Статті в журналах: "Employee behaviour"

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Zhang, Xinyong, Zhenzhen Sun, Zhaoxiang Niu, Yijing Sun, and Dawei Wang. "The Effect of Abusive Supervision on Safety Behaviour: A Moderated Mediation Model." International Journal of Environmental Research and Public Health 18, no. 22 (November 18, 2021): 12124. http://dx.doi.org/10.3390/ijerph182212124.

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Leadership behavior has an impact on the behavior of employees. Previous studies have mainly studied the impact of positive leadership behaviors on employees’ behaviors, but there is an absence of research on the impact of negative leadership behaviours (abusive supervision) on safety behaviours (including safety participation and safety compliance). In this study, 599 front-line employees in the petrochemical industry were selected as subjects. Abusive supervision, safety behaviour, safety motivation and a conscientiousness questionnaire were used as measurements to explore the relationship between abusive supervision and employee safety behaviors, and to further explore the roles of safety motivation, conscientiousness and the relationship between them. This study found that abusive supervision is negatively related to employee safety behaviours (safety compliance and safety participation); that safety motivation plays a mediating role in the relationship between abusive supervision and employees’ safety behavior; and that conscientiousness moderates the role of safety motivation between the relationship of abusive supervision and employees’ safety behaviour. With a higher level of conscientiousness, the indirect relationship between abusive supervision and employee safety behaviours is weaker. Finally, we discuss the theoretical and practical significance of these findings for abusive supervision and the management of safety behaviours.

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S, Pradeep Roy K., Arun Karthik V. M, and Dr Muthukumar K. "Minimizing Employee Injury by Changing the Behavior Through Behaviour Based Safety." International Journal of Trend in Scientific Research and Development Volume-2, Issue-6 (October 31, 2018): 1533–38. http://dx.doi.org/10.31142/ijtsrd18893.

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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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Bysted, Rune. "Innovative employee behaviour." European Journal of Innovation Management 16, no. 3 (July 26, 2013): 268–84. http://dx.doi.org/10.1108/ejim-09-2011-0069.

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Ahmad, Nursaadatun Nisak, Ida Rosnita Ismail, and Azman Ismail. "The Roles of Employees Coaching Towards Employee Outcomes." Social and Management Research Journal 14, no. 2 (December 31, 2017): 71. http://dx.doi.org/10.24191/smrj.v14i2.5492.

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Employees’ coaching is an effective management tool to enhance employees’ performance and development. Since 1980, a number of researchers have noted the value of the employees’ coaching relationship, but there is still little evidence regarding what makes employees’ coaching to be effective in Malaysia. Therefore, the study looked at the role of leader coach (supervisory coaching behaviour and autonomy support) toward enhancing employees’ motivation (employees’ self-efficacy) and performance to explore this topic in-depth. Again, the purpose of an immediate supervisor as a coach in a practice context is to help employees to consider how they might work and behave differently with a more effective behaviour and thus lead to better outcomes, without a reliance on the formal authority the manager possesses. The outcomes of using PLS-SEM path model analysis showed three important findings: First, the relationship between supervisory coaching behaviour was not correlated with employees’ self-efficacy. Second, autonomy support was positively correlated with employees’ selfefficacy; and third, employees’ self-efficacy indirectly influences employees’ performance. Keywords: supervisory coaching behaviour, autonomy support, employees’ self-efficacy and performance

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Lavena, Ika, and Singmin Johannes Lo. "THE EFFECT OF LEADERSHIP BEHAVIOUR AND REWARD SYSTEM ON THE EMPLOYEE PERFORMANCE MEDIATED BY ORGANIZATIONAL CITIZENSHIP BEHAVIOUR OF PT DANPAC PHARMA." Dinasti International Journal of Management Science 1, no. 4 (March 6, 2020): 493–513. http://dx.doi.org/10.31933/dijms.v1i4.186.

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The purpose of this research is to understand and explain the effect of Leadership Behavior and Reward System on Employee Performance is mediated by Organizational Citizenship Behavior for Employees PT Danpac Pharma. The method used is quantitative approach, where the population in this study were 305 employees of PT Danpac Pharma. Engineering sample selection is done by taking a sample saturated to permanent employees as much as 146 respondents. Questionnaire survey instrument used data collection techniques and have been submitted to the employees of PT Danpac Pharma. Data of this study, which analyzed using structural equation models (SEM) 3.2.8 SmartPLS software program. This study reveaks that Leadership Behaviour and Reward System have a significant positive effect on Employee Performance mediated by Organizational Citizenship Behaviour both partially and simultaneously. In addition, the Leadership Behavior has a positive and significant effect on Organizational Citizenship Behavior and Reward System has a positive and significant effect on Organizational Citizenship Behavior. Leadership Behavior has a positive and significant effect on Employee Performance and Reward System has a positive and significant effect on Employee Performance.

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Navaratne, N. N. J. "Opportunistic Behaviour and Psychological Contract between Employer and Employee." Colombo Business Journal 4, no. 1 (June 26, 2013): 47. http://dx.doi.org/10.4038/cbj.v4i1.32.

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Schalk, René, Jennifer W. Campbell, and Charissa Freese. "Change and employee behaviour." Leadership & Organization Development Journal 19, no. 3 (June 1998): 157–63. http://dx.doi.org/10.1108/01437739810210202.

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Gilani, Hasan. "Corporate brand identity and employee brand citizenship behaviour: A conceptual framework." Marketing Review 19, no. 1 (November 29, 2019): 51–84. http://dx.doi.org/10.1362/146934719x15633618140783.

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This research paper aims to explore and identify the impact of corporate identity on brand citizenship behaviour within retail organisations. The study analyses the influence of corporate identity of an organisation, and more particularly on the employees' desire to engage in brand supporting behaviours. Relationships were identified between corporate identity, internal communication and composites of employee perception of corporate identity - resulting as determining influences on employee behaviour intentions. These relationships are presented as a conceptual model that depicts the influence of corporate identity on employee brand citizenship behaviours. The study makes contributions to the employee branding, services marketing, and organisational citizenship literature, but its main contribution is to extend the corporate identity literature into a new area of employee behaviour through internal communication.

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Ahmed, Jinan Shihab. "THE IMPACT OF WORKPLACE DEMOCRACY ON THE PROACTIVE BEHAVIOUR OF EMPLOYEES." Advanced International Journal of Business, Entrepreneurship and SMEs 4, no. 11 (March 1, 2022): 42–56. http://dx.doi.org/10.35631/aijbes.411004.

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Proactive employee behaviour provides immense benefits to organisations at both macro and micro levels of analysis. Studies have suggested workplace democracy one of its significant antecedents. However, research on the workplace democracy–proactive employee behaviour relationship has been grossly neglected. The current study employed the proactive behaviour theory to address the general association between workplace democracy and proactive employee behaviour in Iraqi higher educational institutions, based on assessments of the constructs at the global level of analysis. Scoping review was used in sourcing relevant literature upon which the hypothesis was developed. In testing the hypothesis, data were collected from a sample of 244 faculty (Ffemale, 29.02%; Mmale, 70.98%) drawn from Al-Qadisiyah University, using validated measures of workplace democracy (α = 0.915) and proactive behaviour (α = 0.787). PLS-SEM in SmartPLS was used in the analysis and test of the hypothesis. The results confirm that workplace democracy significantly and positively impacts the proactive behaviours of employees at the Al-Qadisiyah University (β = 0.011, t = 2.799, p = 0.005). Based on the discussion of the results, several recommendations were proffered.

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Wang, Hongli, and Qihai Huang. "Feeling trusted and employee outcomes: the double-edged sword of political behaviour." Personnel Review 48, no. 7 (November 4, 2019): 1653–68. http://dx.doi.org/10.1108/pr-11-2017-0368.

