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Journal articles on the topic 'Organizational behaviour'

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Published: 4 June 2021
Last updated: 29 July 2024

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1

Deo Kodwani, Amitabh. "Organizational Behaviour." Paradigm 10, no. 1 (January 2006): 79–80. http://dx.doi.org/10.1177/0971890720060113.

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2

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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3

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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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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5

Buchanan, David. "Desanitizing Organizational Behaviour." Organization 2, no. 1 (February 1995): 165–67. http://dx.doi.org/10.1177/135050849521009.

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6

Gyekye, Seth Ayim, and Mohammad Haybatollahi. "Organizational citizenship behaviour." International Journal of Organizational Analysis 23, no. 2 (May 11, 2015): 285–301. http://dx.doi.org/10.1108/ijoa-08-2012-0586.

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Purpose – The study aims to examine the extent to which age and job satisfaction levels were predictive of organizational citizenship behaviours (OCB). From a practical perspective, understanding age- and job satisfaction-related participation in OCB would benefit management’s decisions regarding workers’ adaptability, general work effectiveness and the effective handling of demographic-dependant organizational characteristics. Members of the sample were 320 Ghanaian industrial workers. Design/methodology/approach – Data were collected by cross-sectional self-reports. The internal consistency reliability was tested with Cronbach’s alpha. A one-way ANOVA and post-hoc analyses were used to compare the mean scores of the four age-cohorts. Hierarchical multiple regression was used to test the main and interaction effects of age and job satisfaction on OCB. A two-way interaction effect of age and job satisfaction on OCB was produced and illustrated graphically. Findings – Both independent variables were predictive of OCB. Age was a significant predictor of OCB in this sample. In contrast to Western studies, older workers were more active in citizenship behaviours than their younger counterparts. The data also indicated job satisfaction to be a significant predictor of citizenship behaviours. Compared to older workers, younger workers’ citizenship behaviours were significantly influenced by job satisfaction. Results were interpreted in the context of East/West cultural values, with special emphasis on Ghanaian cultural influences on OCB. Implications of the findings are discussed. Originality/value – The study explored for the first time, the joint impact of age and job satisfaction on citizenship behaviours.
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7

Shahnawaz, Md Ghazi. "Positive organizational behaviour." Psychological Studies 54, no. 1 (March 2009): 77–79. http://dx.doi.org/10.1007/s12646-009-0009-2.

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8

Hasan, Shifa. "Prosocial Organizational Behaviour." HELIX 8, no. 6 (October 31, 2018): 4304–5. http://dx.doi.org/10.29042/2018-4304-4305.

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9

Singh, Upasana, and Kailash B. L. Srivastava. "Organizational Trust and Organizational Citizenship Behaviour." Global Business Review 17, no. 3 (May 22, 2016): 594–609. http://dx.doi.org/10.1177/0972150916630804.

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10

Salam, Ahmed. "Organizational justice as a predictor of organizational citizenship behaviour." International Business Education Journal 13 (October 13, 2020): 29–42. http://dx.doi.org/10.37134/ibej.vol13.sp.3.2020.

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Organizational Justice essential factor could increase the organizational citizenship behaviours among employees in the workplace. This study aims to examine the impact of organizational justice on organizational citizenship behaviours among nurses. The study employed a quantitative method to examine the impact of organizational justice on organizational citizenship behaviours among nurses. The study conducted in Heet General Hospital and the questionnaire tool's used to collect the data. However, the questionnaires consist of three main elements of organizational justice (distributive, interactional and procedural justice) and the organizational citizenship behaviour items. The data is analyzed by Smart PLS. The result indicated that the distributive and interactional justice have a positive and significant impact on organizational citizenship behaviours among nurses. In contrast, procedural justice has no significant impact on organizational citizenship behaviours among nurses. Distributive justice predicted organizational citizenship behaviours more than interactional justice. The study contributed to enrich the body of literature, which is suffering the lack of study among nurses.
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11

Somech, Anit, and Anat Drach-Zahavy. "Exploring organizational citizenship behaviour from an organizational perspective: The relationship between organizational learning and organizational citizenship behaviour." Journal of Occupational and Organizational Psychology 77, no. 3 (September 2004): 281–98. http://dx.doi.org/10.1348/0963179041752709.

