Journal articles: 'Organizatinal behavior'

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Fitriani, Kulsum, Edi Suryadi, and Budi Santoso. "PENGARUH WORK-LIFE BALANCE TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN JOB SATISFACTION SEBAGAI VARIABEL MEDIASI." Jurnal Investasi 9, no. 4 (January 4, 2024): 228–36. http://dx.doi.org/10.31943/investasi.v9i4.298.

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Penelitian ini dilakukan untuk mengetahui pengaruh work-life balance (WLB) terhadap Organizational Citizenship Behavior (OCB) dengan job satisfaction sebagai variabel mediasi pada karyawan PT Okta Rekananda Instrument. Tujuan dari penelitian ini adalah untuk mengidentifikasi peran mediasi job satisfaction dalam hubungan antara work-life balance (WLB) terhadap Organizational Citizenship Behavior (OCB). Metode penelitian merupakan kuantitatif verifikatif dengan jumlah sampel dalam penelitian ini adalah sebanyak 52 karyawan yang diperoleh dari survei menggunakan 32 item kuesioner yang disebarkan pada karyawan PT Okta Rekananda Instrument. Teknik analisis yang digunakan dalam penelitian ini akan menggunakan analisis Structural Equation Modeling – Partial Least Square (SEM-PLS). Hasil penelitian menunjukkan bahwa work-life balance (WLB) tidak berpengaruh secara langsung terhadap Organizational Citizenship Behavior (OCB), job satisfaction (JS) berpengaruh secara positif dan signifikan terhadap organizatinal citizenship behavior (OCB), work-life balance (WLB) berpengaruh secara positif dan signifikan terhadap job satisfaction (JS) dan work-life balance (WLB) terhadap organizatinal citizenship behavior (OCB) dimediasi secara positif oleh job satisfaction (JS).

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Susilowati, Dewi, Siti Nurmayanti, and Sri Tatminingsih. "Pengaruh Organization Citizenship Behavior dan Komitmen Organisasional terhadap Kinerja dengan Mediasi Kepuasan Kerja (Studi pada Dinas Kelautan dan Perikanan Kabupaten Sumbawa)." JIIP - Jurnal Ilmiah Ilmu Pendidikan 5, no. 9 (September 3, 2022): 3772–79. http://dx.doi.org/10.54371/jiip.v5i9.926.

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Penelitian ini bertujuan untuk menganalisis dan menjelaskan pengaruh organizatinal citizenship behavior (OCB) dan komitmen organisasional terhadap kinerja dengan mediasi kepuasan kerja pegawai Dinas Kelautan dan Perikanan Kabupaten Sumbawa. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan kuesioner sejumlah 80 responden pada pegawai Dinas Kelautan dan Perikanan Kabupaten Sumbawa. Teknik pengambilan sampel menggunakan metode sampling jenuh atau sensus. Analisis data menggunakan semPLS. Dari hasil penelitian menunjukkan organizational citizenship behavior (OCB) dan kepuasan kerja memiliki pengaruh terhadap kinerja, komitmen organisasional tidak terbukti memiliki pengaruh yang signifikan terhadap kinerja, organizational citizenship behavior (OCB) tidak memiliki pengaruh signifikan terhadap kepuasan kerja, komitmen organisasional berpengaruh positif dan signifikan terhadap kepuasan kerja, kepuasan kerja tidak terbukti sebagai mediasi pada hubungan antara organizational citizenship behavior (OCB) terhadap kinerja, kepuasan kerja memediasi pada hubungan komitmen organisasional terhadap kinerja.

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Sekolah Tinggi Ilmu Ekonomi Y.A.I, Lies Kantinia Rohma, and Alex Zami Sekolah Tinggi Ilmu Ekonomi Y.A.I. "JUMPA Vol. 4 No. 1, Feb 2017 PENGARUH KEPRIBADIAN DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PADA KARYAWAN PT. POS INDONESIA (PERSERO) WILAYAH BEKASI." Jurnal Manajemen dan Perbankan (JUMPA) 4, no. 1 (February 28, 2017): 72–91. http://dx.doi.org/10.55963/jumpa.v4i1.207.

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In this research is studied the influence of organizational culture on personality and Organizational Citizenship Behavior(OCB) to theemployees of PT. POS INDONESIA (Persero) BEKASI AREA. The independent variablesin this studyis the personality and culture of the organization, while the dependent variable Organizational Citizenship Behavior (OCB). This study aimsto determine the effectof personality and organizational culture both partial and together the Organizational Citizenship Behavior (OCB) to theemployees of PT. POS INDONESIA(Persero) BEKASI AREA. The method usedin this research isdescriptive and verification methods. Givena population of 60 people, the method use disproportional random sampling. Methods of data analysis using SPSS software Ver. 21:00. The results of this study proveeitherpartially or jointlypersonality and organizational culturepositive and significant impacton Organizatinal Citizenship Behavior, where Fhitung9.295>Ftabel3.16 and a significance levelof 0.000<0.05 so the research hypothesis H1, H2 and H3 accepted,it is also supported by theRsquare valueof 24.6%. It shows the contribution of personality and influence of organizational culture on Organization Citizenship Behaviorat 24.6%.

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Handayani, Fitri, Sefnedi Sefnedi, and Irwan Muslim. "Persepsi Dukungan Organisasi dan Karakteristik Pekerjaan Terhadap Knowledge Sharing: Organizational Citizenship Behavior Sebagai Mediasi." Jurnal Ilmiah Manajemen dan Bisnis 22, no. 1 (April 30, 2021): 35–45. http://dx.doi.org/10.30596/jimb.v22i1.4975.

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Organizational citizenshipxbehavior has been recognized as an important variable for every organization both in academicians and practitioners. Thexpurpose of this study is to investigate thexrole of organizatinal citizenship behavior as mediator onxthe relationshipxbetween perceivedxorganizational support, job characteritics and knowledge sharing. The number of respondents that could be used in this study was 37 employees of the CivilxServants inxthe Public Works andxPublic Housing Agencyxof the West Sumatra Region of Padang City. The resultsxof analysis showedxthat the perceived organizationalxsupport and jobxcharacteristics did not affect significantly knowledge sharing. Perceived organizationalxsupport wasxfound to have positive effect onxorganizational citizenship behavior and jobxcharacteristics did not influencexorganizational citizenship behavior. Furthermore,xorganizational citizenship behaviorxwas found to havexpositive effect on knowledgexsharing. In addition, organizationalxcitizenship behavior wasxproven to mediate thexrelationship between perceived organizationalxsupport and knowledge sharing.xHowever, it did notxmediate the relationship between jobxcharacteristics and knowledge sharing.