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Purpose Interpersonal trust between supervisors and subordinates plays an important role in management. The impact of trust from management is through employees’ perception and more specifically their perception of being trusted, termed feeling trusted or felt trust. Politics is associated with the level of trust of organizational members. So far, little is known how employees respond to feeling trusted with regard to political behaviour resulting in employee outcomes. The paper aims to discuss this issue. Design/methodology/approach The paper develops a conceptual model to examine the double-edged sword effect of political behaviour on employee outcomes. Findings The authors designed a two-wave survey to test the model. The analysis of 286 supervisor–employee dyads found that feeling trusted is associated with supervisor-rated organization citizenship behaviour (OCB) and overload reported by employees. Furthermore, political behaviour partially mediates the relationship between feeling trusted and supervisor-rated OCB, which may be desired by both the supervisors and employees. It also mediates the relationship between feeling trusted and employee perceived overload, which is undesired by employees. Originality/value The current research aims to fill in the gap and answer this question: what is the role of political behaviour in the relationship between feeling trusted and employee outcomes? Guided by an “antecedents–behaviours–consequences” framework (Ferris et al., 1989), the paper develops a conceptual model to examine how feeling trusted directly and indirectly influences employee outcomes, with the latter being mediated by political behaviour.

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Ngo, Liem Viet, Nguyen Phong Nguyen, Kim Thien Huynh, Gary Gregory, and Pham Hung Cuong. "Converting internal brand knowledge into employee performance." Journal of Product & Brand Management 29, no. 3 (July 19, 2019): 273–87. http://dx.doi.org/10.1108/jpbm-10-2018-2068.

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Purpose Internal branding efforts are essential in improving employee performance in services marketing. Drawing on reformulation of attitude theory, this paper aims to contribute to the internal branding literature by positing that while internal brand knowledge (IBK) is essential for transforming brand vision into brand reality, it is not brand knowledge per se but its integration with other brand- and customer-related aspects that drive superior employee performance. In particular, this paper develops a cognitive-affective-behaviour model of internal branding proposing that IBK results in higher levels of employee brand identification (EBI); this sense of identification then motivates employees to engage in both employee-related and brand- and customer-focussed behaviours (i.e. brand citizenship behaviour [BCB] and customer-oriented behaviour [COB]), which in turn foster employee performance. Design/methodology/approach The hypotheses were empirically tested using a sample of 697 from services industry in Vietnam. Findings The findings indicate a sequential mediation model in that employee brand knowledge affects employee performance (both objective and subjective measures) through EBI, BCB and COB. Employee brand knowledge results in higher levels of EBI; this sense of identification then motivates employees to engage in employee-related brand and customer-focussed behaviours (BCB and COB), which in turn foster employee performance. Practical implications Firms should understand that IBK may not directly result in high levels of service performance, and instead should embrace the culture of self-driven positive brand-connection attitudes that motivate employees to engage in BCB and COB that are consistent with their sense of self. Originality/value This study makes a unique contribution to the internal branding literature by unravelling a pathway that integrates employees’ self-related psychological mechanism (EBI) and employee-related brand and customer-focussed behaviours (BCB and COB) through which employee brand knowledge is converted into employee performance.

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Setyawan, Agustinus, and Agnes Triyanti. "THE EFFECT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND COUNTERPRODUCTIVE BEHAVIOR ON EMPLOYEE PERFORMANCE WITH EMPLOYEE ENGAGEMENT AS AN INTERVENING VARIABLE IN BPR." Journal of Business Studies and Mangement Review 4, no. 1 (December 31, 2020): 7–11. http://dx.doi.org/10.22437/jbsmr.v4i1.11675.

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Banking is the one that provides services to customers, in order to create a good image of a businessman. This research aims to analyse the impact of organizational citizenship behavior, counterproductive work behavior, with employee engagement as variable intervening through the impact of employee performance in Bank Perkreditan Rakyat in Batam. The difference in behaviour of each employee is a determinant of their performance in the company. Increased the competition in the banking sector, which continues to compete to create better services. The behaviour of employee has positive and negative that can affected by colleagues around them. Positive behaviour will affect good performance for the organization and negative behaviour will become an obstacle to an organization. Based on the relationship of existing problems, this research needs to determine the effect of employee behaviour can be involved in their own performance. Based on authors survey that people who works on Bank Perkreditan Rakyat shows employee behavior that needs to be considered in employee performance appraisal. By looking at several factors and the impact to these employees on the company. In general, the services provided to the financial services sector are important aspects of the banking sector to improve the quality of the organization.

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McCarthy, Dermot, Eoin Reeves, and Tom Turner. "Can employee share‐ownership improve employee attitudes and behaviour?" Employee Relations 32, no. 4 (June 29, 2010): 382–95. http://dx.doi.org/10.1108/01425451011051604.

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Elorza, Unai, Christopher Harris, Aitor Aritzeta, and Nekane Balluerka. "The effect of management and employee perspectives of high-performance work systems on employees’ discretionary behaviour." Personnel Review 45, no. 1 (February 1, 2016): 121–41. http://dx.doi.org/10.1108/pr-07-2014-0167.

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Purpose – The purpose of this paper is to understand how management and employee perspectives of high-performance work systems (HPWS) relate to employee discretionary behaviour. In addition, the paper examines to what extent the relationship between employees’ perception of the HPWS and discretionary behaviour varies among different organizations/groups. Design/methodology/approach – Two samples were used in the study. The first sample included data from 51 managers and 1,023 employees from 26 manufacturing companies. The second sample included 52 managers and 6,382 employees from 42 manufacturing companies. Findings – The study shows that employee rated HPWS mediates the relationship between management rated HPWS and individual-level discretionary behaviour. Moreover, results showed that the effect of employee rated HPWS on discretionary behaviour varies among different organizations/groups. Practical implications – Results show that employee perceptions of the HPWS more strongly predict employees’ discretionary behaviour than management rated HPWS. Moreover, it shows that employees’ perceptions of the same HPWS, but operating in different organizational contexts exhibit different levels of discretionary behaviour. Originality/value – The study differentiates between management and employee perspectives of the HPWS. It also examines the variability of the relationship between HPWS and discretionary behaviour. Multilevel structural equation modelling is used to test the hypotheses.

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Valentina Happy Vanesa. "The Effect of Transformational and Transactional Leadership on Employee Negative Behavior Mediated by Work Stress." International Journal of Science, Technology & Management 2, no. 1 (January 27, 2021): 368–76. http://dx.doi.org/10.46729/ijstm.v2i1.162.

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The objectives of this research was analyzed the effect of transactional leadership on work stress , the effect of transactional leadership on employee negative behavior, the effect transformational leadership on work stress, the effect of transformational leadership on employee negative behavior, and the effect of positively work stress on employee negative behavior. This research also analyzed the impact of transformational and transactional leadership on employee negative behaviour through work stress. The population of this study consist of two hundred employees PT. X Jakarta as the respondents provided the data that were analyzed for this study. Using the sub-set of the sampling consisting of was used to test five hypothesized relationship in the model. Data analysis in this research was used Structural Equation Model (SEM) to test independent variables influence the dependent variable. The result of this research conclude that there is positive impact from transactional leadership on work stress and negative impact from transformational leadership on work stress. The result of the study also revealed that theres in and positive indirect impact from transactional leadership on employee negative behaviour through work stress and negative indirect impact from transformational leadership on employee negative behaviour through work stress.

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Gautam, Prakash Kumar. "Work-Culture for Employee Work-Behaviour: Mediating Role of Satisfaction." PYC Nepal Journal of Management 13, no. 1 (September 25, 2020): 17–32. http://dx.doi.org/10.3126/pycnjm.v13i1.31493.

