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Artykuły w czasopismach na temat „Organizational behavoir”

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Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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1

Sadeghi, Ghasem, Masoud Ahmadi i Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and market orientation in organizations (case study: Agricultural Jihad Organization of Mazandaran Province)". Problems and Perspectives in Management 14, nr 3 (15.09.2016): 372–79. http://dx.doi.org/10.21511/ppm.14(3-si).2016.10.

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The main purpose of this study is analyzing the relationship between organizational citizenship behavior and market orientation. This study is an applied research in terms of the purpose based on a descriptive correlational method. The statistical population included all employees of Agricultural Jihad Organization of Mazandaran province consisting of 1923 persons. 391 people (male and female) were selected using random stratified sample. Data were collected through two standard questionnaires: Podsakoff’s (2003) organizational citizenship behavior and Kohli, Jaworski, Narver, and Slater’s (1990) market orientation. Validity of questionnaires was confirmed by experts and reliability of them was confirmed using Cronbach’s coefficient alphabet. Cronbach’s alpha for the organizational citizenship behavior and market orientation was calculated by 0.80 and 0.91. Components of organizational citizenship behavior included civic virtue, altruism, conscientiousness, sportsmanship, and courtesy. Components of market orientation included customer orientation, competitor orientation, and intra-functional coordination. Data were analyzed using descriptive and inferential statistics through SPSS software. The results of the study showed that there is a significant relationship between organizational citizenship behavior and market orientation in organizations. Keywords: organizational citizenship behavior, market orientation, employees, Agricultural Jihad, Mazandaran Province. JEL Classification: D23, M10, M12, M31
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Sadeghi, Ghasem, Masoud Ahmadi i Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and organizational performance (case study: Agricultural Jihad Organization of Mazandaran Province)". Problems and Perspectives in Management 14, nr 3 (15.09.2016): 317–24. http://dx.doi.org/10.21511/ppm.14(3-si).2016.03.

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The main purpose of this study is analyzing the relationship between organizational citizenship behavior and market orientation. This study is an applied research in terms of the purpose based on a descriptive correlational method. The statistical population included all employees of Agricultural Jihad Organization of Mazandaran province consisting of 1923 persons. 391 people (male and female) were selected using random stratified sample. Data were collected through two standard questionnaires: Podsakoff’s (2003) organizational citizenship behavior (24 questions) and Fazel’s (2012) organizational performance (13 questions). Validity of questionnaires was confirmed by experts and reliability of them was confirmed using Cronbach’s coefficient alphabet. Cronbach’s alpha for the organizational citizenship behavior and organizational performance was calculated by 0.80 and 0.87. Components of organizational citizenship behavior included civic virtue, altruism, conscientiousness, sportsmanship, and courtesy. Components of organizational performance included customer satisfaction, employee satisfaction, organizational effectiveness, and financial results and the market. Data were analyzed using descriptive and inferential statistics through SPSS software. The descriptive statistics included frequency, percentage, mean, and standard deviation and inferential statistics included Kolmogorov-Smirnov, Spearman’s rank correlation coefficient, Fisher’s z-distribution using SPSS software. Keywords: organizational citizenship behavior, employees, organizational performance, Agricultural Jihad, Mazandaran Province. JEL Classification: D23, M12, M10
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Sulaiman Almutlaq, Naif. "دور القيادة الخادمة في تعزيز سلوك المواطنة التنظيمية في المنظمات الأمنية". ARAB JOURNAL FOR SECURITY STUDIES 38, nr 2 (20.12.2022): 230–48. http://dx.doi.org/10.26735/dmjq3965.