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Oktaviani, Lusi, Purnamie Titisari, and Imam Suroso. "A The effect of work motivation and transformational leadership style on employee performance through organizational citizenship behavior as an internvening variable on BMT UGT Sidogiri Jember employees." International Journal of Scientific Research and Management 8, no. 08 (August 22, 2020): 1924–29. http://dx.doi.org/10.18535/ijsrm/v8i08.em02.

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The study aims to analyse and discuss work motivation variables and transformational leadership styles on employee performance, work motivation variables and transformational leadership styles in Organizational Citizenship Behaviour (OCB), and Organizatinal Citizenship Behaviour (OCB) variables on employee performance. The population in this study were all employees of BMT UGT SIDOGIRI Jember consisting of 152 people. The sampling method uses a sampling probability with a random sampling approach using the Sovlin formula so that a sample of 110 respondents is obtained. The research uses line analysis and SPSS 20.0 as an analytical tool. The results of this study are (1) The motivation of work is significant impact on Organizational Citizenship Behaviour of BMT UGT Sidogiri Jember Employees, (2) Transformational leadership style significant influence on Organizational Citizenship Behaviour on employees of BMT UGT Sidogiri Jember, (3) Work motivation is significant effect on the performance of BMT UGT Sidogiri Jember Employees, (4) The Transformational leadership style is significant to the performance of the employees of BMT UGT Sidogiri Jember , (5) Organizational Citizenship Behaviour has a significant effect on the performance of employees of BMT UGT Sidogiri Jember, (6) The motivation of work has a significant impact on performance through the Organizational Citizenship Behaviour on employees of BMT UGT Sidogiri Jember, (6) The Transformational leadership style is significant to the performance through the Organizational Citizenship Behaviour at BMT UGT Sidogiri

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METE, Yar Ali, and Hüseyin SERİN. "Örgütsel adalet ve örgütsel güven algısının örgütsel bağlılık davranışına etkisi." Journal of Educational Sciences Research 4, no. 2 (October 15, 2014): 265–86. http://dx.doi.org/10.12973/jesr.2014.42.15.

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Soelton, Mochamad. "The THE IMPLICATION OF JOB SATISFACTION THAT INFLUENCE WORKERS TO PRACTICE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN THE WORK PLACE." Archives of Business Research 8, no. 5 (May 10, 2020): 33–48. http://dx.doi.org/10.14738/abr.85.8139.

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This research aims to examine and analyze the political organization, organizational climate and organizational culture with organizational citizenship behavior (OCB) and job satisfaction as an intervening variable for employees of Distributor Company. The object of this research is 73 employees of Distributor Company. The approach used in this research is Component or Variance Based Structural Equation Model with analysis tool Smart-PLS. The results showed Political organizationa that has positive significant effect on job satisfaction. Organizational climate that has positive significant effect on job satisfaction to employees Distributor Company. Organizational culture that has positive significant effect on job satisfaction. Political organization does not affect organizational citizenship behavior (OCB). Organizational climate that has positive significant effect on organizational citizenship behavior (OCB). Organizationa culture that has positive significant effect on organizational citizenship behavior (OCB). Job satisfaction that has positive significant effect on organizational citizenship behavior (OCB).

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Manafe, Leonard Adrie, and Jaka Nugraha. "KARAKTERISTIK BUDAYA ORGANISASI UNGGUL SEBAGAI UPAYA MENINGKATKAN KINERJA FREELANCERS PADA PT INDAH JAWARA UTAMA." Jurnal Valuasi: Jurnal Ilmiah Ilmu Manajemen dan Kewirausahaan 1, no. 2 (July 18, 2021): 451–68. http://dx.doi.org/10.46306/vls.v1i2.37.

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The fourth industrial revolution directs people to increasingly realize the importance of digitization. PT Indah Jawara Utama is a corporate in the digital business world which has many competitors. To ensure the suitability measurement, strategy, duty, and the resultant impact, the company must possess a good organizational behaviour. Organizational behaviour refers to a system which distinguishes an organization to others. It indicates that an organization upholds a set of characteristics of organizational behavior. This study aimed to identify the characteristic of strong organizational behaviors in PT Indah Jawara Utama as a company which engages in the production house, agency media, and event organizer. This study used a qualitative method with focused interview approach. The samples were determined by saturated sampling (census). Results obtained from this study states that six of seven characteristics of organizational behaviors are found in PT Indah Jawara Utama. Those are innovation and risk taking, attention to detail, outcome orientation, people orientation, team orientation, and stability.

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Ismail Bakan, Ismail Bakan, Tuba Buyukbese, Burcu Ersahan, and Ilker Kefe Ilker Kefe. "The Effect of Organizational Commitment on Women Employees’ Organizational Citizenship Behavior." Indian Journal of Applied Research 3, no. 2 (October 1, 2011): 202–4. http://dx.doi.org/10.15373/2249555x/feb2013/70.

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R, Uma, and Radhamani R. "Job Satisfaction as Antecedent of Organizational Citizenship Behavior: An Empirical Study Among Academicians." NMIMS Management Review 30, no. 04 (July 14, 2022): 42–63. http://dx.doi.org/10.53908/nmmr.300403.

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Purpose: Organizational citizenship behavior is significant for enhancing organizational effectiveness. Due to the importance of employee citizenship behaviors for organizations, it is necessary to analyze the impact of the antecedents of citizenship behaviors for promoting such behaviors among employees. This research work has examined the predictive ability of the different dimensions of job satisfaction in eliciting organizational citizenship behaviors among academicians working in private arts and science colleges. The dimensions of job satisfaction taken up for analysis include – salary, workload, physical work environment, interpersonal relationship, leadership style and job security. The dimensions of Organizational citizenship behavior include – altruism, sportsmanship, conscientiousness, civic virtue and courtesy. Methodology: Primary and Secondary data were used in this study. The primary data was based on the sample survey conducted among academic staff employed in private arts and science colleges. The sample size for the study is 112. Data was analyzed using Correlation and multiple regression methods using SPSS version 28. Findings: The results have established job satisfaction as a significant predictor of the organizational citizenship behavior dimensions of sportsmanship, civic virtue and courtesy. Workload was found to have the strongest antecedent ability. Practical Implication: The results of the study will help educational institutions to better manage the organizational factors that promote job satisfaction among academic staff. Satisfied staff will engage in citizenship behaviours that will strengthen the academic institution. Originality: This research work has examined and established the predictive ability of job satisfaction in eliciting organizational citizenship behaviours among academic staff. The reciprocity norm of Social Exchange theory which advocates that satisfied employee reciprocate their satisfaction by displaying citizenship behaviour is confirmed in this work.