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Culture is the enduring set of values, beliefs and work principles guiding overall organizational behaviour. Employees’ behaviours are the consequences of work-culture as they behave reciprocal of their experience. This study establishes unique relationship among work-culture, employee satisfaction and work-behaviour in Small and Medium Enterprise (SMEs). Structured questionnaire was used to collect the data from 376 respondents. Confirmatory Factor Analysis was used to examine the model significance with validity, regression analysis to test the direct relationship while Preacher and Hayes Process Macro approach for examining mediation effect. This study revealed the work-culture significantly influenced employees’ satisfaction and work-behaviour with no moderation effect of job satisfaction. Findings of this study suggest managers to promote supportive work-culture to increase employee satisfaction and positive work-behaviour. This study also provides evidence to strengthen a reciprocity approach of social exchange theory (SET) in employees’ work-behaviour in SMEs.

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Budzanowska-Drzewiecka, Małgorzata, and Marta Tutko. "The impact of individual motivation on employee voluntary pro-environmental behaviours: the motivation towards the environment of Polish employees." Management of Environmental Quality: An International Journal 32, no. 5 (April 9, 2021): 929–48. http://dx.doi.org/10.1108/meq-11-2020-0268.

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PurposeEnvironmental management researchers stress the need to study the determinants of employee pro-environmental behaviour in different cultural settings. This study focusses on employee voluntary pro-environmental behaviours in Poland. It aims (1) to examine the scope of employee green behaviours in the private and public sphere and (2) to explore the relationship between individual motivation and pro-environmental behaviours.Design/methodology/approachSelf-administered questionnaire was used for collecting data from 325 Polish employees. A structural equation modelling was applied to estimate the effects of individual motivation on pro-environmental behaviours in both private and public sphere. The psychometric properties of the Polish version of the Motivation Toward the Environment Scale based on self-determination theory were checked beforehand.FindingsPolish employees mainly engage in private-sphere pro-environmental behaviours. The engagement of employees in green behaviours is driven by autonomous motivation. Intrinsic motivation is a more important driver in the case of private-sphere pro-environmental behaviours; integrated regulation in the public sphere. The relationship between controlled motivation and employee pro-environmental behaviours in both spheres is unclear.Research limitations/implicationsAs the data were gathered amongst Polish employees, the proposed model may be applied in culture-specific conditions in Poland.Originality/valueThis paper explores the extent to which individual motivation may foster pro-environmental behaviour of employees. Moreover, it offers the validation of the Polish version of the Motivation Toward the Environment Scale.

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AKRAM, TAYYABA, SHEN LEI, MUHAMMAD JAMAL HAIDER, and MUHAMMAD WAQAR AKRAM. "WHAT IMPACT DO STRUCTURAL, RELATIONAL AND COGNITIVE ORGANISATIONAL SOCIAL CAPITAL HAVE ON EMPLOYEE INNOVATIVE WORK BEHAVIOUR? A STUDY FROM CHINA." International Journal of Innovation Management 21, no. 02 (February 2017): 1750012. http://dx.doi.org/10.1142/s1363919617500128.

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In this study, researchers proposed that organisational social capital (OSC) have a positive and significant impact on the employee innovative work behaviour. Three forms of OSC i.e., structural, relational and cognitive OSC proposed to have a positive and significant impact on the employee innovative work behavior. To find out how much variance each of these forms of OSC contribute in employee innovative work behaviour, correlation and multiple regression analyses were applied on a sample of 235 employees collected from an IT and computer-based service provider firm situated in China. Results and findings from these analyses significantly and positively supported the three hypotheses of this study. Moreover, structural OSC explained highest variation in dependent variable, employee innovative work behaviour, followed by cognitive and relational OSC respectively. Further, theoretical and practical implications are also discussed.

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Budiprasetia, Andika, and Singmin Johanes Lo. "MEDIATION ACTS FROM EMPLOYEE ENGAGEMENT WHICH AFFECTS THE EMPLOYEE COMPETENCIES AND INNOVATIVE WORK BEHAVIOUR ON EMPLOYEE PERFORMANCE AT PT TETRA PAK INDONESIA." Dinasti International Journal of Management Science 2, no. 4 (April 14, 2021): 680–88. http://dx.doi.org/10.31933/dijms.v2i4.818.

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These research was intend to discovered the mediate acts from employee engagement in influencing the affect of employee competence and innovative behaviour on Employees' performance at PT Tetra Pak Indonesia. These research population here used saturated sample from all service engineer employees, with a total sample of 76 service engineers. The data analysis method used Structural Equation Model-Partial Least Square (SEM PLS). The research outcomes showed that innovative behaviour did not have an significant affect towards Employee performance. Competence had an positive impact in increasing the employee engagement and also this employee engagement could be able to motivate the Innovative behaviour and Employee performance

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Jans, N., J. Frazer-Jans, and J. Louviere. "Employee choice modelling: Predicting employee behaviour under varied employment conditions." Asia Pacific Journal of Human Resources 39, no. 3 (January 1, 2001): 59–81. http://dx.doi.org/10.1177/103841110103900305.

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Abun, Damianus, Theogenia Magallanes, Vanjesryl G. Calaycay, Melvin, F. Aurelio, and Fredolin P. Julian. "Employee empowerment and organizational citizenship behaviour." International Journal of Business Ecosystem & Strategy (2687-2293) 3, no. 3 (December 10, 2021): 13–25. http://dx.doi.org/10.36096/ijbes.v3i3.267.

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The study aimed to find out the effect of employee empowerment practices on the organizational citizenship behaviors of employees toward the organization and toward their coworkers (OCBP & OCBO). To support and establish the theory of the study, literature was reviewed. The study used the descriptive correlational research design and it used the questionnaires to gather the data. The study found that the empowerment practices of the Divine Word College of Laoag in terms of delegation of authority, autonomy, and self-efficacy self-management is high and even the different dimensions of organizational citizenship behavior are also high but not very high. Concerning the relationship between empowerment practices and organizational citizenship behavior of employees, the study was found to be significantly correlated. Therefore, the hypothesis of this study is accepted.

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Goh, Edmund, and Sandra Kong. "Theft in the hotel workplace: Exploring frontline employees’ perceptions towards hotel employee theft." Tourism and Hospitality Research 18, no. 4 (December 12, 2016): 442–55. http://dx.doi.org/10.1177/1467358416683770.

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A plethora of studies has investigated theft in the workplace in various industries. However, few studies investigated the motivations behind hotel employee theft especially among Generation Z undergraduates working full time as part of their internship. This targeted sample group is pivotal to the hotel industry as they are the future generation of hotel leaders. These reasons can be attitudinal such as excitement, influenced by fellow colleagues and perceived ease of committing the theft. To address this research gap, this study utilised the established theory of planned behaviour to investigate underlying motivations of employee theft behaviour in the hotel industry. Personal interviews were conducted with 29 hotel management undergraduates who were doing their internships as full-time hotel employees in various frontline jobs in food and beverage, housekeeping and front office. Results revealed the adrenaline feeling when committing hotel employee theft as the key motivator. The most influential social group was colleagues in the same department. The main perceived difficulty was the grey area of defiant behaviour and what actually constitutes as employee theft.

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Edward, Edmund. "Relationship between Internal Branding and Employee Performance in Private College Central (PCC) Regions of Malaysia: A Preliminary Review." International Journal of Scientific Research and Management 11, no. 02 (February 16, 2023): 4564–71. http://dx.doi.org/10.18535/ijsrm/v11i02.em05.