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هدفت هذه الدراسة إلى بناء نموذج مفاهيمي لتعزيز سلوك المواطنة التنظيمية من خلال تبني نمط القيادة الخادمة في المنظمات الأمنية. ومن أجل تحقيق ذلك قامت الدراسة بتحديد سمات سلوك المواطنة التنظيمية ومتطلباتها، واستعراض ماهية نموذج القيادة الخادمة، وأهميته، وتطبيقاته التنظيمية في عالم اليوم، والتعرف على مكونات نمط القيادة الخادمة المعززة لسلوك المواطنة التنظيمية، وتقديم رؤية تحليلية لنموذج القيادة الخادمة من منظور تعزيز سلوك المواطنة في المنظمات الأمنية، وقد اتخذت الدراسة المنهج الوصفي التحليلي من خلال الرؤية التحليلية الوصفية اعتمادًا على استقراء واستعراض لأدبيات الدراسة ذات العلاقة وتحليلها ضمن إطارها. وقد دعمت الدراسة قدرة نموذج القيادة الخادمة في تبني سلوك المواطنة التنظيمية في المنظمات الأمنية، خاصةً من خلال المقومات، وأبرز السمات، وأهم المراكز البحثية في هذا المجال، وأحدث تطبيقاتها في سياق المنظمات عامة والمنظمات الأمنية خاصة. وتوصلت الدراسة إلى أن تطبيق نمط القيادة الخادمة في المنظمات الأمنية يُحقّق مزايا مهمة من أهمها: تعزيز سلوك المواطنة التنظيمية؛ لكن يواجه النموذج تحديات مفاهيمية وتجريبية متعددة؛ وبناءً على ذلك قدمت الدراسة عددًا من التوصيات التي تسهم في تبني إطار منهجي لدراسات الحالة في المنظمات الأمنية من أجل توسيع تطبيقات نمط القيادة الخادمة لتعزيز ممارسات سلوك المواطنة التنظيمية في تلك المنظمات التي تواجه تحديات مختلفة.
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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, nr 3 (29.11.2018): 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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METE, Yar Ali, i Hüseyin SERİN. "Örgütsel adalet ve örgütsel güven algısının örgütsel bağlılık davranışına etkisi". Journal of Educational Sciences Research 4, nr 2 (15.10.2014): 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, nr 5 (10.05.2020): 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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Ismail Bakan, Ismail Bakan, Tuba Buyukbese, Burcu Ersahan i Ilker Kefe Ilker Kefe. "The Effect of Organizational Commitment on Women Employees’ Organizational Citizenship Behavior". Indian Journal of Applied Research 3, nr 2 (1.10.2011): 202–4. http://dx.doi.org/10.15373/2249555x/feb2013/70.

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Nosratabadi, Saeed, Hamid Khedry i Parvaneh Bahrami. "A Survey on the Relationship of Organizational Commitment and Organizational Citizenship Behavior". SIJ Transactions on Advances in Space Research & Earth Exploration 7, nr 2 (5.04.2019): 5–13. http://dx.doi.org/10.9756/sijasree/v7i2/03050170201.

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Tutugo, Ahmad Habibi, i Much Riyadus Solichin. "Pengaruh Kepribadian dan Budaya Organisasi Terhadap Organizational Citizenship Behavior dengan Komitmen Organisasi sebagai Variabel Intervening". Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) 2, nr 3 (30.06.2020): 392–410. http://dx.doi.org/10.32639/jimmba.v2i3.483.

