Role Of Organizational Citizenship Behavior Research Articles

Pengaruh Keadilan Organisasi Terhadap Kinerja Pegawai : Peran Mediasi Organizational Citizenship Behavior

The purpose of this research to analyze the effect of organizational justice on employee performance. Analyzing the effect of organizational citizenship behavior on employee performance, analyzing the mediating role of organizational citizenship behavior on the effect of distributive justice on employee performance and analyzing the mediating role of organizational citizenship behavior on the effect of procedural justice on employee performance at the Center for the Development of Quality Assurance for Vocational Education in the Field of Building and Electrical Fields, Medan. This type of research is associative. The approach used is associative and quantitative. So based on a population of 150 people, the sample taken is 122 people. Data collection techniques in this study were interviews, questionnaires. This data will be analyzed with a quantitative approach using statistical analysis, namely the partial least square - structural inquiry model (PLS- SEM). The results showed that Distributive Justice had a positive but not significant effect on Organizational Citizenship Behavior. Procedural Justice has a positive and significant effect on Organizational Citizenship Behavior. Distributive Justice has a positive and significant effect on employee performance. Procedural Justice has a positive and significant effect on employee performance. Organizational Citizenship Behavior has a positive and significant effect on employee performance. Organizational Citizenship Behavior cannot mediate or mediate the effect of Distributive Justice on Employee Performance. Organizational Citizenship Behavior mediates or mediates the effect of Procedural Justice on Employee Performance.

The Impact of Business Intelligence on Organizational Excellence: the Mediating Role of Organizational Citizenship Behavior

Purpose: The aim of this study is to examine the effect of business intelligence on organizational excellence in Jordanian banks. Theoretical Framework: The research model determine the impact of business intelligence in its dimensions (response, flexibility and speed) on organizational excellence and studying the mediating role of organizational citizenship behavior on the relationship between business intelligence and organizational excellence. Design/ Methodology/ Approach: The questionnaire was study’s main tool for collecting data; where (240) questionnaires were distributed, and (183) questionnaires were retrieved for analysis. Analyzing data was conducted using a set of statistical methods including Cronbach's alpha along with a normality test, standard deviation, exploratory factor analysis, confirmatory factor analysis, simple linear regression and multiple regression using SPSS-V20 and AMOS -V23 software’s. Findings: The results of this study revealed that there is a statistically effect for business intelligence dimensions on organizational excellence, and There is a statistically impact for organizational citizenship behavior in improving the effect of business intelligence on organizational excellence. Research, Practical & Social implications: Depending on the study results, banks shall provide the concept of business intelligence and its priority practices at work, as being necessary for all directors; also, they shall develop capabilities of Directors working for banks should be done by holding specialized courses. Originality / Value: The study indicates that banks are interested to achieve a high level of organizational excellence and all that achieves this high level, through many practices, including goal setting and striving to achieve them, focusing on performing appropriate work, meeting customer requirements on time, and ensuring that employees are encouraged to innovate.

Deciphering The Impact of Workplace Spirituality on The Mental Well-Being of Female Police Officers: Investigating the Mediating Role of Organizational Citizenship Behavior and Job Burnout, And the Moderating Role of Organizational Embeddedness

Deciphering The Impact of Workplace Spirituality on The Mental Well-Being of Female Police Officers: Investigating the Mediating Role of Organizational Citizenship Behavior and Job Burnout, And the Moderating Role of Organizational Embeddedness

Revisiting the Effect of Job Satisfaction and Organizational Culture on Employee Performance: The Mediating Role of Organizational Citizenship Behaviour

Research on organizational citizenship behaviour is intriguing because it is often seen as an important asset to bring new perspectives and ideas to improve organizational performance and culture. However, the factors affecting OCB still need more empirical evidence. This study aimed to determine the effect of job satisfaction and organizational culture on employee performance with OCB as a moderating variable at P.T. Magnum Attack Indonesia. This study used a quantitative approach with a questionnaire survey of 89 respondents. The data analysis method uses SEM-PLS. The results showed that job satisfaction had no significant effect on employee performance and OCB. Organizational culture does not affect employee performance but shows a significant effect on OCB. OCB did not mediate the relationship between job satisfaction and employee performance, as well as organizational culture and employee performance. The research suggests that P.T. Magnum Attack Indonesia should enhance the Organizational Citizenship Behaviour (OCB) of individual employees by fostering a culture of care for colleagues, discipline in work, mutual respect, and assistance among co-workers. Consistently practicing OCB can lead to the development of a positive organizational culture.