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The idea of internal branding is becoming more and more common for coordinating employee behaviour or performance. However, as prior studies primarily examined the relationship between internal branding practices and employee performance within other industries, there is still a dearth of study in Malaysia pertaining to private tertiary institutions. Therefore, the goal of this study is to examine the variables that affect employee performance among Malaysian employees of Peninsula College Central (PCC). This study concentrated on the relationship between internal branding strategies and employee performance, particularly as it relates to knowledge, reward, and leadership. Social Exchange Theory served as the foundation for this study. The connection between employee-employer reciprocity and this notion is well established. The population in this study was 100 with a sample size of 80 employees of PCC. The researcher focused on the quantitative approach. Probability sampling was employed, and simple random sampling suits the probability sampling methods for a sample in PCC. Version 24 Statistical Package for the Social Sciences (SPSS) was applied to analyse the study. The results of this study indicate that the knowledge and reward have a significant effect on employee performance.

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Liu, Xuemei, Zhiwei Zhu, Zheng Liu, and Chunyan Fu. "The influence of leader empowerment behaviour on employee creativity." Management Decision 58, no. 12 (July 9, 2020): 2681–703. http://dx.doi.org/10.1108/md-02-2019-0281.

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PurposeThis study, based on construal level theory, aims to examine the influential mechanism of leader empowerment behaviour on employee creativity. Specifically, it examines the mediating role of cognitive flexibility between leader empowerment behaviour and employee creativity, along with the moderating effect of consideration of future consequences (CFC) on this linkage.Design/methodology/approachA two time-point survey study (n = 214) was conducted to collect information from leaders and employees in terms of mutual evaluation in several Chinese industries. To effectively avoid common source bias, this survey was conducted through pairing leaders and employees. During the survey, the supervisors and subordinates were double-blinded. Correlation analysis and hierarchical regression analysis were used to test the research hypotheses.FindingsFirstly, leader empowerment behaviour can significantly predict employee creativity. Second, cognitive flexibility plays a partial mediating role in the linkage between leader empowerment behaviour and employee creativity. Thirdly, CFC moderates the relationship between leadership empowerment behaviour and cognitive flexibility. The mediating role of cognitive flexibility underlies the overall moderating effect of CFC on the relationship between leader empowerment behaviour and employee creativity.Research limitations/implicationsWe used construal level theory to explain the influence of the mechanism of leader empowerment behaviour on employee creativity. In this manner, this study bridges the gap between theory and practice, as well as enriching the research on leader empowerment behaviour and employee creativity, especially in the Chinese context. Moreover, our study has several practical managerial implications, based on the importance of employee creativity. It inspires the implementation of leader empowerment behaviour, cultivation of employee creativity and introduction of several procedures.Originality/valueThis paper discusses the influential mechanism of leader empowerment behaviour on employee creativity from a new perspective and explains the process of encouraging employee creativity through information-processing methods. It mainly highlights the application of construal level theory to discuss employee creativity and develops a new research frame for employee creativity. Leaders can raise employee creativity through leader empowerment behaviour.

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Addai, Prince, John Avor, Isaac Nti Ofori, and Daniel Ntiamoah Tweneboah. "Ethical leadership and productive work attitudes among micro financial institutions in Ghana." Management Research Review 42, no. 9 (September 16, 2019): 1049–61. http://dx.doi.org/10.1108/mrr-06-2018-0235.

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Purpose Ethical leadership wields a significant influence on productive work attitudes of employees. The relationship may partly be because of existing conditions in the organization. However, there is dearth of research on the impact that conditions in the organization affect work attitudes and other employee behaviours. Thus, the purpose of this study is to examine organizational climate as an explanatory mechanism for the relationship between ethical leadership and employees’ productive work attitudes (employee commitment, organizational citizenship behaviour). Design/methodology/approach The researchers obtained responses from 150 employees working in micro financial institutions in the Greater Accra Region of Ghana. The cross-sectional survey design was used. The hypotheses of the study were analysed using regression analyses. Findings Findings indicated a positive and significant relationship between ethical leadership and productive work attitudes (employee commitment, organizational citizenship behaviour). Hierarchical regression analyses revealed that organizational climate moderated the relationships between both ethical leadership – employee commitment and ethical leadership – organizational citizenship behaviours. Explicitly, ethical leadership produced the highest productive work attitudes when organizational climate was favourable for productive work attitudes. Originality/value Generally, this study highlights the prominence of organizational climate in understanding the influence of ethical leadership on employees’ work attitudes.

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

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

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Chinomona, Elizabeth, and Teboho Mofokeng. "Impact of leadership on organizational citizenship behaviour, organizational commitment and job performance: An application of leader- member exchange theory." Corporate Ownership and Control 14, no. 3 (2017): 309–19. http://dx.doi.org/10.22495/cocv14i3c2art5.

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The purpose of the study was to investigate the influence of servant leadership on organizational citizenship behaviour, organizational commitment and job performance from a Leader- Member Exchange (LMX) perspective. It aims at contributing new knowledge to research constituting servant leadership within the workplace. The aim of the study was to examine in essence, the impact of servant leadership on organizational citizenship behaviour and organizational commitment and the consequential outcome on employee job performance. LMX theory is the theoretical framework that forms the basis on which the study is undertaken. The problem was investigated within the SME sector of Zimbabwe. The study was quantitative by nature and adopted positivism as the research paradigm. 189 Small and Medium Enterprises (SMEs) in Zimbabwe formed the unit of analysis. The empirical testing of the study’s six hypotheses revealed that the relationships are positive and significant. This implied that servant leadership, organizational citizenship behaviour and organizational commitment have a constructive effect on employee job performance and thus SMEs in general. The study extracts the fundamental impact that servant leadership has on employee behaviour and their performance within the workplace subsequently. While quality LMX relationships are exemplified by mutual trust, respect and commitment, this virtue was employed to assess if it impels a good relationship between servant leadership and employee behaviour and the resulting job performance of employees. The implication is that the general SME sector should encourage their senior employees to embrace a servant leadership style given that it has a positive effect on employee organizational behaviour, employee commitment and job performance subsequently. This is particular important for a country like Zimbabwe that is still developing and therefore relies much on the superior performance of SMEs for sustainability.

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Pradhan, Rabindra Kumar, and Lalatendu Kesari Jena. "Workplace Spirituality and Employee Job Behaviour." Paradigm 20, no. 2 (December 2016): 159–75. http://dx.doi.org/10.1177/0971890716670721.

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Effective employee job behaviour is often driven by suitable work environment that continually provides a meaningful job assignment throughout one’s professional career. Recent researches in organizational studies have strengthened the notion of workplace spirituality for creating meaningful job, delight, contentment and hope at work that generate employee engagement, and organizational commitment. Such type of job behaviour is expected to produce better job performance of employees while deriving higher productivity of the organization. Keeping this in view, the present study was designed to examine the role of workplace spirituality in employee job behaviour through the construct of employee engagement and organizational commitment. The findings revealed that factors of workplace spirituality significantly and positively influence job behaviour dimensions. It also reported that workplace spirituality has significant effects on vigour and affective commitment. The meaningful work dimension of workplace spirituality was found to be significant predictors of employee engagement and organizational commitment. The study has a number of implications for academicians and human resource (HR) professionals for devising suitable mechanisms to create individual–organization fitment interventions.

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Celse, Jérémy, Kirk Chang, Sylvain Max, and Sarah Quinton. "The reduction of employee lying behaviour." Journal of Strategy and Management 9, no. 2 (May 16, 2016): 118–37. http://dx.doi.org/10.1108/jsma-02-2015-0015.

