Role Of Organizational Citizenship Behavior Research Articles

Environmental Performance in Higher Education and Green HRM: The Mediating Role of Organizational Citizenship Behavior

Environmental Performance in Higher Education and Green HRM: The Mediating Role of Organizational Citizenship Behavior

Exploring the Effect of Transformational Leadership on Job Performance in the Service Industry: The Moderating Role of Organizational Citizenship Behaviour

This study aims to research how transformational leadership affects job performance and subsequently the moderating role of Organizational Citizenship Behaviour (OCB). A total of 190 employees working in the Malaysia service industry, specifically the professional service sector, as respondents have participated in the research questionnaire. Convergent validity, discriminant validity, reliability and hypothesis testing were analysed by using SmartPLS3 software. This study revealed that only two dimensions of transformational leadership: idealised influence (behaviour) and intellectual stimulation were positively related to job performance. OCB only partially moderates the relationship between transformational leadership and job performance such as inspirational motivation, individualized consideration, and job performance. This study provides a framework for the management field to incorporate and recognize further need to study the importance of OCB on transformational leadership and job performance in Malaysia.

Personal value, employee impact and service quality delivery: the mediating role of organizational citizenship behavior

Personal value, employee impact and service quality delivery: the mediating role of organizational citizenship behavior

The Effect of Competence and Engagement on Employee Performance: The Mediation Role of Organizational Citizenship Behavior

<p>The study aimed to analyze the influence of employee competence and engagement on employee performance mediated role by organizational citizenship behavior (OCB). The sample size used was 93 respondents of employees of Kedungwuni I and II Health Centers, Pekalongan Regency, Central Java, Indonesia. The sample was taken using proportional random sampling, and the data was analyzed using Partial Least Square Structural Equation Modeling (PLS-SEM). The results show that competence and employee engagement have a positive effect on OCB. Further findings revealed that competence, employee engagement, and OCB influence toward employee performance. Based on the mediation test, the study concludes that OCB can mediate role in employee performance. This study contributes theoretically by elucidating the pathways through which competence and engagement influence performance and emphasizing OCB as a valuable mediator in this relationship. This framework can guide future research and practical applications for fostering high performance in the workplace.</p>

Sustainable human resource management and sustainable performance: mediating role of organization citizenship behavior

Purpose This study aims to investigate the influence of sustainable human resource management (SHRM) policies on sustainability performance of higher education institutions (HEIs). Furthermore, this study also examined the mediating role of organizational citizenship behavior toward sustainability (OCBS) between SHRM and HEIs’ sustainability performance. The ability motivation opportunity (AMO) and stakeholder theories are used to conceptualize the model. Design/methodology/approach Data were collected from 162 academic staff of 12 government and private universities in India by using snowball sampling method. The partial least square structured equation modeling technique was used to analyze the data. Findings The overall results suggest that SHRM, such as sustainability motivation, sustainability-building practices, green employee engagement initiatives and social considerations, significantly impact OCBS among academic staff and the sustainability performance of HEIs. These findings provide a better understanding of how to improve the sustainability performance of HEIs through SHRM and OCBS among academic staff. Originality/value This study significantly extends the growing literature on SHRM and sustainability performance by focusing on sustainable HR practices in the HEIs. To the best of the authors’ knowledge, this is one of the first studies to empirically investigate SHRM and sustainability performance in the context of education sector in India.

The Role of Organizational Citizenship Behavior (OCB) in Moderating the Relationship Between Entrepreneurial Leadership, Organizational Climate, and Workload on Employee Performance

This study aims to review employee performance at a private school in Surabaya by analyzing the influence of entrepreneurial leadership, organizational climate, workload, and OCB on employee performance. We use structural equation modeling (SEM) as the method to study complex relationships between variables. The study seeks to provide in-depth insights into the factors affecting employee performance and assist schools in designing strategies to enhance achievement and competitiveness. The results indicate that entrepreneurial leadership, organizational climate, and workload do not have a significant direct impact on employee performance. However, OCB has a significant effect on performance. Additionally, organizational climate and workload significantly influence OCB, while entrepreneurial leadership does not have a significant effect on OCB. These findings highlight the importance of OCB in improving employee performance, as well as the necessity of creating a conducive organizational climate and effectively managing workload to maximize employee contributions in educational institutions.