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Ahmadi, Soheila, and Farid Ahmadi. "Teachers’ Organizational Commitment and Organizational Citizenship Behavior Is there any Relationship?" New Educational Review 33, no. 3 (2013): 272–83. http://dx.doi.org/10.15804/tner.13.33.3.23.

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This study aimed to explore the level of teachers’ organizational commitment and organizational citizenship behavior and the relationship between them. The data was collected through a questionnaire returned from 322 teachers working in Urmia public high schools. The results of descriptive analysis indicated that the teachers had positive perceptions of organizational commitment and organizational citizenship behaviors. Moreover, they showed a moderate positive relationship between organizational commitment and organizational citizenship behavior, and affective commitment emerged as a significant predictor of organizational citizenship behaviors.

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Sharma, Tripti. "RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AN ANALYSIS OF INDIAN OIL CORPORATION LIMITED, (PANIPAT)." YMER Digital 21, no. 07 (July 21, 2022): 788–95. http://dx.doi.org/10.37896/ymer21.07/63.

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A lot of people have done numerous researches on the organization behavior. This study attempts fill the gap by studying the relationship between organizational citizenship behavior and organizational commitment. The sample derived from questionnaire survey of 390 respondents of Indian Oil Corporation limited, Panipat. The aim of the study is to find out the relationship between organizational commitment and organizational citizenship behaviour in Indian Oil Corporation limited, Panipat. Primary data collected through quantitative as well as qualitative procedure. The result of the study suggests that there is a positive relation of organizational commitment and organizational citizenship behavior in Indian Oil Corporation limited, Panipat. Keywords: Organizational commitment, Organizational Citizenship Behaviour,. Dimensions of Organizational commitment and Organizational Citizenship Behaviour.

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García Villamizar, Clara Inés, Eliana Alexandra Celis García, and Orlando E. Contreras-Pacheco. "Identificación profesional y comportamiento organizacional de los profesionales de la comunicación." Suma de Negocios 11, no. 25 (June 20, 2020): 139–48. http://dx.doi.org/10.14349/sumneg/2020.v11.n25.a5.

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Smith, J. R., Lisa A. Micich, and Douglas L. McWilliams. "Organization Citizenship and Employee Withdrawal Behavior in the Workplace." International Journal of Human Resource Studies 6, no. 3 (August 18, 2016): 43. http://dx.doi.org/10.5296/ijhrs.v6i3.9916.

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The purpose of this research was to investigate the effect of organizational citizenship behaviors (altruism, courtesy, sportsmanship, generalized compliance and civic virtue) on employee withdrawal behaviors (turnover, absenteeism and tardiness). Most research in the OCB literature focused on the impact of organizational citizenship behaviors on turnover, with minimal attention directed toward absenteeism and tardiness, as negative employee performance behaviors. Data were obtained from employees (N = 334) at a municipal law enforcement agency with (N = 624) employees resulting in a 53.53% usable response rate. Data analysis indicated that job satisfaction was directly related to organizational citizenship behavior; and organizational citizenship behavior was inversely related to overall employee withdrawal behavior. Study findings did not lend support for organizational commitment being directly related to organizational citizenship behavior. The authors specified study limitations and future research opportunities.

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Nosratabadi, Saeed, Hamid Khedry, and Parvaneh Bahrami. "A Survey on the Relationship of Organizational Commitment and Organizational Citizenship Behavior." SIJ Transactions on Advances in Space Research & Earth Exploration 7, no. 2 (April 5, 2019): 5–13. http://dx.doi.org/10.9756/sijasree/v7i2/03050170201.

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CIFTGUL, Recep, and Ayse Canan CETINKANAT. "The Impact of School Principals on Teachers’ Organizational Culture Perceptions and Organizational Citizenship Behaviors." Revista de Cercetare si Interventie Sociala 72 (March 15, 2021): 93–108. http://dx.doi.org/10.33788/rcis.72.6.

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The aim of this research is to detect whether the participatory, supportive and guiding leadership styles of primary school principals have effect upon their organizational culture and organizational citizenship behaviour. Survey method is used in the research. The research population is composed of 1219 primary school teachers under the Ministry of National Education of TRNC, while the sample is composed of 448 teachers selected from different provinces. “Scale of leadership styles” is used to maintain leadership styles and for the leader culture level in schools. Data for the level of organizational citizenship behavior evaluated by teachers is gathered through the “scale of organizational citizenship behavior”. In analyzing data, arithmetic mean and standard deviation values were used as identifying statistics, regression analysis was used as well and the research data was analyzed using the SPSS program. As a result of the analysis, it was determined that school principals used more participatory and supportive leadership styles in turn. All three leadership styles are found effective on teachers’ organizational culture perceptions as significant predictors on the other hand organizational citizenship behaviors only predict participatory and supportive leadership styles.

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HM, Muhdar, and St Rahma. "The Influence of Spiritual Intelligence,Leadership, and Organizational Culture on Organizational Citizenship Behavior: A Study To Islamic Bank in Makassar City." Al-Ulum 15, no. 1 (December 21, 2017): 135. http://dx.doi.org/10.30603/au.v15i1.219.

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The aims of this study are to find out and to analys: (1) the influence of spiritual intelligence on organizational citizenship behavior; (2) the influence of leadership on organizational citizenship behavior; (3) the influence of organizationan culture on organizational citizenship behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula. The samples were selected in two stages: proportional and purposive sampling. The data were analyzed by using path analysis with the AMOS 21 program. The results show that: spiritual intelligence has a positive and significant influence on organizational citizenship behavior; leadership has a positive and significant influence on organizational citizenship behavior; organizational culture has a positive and significant influence on organizational citizenship behavior.

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Elçin qızı Fərzəliyeva, Ülkər. "Organizational behavior and approaches." SCIENTIFIC WORK 70, no. 09 (September 21, 2021): 68–73. http://dx.doi.org/10.36719/2663-4619/70/68-73.

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The purpose of this article is to identify and analyze the factors that influence the formation of organizational behavior, how to organize organizational behavior in enterprises. This article, which examines organizational behavior, is a qualitative study and has been interpreted using a document analysis approach. Through the analysis of the document, different sources related to organizational behavior were investigated and a number of definitions of organizational behavior were reflected.This article also discusses the importance of the organization in society. The impact of individuals, groups, and the formal structure of the organization on the behavior of organizations to work more effectively is reflected in the study. Key words: organizational behaviour, organization, personality, group, management process

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Elçin qızı Fərzəliyeva, Ülkər. "Organizational behavior and approaches." SCIENTIFIC WORK 70, no. 09 (September 21, 2021): 68–73. http://dx.doi.org/10.36719/2663-4619/70/68-73.