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Purpose – The purpose of this paper is to analyse employees’ lying behaviour and its findings have important implication for the management and prevention strategies of lying in the workplace. Employee lying has caused both reputational and financial damage to employers, organisations and public authorities. This study adopts a psycho-cognitive perspective to examine the mechanism of lying reduction and the influence envy has on lying behaviour. Design/methodology/approach – Incorporating social comparison phenomenon and cognate studies this study suggests that envy may restrain people from lying in the workplace. Specific hypotheses are developed and tested with 271 participants using dice game scenarios. Findings – Research findings have found that people are likely to lie if lying brings them benefits. However, the findings also reveal that the envy aroused between two people may act as a psychological barrier to reduce the tendency to lie. Originality/value – The research findings have provided an alternative perspective to the current prevailing view of envy as a negative emotion. Envy need not always be negative. Envy can provide an internal drive for people to work harder and enhance themselves but it can also act as a brake mechanism and self-regulator to reduce lying, and thereby has a potentially positive value.

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Nuruzzaman, Md, and Humayun Kabir Talukder. "Organizational Justice and Employees Service Behavior in the Healthcare Organizations in Bangladesh: An Agenda for Research." Bangladesh Journal of Bioethics 6, no. 3 (May 6, 2016): 10–24. http://dx.doi.org/10.3329/bioethics.v6i3.27614.

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Bangladesh is aspiring to achieve universal health coverage by 2030. In this regard, quality and efficient healthcare delivery have been regarded as a major challenge. Proper management of employees is crucial for service organizations like healthcare because in healthcare employees provide life saving services which make them unique from other non-health professionals. They directly interface with the patients or service seekers who make evaluative judgment of the quality of service delivered by the employees. Therefore, it is important that healthcare organizations (both public and private) comprehend specific organizational factors and issues that influence employees attitudes and behaviors, which ultimately affect their service behaviour at work. Drawing from the organizational justice principles and other management theories, this article presents a conceptual framework and a set of hypotheses regarding the relationships among distributive justice, procedural justice, interactional justice, employees citizenship behaviour, role prescribed behaviour and counterproductive behaviour for the healthcare organizations in Bangladesh. The purpose is to assist the policy makers and service providers in identifying desirable human resource management practices that healthcare organizations in Bangladesh should seek and engage in and at the same time, avoid undesirable practices in order to maintain optimum level of employee commitment, and citizenship behavior essential for ensuring quality and efficient service delivery to the communities. This article is theoretical but it has practical implications for the policy makers and service providers who are directly involved with service delivery system. It is also expected that the paper enriches the health service delivery literature and also advocates focusing on justice perspectives particularly in Bangladesh.

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Oremodu, Solomon, Kabuoh Nma, Binuyo Adekunle, and Akpa Ozioma. "RELATIONSHIP BETWEEN WORK BEHAVIOUR SUB VARIABLES AND ROLE EFFICIENCY OF HEALTH SECTOR EMPLOYEE PERFORMANCE IN SELECTED PRIVATE AND TEACHING HOSPITALS IN LAGOS STATE." International Journal of Advanced Studies in Economics and Public Sector Management 10, no. 1 (May 10, 2022): 77–97. http://dx.doi.org/10.48028/iiprds/ijasepsm.v10.i1.06.

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Employee work behaviour (WB) as a construct is critical to the task performance of any organisation. In spite of this; little or no attention has been attached to the relevance of WB as it applies to the Nigerian medical sectors employees’ performance. Consequently, this study evaluated the relationship between work behaviour sub variables and rolek efficiency of health sector employee performance in selected private and teaching hospitals in Lagos State, Nigeria. The study adopted a cross sectional research design on the population of 2,886 employees of the selected hospitals. A purposive and stratified sampling technique method was adopted to select a sample of 349 respondents using Cochran formula. Primary dada sources was adopted via a validated research instrument and collected data were analysed using multiple linear regression. The study also found that work behaviours positively correllated role efficiency in the dimension of β=4.344 Adj R2 =0.276, F(4,344), = 34,222 P<0.05. The study concluded that work behaviour variables had significant relationship with role efficiency aspect of employee performance, promotion of positive work behaviour through adequate compensation package have very strong correlation with the performance of employees in the selected teaching and private hospitals. The study recommends that stakeholders in the health sector should create policies that would facilitate health employee’s innovative behaviour and improve their organizational citizenship behaviour as well to enable enhance efficient role performance.

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Zhao, Yufei, Li Yan, and Hean Tat Keh. "The effects of employee behaviours on customer participation in the service encounter." European Journal of Marketing 52, no. 5/6 (May 14, 2018): 1203–22. http://dx.doi.org/10.1108/ejm-10-2016-0559.

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PurposeThere is considerable research examining the consequences and contingency factors of customer participation in the service encounter. In comparison, there is disproportionately less research examining the antecedents of customer participation. This paper aims to propose and test an appraisal-emotive framework of the effects of front-line employees’ in-role and extra-role behaviours on customer participation.Design/methodology/approachA survey on 583 customers of retail banks in China has been conducted to test the framework. Structural equation modelling and dominance analysis have been used for hypotheses testing.FindingsEmployees’ extra-role behaviour (i.e. organisational citizenship behaviour or OCB) has a stronger effect than their in-role behaviour (i.e. role-prescribed behaviour) in inducing customer participation. These effects are mediated by customer emotions. Specifically, the effect of employees’ in-role behaviour on customer participation was mediated by customers’ positive and negative emotions, whereas the effect of employees’ OCB was mediated by customers’ positive emotions but not by their negative emotions.Practical implicationsThe findings reveal that strategic management of employee behaviours can influence customer participation. While organisations often provide training to enhance employees’ in-role behaviour to deliver service performance, they should also recognise and encourage employees’ OCB as a means of increasing customer participation. In particular, employees who display positive emotions tend to evoke positive emotions in customers, which increase customer participation in the service encounter.Originality/valueTo the authors’ knowledge, this is one of the few studies in marketing to examine the differential effects of employees’ in-role and extra-role behaviours on customer participation. Importantly, the findings show that employees’ OCB is not only more effective than employees’ in-role behaviour in influencing customer participation but also these two behaviours have varying effects on customer emotions. These findings are new and contribute to the literatures on customer participation, value co-creation and human resource management.

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Pratiwi, Ratna. "Exploration The Quality of Knowledge Sharing in Increasing Employees’ Innovative Behavior." IJHCM (International Journal of Human Capital Management) 5, no. 2 (January 4, 2022): 120–31. http://dx.doi.org/10.21009/ijhcm.05.02.11.

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Background: Maximizing the innovation potential of employees is a top priority in all companies. New ideas and initiatives generated by employees give the organization a competitive advantage by differentiating and improving products or services. Given the growing importance of intellectual capital in all areas of the company, human resource researchers and professionals are expected to develop and implement effective measures that encourage their employees to innovate. Several factors that can increase employee innovation behavior are the quality of knowledge sharing and its support, namely, employee motivation to learn and transformative leadership. Purpose: This study was intended to examine the direct effect of learning motivation on employee innovative behaviour and the indirect effect of motivation to learn and transformational leadership in improving the quality of knowledge sharing on increasing employee innovative behaviour. Originality/value: The novelty of this research is that there is no research on motivation to learn, transformational leadership and knowledge sharing mediation to increase employee innovative behaviour at PT. Indonesia Power Suralaya Power Generation Unit. Research limitations: The limitation in conducting this research is to explore motivation to learn, transformational leadership mediated by knowledge sharing to increase employee's innovative behaviour. Design/methodology/approach: The quantitative method using a questionnaire with a 10-point Likert scale was used as a research method. The sampling technique was done by simple random sampling. The number of samples used as many as 63 samples to test four (4) hypotheses that have been determined. In testing the statistical significance of the path coefficient, the Structural Equation Modelling model was used. Findings: From the research, it was found that motivation to learn had a significant positive effect on innovative behaviour. Motivation to learn has a negative and insignificant effect on knowledge sharing. Transformational leadership has a significant positive effect on knowledge sharing. And knowledge sharing has a significant positive effect on innovative behaviour. The implications of the findings explain that transformational leadership mediates knowledge sharing so that innovative behaviour increases and motivation to learn has a direct influence on increasing innovative 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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Na-Nan, Khahan, Peerapong Pukkeeree, Ekkasit Sanamthong, Natthaya Wongsuwan, and Auemporn Dhienhirun. "Development and validation of counterproductive work behaviour instrument." International Journal of Organizational Analysis 28, no. 3 (December 12, 2019): 745–63. http://dx.doi.org/10.1108/ijoa-04-2019-1748.