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This research aims to test the influence of organizational personality and culture on organizational citizenship behavior through the organization's commitment as a intervening variable. The sampling method used is a non-probability sampling technique i.e. saturated sampling i.e. taking the whole sample or all members of the population are used as samples. Respondents in this study were the permanent teachers of Pondok Pesantren SahabatQu Sleman amounting to 60 people. This research uses the methods of descriptive analysis and statistics carried out validity tests, the test of relibility, multicolinearity test, heteroskedastisity test, normality test, correlation test, coefficient of determination, test T, analysis of pathways, calculation of Influence and Test Sobel. Testing in test T shows that the personality affects the Organization's commitment to the teacher of Pondok Pesantren SahabatQu Sleman. Organizational culture has a significant effect on the organization's commitment to the teachers remain in Pondok Pesantren SahabatQu Sleman. Personality has a significant influence on organizational citizenship behavior on the teachers remained SahabatQu Pondok Pesantren Sleman. The organizational culture has a significant effect on the teachers staying at the Pondok Pesantren SahabatQu Sleman. The commitment of the Organization has a significant effect on the teachers remained the Pondok Pesantren SahabatQu Sleman. Organizational commitments can be radiated between personality and organizational citizenship behavior based on the Sobel test. Organizational commitments cannot be intermediate between organizational cultures and organizational citizenship behavior based on Sobel tests.
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HM, Muhdar, i 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, nr 1 (21.12.2017): 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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García Villamizar, Clara Inés, Eliana Alexandra Celis García i Orlando E. Contreras-Pacheco. "Identificación profesional y comportamiento organizacional de los profesionales de la comunicación". Suma de Negocios 11, nr 25 (20.06.2020): 139–48. http://dx.doi.org/10.14349/sumneg/2020.v11.n25.a5.

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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, nr 10-SPECIAL ISSUE (25.10.2019): 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, nr 2 (30.06.2017): 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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Ahiabor, Godson. "THE IMPACT OF CORPORATE CULTURE ON PRODUCTIVITY OF FIRMS IN GHANA: A CASE OF VODAFONE GHANA". Problems of Management in the 21st Century 9, nr 3 (20.12.2014): 173–82. http://dx.doi.org/10.33225/pmc/14.09.173.

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It is believed that many of the problems confronting leaders can be traced to their inability to analyze and evaluate organizational cultures. Thus, many leaders, when trying to implement new strategies or a strategic plan leading to a new vision, will discover that their strategies will fail if they are inconsistent with the organization's culture. Organizational culture does not only affect the manner in which managers manage and consequently shape employee behavior, but also the total output and the way it provides services to its customers. Corporate culture or organizational culture is the behavior of humans within an organization and the meaning that people attach to those behaviors. Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits. In addition, different individuals bring to the workplace their own uniqueness, knowledge, and ethnic culture. Corporate culture covers moral, social, and behavioral norms of one’s organization based on the values, beliefs, attitudes, and priorities of its members. The researcher can say that corporate culture does have a positive impact on the productivity of any organisation, and with Vodafone, it does increase its productivity. Key words: corporate culture, impact, firms, telecommunication and productivity.
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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, nr 2 (31.08.2022): 97–121. http://dx.doi.org/10.54540/jss15.2.4.

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Manafe, Leonard Adrie, i 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, nr 2 (18.07.2021): 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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Geckil, Tahsin, i Mehmet Tikici. "Hospital employees' organizational democracy perceptions and its effects on organizational citizenship behaviors". Asian Pacific Journal of Health Sciences 3, nr 2 (kwiecień 2016): 123–26. http://dx.doi.org/10.21276/apjhs.2016.3.2.23.

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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, nr 07 (21.07.2022): 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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Lisa, Oyong. "The Effect of Entrepreneurial Behavior and Organizational Innovation on MSMEs Performance". JEMA: Jurnal Ilmiah Bidang Akuntansi dan Manajemen 16, nr 2 (30.05.2019): 160. http://dx.doi.org/10.31106/jema.v16i2.2709.

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Performance is a reflection of the organization's ability to manage and allocate its resources. This study aims to analyze the influence of entrepreneurial behavior and organizational innovation simultaneously and partially on the performance of MSMEs organization in Lumajang Regency, as well as to analyze the dominant variable affecting organizational performance. The sample in this research is 40 SMEs with questionnaire as the data collection method. The analysis technique used in this research is multiple regression analysis. The result of the analysis shows that entrepreneurship behavior and organizational innovation influence simultaneously and partially influence organizational performance. Organizational innovation has a dominant influence on organizational performance.
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R, Uma, i Radhamani R. "Job Satisfaction as Antecedent of Organizational Citizenship Behavior: An Empirical Study Among Academicians". NMIMS Management Review 30, nr 04 (14.07.2022): 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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Barney, Jay B., i Edward J. Zajac. "Competitive Organizational Behavior: Toward an Organizationally-Based Theory of Competitive Advantage". Strategic Management Journal 15, S1 (1994): 5–9. http://dx.doi.org/10.1002/smj.4250150902.