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The purpose of this article is to identify and analyze the factors that influence the formation of organizational behavior, how to organize organizational behavior in enterprises. This article, which examines organizational behavior, is a qualitative study and has been interpreted using a document analysis approach. Through the analysis of the document, different sources related to organizational behavior were investigated and a number of definitions of organizational behavior were reflected.This article also discusses the importance of the organization in society. The impact of individuals, groups, and the formal structure of the organization on the behavior of organizations to work more effectively is reflected in the study. Key words: organizational behaviour, organization, personality, group, management process

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Moon, Kwangsu, Jaehee Lee, and Shezeen Oah. "The effect of organizational commitment on safety behaviors." Korean Journal of Industrial and Organizational Psychology 24, no. 1 (February 28, 2011): 51–73. http://dx.doi.org/10.24230/kjiop.v24i1.51-73.

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The purpose of this study was to examine the effects of organizational commitment on safety behavior and to explore moderating effect of safety climate between organizational commitment and safety behaviors. 215 workers were asked to respond to the questionnaires that measured various demographic variables, organizational commitment, safety climate and safety behaviors. A hierarchical regression was conducted to identify variables that had significant relationships with safety behaviors and to examine moderating effect of safety climate between organizational commitment and safety behaviors. Results indicated that the emotional commitment significantly predicted both safety compliance and participation behavior and the normative commitment significantly predicted safety compliance behavior. It was found that the safety climate was also a significant predictor for both safety compliance and participation behavior. In addition, safety climate had a moderating effect on the relation between emotional commitment and safety compliance behavior and normative commitment and safety compliance and participation behavior. Based on these results, the implications of this study and suggestions for future research were discussed.

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GÜVEN, Bülent. "A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Business & Management Studies: An International Journal 6, no. 3 (November 29, 2018): 275–92. http://dx.doi.org/10.15295/bmij.v6i3.304.

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Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

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Hidayat, Cecep, Asep Hermawan, and Dita Oki Berliyanti. "The influence of organizational culture, transformational leadership on organizational citizenship behaviors, and organizational commitment through employee engagement." Indonesian Journal of Education and Social Sciences 3, no. 2 (May 7, 2024): 100–120. http://dx.doi.org/10.56916/ijess.v3i2.635.

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This study evaluates the impact of Organizational Culture and Transformational Leadership on Organizational Commitment and Organizational Citizenship Behavior through Employee Engagement in non-formal educational institutions (PKBM) in West Java. Data from 291 respondents were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) method. Results show that Organizational Culture and Transformational Leadership significantly influence Employee Engagement. Organizational Culture and Employee Engagement affect Organizational Citizenship Behavior, while Employee Engagement influences Organizational Commitment. Employee Engagement serves as a mediator between Organizational Culture and Transformational Leadership and Organizational Commitment and Organizational Citizenship Behavior. However, Organizational Culture and Transformational Leadership do not directly impact Organizational Commitment, and Transformational Leadership does not significantly influence Organizational Citizenship Behavior. Practical implications suggest enhancing institutional performance for the well-being of educators. The study contributes to the Integrative Organizational Behaviors Model, rooted in Social Exchange Theory, providing insights for future research on Organizational Behavior.

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OJO,, Solomon Yinde, Rafiu Akanji BANKOLE, and Toluwalope ADEBOLA. "ORGANIZATIONAL JUSTICE, ORGANIZATIONAL COMMITMENT AND TRUST IN MANAGER AS PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AMONG BANK EMPLOYEES." LASU Journal of Employment Relations & Human Resource Management 2, no. 1 (December 1, 2020): 248–66. http://dx.doi.org/10.36108/ljerhrm/0202.02.0171.

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This study investigated the influence of perceived organizational justice, organizational commitment and trust in manager as predictors of organizational citizenship behaviour among bank employees. Essentially, the issue of organizational justice, trust in managers and organizational commitment are subjects of interest in organizational behaviour and human resource management and as such this could be investigated in the banking industry in order to assess how they influence organizational citizenship behaviour. The study was a survey which employed Ex-Post Factor design. The design was found appropriate because the variables of interest were already in existence in the study area. Data was collected from 186 respondents. Using a structured questionnaire collected data were analysed using the inferential and descriptive statistics of the Statistical Package for Social Sciences (SPSS) version 21. The result revealed that perceived organizational justice was significantly and positively related to organizational citizenship behaviour [r(184)=.51** P<.01]; organizational commitment was significantly and positively related to organizational citizenship behaviour among bank employees [r(184)=.48**, P<.01]; trust in managers was significantly and positively related to organizational citizenship behaviour among bank employees [t(184)=.36**, P<.0.1]; perceived interactional justice was significantly and positively related to organizational citizenship behaviour (t184=6.37<.05]; perceived procedural justice was significantly and positively related to organizational citizenship behaviour {t(184)=.30**, P<.01]; perceived distributive justice was significantly and positively related to organizational citizenship behaviour among bank employees {r(184)=.43**, P<.01). Finally, the findings revealed that the predictor variables (perceived organizational justice, organizational commitment and trust in manager) showed significantly independent and joint prediction of organizational citizenship behavior among bank employees {F=78.74, P<.05, R2=.56.12}. It was concluded that organizational justice, trust in manager and organizational commitment significantly were significantly related to organizational citizenship behaviour among bank employees respectively and jointly. It was therefore recommended that organizational citizenship behavior should be more encouraged in the banking industry and other allied industries.

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Sari, Cindy Permata, and Salman Farisi. "POS (Perceived Organizational Support), Organizational Learning Culture (OLC) Terhadap OCB (Organizational Citizenship Behaviour) Melalui Job Satisfaction." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 3 (February 13, 2024): 4477–92. http://dx.doi.org/10.31539/costing.v7i3.8534.

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This study aims to determine the effect of POS (perceived Organizational Support), OLC (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job Satisfaction on 106 employees at PT Telkom Indonesia Tbk Telkom Medan Region, Indonesia. The data analysis method uses the Partial Least Square (PLS) method. The results showed that Pos (Perceived Organizational Support) and Job Satisfaction had a significant positive effect, Olc (Organizational Learning Culture) and Job Satisfaction had a significant positive effect, Pos (Perceived Organizational Support) and OCB (Organizational Citizenship Behaviour) had no significant effect, Olc (Organizational Learning Culture) and OCB (Organizational Citizenship Behaviour) had a significant positive effect, Job Satisfaction and OCB Organizational Citizenship Behaviour have a positive and significant effect, POS (Perceived Organizational Support) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant, Olc (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job satisfaction is negatively insignificant. Keywords: POS (perceived organizational support), OLC (organizational learning culture), OCB (organizational citizenship behavior), job satisfaction.