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Purpose Counterproductive work behaviour (CWB) is a type of behaviour of an individual that works against an organisation or employer, and he/she is usually discretionary (i.e. individuals make conscious choices as to whether they want to commit aberrant work behaviour). To deal with CWB in different contexts, organisations need to both understand and continually measure their employees in terms of behaviour and work. This study aims to develop an instrument to measure CWB for small and medium-sized enterprises in Thailand. Design/methodology/approach The study was conducted in three stages to develop a measurement scale for CWB. First, 27 questions were developed as a questionnaire based on concepts and theories of CWB and then verified using exploratory factor analysis with three CWB dimensions, namely “poor behaviour”, “misuse of organisational resources” and “inappropriate communication”. The questionnaire surveyed a total of 386 individuals working in SMEs. Finally, confirmatory factor analysis (CFA) and convergent validity were examined following the three CWB dimensions. Findings Three dimensions were developed to measure CWB, including aspects of poor behaviour, misuse of organisational resources and inappropriate communication. Practical implications The CWB questionnaire has practical use for assessing employee behaviour and can assist organisations and practitioners to better understand the CWB of employees. This know-how will help practitioners to assess employee behaviour and can be used to manage or develop this into good behaviour as valued members of the organisation. Originality/value The validity of the CWB questionnaire questions will facilitate the future research on the boundaries with CWB assessments spanning different SMEs contexts. Empirical study results validated that CWB measurement offered new perspectives to explore vital employee behavioural deviation that are necessary for the inspection employee behavioural deviation. This instrumental support will also help researchers to effectively understand CWB and explore its potential in future studies.

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Rishipal. "Employee loyalty and counter-productive work behaviour among employees in the Indian hospitality sector." Worldwide Hospitality and Tourism Themes 11, no. 4 (August 12, 2019): 438–48. http://dx.doi.org/10.1108/whatt-04-2019-0020.

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Purpose The purpose of this study is to identify the characteristics of employee loyalty and counter-productive work behaviour (CWB) among employees working in the Indian hospitality sector. The study also compared the status of employee loyalty among managers, who exhibit either very high and or very low traits of CWB. The study also examined the factors responsible for the high tendency of employee loyalty and for that of CWB. Design/methodology/approach Primary data were collected by using questionnaire and interview methods from employees and managers working in hotels situated in the National Capital Region (NCR), Delhi, India. A sample of total 220 junior and middle level managers and other employees was taken and a selected sample was tested for tendencies of employee loyalty and CWB and analyzed to interpret the findings. Findings The findings reveal that the tendency of employee loyalty among managers in the hospitality sector was high, whereas the status of CWB was low. Results also predicted that the tendency of employee loyalty was high among the managers with low traits of counter-productive behaviour and very low among managers with a higher tendency of CWB. Factors such as compensation and benefits, job security and growth and satisfaction were found to be responsible for high tendency of employee loyalty; the controlling of factors such as ignoring or arguing with others, physically damaging organizational property, stealing organizational or employee’s property, intentionally working slowly, doing work incorrectly, neglecting to follow procedures, taking longer breaks than allowed, coming late and leaving early was responsible for a high degree of CWB. Research limitations/implications This study was conducted by involving lower and middle level hospitality sector managers in the NCR Delhi region only. To generalize the findings effectively, a more comprehensive study should be conducted that also involves senior level managers. Originality/value There are relatively few prior studies of the factors addressed in this study which has sought to explore an under-research aspect of workplace behaviour.

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Edakkat Subhakaran, Sriji, and Lata Dyaram. "Individual disposition and manager behaviour on employee upward voice." International Journal of Organizational Analysis 26, no. 5 (November 5, 2018): 875–89. http://dx.doi.org/10.1108/ijoa-12-2017-1315.

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PurposeThis paper aims to model how an employee’s proactive personality and manager’s pro-voice behaviour help to predict employee upward voice. Employee perceived voice efficacy is expected to mediate these links.Design/methodology/approachTo analyse the data, a confirmatory factor analysis and structural equation modelling procedure using AMOS 22 were used. The mediating role of voice efficacy was tested with bootstrapping method. Data included 625 employees representing various technology firms in India.FindingsThe results showed a significant positive impact of employee proactive personality and manager pro-voice behaviour on employee upward voice. Further, findings suggest significant mediation of employee voice efficacy beliefs in these links.Originality/valueThe study extends employee voice literature from an Indian context, where confronting those in authority is culturally discouraged. Contributing to the scant work on voice self-efficacy, its role as a key mechanism impacting employee upward voice is examined.

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Kearney, Treasa, Gianfranco Walsh, Willy Barnett, Taeshik Gong, Maria Schwabe, and Kemefasu Ifie. "Emotional intelligence in front-line/back-office employee relationships." Journal of Services Marketing 31, no. 2 (April 10, 2017): 185–99. http://dx.doi.org/10.1108/jsm-09-2016-0339.

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Purpose This paper aims to undertake a simultaneous assessment of interdependence in the behaviours of front-line and back-office employees and their joint effect on customer-related organisational performance. It also tests for a moderating influence of the emotional intelligence of front-line salespeople and back-office employees. Design/methodology/approach The sample comprises 105 front-line sales employees and 77 back-office employees. The customer-related organisational performance data come from a UK business-to-business (B2B) electronics company. With these triadic data, this study uses partial least squares to estimate the measurement and structural models. Findings Salespeople’s customer orientation directly affects customer-related organisational performance; the relationship is moderated by salespeople’s emotional intelligence. The emotional intelligence of salespeople also directly affects the customer-directed citizenship behaviour of back-office employees. Furthermore, the emotional intelligence of back-office staff moderates the link between the emotional intelligence of salespeople and back-office staff citizenship behaviour. Back-office staff citizenship behaviour, in turn, affects customer-related organisational performance. Originality/value The emotions deployed by employees in interactions with customers clearly shape customers’ perceptions of service quality, as well as employee-level performance outcomes. However, prior literature lacks insights into the simultaneous effects of front-line and back-office employee behaviour, especially in B2B settings. This paper addresses these research gaps by investigating triadic relationships – among back-office employees, front-line employees and customer outcomes – in a B2B setting, where they are of particular managerial interest.

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Al-Madadha, Amro, Ahmad Samed Al-Adwan, and Fida Amin Zakzouk. "Organisational Culture and Organisational Citizenship Behaviour: The Dark Side of Organisational Politics." Organizacija 54, no. 1 (February 1, 2021): 36–48. http://dx.doi.org/10.2478/orga-2021-0003.