Analysis of The Role of Organizational Citizenship Behavior to Optimize Work Discipline

This study aims to determine the effect of Public Service Motivation on Work Discipline through strengthening Organizational Citizenship Behavior. The population in this study were all teachers who worked at Purwantoro Elementary School, Malang City. The sampling technique used in this research is Nonprobability Sampling with a total of 91 respondents. And the data is processed through Smart Partial Least Square (PLS) software. The results of this study indicate that public service motivation, which is still low, has not been able to contribute to improving teacher performance at SDN Purwantoro, Malang City. Likewise, organizational citizenship behavior (OCB) is getting better, it will be able to contribute to teacher work discipline. It was also found in this study that the better the organizational citizenship behavior (OCB), the more it would contribute to the teacher's work discipline. As well as high or increasing public service motivation, accompanied by a good role of organizational citizenship behavior, then work discipline will be better.

The interplay among human resource information systems, organizational citizenship behavior, and organizational success in Jordanian banks

The objective of this study is to investigate the impact of human resource information systems on organizational success and the moderating role of organizational citizenship behavior in the banking sector of Jordan. The study employed a quantitative-research method, using a stratified random sampling technique, to collect data from 141 employees working in the human resources departments of Jordanian banks. The simple regression results showed a significant positive impact of human resource information systems on organizational success, as indicated by a T-value of 4.195 at a significance level of 0.000, which was less than 0.05, an F-value of 17.569 at a significance level of 0.000. Additionally, the study found that organizational citizenship behavior played a significant moderating role in the relationship between human resource information systems and organizational success, as demonstrated by an increase in the R2 value from the first to the third models. These findings contribute to the existing literature by providing new evidence of the positive impact of human resource information systems on organizational success and the moderation effect of organizational citizenship behavior in the MENA region.

The Impact of Spiritual Leadership and Motivational Leadership on Organizational Citizenship Behavior and Religious Performance: Evidence from Indonesian Islamic Schools

Integrated Islamic Kindergartens and Elementary Schools in Indonesia are highly influenced by Islam. However, some schools that aim to enhance religious performance and management still need to comprehend the role of Organizational Citizenship Behavior (OCB). In addition, there has been scare research examining the interplay among spiritual leadership, motivational leadership, religious performance, and OCB in Islamic education context. Hence, this research focuses on the effect of OCB, spiritual leadership, and spiritual motivation on religious performance. The study uses a quantitative method through survey, and a proportional random sampling technique is applied to select 203 respondents, consisting of teachers and staffs. An online questionnaire measured using five-point likert scale is employed to elicit the required data. Path analysis multiple linear regression using SPSS program is further used to interpret the data. The results of data analysis indicate that spiritual motivation and leadership have a significant effect on OCB. Furthermore, spiritual motivation and leadership also significantly affect religious performance. The analysis suggests that an increase in spiritual motivation and leadership encourages OCB and leads to better religious performance in the long run. In a broader view, this research offers fruitful insights for Islamic schools in Indonesia to enhance teachers' and staffs' religious working performance.

The role of organizational citizenship behavior and patriotism in sustaining public health employees' performance.