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Sahoo, Smruti Rekha. "Effect of Organizational Citizenship Behavior on Organizational Commitment: Field study in IT Industry." Journal of Advanced Research in Dynamical and Control Systems 11, no. 10-SPECIAL ISSUE (October 25, 2019): 165–72. http://dx.doi.org/10.5373/jardcs/v11sp10/20192788.

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Yohana, Corry. "The effect of leadership, organizational support and organizational citizenship behavior on service quality." Problems and Perspectives in Management 15, no. 2 (June 30, 2017): 197–203. http://dx.doi.org/10.21511/ppm.15(2-1).2017.03.

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The purpose of this research is to study the effect of leadership, organizational support and organizational citizenship behavior on service quality of the Chairman of the study program at the State University of Jakarta. This research used a quantitative approach with a survey method. The research population was Chairmen of the study program of Universities Jakarta. The research sample was 64 Chairmen of the study program selected randomly. Data were obtained from questionnaires and, then, analyzed using descriptive statistics, path analysis and inferential statistics. These results indicate that the Leadership has a direct positive effect on Service Quality, Organizational Support has a direct positive effect on Service Quality, Organizational Citizenship Behavior (OCB) has a direct positive effect on Service Quality, Leadership has a direct positive effect on Organizational Citizenship Behavior (OCB), Organizational Support has a direct positive effect on Organizational Citizenship Behavior (OCB) and the Leadership has a direct positive effect on Organizational Support. Thus, to improve the service quality, the Leadership, as well as the Organizational Support and OCB, should be improved.

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Guslina, Indri. "Impact of Positive Organizational Behavior on Self-Efficacy in Improving The Quality of Work of PT Kareta Sabila Employees." Eduvest - Journal of Universal Studies 3, no. 3 (March 20, 2023): 647–55. http://dx.doi.org/10.59188/eduvest.v3i3.766.

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Positive Organizational Behavior has a wide reach, from the organization's past buried in by business ideology, through the present with urgent needs and emerging opportunities. This qualitative study aims to find out positive organizational behavior on self-efficacy. Positive Organizational Behavior is not just explicit knowledge, skills, and abilities that can only be built through educational and training programs, or even through work experience. Positive Organizational Behavior is also not equivalent to organization-specific tacit knowledge built by managers and employees over time by taking time and immersing themselves in the socialization process to build motivation in improving the quality of employee work. Positive Organizational Behavior also brings new and exciting opportunities above and above that are provided by social relationships and networks across individuals, departments, and organizations. Positive Organizational Behavior has triggered a paradigm shift far from just a negative emphasis on pathology that fills handbooks, dictionaries and classification systems of clinical psychologists. Similarly, Positive organizational behaviour offers organizational behaviour and human resource management researchers and practitioners a new positive perspective, far from the 'gloom and doom' focusing on dysfunctional employees, aggression in the workplace, incompetent leaders, stress and conflict, unethical behaviour, ineffective strategies and counterproductive organizational structures and cultures

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Kim, Byung-Jik. "Unstable Jobs Cannot Cultivate Good Organizational Citizens: The Sequential Mediating Role of Organizational Trust and Identification." International Journal of Environmental Research and Public Health 16, no. 7 (March 27, 2019): 1102. http://dx.doi.org/10.3390/ijerph16071102.

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Although existing works have investigated the influence of employee’s job insecurity on his or her perceptions or attitudes, those studies relatively have paid less attention to the influence of it on employee’s behaviors, as well as to its intermediating mechanisms of the relationship between job insecurity and the behaviors. Considering that employee’s behaviors substantially influence various organizational outcomes, I believe that studies which examine the impact of job insecurity on the behaviors as well as its underlying processes are required. Grounded on the context–attitude–behavior framework, I delved into the intermediating mechanism between job insecurity and organizational citizenship behavior with a sequential mediation model. In specific, I hypothesized that employee’s organizational trust and organizational identification would sequentially mediate the job insecurity–organizational citizenship behavior (OCB) link. Utilizing 3-wave time-lagged data from 303 employees in South Korea, I found that organizational trust and organizational identification function as sequential mediators in the link. The finding suggests that organizational trust and organizational identification are underlying processes to elaborately explain the job insecurity–OCB link.

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Yoon, Donghwan, Jichul Jang, and JungHoon (Jay) Lee. "Environmental management strategy and organizational citizenship behaviors in the hotel industry." International Journal of Contemporary Hospitality Management 28, no. 8 (August 8, 2016): 1577–97. http://dx.doi.org/10.1108/ijchm-10-2014-0498.

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Purpose Recently, the hotel industry has increased its adoption of environmental management practices. Because the research on hotel environmental management often overlooks organizational factors, this study aims to investigate the effects of an environmental management strategy (EMS) on organizational citizenship behavior and tested the mediating roles of organizational trust and commitment in explaining those effects. Design/methodology/approach An online survey of US hotel employees yielded 373 complete responses. Data were analyzed with structural equation modeling. Findings EMS positively affected organizational trust and commitment, which ultimately influenced organizational citizenship behavior. Furthermore, organizational trust and commitment fully mediated the relationship between EMS and organizational citizenship behavior. Practical implications The results establish the foundation for applying EMS in organizational operations. The findings can benefit managers, as they show how hotel firms’ prosocial practices can enhance employees’ positive behaviors. Originality/value Despite the importance of employee attitudes and behaviors, little is known about the mechanism by which employees perceive the influence of an EMS on organizational citizenship behaviors. Therefore, the study examined organizational trust and commitment as mediators of the relationship between EMS and organizational citizenship behavior.

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Garzón Castrillón, Manuel Alfonso. "La Ciudadanía Corporativa (CC) Y El Comportamiento De Ciudadanía Organizacional (CCO)." Visión de Futuro, no. 28, No 1 (Enero – Junio) (June 1, 2023): 1–21. http://dx.doi.org/10.36995/j.visiondefuturo.2023.28.01.001.es.

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El objetivo principal de este artículo es explorar la relación entre ciudadanía corporativa (CC) y el comportamiento de ciudadanía organizacional (CCO) para lo cual se hace una aproximación a la realidad a la que se enfrentan las organizaciones, se utilizó el método ordinatio propuesto por Pagani et.al. (2015) para realizar una revisión en las bases de datos Scopus, WoS y con base en ella, establecer los antecedentes, el concepto de ciudadanía corporativa, el comportamiento de ciudadanía organizacional (CCO) y los resultados de investigación sobre ciudadanía corporativa (CC) y comportamiento ciudadano organizacional (CCO) y como resultado se propone, cuatro hipótesis y un modelo de ciudadanía Corporativa (CC) y el comportamiento ciudadano Organizacional (CCO) y unas conclusiones.