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12

Abbasi, Ali, Wan Khairuzzaman Wan Ismail, Fatemeh Baradari, Qasim Zureigat, and Fakhrul Zaman Abdullah. "Can organizational justice and organizational citizenship behavior reduce workplace deviance?" Intangible Capital 18, no. 1 (March 28, 2022): 78. http://dx.doi.org/10.3926/ic.1816.

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Purpose: This manuscript investigates the impact of organizational justice on organizational citizenship behaviour and workplace deviance and examines the mediator effect of organizational citizenship behaviour between organizational justice and workplace deviance.Design/methodology/approach: This study utilizes a quantitative method to investigate four hypotheses using PLS3-SEM on 185 respondents from five research universities in Malaysia.Findings: Findings of this study reveal the positive impact of organizational justice on organizational citizenship behaviour and the negative effects of organizational justice on workplace deviance. Further, the study confirms the mediating effect of organizational citizenship behaviour between organizational justice and workplace deviance significate, especially in higher education. These findings will be helpful guidance for decreasing deviance and eventually increasing employees’ efficiency.Research Limitation: This research focuses on organizational justice and organizational citizenship behaviour on workplace deviance. Future study should research some other unique factors relevant to reducing workplace deviance. Although data was collected only once and took almost two months, unequal distribution during the sixty days may affect the accuracy of findings. Future studies should collect data over a period longer than two months to analyze the different reactions of employees to managers’ decisions or behaviorsPractical implications: This study guides and supports managers and employees in putting organizational mechanisms towards improving organizational citizenship behaviors.Originality/value: These research findings expand knowledge on workplace deviance behavior by providing evidence for the different impact of organizational justice and organizational citizenship behaviour on workplace deviance.Keywords: Social exchange theory (SET), workplace deviance (WD), organizational justice (OJ), human resource (HR), organizational citizenship behaviour (OCB).
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13

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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14

Yulfiantie Hartono, Syahla, Widya Parimita, and Agung Wahyu Handaru. "Pengaruh Iklim Organisasi, Motivasi Kerja dan Keadilan Organisasi Terhadap Organizational Citizenship Behaviour Pada Karyawan Perusahaan Umum di Jakarta dan Banten." Jurnal Bisnis, Manajemen, dan Keuangan 3, no. 1 (October 21, 2022): 1–15. http://dx.doi.org/10.21009/jbmk.0301.01.

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The purpose of the study was to find out whether the organization's climate, work motivation, and organizational fairness had an effect on organizational citizenship behavior. This study took a sample of 111 employees of Perum Bulog Kanwil DKI Jakarta and Banten. This study used descriptive and multiple linear regression analysis. The results of this study indicate that organizational climate has a positive and significant effect on organizational citizenship behavior, work motivation has a positive and significant effect on organizational citizenship behavior and organizational justice has a positive and significant impact organizational citizenship behavior. Simultaneously organizational climate, work motivation and organizational justice has an impact on organizational citizenship behavior. Tujuan penelitian ini adalah untuk mengetahui apakah iklim organisasi, motivasi kerja dan keadilan organisasi berpengaruh terhadap organizational citizenship behaviour. Penelitian ini mengambil sampel sebanyak 111 karyawan Perum Bulog Kanwil DKI Jakarta dan Banten Penelitian ini menggunakan analisis deskriptif dan analisis regresi berganda. Hasil penelitian ini menunjukan bahwa iklim organisasi memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior, motivasi kerja memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior, dan keadilan organisasi memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior. Secara simultan, iklim organisasi, motivasi kerja, dan keadilan organisasi berpengaruh secara signifikan terhadap organizational citizenship behavior.
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15

Ariyanto, VS, Christantius Dwiatmadja, Christantius Dwiatmadja, Djoko Santoso, and Djoko Santoso. "PENGARUH PERSEPSI DUKUNGAN ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIORAL." Sustainable Business Journal 2, no. 1 (June 12, 2023): 1. http://dx.doi.org/10.26623/sbj.v2i1.7007.