Employee performance during health crises is currently one of the most alarming global concerns. Owing to its significance, scholars assessed factors that improve such performance. However, such improvements in performance require public health employees' discretionary behavior. We investigate the impact of organizational citizenship behavior and patriotism on employee performance, shifting the focus of the healthcare industry's employee performance conversation to how it can be sustained. We used cross-section data from 541 Chinese public health employees who made up the final sample in this study, which has been shown to be appropriate for investigations utilizing a quantitative method. The results of our empirical analysis demonstrate that organizational citizenship behavior positively contributes to sustaining employee performance. We found the same to be true about the positive mediating effect of patriotism on the aforementioned relationship. The findings offer insights into how a country's performance at both local and international levels propels and sustains the job performance of its citizenry. Thus, governments should be more efficient and ensure they maintain a robust institutional environment. This study provides theoretical and empirical evidence based on a research survey of the roles of organizational citizenship behavior and patriotism that sustain employee performance in China's public health sector, in particular during health crises.

Towards Organizational Citizenship Behavior and Religious Performance

The tendency of Islam is very thick in the Integrated Islamic Kindergarten (TKIT) and Integrated Islamic Elementary School (SDIT) circles. However, several schools focusing on increasing religious performance and management still need to fully interpret the role of organizational citizenship behaviour (OCB). The study concentrates on the role of OCB as a mediator in influencing spiritual motivation and spiritual leadership on religious performance in one of the kindergarten and primary schools from West Kalimantan. Quantitative methods, where in-depth exploration through surveys applies, support us, teachers and teaching staff. Resource persons were determined by a disproportionate stratified random sampling technique totalling 409 participants. We chose path analysis to interpret the data, so there are five essential points. The findings in the first model show that spiritual motivation and leadership have a significant effect on OCB. In the second model, spiritual motivation and OCB also significantly affect religious performance, whereas spiritual leadership does not. The implications of the output analysis indicate that the more spiritual motivation and spiritual leadership increase, the more it encourages OCB. Too, the more spiritual motivation and OCB increase, it also stimulates religious performance in the long term.

Role of Organizational Citizenship Behaviour in Firm Performance: A Cross-Sectional Perspective

Employees' independent decisions to support the overall effectiveness and success of their company are referred to as organizational citizenship behavior (OCB). It encompasses actions like supporting coworkers, offering to complete extra work, taking initiative, and acting ethically in the workplace. As companies look for ways to boost their performance and stay ahead of the competition, OCB is becoming more and more significant in today's competitive business environment. As businesses become more aware of the value of employee behavior in accomplishing their objectives, the idea of OCB is gaining ground in India.Increased productivity, work happiness, and staff retention are some benefits of OCB that affect business performance. Employees who participate in OCB are more likely to give outstanding service and go above and beyond for their clients, which can increase customer satisfaction and loyalty. Despite the potential advantages of OCB, it can be difficult for organizations to promote and reward these behaviors. This is so because OCB is optional and not included in an employee's job description. However, companies may encourage employees to engage in these behaviors and profit from higher performance by fostering a culture that values and encourages OCB.

The Role of Green Human Resource Management Practices towards Health Sector: With mediating role of Organizational Citizenship Behavior towards Environment and Psychological Green Climate.

The Role of Green Human Resource Management Practices towards Health Sector: With mediating role of Organizational Citizenship Behavior towards Environment and Psychological Green Climate.

Organisational justice and organisational performance: mediation role of organisational citizenship behaviour in business institutes of Pakistan

Organisational justice and organisational performance: mediation role of organisational citizenship behaviour in business institutes of Pakistan

The role of organizational citizenship behavior as an intervening variable in the relationship between employee engagement and gig workers’ productivity in India

The rapidly growing gig economy is bringing a new economic revolution throughout theworld. India is the next frontier of this revolution, with its demographic dividend of a half-billion labour force and the world’s youngest population, growing urbanization, widespread use of smartphones and related technologies. In this context, this brand — new analysis offers detailed viewpoints and suggestions on India’s gig-platform economy, which employs millions of people. As a result, many corporations increasingly rely on gig workers to do their work done. Employee engagement and organizational citizenship behavior may have an impact on employees’ productivity. Purpose. The purpose of this study is to investigate the impact of employee engagement on gig workers’ productivity through organizational citizenship behavior as an intervening variable. Method. This study was done with 197 respondents who are working in IT industry. The data is gathered through a questionnaire.The data analysis employs descriptive, exploratory, and inferential techniques. Findings. The study’s findings showed that employee engagement has an impact on organizational citizenship behavior and organizational citizenship behavior has an impact on gig workers’ productivity. Implications forpractice. The findings suggest that organizations should focus on creating an engaged and committed workforce while promoting positive behaviors that contribute to organizational goals. By doing so, they can enhance gig workers’ productivity and improve their overall performance.