The Role of Organizational Citizenship Behavior (OCB) Based on Work Motivation and Servant Leadership on Employee Performance atBank Perkreditan Rakyat (BPR) in Sukawati District

Performance is one of the factors that influences the success of a company.Factors that influence performance achievement are ability factors and motivation factors. This research was conducted based on field phenomena which indicate inadequate employee performance, thought to be caused by weak work motivation, servant leadership and OCB. The research aims to analyze the influence of work motivation, servant leadership on OCB and employee performance. Associative causal research method with a sample of 120 BPR employees in Sukawati District. Data collection was carried out using a questionnaire. The data analysis technique used is SPSS and SmartPLS. The research results show that work motivation has a positive and significant effect on employee performance, servant leadership has a positive and significant effect on employee performance, work motivation has a positive and significant effect on OCB, servant leadership has a positive and significant effect on OCB, OCB has a positive and significant effect on employee performance, OCB can mediate the influence of work motivation on employee performance. OCB can mediate the influence of work motivation on employee performance. The conclusion of this research is that hypotheses 1 to 7 areaccepted. . Inthis research, the factors that have the greatest impact on improving employee performance at BPR in SUkawatiDistict are also known, so that management can optimize these factors to improve employee performance.

Impact of emotional intelligence on SME employees’ performance: Mediating role of organizational citizenship behavior

This study delves into the intricate correlation between emotional intelligence and employee performance within the dynamic setting of Saudi small and medium enterprises. Acknowledging the increasing importance of emotional intelligence in the workplace, this study examines how emotional intelligence influences employee performance, with particular attention to the mediating role of organizational citizenship behavior. Employing a comprehensive research framework, the study integrates quantitative methods to analyze data collected from 248 employees across various Saudi-based small and medium enterprises. The findings indicate that high emotional intelligence enhances employee performance, with organizational citizenship behavior serving as a crucial mediator, strengthening the positive impact of emotional intelligence on performance. The results demonstrated a robust positive correlation with organizational citizenship behavior (β = 0.719***) and a moderate positive correlation with employee performance (β = 0.314***). In addition, organizational citizenship behavior played a significant positive mediating role between employee intelligence and employee performance (β = 0.397***). This suggests a nuanced interplay among emotional intelligence, organizational citizenship behavior, and overall employee performance within the specific context of Saudi small and medium enterprises. Acknowledgment The authors extend their appreciation to the Deanship of Scientific Research at Northern Border University, Arar, KSA, for funding this research work through project number NBU-FFR- 1502-03.

The impact of organizational justices on organizational success: the mediating role of organizational citizenship behavior

The impact of organizational justices on organizational success: the mediating role of organizational citizenship behavior

Exploring the Impact of Green HRM, Corporate Social Responsibility, Organizational Green Culture, and Work-Life Balance on Sustainable Corporate Performance: The Moderating Role of Organizational Citizenship Behavior for Environment

This study examines the impact of Green Human Resource Management (GHRM), Corporate Social Responsibility (CSR), Organizational Green Culture (OGC), and Work-Life Balance (WLB) on Sustainable Corporate Performance (SCP), with Organizational Citizenship Behavior for Environment (OCBE) as a moderator. Data from 186 South Punjab higher education institutes employees, both teaching faculty and managerial, were collected using purposive sampling and were analyzed using SEM-PLS to validate the proposed relationships. Reliability, convergent, and discriminant validity of the study variables were assessed and found satisfactory. Findings highlight significant positive links between CSR, WLB, and SCP. However, GHRM and OGC had an insignificant relationship with SCP. OCBE moderated only the WLB-SCP relationship. OBCE did not moderate the other relationships CSR-SCP, GHRM-SCP, and OGC-SCP. This research contributes theoretically to understanding the strategic role of OCBE and provides practical insights for managers aiming to align HRM and environmental goals to boost SCP.

“Exploring the relationship of organizational virtuousness, citizenship behavior, job performance, and combatting ostracism” through structural equational modeling