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<p><em>The success of an institution is not only determined by many resources but also the human resources’ qualities and behaviours in the institution. Desired behaviour is the behaviour that can enhance the organizational quality that is Organizational Citizenship Behaviour (OCB). The purpose of this research is to test the impact of Perceived Organizational support, organizational commitment toward organizational citizenship behaviour (OCB) with servant leadership as a moderating variable. This research is a quantitative study using a survey with 52 respondents from Maria Mediatrix Middle School Semarang City, Central Java. Hypothesis testing uses the MRA (Moderated Regression Analysis) regression model. The result of the research shows that organizational support perception and commitment has different impact toward organizational citizenship behaviour (OCB) in Maria Mediatrix Junior High School, where the organizational commitment has significant impact while the organizational support perception is not. Servant leadership significantly affects organizational support perception relationship and organizational commitment toward organizational citizenship behaviour (OCB) in Maria Mediatrix Junior High School. </em></p><p> </p><p>Keberhasilan sebuah lembaga bukan hanya ditentukan oleh banyak sumber daya salah satunya adalah sumber daya manusia (SDM) dengan kualitas dan perilaku-perilaku yang timbul didalam lembaga tersebut. Perilaku yang diharapkan adalah perilaku yang dapat meningkatkan kualitas organisasi yaitu <em>Organizational Citizenship Behavior</em>(OCB). Tujuan dari penelitian ini adalah menguji pengaruh persepsi dukungan organisasi, komitmen organisasional terhadap <em>organizational citizenship behavior</em> (OCB) dengan <em>servant leadership</em> sebagai variabel moderating. Penelitian ini merupakan penelitian kuantitatif menggunakan survei dengan responden seluruh pegawai SMP Maria Mediatrix Kota Semarang, Jawa Tengah yang berjumlah 52 orang. Pengujian hipotesis menggunakan regresi model MRA (<em>Moderated Regression Analysis</em>). Hasil penelitian menunjukkan bahwa persepsi dukungan organisasi dan komitmen organisasi memiliki pengaruh yang berbeda terhadap <em>organizational citizenship behavior</em> (OCB) di SMP Maria Mediatrix, dimana komitmen organisasi memiliki pengaruh yang signifikan sementara persepsi dukungan organisasi tidak. <em>Servant leadership</em> secara signifikan mempengaruhi hubungan persepsi dukungan organisasi dan komitmen organisasi terhadap <em>organizational citizenship behavior</em> (OCB) di SMP Maria Mediatrix. </p><p> </p><p> </p>
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16

Azeem, Saba, and Wasif Wazir. "Leadership Behaviour; Organizational Development." International Journal of Health and Rehabilitation Sciences (IJHRS) 6, no. 3 (2017): 149. http://dx.doi.org/10.5455/ijhrs.0000000131.

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17

Blomme, Robert J., and Kirsten Bornebroek‐Te Lintelo. "Existentialism and organizational behaviour." Journal of Organizational Change Management 25, no. 3 (May 18, 2012): 405–21. http://dx.doi.org/10.1108/09534811211228120.

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PurposeThis article aims to develop a conception consisting of insights from complexity theory and additional notions from Weick's sense‐making theory and existentialism for examining organization behaviour.Design/methodology/approachThis paper carries out a literature review of Karl Weick's theory of sense‐making and some notions from existentialism to discuss the possible contributions to complexity theory and with this a further comprehension of organizational behaviour.FindingsFour existential conditions, namely death, freedom, existentialism and meaninglessness, give a further comprehension of Weick's concept of equivocality. Equivocality is an important input for organizing processes. The complexity of organizing processes is an object for examining organizational behaviour from a complexity scientific standpoint. The authors argue that the concept of equivocality and with this the states of equilibrium in an organization can be approached with examining the states of the mentioned four existential conditions.Practical implicationsAn important point of application for change managers in an organization is equivocality. The increase of equivocality will lead to a shift in the state of equilibrium in which new themes will emerge and corresponding organisational behaviour. The level of equivocality is due to the presence of existential fears. Hence, change managers should focus on existential themes and anxieties in an organization to advance emergent change.Originality/valueNew in this paper is the usage of notions from existentialism to elaborate Weick's conception of sense‐making. Also this paper discusses the possible contribution of this elaboration to research of organisational behaviour from the perspective of complexity theory.
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18

Passmore, Jonathan. "Organizational Behaviour (Ninth edition)." International Journal of Leadership in Public Services 2, no. 1 (March 2006): 70–71. http://dx.doi.org/10.1108/17479886200600012.

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19

Tanner, John F. "Predicting Organizational Buyer Behaviour." Journal of Business & Industrial Marketing 5, no. 2 (February 1990): 57–64. http://dx.doi.org/10.1108/eum0000000002745.