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Smith, J. R., Lisa A. Micich i Douglas L. McWilliams. "Organization Citizenship and Employee Withdrawal Behavior in the Workplace". International Journal of Human Resource Studies 6, nr 3 (18.08.2016): 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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Elçin qızı Fərzəliyeva, Ülkər. "Organizational behavior and approaches". SCIENTIFIC WORK 70, nr 09 (21.09.2021): 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, nr 09 (21.09.2021): 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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CIFTGUL, Recep, i Ayse Canan CETINKANAT. "The Impact of School Principals on Teachers’ Organizational Culture Perceptions and Organizational Citizenship Behaviors". Revista de Cercetare si Interventie Sociala 72 (15.03.2021): 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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OJO,, Solomon Yinde, Rafiu Akanji BANKOLE i 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, nr 1 (1.12.2020): 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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Titrek, Osman, Mahmut Polatcan, Demet Zafer Gunes i Gozde Sezen. "The relationship among emotional intelligence (EQ), organizational justice (OJ), organizational citizenship behaviour (OCB)". International Journal of Academic Research 6, nr 1 (30.01.2014): 213–20. http://dx.doi.org/10.7813/2075-4124.2014/6-1/b.30.

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Annisa, Nur, i Tintin Suhaeni. "PENGARUH BUDAYA ORGANISASI TERHADAP PERILAKU KEWARGAAN ORGANISASI KARYAWAN". Jurnal Riset Bisnis dan Investasi 2, nr 2 (10.10.2016): 31. http://dx.doi.org/10.35697/jrbi.v2i2.72.

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Organizational culture is one of the important things that must be considered by a company because it causes the appearance of organizational citizenship behavior in the employee. Positive organizational culture cause the employees felt like to do more work than what was required in the job description. This research aims to figure out the organizational culture, citizenship behavior, and how much influence from organizational culture into citizenship behavior employees in PT X. The method research is using quantitative research method. The data analysis method was used that classic assumption test, descriptive statistical analysis, simple correlation analysis, simple linear regression analysis, and hypothesis testing. The sample in this research of 120 respondents with the total population of 239 employees. Collecting data use questionnaire with the Likert scale and interview. The results showed the organization's culture is in the category both in terms of innovation and risk-taking, attention to detail, results-orientation, people orientation, team orientation, aggressiveness, and stability. Then the organizational citizenship behavior was used in this study is the dimension of organizational citizenship behavior of employees also are in good category seen from the behavior altruism, conscientiousness, Sportsmanship, courtesy, and civic virtue. The conclusion from this research that there is an influence of organizational culture on organizational citizenship behavior amounted to 79.3%.
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M. Taylor, Colette, Casey J. Cornelius i Kate Colvin. "Visionary leadership and its relationship to organizational effectiveness". Leadership & Organization Development Journal 35, nr 6 (29.07.2014): 566–83. http://dx.doi.org/10.1108/lodj-10-2012-0130.