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Etikariena, Arum, and Shanindya Bias Imaji Kalimashada. "The Influence of Organizational Climate on Innovative Work Behaviour." Jurnal Psikologi 20, no. 1 (April 10, 2021): 22–34. http://dx.doi.org/10.14710/jp.20.1.22-34.

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This study discusses about the effect of organization climate on innovative work behaviour. The respondents ofthis study were 124 employees who work in a mining company which implement innovation. This research wasa quantitative research and used Innovative Work Behaviour Scale by Janssen (2000) and Organizational ClimateMeasurement by Patterson et al. (2005). The data analysis technique used multiple regression analysis. The resultshowed that there was an influence of organizational climate on innovative behavior in the workplace by 12.1%,R2 = .121; F(1, 122) = 16,721, p < .05.The results also showed from the three dimensions of organizational climate,only two has significant effects, they are flexibility & innovation, t(120) = 2.433, p < .05, and outward focus,t(120) = 2.113, p < .05. Dimension which not significantly affect innovation work behaviour is reflexivity, t(120)= -.143, p = .886. The implications of this study can be considered by organizations to develop a supportiveorganizational climate so that employees feel comfortable to display innovative work behaviors and at the endwill ultimately have a positive impact for the organization.

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Yoo, JiWoon, and Jinkook Tak. "The effect of newcomers’ proactive personality on organizational socialization through information seeking behavior." Korean Journal of Industrial and Organizational Psychology 25, no. 4 (November 30, 2012): 749–73. http://dx.doi.org/10.24230/kjiop.v25i4.749-773.

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The purpose of this study was to examine the relationships among newcomers’ proactive personality, information seeking behavior and organizational socialization. Specifically, This study investigated not only the main effect of newcomers’ proactive personality on information seeking behaviors which related to job and relationship building, and organizational socialization but also the moderating roles of team climate and leader behaviors on the relationships between proactive personality and information seeking behaviors, and between information seeking behaviors and organizational socialization. Online survey was conducted to 151 korean employees working for at least 3 months to 6 months and 151data were obtained for statistical analysis. Three steps of analysis procedures were carried out. First, correlation analysis was conducted and the results showed that there were positive relationship among main variables such as proactive personality, information seeking behavior, organizational socialization and etc. Second, the results of structural equitation model analyses showed that newcomers’ information seeking behaviors fully mediate proactive personality and organizational socialization. Third the results of hierarchial regression analyses showed that while leader behaviors which were specified to feedback behavior and consideration behavior moderated the relationship between information seeking behaviors and organizational socialization, Team openness did not moderate the relationship between proactive personality and information seeking behaviors. The implications and limitations of this study and the directions for future research were discussed on the basis of the results.

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Ismail, Samreen, Zafar Iqbal, and Muhammad Adeel. "Impact of Organizational Justice and Organizational Citizenship Behavior on Employees Performance." International Journal of Human Resource Studies 8, no. 2 (April 28, 2018): 187. http://dx.doi.org/10.5296/ijhrs.v8i2.13070.

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Organizational Justice has been considered a significant subject in the operative organizations functioning. Whereas Organizational Citizenship Behavior is important to achieve the organizational success therefore organizations encourage and facilitate the OCB in order to produce effectiveness and efficiency in organization functions. The primary aim of this research is to investigate the role of organizational justice and organizational citizenship behavior in enhancing employees’ performance in academic setting. Organizational justice plays a pivotal role in shaping individual behavior and particularly extra role behavior such organizational citizenship behavior. To answer the research question, the cross sectional data were collected through a questionnaire from 190 employees working in different universities of Azad Kashmir Pakistan. Our findings reveal that there is a significant positive association among organizational justice (OJ), organizational citizenship behavior (OCB) and Employees performance (EP). The results indicated that Organizational Justice and Organization Citizenship Behaviors was significant predictor of Employees performance. This research contributes to the managerial literature by identifying and applying theoretical concepts into a different sample and organizational settings.

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Wira Saputra, Putu Enda, and I. Wayan Gede Supartha. "PENGARUH BUDAYA ORGANISASI DAN DUKUNGAN ORGANISASI TERHADAP OCB DIMEDIASI OLEH KOMITMEN ORGANISASIONAL." E-Jurnal Manajemen Universitas Udayana 8, no. 12 (December 3, 2019): 7134. http://dx.doi.org/10.24843/ejmunud.2019.v08.i12.p12.

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The success of an organization is not only determined by natural resources but human resources (HR) depending on the quality and behaviors that arise within the organization. Expected behavior is behavior that can improve the quality of the organization, namely Organizational Citizenship Behavior (OCB). The purpose of the study was to explain and analyze the influence of organizational culture and organizational support for OCB mediated by organizational commitment. This research was conducted in the Department of Manpower and Energy and Mineral Resources of Bali Province as many as 100 civil servants using non probability sampling methods, collected through questionnaires using descriptive statistical analysis techniques, path analysis and sobel test. The results showed that Organizational Culture, Organizational Support and Organizational Commitment each had a significant positive effect on Organizational Citizenship Behavior (OCB) as well as the mediating role of Organizational Commitment to OCB that strengthened the relationship between organizational culture and organizational support. The Department of Manpower and Energy and Mineral Resources must pay attention to the existing organizational culture within the organization and organizational support that must be improved so that OCB behaviors can be improved for better quality employees. Keywords: organizational culture; organizational support; organizational commitment; Organizational Citizenship Behavior (OCB)

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Lowery, Christopher M., N. A. Beadles, and Thomas J. Krilowicz. "Note on the Relationships among Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior." Psychological Reports 91, no. 2 (October 2002): 607–17. http://dx.doi.org/10.2466/pr0.2002.91.2.607.

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Previous research which has established a relationship between organizational citizenship behavior and job satisfaction has involved primarily white collar workers. This study extends the prior research to a different sample—blue collar workers—and investigates the relations of organizational citizenship behavior to the various facets of job satisfaction as measured by the Job Descriptive Index. We also examine the relative effects of organizational commitment and job satisfaction on citizenship behaviors. Analysis of responses from a sample of 91 machine operators employed by a clothing manufacturer in the southeastern United States indicates that citizenship behaviors of blue collar workers are related to satisfaction with coworkers, satisfaction with supervision, and satisfaction with pay, but not satisfaction with opportunities for advancement, satisfaction with the work itself, or organizational commitment.

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Safarova, Zuxra. "ORGANIZATIONAL BEHAVIOR AND EMPLOYEES." INNOVATIONS IN ECONOMY 9, no. 3 (September 30, 2020): 75–80. http://dx.doi.org/10.26739/2181-9491-2020-9-10.