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20

Kreiner, Kristian. "Organizational Behaviour in Construction." Construction Management and Economics 31, no. 11 (November 2013): 1165–69. http://dx.doi.org/10.1080/01446193.2013.843785.

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21

Fischer, Ronald, Maria Cristina Ferreira, Eveline Maria Leal Assmar, Paul Redford, and Charles Harb. "Organizational Behaviour across Cultures." International Journal of Cross Cultural Management 5, no. 1 (April 2005): 27–48. http://dx.doi.org/10.1177/1470595805050823.

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22

Uma, R., and R. Radhamani. "Impact of Personality Traits on Organizational Citizenship Behavior." Shanlax International Journal of Management 9, no. 4 (April 1, 2022): 14–22. http://dx.doi.org/10.34293/management.v9i4.4614.

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Purpose: Employee behaviours as measures of performance make it significant to explore such relevant behaviours and the causal factors of behaviour. One such relevant behaviour is Organizational citizenship behaviours which are proven to promote organizational effectiveness and the causal factors of citizenship behaviours are classified as organizational and individual. Among the individual factors that cause behaviour, personality traits are taken for investigating for their role in promoting organizational citizenship behaviour. The discretionary aspect of citizenship behaviour signifies that citizenship behaviours are displayed at the will of the individuals which lends credence to the antecedent ability of individual factors. Personality traits being an individual factor causing behaviour, the study has investigated the antecedent ability of two specific personality traits – agreeableness and conscientiousness.Research Design/ Methodology: Descriptive research method was employed in this study. A sample size of 112 was collected using convenience sampling method.Correlation and multiple regression using SPSS version 28 was used for data analysis.Findings: The results have established the personality trait- conscientiousness as a significant predictor of all the dimensions of citizenship behaviour.Limitations: This work has covered academicians employed in the private arts and science colleges. Generalizability of the results to academicians in government institutions, aided institutions needs further investigation as the organizational environment differs in private and government institutions.Originality/Value: With personality traits being an innate factor for causing behaviour, the study intends to examine the power of innate qualities of an individual in promoting specific behaviours.
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23

El Badawy, Tarek A., Mona M. Kamel, and Mariam M. Magdy. "Exploring the Relationship between Organizational Culture, Job Satisfaction, and Organizational Citizenship Behaviour." International Journal of Human Resource Studies 6, no. 4 (November 20, 2016): 20. http://dx.doi.org/10.5296/ijhrs.v6i4.9939.

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This study examined the interaction between organizational culture, organizational citizenship behaviours and job satisfaction. While organizational culture plays an important role in affecting performance indirectly, other variables mediate and moderate the relationship. This study was based on a sample of 127 Egyptian participants undertaking an MBA course. Results showed positive significant correlations between four types of organizational culture, job satisfaction and citizenship behaviour individually. Job satisfaction mediated the relationship between culture and citizenship behaviour. However, the mediation effect was weak. Further discussion, implications and research limitations are discussed.
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Titrek, Osman, Mahmut Polatcan, Demet Zafer Gunes, and Gozde Sezen. "The relationship among emotional intelligence (EQ), organizational justice (OJ), organizational citizenship behaviour (OCB)." International Journal of Academic Research 6, no. 1 (January 30, 2014): 213–20. http://dx.doi.org/10.7813/2075-4124.2014/6-1/b.30.

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25

Oktaviana, Dilla, and Rini Safitri. "Effect of Emotional Intelligence and Organizational Commitment on Service Quality Mediated by Organizational Citizenship Behaviour." Jurnal Ilmu Manajemen Advantage 7, no. 1 (June 26, 2023): 39–51. http://dx.doi.org/10.30741/adv.v7i1.1002.

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This study aims to determine the effect of emotional intelligence and organizational commitment on service quality with organizational citizenship behaviour as a mediation variable. This study is located on BPJS Kesehatan KC Pekalongan, with a total population amounted 75 employees, and the sample is about 40 employees. The sampling technique in this study uses judgment sampling. The analysis technique used path analysis with SPSS 25 as a hypothesis testing tool. The study found that emotional intelligence significantly affects organizational citizenship behaviour. However, organizational commitment hasn’t a significant effect on organizational citizenship behaviour because employees who have a high level of organizational commitment do not always mean that these employees also exhibit OCB behavior. Emotional intelligence, organizational commitment, and organizational citizenship behaviour significantly affect service quality.
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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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Khan, Munnoo. "Development and Validation of Organizational Citizenship Behaviour Scale." Psychology & Psychological Research International Journal 9, no. 1 (2024): 1–6. http://dx.doi.org/10.23880/pprij-16000401.