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Purpose – The purpose of this paper is to investigate the relationship between visionary leadership and the perception of organizational effectiveness in nonprofit organizations. Leaders with high levels of transformational leadership were predicted to be reported as having more effective organizations. Design/methodology/approach – Data from 135 executive organizational leaders and 221 of their subordinates were collected from 52 various nonprofit organizations across USA. Leaders completed measures of leadership behavior and perceived organizational effectiveness, while followers provided ratings of their perspective leaders’ leadership style, organizational effectiveness, and organizational change magnitude. Findings – Significant relationships were found between visionary leadership and perceived organizational effectiveness. Regression analysis also showed some significant correlations between high leadership behaviors and perceived organizational effectiveness. Visionary leaders with high leadership skills facilitated the greatest perceived organizational effectiveness in their respective organizations. Practical implications – Leaders wishing to improve their organization's effectiveness may wish to adopt a visionary leadership style. Visionary leaders develop practices through executive training and development that would hone their skills to significantly impact organizational effectiveness. Originality/value – This paper contributes to the existing literature focussed on the relationship between leadership styles and organizational effectiveness. Different aspects of these variables were tested in order to provide a wider and more comprehensive understanding of the factors affecting nonprofit organizations and their employees.
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Moon, Kwangsu, Jaehee Lee i Shezeen Oah. "The effect of organizational commitment on safety behaviors". Korean Journal of Industrial and Organizational Psychology 24, nr 1 (28.02.2011): 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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Ismail, Samreen, Zafar Iqbal i Muhammad Adeel. "Impact of Organizational Justice and Organizational Citizenship Behavior on Employees Performance". International Journal of Human Resource Studies 8, nr 2 (28.04.2018): 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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Priskila, Ellen, Melitina Tecoalu, Saparso i Hery Winoto Tj. "The Role of Employee Engagement in Mediating Perceived Organizational Support for Millennial Employee Organizational Citizenship Behavior". Journal of Sosial Science 2, nr 3 (27.05.2021): 258–65. http://dx.doi.org/10.46799/jsss.v2i3.129.

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The era of globalization is a time when competition becomes increasingly tight, employees are required to be able to show extra work behavior that can exceed the expectations of the organization (extra role behavior). The existence of high initiative from employees is able to improve the effectiveness of an organization, while employees who have good organizational support will also form positive behavior as a form of reciprocal support to the organization. Through employee engagement is expected to strengthen the behavior of the organization's citizenship. In Indonesia is currently entering the era of demographic bonuses, the condition makes this research interesting to do in millennials. The purpose of this study is to test the influence of employee engagement in mediating perceived organizational support to the organizational citizenship behavior of 83 millennial employees of PT Tatalogam Lestari. Structural Equation Modelling (SEM) analysis techniques using SmartPLS were used in this study. The results of the analysis stated that there is an influence perceived organizational support, employee engagement and organizational citizenship behavior. Employee engagement is also proven to mediate the influence of perceived organizational support on organizational citizenship behavior. This study found that the higher the perception of organizational support in employees, the higher the sense of attachment of employees with the organization, so as to encourage the occurrence of organizational citizenship behavior in employees.
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Yoon, Donghwan, Jichul Jang i JungHoon (Jay) Lee. "Environmental management strategy and organizational citizenship behaviors in the hotel industry". International Journal of Contemporary Hospitality Management 28, nr 8 (8.08.2016): 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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Nur L. Fikriah, Ikhsan Maksum, T. Hani Handoko,. "Group Cohesiveness on Performance: Mediating Effect of Collective Organization Citizenship Behavior". Jurnal Manajemen 24, nr 3 (1.10.2020): 443. http://dx.doi.org/10.24912/jm.v24i3.678.

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Organizational Citizenship Behavior towards Organizations (OCBO) concerning the organization's benefits in general and Organizational Citizenship Behavior towards Individuals (OCBI) concerning specific benefits obtained by individuals in the organization and contributes to the organization. The research aims to examine the role of mediating the collective organizational citizenship behavior on the influence of group cohesiveness on group performance based on social exchange theory and social identity theory. The object of research is working groups on the creative industries in Yogyakarta. The study used field settings and cross-sectional study designs. Research respondents were 39 working groups consisting of 300 group members and using the regression analysis technique as a research hypothesis testing technique. The results showed that collective organizational citizenship behavior (OCBO and OCBI) partially mediated the effect of group cohesiveness on group performance.
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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, nr 7 (27.03.2019): 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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Schneider, Benjamin. "Organizational Behavior". Annual Review of Psychology 36, nr 1 (styczeń 1985): 573–611. http://dx.doi.org/10.1146/annurev.ps.36.020185.003041.

