiple regression analysis was used to examine the possible relationships, and it was found that transformational leadership factors of idealized influence, individualized consideration, inspirational motivation and intellectual stimulation were significantly negative related to teachers’ burnout, and were significantly positive related to organizational citizenship behavior. It was also confirmed the mediating effect of organizational citizenship behavior between transformational leadership and employee burnout with the analysis of the four-step mediator variable test method.