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The purpose of the present study was to develop and validate a bilingual (Hindi &English) tool to assess the organizational citizenship behavior (OCB) of employees/workers working in the different types of organizations. The psychometric properties of the scale were determined on 250 engineers from Harduaganj thermal power station, Aligarh Uttar Pradesh, India. The reliability of the scale was reported α=0.850 that seems good George and Mallery. Face validity was established by 10 experts and construct validity was found 58.384%. Moreover, factorial validity was also confirmed. On the basis of the findings it can be concluded that the proposed scale has good reliability and validity. Subsequently, this scale found to be highly standardized. Implications and suggestions for future research proposed.
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Yadav, Preksha. "Improving Organizational Sustainable Performance of Organizations Through Green Training." International Journal of Social Ecology and Sustainable Development 14, no. 1 (April 7, 2023): 1–11. http://dx.doi.org/10.4018/ijsesd.321166.

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It is necessary to equip employees with green abilities as well as to develop their dedication towards green behaviour, in order to improve an organization's environmental performance. The purpose of this research is to evaluate the direct impact of green training on organizational environmental performance (OEP) and the mediating effect of organizational citizenship behaviour on the environment (OCBE). The study is based on responses from 107 employees of the IT sector in India. The findings suggest that green training has a significant positive impact on the organizational environmental performance, and that the impact is strengthened by organizational citizenship behaviour towards the environment. The findings are of particular importance given the growing importance of sustainability in the organizational context.
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Muawanah. "Korelasi Kinerja Dosen Dengan Organizational Citizenship Behaviour (OCB) di IAIN Kediri." JoIEM (Journal of Islamic Education Management) 4, no. 1 (April 30, 2023): 84–98. http://dx.doi.org/10.30762/joiem.v4i1.911.

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Organizational commitment is personal responsibility and involvement in the organization, which includes trust, support for organizational objectives and values, and sincerity for the organization's formed interests. Through emotional and ongoing commitment, OCB is a unique aspect of individual functioning at work, such as the desire to cooperate, assist each other, advise, actively participate, provide additional services for those who use services, and make efficient use of one's working time. This study examines the relationship between organizational commitment and organizational citizenship behavior (OCB) and the performance of lecturers at IAIN Kediri. The findings of this study revealed a number of conclusions. 1) There is a link between organizational commitment and lecturer performance at IAIN Kédiri; 2) there is a link between organizational citizenship behavior (OCB) and IAIN Kediri teacher performance; and 3) there is a link between organizational commitment, organizational citizenship behavior (OCB), and speaker performance. Therefore, empirical evidence suggests that lecturer performance will be influenced by organizational commitment and organizational citizenship behavior variables.
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Odunayo. T, Arogundade, and Lawal Oladipupo. "The Influence Of Perceived Occupational Stress On The Organizational Citizenship Behaviour Of Bankers In Ikeja, Lagos State." European Scientific Journal, ESJ 12, no. 17 (June 29, 2016): 449. http://dx.doi.org/10.19044/esj.2016.v12n17p449.

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This study explored the influence of perceived occupational stress on organizational citizenship behaviour among bankers. A simple random sampling technique was used to select three hundred (300) participants (M=135; F=165) from twelve (12) banks in Ikeja, Lagos State, Nigeria. Data for the study were collected using Job Stress Scale (JSS) and Organizational Citizenship behaviour Checklist (OCBC). The data was analysed using Pearson correlation, and t-test. The results revealed that there is no significant difference between the organizational citizenship behaviour of bankers with higher stress levels and that of bankers with lower stress levels. This implies that bankers’ reactions to Organizational Citizenship Behaviour (OCB) are not a function of stress levels. The study however confirms an inverse relationship between stress and Organizational citizenship Behaviour. The findings of the study reveal that there is no significant difference between the Organizational Citizenship Behaviour (OCB) of male and female bankers. Finally, the findings reveal that older bankers between age 41 and 50 years expressed higher levels of organizational citizenship behaviour than younger bankers between 31 and 40 years. The implications of these findings substantiate the importance of having organizational psychologists in banks to assess and enhance variables that can promote helping behaviours which is the key to better work outcomes and accomplishment of organizational objectives.
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Orishede Felix and EBOKA, Isaac Zeloyi. "CITIZENSHIP BEHAVIOUR AND ORGANIZATIONAL PERFORMANCE: A REVIEW OF EXTANT LITERATURE." International Journal of Management & Entrepreneurship Research 6, no. 1 (January 2, 2024): 1–13. http://dx.doi.org/10.51594/ijmer.v6i1.691.