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Abstract Background and Purpose: Organisational politics can have a substantial negative effect on employees’ performance, however many organisations still do not pay attention to this organisational behaviour. In our study, we aim to examine the relationship between organisational culture and organisational citizenship behaviour through how employees perceive political behaviour within organisations. Methods: Convenience sampling technique has been employed, quantitative data were collected from 532 employees in the Jordan banking industry via online surveys. Structural equation modelling (SEM) was employed to test the hypotheses of the study. Results: Analyses showed that organisational culture within the banking industry has an effect on how employees perceive political behaviour. A negative perception of political behaviour by employees, in turn, has a negative influence on employees’ citizenship behaviour. These findings answer previous calls to investigate the destructive effect of organisational politics on employee outcomes. Conclusion: Organisations should pay more attention to the destructive effect of organisational politics and try to minimise such behaviour. Organisational citizenship behaviour, in contrast, benefits organisational performance, and the enhancement of this is recommended through the implementation of more effective policies and strategies.

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Chinomona, Elizabeth, and Manilall Dhurup. "The effects of organisational commitment and employee perceptions of equity on organisational citizenship behaviour in Zimbabwean SMEs." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 2 (February 18, 2019): 77–98. http://dx.doi.org/10.25159/2520-3223/5853.

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Organisational commitment and organisational citizenship behaviour have been extensively researched from the perspective of antecedents and outcomes. Literature shows that employee perceptions of equity relationships in organsations have been less extensively chronicled in research, especially in respect of organisational commitment and organisational citizenship behaviour, within a Zimbabwean context. The objective of the study was to explore the relationship between organisational commitment, employee perceptions of equity and organisational citizenship behaviours among employees of small and medium enterprises in Zimbabwe. The research design is located within a quantitative research paradigm, undertaken through a cross-sectional, non-probabilty covenience sample (n=464). Descriptive statistics, correlations and hierarchical multiple regression analysis were used to evaluate the data. The results showed that perceptions of equity, organisational commitment and organisational citizenship behaviour are low among employees in the Zimbabwean small and medium enterprise sector. The correlation analysis exhibits strong positive linear relationship between the constructs. Further, the results of the multiple regression analysis show that employee perceptions of equity and organisational commitment are strong predictors of organisational citizenship behaviour. The findings of the study will benefit owners/managers of SMEs and government entities in improving their understanding of the issues of equity and organisational commitment effects on organisational citizenship behaviour within the Zimbabwean context.

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Čiarnienė, Ramunė, Milita Vienažindienė, and Rūta Adamonienė. "Sustainable behaviour: evidence from Lithuania." Engineering Management in Production and Services 12, no. 1 (May 10, 2020): 80–92. http://dx.doi.org/10.2478/emj-2020-0007.

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AbstractThere is an increasing focus on bridging human behaviour and attitudes towards sustainability. This article focuses on the factors that influence sustainable behaviour of working people. Based on a systematic and comparative analysis of scientific literature, the authors of the paper present the theoretical conceptual model, which illustrates sustainable behaviour. The aim of the empirical research is to examine how employees relate to sustainable behaviour across generations, genders and different modes of education through economic, environmental and social domains. A quantitative method in the form of a survey was selected to capture individual employee attitudes and actions regarding sustainable behaviour. A total of 412 complete responses from Lithuanian employees were used for data analysis. The results of empirical research revealed a significant relationship between gender, generation and education, and sustainable employee behaviour.

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Potdar, Balkrushna, Tony Garry, Juergen Gnoth, and John Guthrie. "An investigation into the antecedents of frontline service employee guardianship behaviours." Journal of Service Theory and Practice 31, no. 3 (March 4, 2021): 450–67. http://dx.doi.org/10.1108/jstp-06-2020-0124.

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PurposeThis study aims to provide empirically generated insights into the drivers of guardianship behaviour among frontline service employees (FLEs) within retail settings.Design/methodology/approachThe research framework comprises a quantitative survey of 507 frontline service employees at national supermarkets within New Zealand.FindingsThe findings of the survey suggest that service employee perceptions of internal corporate social responsibility (CSR) activities, their level of psychological ownership towards the supermarket and personal moral beliefs, shape their guardianship behaviours and, consequentially, the prevention of in-store deviant behaviours by customers such as shoplifting.Originality/valueThe contribution of this paper is twofold. First, it offers both a conceptual foundation and an empirical-based evaluation of the antecedents and role of guardianship behaviour among frontline service employees. Second, the conceptual model derived from this research may aid practitioners in developing strategies that engender guardianship behaviours in their employees within service contexts.

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Ndidi, Amadi Martins, Amah Edwinah, and Okocha Belemenanya Friday. "Micromanaging Behaviour and Employee Productivity in SMEs in Rivers State." International Journal of Research and Innovation in Social Science 06, no. 04 (2022): 745–55. http://dx.doi.org/10.47772/ijriss.2022.6434.

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Companies are always needing an individual to lead/manage its employees. However, some managers have been known to want to direct and control every move/task performed by their subordinates (known as micromanagement), which creates a sense of insecurity and disengagement among the employees. Employee morale and employee turnover were adopted as measures of productivity in this study. A critical review of extant literature revealed a nexus between micromanaging behaviour and employee productivity. Micromanagement, it was found, is not all negative; under certain instances and settings, it can be beneficial. It can be advantageous to a company if it is done correctly. Accordingly, managers must be aware of their employees’ performance and attitudes, but this must be done in a non-critical manner. Furthermore, it was recommended that entrepreneurs ought to: refrain from meddling in the middle of their employees’ work by assigning tasks based on their employees’ strong suits; trust their team; consider what knowledge and resources an employee would require to do delegated duties on their own, and instead of completing the job for them, focus on obtaining them that information. Instead than focusing on the process itself, think about the outcomes you want to see at the end of the project. describe the assignment’s end goal and then inquire as to how your employee would approach the problem; and enable their staff to make mistakes.

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Wünderlich, Nancy V., Anja Iseke, and Hürrem Becker-Özcamlica. "Branded Employee Behaviour as a Double-Edged Sword: How Perceptions of Service Employees Impact Job Seekers' Application Intentions." Journal of Service Management Research 4, no. 4 (2020): 205–15. http://dx.doi.org/10.15358/2511-8676-2020-4-205.

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Prior brand experiences affect job seekers’ application decisions, as they recall service encounters with brands which they have experienced as customers. As brand representatives, service employees play a critical role in these recollections. Their behaviour might inform job seekers’ understanding of the employer brand, thereby affecting their application decision. The impact of the service employee’s behaviour might be even more impactful if this behaviour is branded, meaning that the employee’s appearance and manner are representative of the brand values. In this paper, we analyse whether and how branded service employee behaviour affects job seekers’ application intentions. We argue that branded service employee behaviour provides two opposing signals: it contributes to consistent evaluations of the brand, leading to more brand trustworthiness and enhancing job seekers’ application intentions. However, it may also be perceived as inauthentic, reducing job seekers’ application intentions. Findings from a scenario experiment provide evidence of both effects.

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Musoli, Musoli, and Era Agustina Yamini. "PERAN ETIKA KERJA ISLAM DAN KETERIKATAN KARYAWAN DALAM MENINGKATKAN ORGANIZATIONAL CITIZENSHIP BEHAVIOUR." JBTI : Jurnal Bisnis : Teori dan Implementasi 11, no. 3 (February 11, 2021): 260–73. http://dx.doi.org/10.18196/jbti.v11i3.10778.