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Ilgen, D. R., i H. J. Klein. "Organizational Behavior". Annual Review of Psychology 40, nr 1 (styczeń 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, nr 1 (styczeń 1995): 59–90. http://dx.doi.org/10.1146/annurev.ps.46.020195.000423.

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Safarova, Zuxra. "ORGANIZATIONAL BEHAVIOR AND EMPLOYEES". INNOVATIONS IN ECONOMY 9, nr 3 (30.09.2020): 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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Wira Saputra, Putu Enda, i I. Wayan Gede Supartha. "PENGARUH BUDAYA ORGANISASI DAN DUKUNGAN ORGANISASI TERHADAP OCB DIMEDIASI OLEH KOMITMEN ORGANISASIONAL". E-Jurnal Manajemen Universitas Udayana 8, nr 12 (3.12.2019): 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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Riggar, T. F., i Geraldine Hansen. "Problem Solving, Performance Based Continuing Education". Journal of Applied Rehabilitation Counseling 17, nr 2 (1.06.1986): 47–50. http://dx.doi.org/10.1891/0047-2220.17.2.47.

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A problem solving, performance based continuing educational approach to organizational and developmental problem solving. Collectively, the RRCEP, individual organizational training and other services, will assess the organization's performance needs. Subsequently, appropriate continuing education intervention models will be cooperatively implemented to meet needs and change behavior throughout Region V.
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Lowery, Christopher M., N. A. Beadles i Thomas J. Krilowicz. "Note on the Relationships among Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior". Psychological Reports 91, nr 2 (październik 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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Brashears, Matthew E., Michael Genkin i Chan S. Suh. "In the Organization’s Shadow: How Individual Behavior Is Shaped by Organizational Leakage". American Journal of Sociology 123, nr 3 (listopad 2017): 787–849. http://dx.doi.org/10.1086/693703.

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Endrejat, Paul Constantin. "When to challenge employees' comfort zones? The interplay between culture fit, innovation culture and supervisors' intellectual stimulation". Leadership & Organization Development Journal 42, nr 7 (30.07.2021): 1104–18. http://dx.doi.org/10.1108/lodj-07-2020-0307.

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PurposeThis study, first, examines whether a low culture person–organization (P-O) fit reduces job satisfaction and organizational citizenship behavior (OCB). Second, the author investigates how an organization's current innovation culture affects employees' attitudes and behaviors. Third, the author focuses on the interplay between leadership and organizational culture by testing whether supervisors' intellectual stimulation can mitigate the negative effects of a low innovation culture.Design/methodology/approachData were collected via online questionnaires from 135 employees. Using the organizational culture assessment inventory, employees described their current and their preferred organizational culture and rated their supervisors' behavior.FindingsCurrent-preferred culture discrepancies and a low innovation culture were associated with lower job satisfaction. The negative effect of a low innovation culture on employees' satisfaction was moderated by supervisors' intellectual stimulation (i.e. employees working in a low innovation culture are more satisfied when they have a stimulating supervisor). If employees' preference regarding the desired culture differed from those of their colleagues, they reported less OCB. Intellectual stimulation exacerbated this effect.Research limitations/implicationsThe author relied on self-reported cross-sectional data.Practical implicationsActions are needed to ensure that the current culture and the preferred culture align and that employees agree on how the organizational culture should develop. Unless followers prefer different cultures than their colleagues, supervisors should show intellectual stimulation, especially in a culture whose norms do not support innovation.Originality/valueThe author emphasizes the positive consequences of a culture P-O fit and contributes to the much needed knowledge regarding the interplay between organizational culture and leadership behaviors on employees' attitudes and behaviors.
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Quttainah, Majdi A. "The Role of Organizational Trust and JOY in Organization’s Strategic Behaviour". FIIB Business Review 9, nr 1 (14.10.2019): 42–54. http://dx.doi.org/10.1177/2319714519872855.