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The study examined the between citizenship behaviour and organizational performance using a review of an extant literature. The specific objectives were to: examine the relationship between altruism and organizational performance; assess the relationship between conscientiousness and organizational performance; and ascertain the relationship between courtesy and organizational performance. The research made us of extant literature from various authors, the study revealed that altruism, conscientiousness and courtesy have positive relationships with organizational performance. The study concludes that that organisational citizenship activities increase organization’s performance, it is crucial to comprehend the processes that underlie these behaviours. The study advised that organisations should encourage employees to adopt good citizenship practises in order to foster a sense of commitment among staff members. Employees' desire to contribute can be sparked by psychological attachment, thus the company should instill a sense of ownership in them. Keywords: Citizenship Behaviou Altruism, Conscientiousness, Courtesy and Organizational Performance.
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Et. al., Dr Gayathri Band,. "Moderation Effect Of Counter Work Productive Behaviour On The Relationship Between Job Satisfaction And Organizational Citizenship Behaviour." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (April 11, 2021): 938–43. http://dx.doi.org/10.17762/turcomat.v12i4.582.

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OCB ordinarily alludes to practices that decidedly affect the association or its individuals (Poncheri, 2006). OCB can be influenced by imparting in workers an impression of skill in their activity undertakings (Todd, 2003). Bateman and Organ (1983) proposed a noteworthy and solid connection between organizational citizenship conduct and job satisfaction. Bateman and Organ (1983) proposed a critical and strong association between organizational citizenship and occupation fulfillment. Employment fulfillment has been found to have a positive association with work execution and organizational citizenship. The purpose of the present examination was to research if CWB could be gone with moderately high work fulfillment. The present study is undertaken to study if there is a significant moderating effect of CWB on the relationship between Job Satisfaction and Organizational Citizenship Behaviour. CWB is prejudicious to the organization or to co-workers. The Organizations ought to enhance the spontaneous organizational citizenship behaviors of workers to extend satisfaction and, hence, to extend the competitiveness within the organization. The survey results disclosed that job satisfaction encompasses an important positive impact on organizational citizenship behaviour which counterwork productive behaviour encompasses a important negative dampening impact on the link between job satisfaction and organizational citizenship behaviours. The organizations will improve the work satisfaction of their workers by rising perceived operating satisfaction, social satisfaction, and remunerative satisfaction, which might then improve the organizational citizenship behaviours and reduce the negative impact of counterwork productive behaviour.
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Alhashedi, Aref Abdulkarem Ali, Barjoyai Bardai, Maged M. Mahyoub Al-Dubai, and Mohammed Abdulrazzaq Alaghbari. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR ROLE IN MEDIATING THE EFFECT OF TRANSFORMATIONAL LEADERSHIP ON ORGANIZATIONAL PERFORMANCE IN GOLD INDUSTRY OF SAUDI ARABIA." Business: Theory and Practice 22, no. 1 (February 3, 2021): 39–54. http://dx.doi.org/10.3846/btp.2021.12774.

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This paper mainly aims at investigating the mediating effect of organizational citizenship behaviour in the relationship between transformational leadership behaviour and organizational performance as well as the mediating effect of organizational citizenship behaviour in the relationship between psychological ownership, working environment, employee involvement, incentives, and employee motivation, and organizational performance. To achieve the objectives of the study, quantitative research approach was applied through a questionnaire specifically designed to collect primary information from the samples of the study, which consisted of (250) managers in gold shops in Jaddah. The collected data was analysed using SPSS 20.0 and Smart-PLS 3. The results showed that organization citizenship behaviour mediates the relationship between transformational leadership behaviour, psychological ownership and incentives, and organizational performance in the Saudi Arabian gold industry. Also, organization citizenship behaviour has no mediating effect on the relationship between working environment, employee involvement, employee motivation, and organizational performance in the Saudi Arabian gold industry. At the end of this study, the researcher recommended the need to encouraging the practice of organizational citizenship behaviours by developing a set of special regulations and instructions, and consider organizational citizenship behaviours as one of the important criteria in the annual performance appraisal models for employees, in addition to that, the quantitative method was adopted in this research to test research hypotheses, thus, future studies can rely on other methods qualitative or case study to verify the results of this research.
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Tentama, Fatwa, and Cita Yuliantin. "Peran Subjective Well-Being dan Trust in The Employer terhadap Organizational Citizenship Behavior (OCB) Karyawan." Journal An-Nafs: Kajian Penelitian Psikologi 6, no. 2 (December 4, 2021): 152–64. http://dx.doi.org/10.33367/psi.v6i2.1402.