Effectiveness of Ethical Leadership on Job Satisfaction: Mediating Role of Organizational Citizenship Behavior

Recently, ethical leadership has opened innovative thought pathways that have attracted global human resource managers’ attention because of their efficacy and positive impact on organizational citizenship behavior. This research demonstrates the magnitude of employees’ job satisfaction impacts performance motivated by ethical leadership and organizational citizenship behavior. This study aims to determine the influence of ethical leadership on employees’ job satisfaction and OCB. Using a convenience sample design, data were collected from 230 employees. SmartPLS-3 software was used for data analysis. The results of this study reveal that ethical leadership has a positive impact on job satisfaction. Organizational citizenship behavior has mediated the relationship between job satisfaction and ethical leadership. The finding shows that ethical leadership has a significant impact on employees’ job satisfaction as well as a partial mediating relationship. Based on the findings, we present the theoretical and policy implications, limitations, and future studies pertinent to this research

Effect of motivating language on employee performance: mediating role of organisational citizenship behaviour and employee engagement in the healthcare sector

PurposeThis study aims to examine the effect of motivating language on employee performance and assesses the mediating roles of organisational citizenship behaviour and employee engagement between motivating language and employee performance in the Indian health-care sector, which is a highly demanding work environment, wherein employee burnout is high.Design/methodology/approachThe study was in the context of COVID-19 pandemic set for health-care workers in India. To collect data and test the proposed research model, 328 questionnaires were respondent by multi-level health-care professionals from private and government hospitals in North India.FindingsThe findings suggest that leader’s motivating language is crucial for health-care leaders, inducing employee’s performance in context to patientcare, safety and satisfaction. Underpinning theory of leader member exchange substantiates that the role of leader is pivotal in daily interaction with the stakeholders. Self-determination theory of motivation is determined by psychological needs satisfaction inducing employee engagement and organisational citizenship behaviour, amplified through the leader’s motivating language, resulting into improved patientcare and patient safety. The findings state that leader’s motivating language impacts the high culture context like health-care professionals, as observed in the Indian health-care sector during COVID-19. The findings are indicative of developing non-cognitive personality traits for managerial skills.Practical implicationsThe study substantiates the pivotal role of the leader’s communication with stakeholders such as patients/attendants and health-care staff. The findings, which are an indicator of patientcare, as an outcome of patient compliance, will be indicative of developing the non-cognitive skills in the personality traits of managerial skills, inducing patients’ trust in their health-care providers, using motivating language. Therefore, the health-care professionals must be trained in the application of motivating language with stakeholders, namely, patients/attendants and staff.Originality/valueThe findings state that leader’s motivating language impacts on employees of high culture context like health-care professionals, as observed in the Indian health-care sector during the recent global medical emergency of COVID-19, whereas the earlier studies posited leader’s motivating language to be effective on employees with low-cultural context. The role of leader is pivotal in daily interaction with the stakeholders, namely, patients/attendants and health-care staff.

Achieving employee environmental performance through perceived organizational support towards the environment: a mediated-moderation analysis

Purpose – This study aims to examine the effect of perceived organizational support for the environment (POSE) on environmental performance, by considering the mediating role of organizational citizenship behavior for the environment (OCBE) and the moderating role of individual green values. Design/methodology/approach – This study used a quantitative approach with a sample of 215 respondents from manufacturing company employees and used purposive sampling technique. The data obtained were analyzed using conditional process analysis and SPSS-Process. Findings – The results of this study indicated that POSE had a positive effect on environmental performance and proved that this influence can be found through the mediating role of OBCE. Then, the individual green value moderated the effect of POSE on OCBE, and the indirect effect of POSE on environmental performance through OCBE. Research limitations/implications – The data in this study were only taken from one city in Indonesia in a cross-sectional manner; thus, it required research with longitudinal data to explore causality between variables. Practical implications – The findings of this study can be a consideration for managers in manufacturing companies to understand the importance of improving environmental performance in companies and what factors influence it. Originality/value – Research that uses POSE and OCBE as factors that determine environmental performance in manufacturing companies, especially in Indonesia, is still limited. In addition, this study also considers the moderating role of individual green values and contributes to provide an understanding of the importance of environmental aspects for companies.