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ABSTRACTThis study examines whether Islamic work ethics has a relationship with employee engagement and organizational citizenship behavior of employees in hospitals. The research design uses a quantitative approach through research instruments. Based on the purposive sampling technique, the unit of analysis in this study was the PKU Muhammadiyah Hospital employees in the Special Region of Yogyakarta who had worked for a minimum of 1 year. The total respondents in this study were 179 respondents from PKU Muhammadiyah Hospital employees in Yogyakarta Special Region. The results of this study indicate several empirical findings. First, Islamic work ethics has a positive influence on employee engagement. Second, Islamic work ethics has a positive effect on organizational citizenship behavior. Third, employee engagement has a positive impact on organizational citizenship behavior. ABSTAKPenelitian ini bertujuan untuk menguji apakah etika kerja Islam memiliki hubungan dengan keterikatan karyawan dan organizational citizenship behavior karyawan di Rumah Sakit. Desain penelitian menggunakan pendekatan kuantitatif melalui instrumen penelitian. Berdasarkan teknik purposive sampling, unit analisis dalam penelitian ini adalah karyawan Rumah Sakit PKU Muhammadiyah di Daerah Istimewa Yogyakarta yang sudah bekerja minimal masa kerja 1 tahun. Total responden dalam penelitian ini adalah 179 responden dari karyawan Rumah Sakit PKU Muhammadiyah di Daerah Istimewa Yogyakarta. Hasil penelitian ini menunjukkan beberapa temuan empiris. Pertama, etika kerja Islam memiliki pengaruh positif terhadap terhadap keterikatan karyawan. Kedua, etika kerja Islam memiliki pengaruh positif terhadap organizational citizenship behaviour. Ketiga, keterikatan karyawan mempunyai pengaruh positif terhadap organizational citizenship behaviour

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47

Quan, Dongmei, Leyao Tian, and Wenqi Qiu. "The Study on the Influence of Green Inclusive Leadership on Employee Green Behaviour." Journal of Environmental and Public Health 2022 (October 11, 2022): 1–12. http://dx.doi.org/10.1155/2022/5292184.

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As a result of the implementation of the “double carbon” strategy, the issue of how to encourage green behaviour has become a prominent one in society. According to the cognitive-affective processing system theory, this study constructs two paths through which green inclusive leadership influences employee green behaviours: the cognitive pathway mediated by pro-environmental goals clarity and the affective way mediated by green organization identification. Data analysis of 372 employees in chemical enterprises reveals that first, employees’ perception of green inclusive leadership positively affects employee green behaviour; second, green inclusive leadership enhances employee awareness of environmental goals and green organization identification so that employees are more likely to behave environmentally; furthermore, green HRM practices positively moderate the relationship between green inclusive leadership and pro-environmental goals clarity, as well as positively moderate the relationship between green inclusive leadership and green organization identification. This study aims to provide theoretical and practical insight into how to promote the green development of organizations from the perspective of leadership style to facilitate green development.

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Unggul Yudha Hastitama. "Pengaruh Kompensasi, Kepribadian dan Lingkungan Kerja Terhadap Kinerja Pegawai dengan Organizatonal Citizenship Behaviuor (OCB) Sebagai Variabel Intervening (Studi pada Pegawai Dinas Kesehatan Kabupaten Pati)." Jurnal Litbang Provinsi Jawa Tengah 20, no. 2 (February 1, 2023): 225–37. http://dx.doi.org/10.36762/jurnaljateng.v20i2.971.

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This research has the aim of analyzing the influence of compensation, personality, and work environment on employee performance with Organizational Citizenship Behaviour as an Intervening Variable (study on Health Department Employees at Pati Regency). This research is a study using quantitative approaches. Population 1461 officers. A sample of 145 respondents. Sampling techniques use proportional sampling types and data sources. Primary data sources and secondary data. Test instruments using convergence validity, Average Variance Extracted (AVE), Discriminant Validity, and Construct Reliability. Data analysis using SEM AMOS. The results of testing hypotheses contained in this study, it can be concluded that the study (1) There is a significant positive influence of compensation and personality on employee performance at the Health Department Employee at Pati Regency; (2) There is nothing effect of work environment on employee performance at the Health Department Employee at Pati Regency; (3) There is a significant positive effect of the compensation, personality and work environment on Organizational Citizenship Behaviour at the Health Department Employee at Pati Regency. ; (4) There is a significant positive effect of the Organizational Citizenship Behaviour on employee performance at the Health Department Employee at Pati Regency; (5) Organizational Citizenship Behaviour is able to provide a mediating effect between compensation and personality on employee performance at the Health Department Employee at Pati Regency.This research has the aim of analyzing the influence of compensation, personality, and work environment on employee performance with Organizational Citizenship Behaviour as an Intervening Variable (study on Health Department Employees at Pati Regency). This research is a study using quantitative approaches. Population 1461 officers. A sample of 145 respondents. Sampling techniques use proportional sampling types and data sources. Primary data sources and secondary data. Test instruments using convergence validity, Average Variance Extracted (AVE), Discriminant Validity, and Construct Reliability. Data analysis using SEM AMOS. The results of testing hypotheses contained in this study, it can be concluded that the study (1) There is a significant positive influence of compensation and personality on employee performance at the Health Department Employee at Pati Regency; (2) There is nothing effect of work environment on employee performance at the Health Department Employee at Pati Regency; (3) There is a significant positive effect of the compensation, personality and work environment on Organizational Citizenship Behaviour at the Health Department Employee at Pati Regency. ; (4) There is a significant positive effect of the Organizational Citizenship Behaviour on employee performance at the Health Department Employee at Pati Regency; (5) Organizational Citizenship Behaviour is able to provide a mediating effect between compensation and personality on employee performance at the Health Department Employee at Pati Regency.

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S., Neruja,, and A. Anton Arulrajah. "The Impact of Environmental Knowledge and Awareness on Sustainability Performance of Organizations: The Mediating Role of Employee Green Behaviour." International Business Research 14, no. 9 (August 9, 2021): 68. http://dx.doi.org/10.5539/ibr.v14n9p68.

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This study examined the impact of environmental knowledge & awareness of employees on sustainability performance of organization among 173 commercial bank employees in Batticaloa Region of Sri Lanka. It explored environmental knowledge & awareness of employees associated with employee green behaviour and the possible mediating role of employee green behaviour between environmental knowledge & awareness and sustainability performance of organization. Multiple regression analysis demonstrated that the environmental knowledge & awareness of employees were significantly associated with green behaviour among the employees of surveyed banks. It was also established that the association of environmental knowledge & awareness of employees and sustainability performance of the bank is partially mediated by employee green behaviour. This study contributes to fill out the research gaps exist in the area of study to some extent and offers practical implications for the managers of banks to establish efficient and constructive mechanisms and encourage the bank’s staff to implement environmental policies into actions.

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Yuryna Connolly, Lena, Michael Lang, John Gathegi, and Doug J. Tygar. "Organisational culture, procedural countermeasures, and employee security behaviour." Information & Computer Security 25, no. 2 (June 12, 2017): 118–36. http://dx.doi.org/10.1108/ics-03-2017-0013.

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Purpose This paper provides new insights about security behaviour in selected US and Irish organisations by investigating how organisational culture and procedural security countermeasures tend to influence employee security actions. An increasing number of information security breaches in organisations presents a serious threat to the confidentiality of personal and commercially sensitive data. While recent research shows that humans are the weakest link in the security chain and the root cause of a great portion of security breaches, the extant security literature tends to focus on technical issues. Design/methodology/approach This paper builds on general deterrence theory and prior organisational culture literature. The methodology adapted for this study draws on the analytical grounded theory approach employing a constant comparative method. Findings This paper demonstrates that procedural security countermeasures and organisational culture tend to affect security behaviour in organisational settings. Research limitations/implications This paper fills the void in information security research and takes its place among the very few studies that focus on behavioural as opposed to technical issues. Practical implications This paper highlights the important role of procedural security countermeasures, information security awareness and organisational culture in managing illicit behaviour of employees. Originality/value This study extends general deterrence theory in a novel way by including information security awareness in the research model and by investigating both negative and positive behaviours.

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