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Organizational citizenship behaviour is one of the behaviours that can affect the company's success, so it is necessary to study the factors that can influence it. This study examines the effect of subjective well-being and trust in the employer on employee organizational citizenship behaviour. The population in this study were 110 permanent employees at an automotive company in Yogyakarta. The research sample was 70 employees with the characteristics of working in an automotive company, a minimum of one year of service, a permanent employee who did not work in the workshop. The sample selection was male and female with a nonprobability purposive sampling technique. The research instrument used was organizational citizenship behaviour, subjective well-being, and trust in the employer scales. Hypothesis testing using multiple linear regression analysis with SPSS V.21 program. Simultaneous analysis results show a significant effect of subjective well-being and trust on employee organizational citizenship behaviour. The partial analysis shows a very significant positive effect of subjective well-being on organizational citizenship behaviour and trust in the employer on organizational citizenship behaviour. Subjective well-being and trust in the employer contributed 49% to organizational citizenship behaviour. The amount of contribution given by subjective well-being contribution is 20.66%, and trust in the employer is 28.31%. Thus trust in the employer provides a more dominant contribution to organizational citizenship behaviour
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Barua, Anitesh, and Suryanarayanan Ravindran. "Reengineering Information Sharing Behaviour in Organizations." Journal of Information Technology 11, no. 3 (September 1996): 261–72. http://dx.doi.org/10.1177/026839629601100307.

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Organizational restructuring focuses on making business operations more flexible and responsive to customers. This has led to team based decision authority structures and horizontal business processes. Concurrently, the management of information has been decentralized in many organizations. Horizontal processes create information interdependencies among previously independent tasks, and call for high levels of information sharing among decision units. However, the decentralization of information management raises the possibility that units controlling specific information repositories may not readily make them available in the required form to other units, leading to poor organizational payoff. Thus it is critical to create an environment which will promote effective information flows across the organization. We suggest that mechanisms involving organizational outlook, social orientation, equitable information processing capability and communication across decision units regarding information requirements can help mitigate the information sharing problem. Using stylized game-theoretic models, we show that these organizationally oriented mechanisms have a sound economic foundation. We use these results to build a managerial basis for improving information exchange.
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Hong, Liang, Siti Rohaida Mohamad Zainal, and Zhang Miaoling. "Impact of Perceived Organizational Support on Organizational Citizenship Behaviour in Manufacturing Industries of Malaysia: The Mediating Role of Job Insecurity and Organizational Trust." 14th GCBSS Proceeding 2022 14, no. 2 (December 28, 2022): 1. http://dx.doi.org/10.35609/gcbssproceeding.2022.2(2).

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Organizational citizenship behaviour is regarded as an explanation of employee performance which is crucial to make greater contributions to the process and success of the organization. Therefore, it is essential to understand the factors affecting employees' organizational citizenship behaviour to improve organizational effectiveness and achieve its goals. Manufacturing sector is an economic engine that drives innovation and growth by creating jobs and improving life through providing goods and services, they play a vital role in the global economy. This previous study has focused on positive behavioural outcomes to investigate the POS and OCB; however, there are negative behavioural outcomes that may be negatively influenced due to POS, like counterproductive behaviours; The current study aims to fill this gap in the literature. Therefore, this research is important because it to study new variables as mediators, such as the job insecurity and organizational trust, as they related directly to OCB and POS. Organizational Citizenship Behaviour (OCB) is one of the contributing factors for organizational growth. Therefore, the purpose of this research is to investigate the mediate role of job insecurity and organizational trust among employees in manufacturing sector in Malaysia. The contribution of this study can be viewed both theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behaviour of the employees. Keywords: Perceived Organizational Support, Organizational Citizenship Behaviour, Job Insecurity, Organizational Trust, Malaysia
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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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Yavan, Öznur. "Engagement in Organizational Behaviour Plane." Pamukkale University Journal of Social Sciences Institute 2016, no. 25 (2016): 278–96. http://dx.doi.org/10.5505/pausbed.2016.36349.