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The concepts of Organizational Trust (OT) and JOY have changed substantially both denotatively and conceptually over the span of past years. This article reveals the insights, understands and explores the conundrum of OT and JOY. The study involves breaking down the transient sentiment of JOY and traces the impact it shares on OT. We endeavour to break down applicable arbiters and arbitrators that may impact JOY and association trust. It is found that consumers trust less without JOY and buy less without OT. This implies that retailers should put in a constant effort into JOY, which would lead to clear market understanding of their customers demand and taste. Along these lines, the connection among Organization Trust and JOY can be described as commonly affecting a consumer’s feelings and experiences by focusing on the positive and negative events. The use of a survey method handles the moderating impact of OT on repurchase intentions of customers. Early exists of customers direct an impact on repurchasing adversely.
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Yoo, JiWoon, i Jinkook Tak. "The effect of newcomers’ proactive personality on organizational socialization through information seeking behavior". Korean Journal of Industrial and Organizational Psychology 25, nr 4 (30.11.2012): 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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Ferro-Soto, Carlos, Luz Macías-Quintana i Paula Vázquez-Rodríguez. "Effect of Stakeholders-Oriented Behavior on the Performance of Sustainable Business". Sustainability 10, nr 12 (11.12.2018): 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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J.N.G., Sreenivas, i Dr Kalpana Koneru. "A Descriptive Study of Organizational Citizenship Behavior in Contemporary Business". Journal of Advanced Research in Dynamical and Control Systems 11, nr 11 (20.11.2019): 33–38. http://dx.doi.org/10.5373/jardcs/v11i11/20193165.

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Ilmi, Zainal, Robiansyah Robiansyah, Michael Hadjaat, Saida Zainurossalamia ZA i Dio Caisar Darma. "Determinants of Leadership and Organizational Culture in Implementing Business Strategies". SEISENSE Business Review 1, nr 1 (12.01.2021): 10–17. http://dx.doi.org/10.33215/sbr.v1i1.542.

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Leadership and organizational culture are essential factors in the sustainability of a business. The two things' strategy becomes a concept that is often used as a foundation by various companies in running their activities. This article aims to discuss the role of leadership and organizational culture in implementing business strategy. Societal, cultural norms influence leader attributes and behaviors. Leader attributes and actions can be affected by the organization's corporate environment, size, and technology. Leader attributes and behaviors can determine the organizational form and organizational culture, and vice versa.
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Wulantika, Lita, i Henhen Wijaya. "ANALISIS PERILAKU INDIVIDU ANGGOTA KOPERASI YANG DIPENGARUHI OLEH BUDAYA ORGANISASI DAN KINERJA PENGURUS". Jurnal Ilmu Keuangan dan Perbankan (JIKA) 7, nr 2 (29.07.2019): 47–68. http://dx.doi.org/10.34010/jika.v7i2.1914.

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Outspoken culture is one of the important things in your organization or company as the organization's culture is a factor affecting the performance and behavior of individuals within an organization. because the organizational culture is not directly regulates each person's attitudes and behavior in accordance with a system of values ​​and norms that guide an organization. The stronger the implementation of the organizational culture the better the performance and behavior of individual members. The method used in this research is descriptive analysis method and verifikatif. The study population was 217 and sample withdrawal technique using stratified random sampling technique to obtain the 69 respondents. Methods of data analysis using linear regression analysis and multiple correlation using the program SPSS 17.0 For Windows. The results of linear regression analysis and multiple correlation there is significant influence of organizational culture on performance management and organizational culture and performance of managers significantly influence the behavior of individual members of the cooperative for 35.4%, and the remaining 64.6% influenced by other factors. Keywords: Organizational Culture, Performance Management, Individual Behavior
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