BackgroundThis theoretical model has been drawn on principles of social exchange theory to scrutinize the connection between organizational virtuousness and job performance with the mediating role of Organizational citizenship behavior and moderating role of workplace ostracism. A survey was conducted in Pakistan, gathering data from 486 employees working for various private and commercial banks.MethodSoft and hard questionnaires were distributed to the participants, with social media platforms used for the soft questionnaires and meetings with employees for the hard questionnaires. A 7-point Likert scale was employed in data collection, and measures for the variables were adapted from reliable and valid sources. A demographic analysis was performed to summarize the sample collected from participants. The demographics results were analyzed using SPSS, while the measurement model and path analysis were conducted using Structural Equational Modeling with Smart PLS-4.ResultsThe study’s findings showed a significant and positive relationship between organizational virtuousness and job performance, with organizational citizenship behavior serving as a mediator. Additionally, a negative moderation of workplace ostracism was observed in the mediation of organizational citizenship behavior toward the relationship between organizational virtuousness and job performance.ConclusionThe study’s results contribute to the implementation of social exchange theory and related concepts in the banking sector of Pakistan, providing practical guidance for implementing virtuous practices within organizations and discouraging ostracism in banks to enhance overall performance. The study suggests that policies regarding the implementation of virtuous practices in organizations can be established, and workplace ostracism can be avoided by providing a platform for social gatherings and training employees. Managers should adopt appropriate leadership styles and relevant communication patterns to impact the organizational climate which can also help reduce the influence of ostracism in the organization. Additionally, a complaint cell should be established with complete confidentiality to reduce ostracism.

Towards the Knowledge Management: Improving The Role of Organizational Citizenship Behavior Through the Job Satisfaction

Objective: The objective of this research is to evaluate and analyze the impact of effective good corporate governance and knowledge management on organizational citizenship behavior. In addition, this research also investigated the mediating role of job satisfaction.Methodology: This research involved the saturated sample of 179 employees. Quantitative analysis was carried out through a survey approach using questionnaires and the Smart-PLS model structural analysis method.Findings: An interesting finding in this research is that consistent and structured implementation of GCG has been able to improve organizational performance by reaching the right people through the right channels in a short time. Therefore, employee job satisfaction is no longer the dominant factor in this research.Conclusion: Organizational citizenship behavior has a positive influence on Good Corporate Governance and knowledge management. The implementation of good corporate governance and well-functioning knowledge management makes a positive contribution to the level of job satisfaction. Even though job satisfaction has a significant positive impact on Organizational Citizenship Behavior, job satisfaction does not act as an intermediary in the relationship between Good Corporate Governance and Organizational Citizenship Behavior. In contrast, in the knowledge management framework, job satisfaction plays a role as a mediator that connects the influence of knowledge management on organizational citizenship behavior.

The mediating role of organizational citizenship behavior in the relationship between career self-efficacy and career success among construction project managers in Mashhad

The mediating role of organizational citizenship behavior in the relationship between career self-efficacy and career success among construction project managers in Mashhad

The Role of Organizational Citizenship Behavior, Teamwork, and Organizational Support in Improving Employee Performance

This study aims to determine the influence of Organizational Citizenship Behavior, teamwork, and organizational support in improving employee performance at SMP Negeri 39 Semarang. The population used was all employees of SMP Negeri 39 Semarang with a total of 48 people. The sampling technique used the census, so the sample size used was 48 respondents. The data source used is primary data, with data collection methods using questionnaires. The data analysis technique used is multiple linear regression analysis. The results showed that the role of OCB had a positive and significant effect in improving employee performance, teamwork had a positive and significant effect in improving employee performance and organizational support had a positive and significant effect in improving employee performance. The managerial implication is that employees should be willing to complete tasks outside of their main duties, be cooperative in their work, be open, and prioritize togetherness in the organization.

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.

Exploring the impact of organizational culture on employee performance: The mediating role of organizational citizenship behavior

This study examines how important human resources are for gaining competitive advantages in businesses that are hard for competitors to copy. It suggests that both private and public organizations should closely examine and take action on policies and strategies related to employee performance behaviors at work. The focus of the research was to understand the role of organizational citizenship behavior (OCB) as a middle step between organizational culture (OC) and the performance of employees in their assigned roles (In-role performance or IP). To collect data, online surveys were sent to employees in Thailand, which were designed based on previous research and checked for reliability using the Cronbach alpha coefficient. The study received 211 responses, which was a satisfactory number based on calculations from the G*Power program and analysis using partial least squares structural equation modeling (PLS-SEM). The findings showed that OC positively affects all aspects of OCB, including civic virtue (CV), conscientiousness, courtesy (CY), altruism (AL), and sportsmanship (SP), with CY and CV having a positive impact on IP. OC was found to indirectly influence IP through two aspects of OCB, CY, and CV, with statistical significance. Structural equation modeling showed that these relationships could explain up to 79.1% of the variation in IP. The study concludes that by fostering a culture that promotes CV and CY, organizations can enhance their competitive and cultural advantages through improved employee performance.

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