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This article examines organizational behaviors and employee interactions within the organization. The purpose of this study is to study and analyze the organizational behavior and the relevance of the interests and goals of employees to it

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Ferro-Soto, Carlos, Luz Macías-Quintana, and Paula Vázquez-Rodríguez. "Effect of Stakeholders-Oriented Behavior on the Performance of Sustainable Business." Sustainability 10, no. 12 (December 11, 2018): 4724. http://dx.doi.org/10.3390/su10124724.

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This study focuses on stakeholder-oriented behavior, throughout organizational culture and organizational behavior, and its effects on the performance of sustainable organizations managed according to Corporative Social Responsibility (CSR) criteria. The investigation demonstrates that the sustainability efforts of a wide range of stakeholders exert various effects on business performance. This investigation tests two integrated conceptual models: (a) Stakeholder Orientation Model estimates the relationships among organizational culture components and their effects on stakeholder-oriented organizational behavior. That is, it estimates the influence of values on norms and artifacts, and their effects on stakeholder-oriented organizational behavior; (b) Performance model estimates the association between stakeholder-oriented organizational behavior and financial and market performance, reputation, and commitment. Using Structural Equation Modelling, both models were estimated from primary data collected from large- and medium-sized multi-sector Colombian companies involved in business sustainability practices. The findings reveal that values are antecedents of norms, but neither values nor norms are predictors of artifacts. Furthermore, norms and artifacts exert direct effects on stakeholder-oriented organizational behavior. In turn, stakeholder-oriented organizational behaviors are predictors of both market performance and commitment. Nevertheless, stakeholder-oriented organizational behaviors are not direct antecedents of both financial performance and reputation.

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Irsyad, Muhammad, and Junaidi Junaidi. "Organization Design And Behavior In Forming A Productive Work Culture At SDIT Haji Jalaluddin." AL-WIJDÃN Journal of Islamic Education Studies 9, no. 3 (July 12, 2024): 413–33. http://dx.doi.org/10.58788/alwijdn.v9i3.4759.

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Organizational design and behavior have a vital role in shaping a productive work culture at SDIT Haji Jalaluddin. In the context of education, a good organizational design should support the vision and mission of the school and provide a clear structure for the implementation of daily tasks. SDIT Haji Jalaluddin implements a flexible yet structured organizational structure, with each teacher and staff having clear roles and responsibilities. This facilitates coordination and collaboration between team members, so they work more efficiently and effectively. In addition, individual and group behavior greatly influences the work culture in the school. SDIT Haji Jalaluddin encourages positive behaviors such as cooperation, good communication, and a sense of responsibility. The school also instills Islamic values in every aspect of its operations, which form the basis of a productive and harmonious work culture. Character development through self-development and training programs is a key focus, ensuring every staff member has the skills and attitudes that support productivity. By combining efficient organizational design and positive work behaviors, SDIT Haji Jalaluddin succeeds in creating a work environment conducive to high educational goals. This environment not only improves individual performance but motivates the entire team to work harder for mutual success. Thus, the organizational design and behaviors implemented at SDIT Haji Jalaluddin are key to shaping a productive and sustainable work culture. This research aims to explore how organizational design and behaviors play an important role in shaping a productive work culture at SDIT Haji Jalaluddin by using a qualitative approach to the case study method, involving direct observation, interviews with teachers and employees, and analysis of internal school documents. Keywords: Education Organisation Design, Productive Work Culture in SDIT, Positive Work Behaviour in Schools

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Lee, Yunsoo. "Unpacking the dimension-specific relationships of job insecurity, organizational commitment, and organizational citizenship behavior." Journal of Social Sciences 15, no. 2 (August 31, 2022): 97–121. http://dx.doi.org/10.54540/jss15.2.4.

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Sunaryono, Sunaryono, Mahben Jalil, and Ahmad Hanfan. "Pengaruh Quality of work life, Person organization fit, dan Karakteristik Individu Terhadap Organizational citizenship behaviour Melalui Komitmen Organisasional Sebagai Mediasi." Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) 2, no. 3 (November 1, 2022): 195–216. http://dx.doi.org/10.47709/jebma.v2i3.2628.

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Tujuan dilakukannya pada penelitian ini adalah untuk mengetahui pengaruh quality of work life, person organization fit, karakteristik individu terhadap organizational citizenship behavior, mengetahui pengaruh quality of work life, person organization fit, karakteristik individu terhadap komitmen organisasional, mengetahui pengaruh komitmen organisasional, quality of work life terhadap organizational citizenship behaviour dengan komitmen organisasional sebagai pemediasi, mengetahui pengaruh person organization fit terhadap organizational citizenship behaviour dengan komitmen organisasional sebagai pemediasi, mengetahui pengaruh karakteristik individu terhadap organizational citizenship behaviour dengan komitmen organisasional sebagai pemediasi. Subyek penelitian ini adalah pegawai Kementerian Agama di kota Tegal yang berjumlah 79 pegawai. Teknik yang digunakan untuk mengumpulkan data di penelitian ini adalah kuesioner. Metode Analisis data yang digunakan dalam penelitian ini adalah pengujian instrumen penelitian, analisis deskriptif, analisis kuantitatif. Beberapa simpulan yang dapat diambil dari penelitian ini adalah bahwa quality of work life, karakteristik individu dan komitmen organisasional berpengaruh terhadap organizational citizenship behaviour, sedangkan person organization fit tidak berpengaruh terhadap organizational citizenship behaviour. Karakteristik individu berpengaruh terhadap komitmen organisasional sedangkan quality of work life dan person organization fit tidak berpengaruh terhadap komitmen organisasional. Komitmen organisasional mampu memediasi secara signifikan pengaruh karakteristik individu terhadap organizational citizenship behavior tetapi komitmen organisasional belum mampu memediasi secara signifikan pengaruh quality of work life dan person organization fit terhadap organizational citizenship behavior.

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Arie, Zuky, Matin Fuadi Febrian, and Netania Emilisa. "The Influence of Job Satisfaction, Organizational Trust, and Effective Leadership on Organizational Citizenship Behavior among PT Ardita Dwi Mitra Employees in DKI Jakarta." Management Journal of Binaniaga 9, no. 01 (June 30, 2024): 35–46. http://dx.doi.org/10.33062/mjb.v9i01.62.

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This research is intended to identify the effect of Job Satisfaction, Organizational Trust and Effective Leadership on Organizational Citizenship Behavior at PT Ardita Dwi Mitra. This research is a descriptive quantitative research through the distribution of questionnaires in the form of google form. The method implemented is hypothesis testing. Hypothesis testing utilises simple regression analysis with SPSS 27.0 software. The data collected in this research are employees of PT Ardita Dwi Mitra. Data samples were collected from 100 employee participants of PT Ardita Dwi Mitra. The independent variables of this research include Job Satisfaction, Organizational Trust and Effective Leadership. The dependent variable is Organizational Citizenship Behaviour. The analysis identified a positive effect of Job Satisfaction on Organizational Citizenship Behavior, a positive effect of Organizational Trust on Organizational Citizenship Behavior, and a positive effect of Effective Leadership on Organizational Citizenship Behavior. The results of this research are expected to provide input for leaders to pay attention to Job Satisfaction, Organizational Trust and Effective Leadership which can increase Organizational Citizenship Behaviour.