The Relationship between Time Personality and Teachers’ Emotional Exhaustion: A Moderated Mediation Model

In the highly interconnected and connected contemporary environment, work connectivity behavior has become an inevitable typical situation for most teachers. Individuals with different time personality traits not only differ in time management, time planning, and multi-tasking tendencies, but also have different time perceptions of the same physical time. However, how individuals with different time personalities affect emotional exhaustion in work connectivity behavior scenarios needs to be further explored. Based on conservation of resource (COR) theory, differences in time personality traits show different degrees of emotional exhaustion through individuals’ work connectivity behavior. Meanwhile, organizational citizenship behavior, as very important extra-role behavior, can positively influence organizational functioning and interpersonal interactions within the organization, and based on attribution theory, individuals with high levels of organizational citizenship behavior would perceive off-time work connectivity behavior as altruistic and pro-organizational behavior. Therefore, this study integrated two theoretical perspectives to explain the effect of time personality on emotional exhaustion, the mediation of work connectivity behavior and the moderating role of organizational citizenship behavior (helping behavior or civic morality dimensions), both of which play a role in predicting emotional exhaustion based on time personality. In this study, the analysis of the valid data obtained from 630 teachers revealed: (1) Time personality has a positive significant effect on emotional exhaustion. (2) Work connectivity behavior mediates the relationship between time personality and emotional exhaustion. (3) Two dimensions of organizational citizenship behavior, helping behavior and civic morality, inversely moderate the relationship between work connectivity behavior and emotional exhaustion and the mechanism by which time personality positively facilitates emotional exhaustion through the mediation of work connectivity behavior. What is more, the study discusses the findings on the effects of time personality on emotional exhaustion and suggests its practical implications.

Role of Organizational Citizenship Behavior as a Mediating Variable on the Effect of Psychological Empowerment and Competence on Employee Performance

The civil servant as a government resource plays an important role in providing services for the community. Implementation of public services needs professional, proactive, and competent personnel in endeavor to improve service quality to the community. It is a challenge for civil servants to perform well. Several factors may contribute to improving employee performance, i.e. psychological empowerment, competence, and organizational citizenship behavior. This study aims to analyze the effect of psychological empowerment and competence on employee performance and to determine the role of organizational citizenship behavior as a mediator of psychological empowerment and competence effect on employee performance. The respondent was all civil servants at the Regional Revenue Agency-Badung Regency-Bali Province-Indonesia, with a total sample of 155 by utilizing the saturated sampling method. The data was collected by a self-administered questionnaire and analyzed through Structural Equation Modeling -Partial Least Square (SEM-PLS) 32.9. The results show that psychological empowerment and competence has a positive and significant effect on employee performance; psychological empowerment and competence have a positive and significant effect on organizational citizenship behavior, and organizational citizenship behavior partially mediates the effect of psychological empowerment and competence on employee performance. These findings imply that psychological empowerment, employee competence, and organizational behavior are important factors that may be considered by the government in improving employee performance.

Value-driven career attitude and job performance: An intermediary role of organizational citizenship behavior.

Value-driven career attitude (VDCA) is considered a dimension of a protean career attitude (PCA). Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance. A self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose Cochran's formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance. By analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory. This study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs.

The Mediating Role of Organizational Citizenship Behavior on the Relationship Between Entrepreneurial Leadership and Employees' Creativity: New Evidence from PLS-SEM Method

The Mediating Role of Organizational Citizenship Behavior on the Relationship Between Entrepreneurial Leadership and Employees' Creativity: New Evidence from PLS-SEM Method