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Banna, Abdulla Al. "A course in Organizational Behaviour." Learning and Teaching in Higher Education: Gulf Perspectives 4, no. 1 (June 1, 2007): 43–44. http://dx.doi.org/10.18538/lthe.v4.n1.03.

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Caputo, Andrea, and Oluremi B. Ayoko. "Entrepreneurship, Innovation and Organizational Behaviour." Journal of Management & Organization 27, no. 4 (July 2021): 621–25. http://dx.doi.org/10.1017/jmo.2021.51.

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Martin, Albert. "New Directions in Organizational Behaviour?" management revu 15, no. 4 (2004): 410–19. http://dx.doi.org/10.5771/0935-9915-2004-4-410.

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Bugdol, Marek. "Quality management and organizational behaviour." Problemy Zarzadzania 11, no. 44 (December 31, 2013): 195–207. http://dx.doi.org/10.7172/1644-9584.44.15.

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Agarwal, Promila. "Redefining the organizational citizenship behaviour." International Journal of Organizational Analysis 24, no. 5 (November 7, 2016): 956–84. http://dx.doi.org/10.1108/ijoa-12-2014-0826.

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Purpose The purpose of this paper is to highlight the influence of organizational norms and job roles defined by organizations in the performance of organizational citizenship behaviour (OCB). To do so, the research proposes a model of OCB with the following dimensions: normative OCB and rule-bounded OCB on the basis of social exchange theory and role theory, respectively. Norms, roles and responsibilities of the organization vary from organization to organization. This paper reports the operational and empirical indicators of proposed dimensions of OCB, termed as discretionary OCB, normative OCB and rule-bounded OCB. Design/methodology/approach To test the proposed dimensions, the study uses concept analysis, delphi technique, exploratory factor analysis and confirmatory factor analysis on multi-source data. It indicates criteria for Cronbach’s alpha reliability, test-retest reliability, convergent validity, discriminant validity and nomological validity for proposed dimensions. Findings The findings reveal two new dimensions of OCB. Besides an individual predisposition/voluntariness, employees exhibit OCB due to normative pressure in the organization and the overlapping of the contents of OCB with role and responsibilities. Self-driven, norms-driven and job-role-driven OCB will have different implications. The findings support the validity of the proposed OCB model and scale. Research limitations/implications The research fills a theoretical gap and will have implications for the measurement of OCB. The model facilitates the identification of the factors of OCB. An organization can use the research model in culture building and promoting functional OCB in the organization as per the organization’s need. The limitations of the study are discussed. Originality/value There is no research to date exploring the normative and rule-bounded aspects of OCB. This is the only research to empirically examine the overlap between the contents of OCB and role description of employees. This paper is also original in its contribution in measuring the display of OCB among employees due to pressure from the norms prevalent in the organizations.
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Hales, Colin. "Organizational behaviour for hospitality management." International Journal of Hospitality Management 14, no. 1 (March 1995): 97–99. http://dx.doi.org/10.1016/0278-4319(95)90029-2.

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Keasey, K. "Accounting control and organizational behaviour." British Accounting Review 20, no. 3 (December 1988): 311. http://dx.doi.org/10.1016/0890-8389(88)90095-9.

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Smith, Peter B. "Organizational Behaviour and National Cultures." British Journal of Management 3, no. 1 (March 1992): 39–51. http://dx.doi.org/10.1111/j.1467-8551.1992.tb00034.x.

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Markóczy, Lívia, Davina Vora, and Katherine Xin. "Forbearance in organizational citizenship behaviour." International Journal of Human Resource Management 20, no. 2 (February 2009): 321–47. http://dx.doi.org/10.1080/09585190802670706.

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Lewis, Dianne S. "Organizational Change: Relationship between Reactions, Behaviour and Organizational Performance." Journal of Organizational Change Management 7, no. 5 (October 1994): 41–55. http://dx.doi.org/10.1108/09534819410068912.

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Acaray, Ali, and Abdülkadir Akturan. "The Relationship between Organizational Citizenship Behaviour and Organizational Silence." Procedia - Social and Behavioral Sciences 207 (October 2015): 472–82. http://dx.doi.org/10.1016/j.sbspro.2015.10.117.

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