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Ilmawati, Vitavela. "Hubungan komitmen afektif dengan iklim organisasi dimediasi oleh organizational citizenship behaviour pada karyawan." Psychological Journal: Science and Practice 1, no. 1 (July 7, 2021): 23–32. http://dx.doi.org/10.22219/pjsp.v1i1.16522.

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Organizational environment can affect organizational productivity. The interaction of employees with the organizational environment is referred to as organizational climate. Organizational climate is influenced by affective commitment and organizational citizenship behaviors. The purpose of this study was to determine the relationship between affective commitment and organizational climate mediated by organizational citizenship behaviors. Research subjects 174 staff. Data retrieval using random sampling technique and the method of Mediating Multiple Regression analysis. Collecting data using the Clior Scale to measure the organizational climate variable, the OCQ Scale to measure the affective commitment variable and the OCB Scale to measure the organizational citizenship behavior variable. The results show that organizational citizenship behaviors can mediate the relationship between affective commitment and organizational climate. This study shows that affectively committed employees can reduce negative aspects in the company so that they will show OCB behavior by complying with all company regulations and maintaining good relations with all members of the organization then it can create a positive organizational climate for the company.

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Bibi, Annam. "How and When do Psychological Contract and Justice Perceptions Affect the Relationship between Servant Leadership and Employee Work Outcomes?" Makara Human Behavior Studies in Asia 26, no. 1 (July 28, 2022): 1–13. http://dx.doi.org/10.7454/hubs.asia.1171121.

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Academicians and practitioners have always been equally attracted to learning the effects of varied leadership styles on employee work outcomes. This study examines how servant leadership influences employee behaviors (organizational commitment, organizational citizenship behavior, and employee engagement) and evaluates the roles discharged by psychological contract and organizational justice perceptions on these relationships. Data were collected from 168 employees working in public hospitals. A standardized questionnaire was used to gather the data. Hypotheses were tested through hierarchical regression analyses. The study results revealed that servant leadership is positively associated with organizational commitment, organizational citizenship behavior, and employee engagement. Psychological contract partially mediates the effects of servant leadership on organizational commitment, organizational citizenship behavior, and employee engagement. Further, organizational justice perceptions moderate the associations between servant leadership and employee behaviors. The study results contribute to the extant research evidencing that servant leadership exerts direct as well as mediating effects on employee attitudes and behaviors. This study intensifies the comprehension of the impact of servant leadership on employee workplace outcomes. A superior understanding of the influence of leadership on a wide variety of employee attitudes and behaviors could inform solutions that better address demands for more people-centered management, caring leadership styles, and concern for the success of all organizational stakeholders.

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Geckil, Tahsin, and Mehmet Tikici. "Hospital employees' organizational democracy perceptions and its effects on organizational citizenship behaviors." Asian Pacific Journal of Health Sciences 3, no. 2 (April 2016): 123–26. http://dx.doi.org/10.21276/apjhs.2016.3.2.23.

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Lee, Ye Hoon, Boyun Woo, and Yukyoum Kim. "Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment." International Journal of Sports Science & Coaching 13, no. 3 (August 17, 2017): 373–82. http://dx.doi.org/10.1177/1747954117725286.

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The purpose of this study was to examine the relationships between transformational leadership style, affective commitment, and organizational citizenship behavior in the athletic director–coach relationship. This study particularly focused on the mediating effect of affective commitment on the relationship between transformational leadership and organizational citizenship behavior. Athletic head coaches in NCAA Division II programs ( N = 244) completed the questionnaires measuring perceptions of the transformational leadership style of their athletic directors, their affective commitment, and organizational citizenship behavior. The results revealed that perceived transformational leadership was positively associated with affective commitment, which, in turn, was positively associated with organizational citizenship behaviors. Further, the result of this study supported full mediation among the proposed variables in that affective commitment served as the underlying psychological mechanism in the relationship between transformational leadership and organizational citizenship behaviors. Implications for athletic departments in fostering head coaches’ affective commitment and organizational citizenship behavior were discussed.

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Xiang, Ling, and Yi-Chun Yang. "Factors influencing green organizational citizenship behavior." Social Behavior and Personality: an international journal 48, no. 9 (September 2, 2020): 1–12. http://dx.doi.org/10.2224/sbp.8754.

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We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

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Schneider, Benjamin. "Organizational Behavior." Annual Review of Psychology 36, no. 1 (January 1985): 573–611. http://dx.doi.org/10.1146/annurev.ps.36.020185.003041.

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Ilgen, D. R., and H. J. Klein. "Organizational Behavior." Annual Review of Psychology 40, no. 1 (January 1989): 327–51. http://dx.doi.org/10.1146/annurev.ps.40.020189.001551.

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Wilpert, B. "Organizational Behavior." Annual Review of Psychology 46, no. 1 (January 1995): 59–90. http://dx.doi.org/10.1146/annurev.ps.46.020195.000423.

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Kurtulmuş, Mehmet. "The effect of diversity management on teachers' organizational commitment and organizational citizenship behavior." Pegem Eğitim ve Öğretim Dergisi 6, no. 3 (May 18, 2016): 277–302. http://dx.doi.org/10.14527/pegegog.2016.015.

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The aim of this study is to investigate the effect of diversity management on teachers' organizational commitment and organizational citizenship behavior. The study was conducted following a survey model. The sampling consists of 464 amongst 1088 teachers who were working in Anatolian High Schools in the city center of Diyarbakır, Turkey in the academic year of 2013-2014. The sample for the study consisted of 464 teachers who were chosen using a stratified sampling method. The data were collected via "Diversity Management", "Organizational Commitment" and "Organizational Citizenship Behaviors" scales and analyzed statistically using regression analysis. The results of this study reveals that diversity management can be a significant predictor of organizational commitment and organizational citizenship behavior. Among the suggestions proposed based on the findings, the importance of composing policies which enable teachers to accept and internalize the aims and values of the school and setting contexts in which teachers can show voluntary behaviors is emphasized. According to these results, it is possible to indicate that respecting diversities and showing tolerance to them in order to provide higher level organizational commitment and organizational citizenship behaviors of teachers are important.

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Journal articles on the topic 'Organizatinal behavior'

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