scholarly journals Construct Measurement and Validation of Organizational Citizenship Behavior in Educational Context: Demographic Differences

2021 ◽  
Vol 6 (1) ◽  
Author(s):  
Deepika Gupta
Keyword(s):  
High School Teachers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Demographic Differences ◽  
Descriptive Research ◽  
Confirmatory Factor ◽  
Voluntary Behavior ◽  
Different Dimensions ◽  
Construct Measurement

Though organizational citizenship behavior (OCB) is not enforceable by any organization, it is a voluntary behavior of employees which promotes the effective functioning of any organization. Organizational citizenship behavior is a multi-dimensional concept. Due to individual behavior and prevailing circumstances, OCB may vary from one organization to another organization or from one section to another section. In line with that, the present study explores the instrument for assessing organizational citizenship behavior in primary and high school teachers in Amritsar. The study has used a descriptive research design and a quantitative approach. The analysis of the data was made with the help of the exploratory and confirmatory factor analysis. The analysis of the data clearly revealed the understanding of different dimensions of organizational citizenship behavior in the context of school education.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 852-863 ◽  
Author(s):  
George Gunnesch-Luca ◽  
Klaus Moser
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Helping Behavior ◽  
Citizenship Behavior ◽  
German Language ◽  
Individual Level ◽  
Unit Level ◽  
Confirmatory Factor ◽  
Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

scholarly journals Employee empowerment and organizational citizenship behaviour

2021 ◽  
Vol 3 (3) ◽  
pp. 13-25
Author(s):  
Damianus Abun ◽  
Theogenia Magallanes ◽  
Vanjesryl G. Calaycay ◽  
Melvin, F. Aurelio ◽  
Fredolin P. Julian
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Empowerment ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Delegation Of Authority ◽  
Correlational Research ◽  
Different Dimensions ◽  
The Relationship ◽  
Very High

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.  

scholarly journals Modeling the Association between Deliberative Beliefs and Organizational Citizenship Behavior among Teachers

2017 ◽  
Vol 10 (5) ◽  
pp. 188
Author(s):  
Chun-wen Lin
Keyword(s):  
High School ◽  
High School Teachers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Human Beings ◽  
Vocational High School ◽  
School Teachers ◽  
Moral Virtues

Aristotle proposed that deliberation in the political arena facilitates citizens’ abilities to deliberate about the ultimate interests of human beings, identify the highest human benefit achievable given the circumstances, and develop moral virtues and good deeds. Appealing to Aristotelian deliberation, this study investigates the relationships among normative deliberative beliefs, personal deliberative beliefs, and organizational citizenship behavior among senior/vocational high school teachers. A survey was completed by 202 Taiwanese senior/vocational high school teachers. The results, derived from structural equation modeling, reveal that the direct contribution of normative deliberative beliefs to organizational citizenship behavior was rather weak, but personal deliberative beliefs contribute significantly to the organizational citizenship behavior in teachers. Implications for these findings are discussed.

Self-rated and peer-rated organizational citizenship behavior, affective commitment, and intention to leave in a Malaysian context

2016 ◽  
Vol 45 (3) ◽  
pp. 569-592 ◽  
Author(s):  
Patricia Yin Yin Lau ◽  
Gary N. McLean ◽  
Bella Ya-Hui Lien ◽  
Yen-Chen Hsu
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Citizenship Behavior ◽  
Peer Ratings ◽  
Content Type ◽  
Supervisor Ratings ◽  
Confirmatory Factor ◽  
Talent Retention

Purpose – The purpose of this paper is to determine if self-rated and peer-rated organizational citizenship behavior mediated the relationship between affective commitment and intention to leave in Malaysia. Design/methodology/approach – A survey yielded 516 responses from multiple locations in Malaysia across varied industries for a response rate of 64.5 percent. Validity based on confirmatory factor analysis and reliability were confirmed. Findings – Affective commitment influenced self- and peer-rated organizational citizenship behavior and intention to leave. Only self-rated organizational citizenship behavior partially mediated affective commitment and intention to leave. While self-rated organizational citizenship behavior increased intention to leave positively, peer-rated organizational citizenship behavior did not influence intention to leave. Practical implications – The findings confirm earlier research that self-ratings and peer-ratings are different, and, surprisingly, organizational citizenship behavior is not a factor supporting talent retention. Human resource practitioners need to shift their focus to affective commitment that reduces intention to leave and increases organizational citizenship behavior. Originality/value – Past studies on organizational citizenship behavior relied on self-ratings, supervisor-ratings, or both ratings used in Western contexts. Little was known about the assessment of organizational citizenship behavior from peer perspectives and its relationship between affective commitment and intention to leave. Moreover, the relationships between affective commitment and self-rated and peer-rated organizational citizenship behavior were inconsistent. This study responded to those gaps by integrating affective commitment, self-rated, and peer-rated organizational citizenship behavior, and intention to leave into a single hypothesized model.

scholarly journals Confirmatory Factor Analysis of Organizational Citizenship Behavior of Generation Y Teachers in Thailand

2020 ◽  
pp. 154-159
Author(s):  
Nuchchamon Pramepluem ◽  
Pinkanok Wongpinpech ◽  
Manop Chunin
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Rating Scales ◽  
Structural Characteristics ◽  
Citizenship Behavior ◽  
Self Development ◽  
Confirmatory Factor

The objectives of this research were to examine the structural characteristics of organizational citizenship behavior of Generation Y teachers in Thailand. The participants were 150 teachers from 12 schools under the Secondary Educational Service Area Office 9 in Thailand. The research tools were five rating scales questionnaires. The data was analyzed by a confirmatory factor analysis. The results showed that altruism, courtesy, sportsmanship, conscientiousness, civic virtue, and self-development feedback were confirmed as six facets of generation Y teachers' organizational citizenship behavior.

scholarly journals Psychometric Properties of Podsakoff’s Organizational Citizenship Behaviour Scale in the Asian Context

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Mohd. Muzamil Kumar ◽  
Shawkat Ahmad Shah
Keyword(s):  
Psychometric Properties ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Three Dimensional ◽  
Reliability And Validity ◽  
Service Organizations ◽  
Citizenship Behavior ◽  
Confirmatory Factor ◽  
Behavior Scale ◽  
Asian Context

The Organizational Citizenship Behavior Scale developed by Podsakoff, et al.(1990) has mostly been found to have better psychometric properties in the western countries mainly North America and there is a dearth of studies that portray the meaningfulness & relevance of using this measure in the Asian cultural contexts. The present study was thus aimed at checking the psychometric properties of this scale on a sample of permanent professionals working at the three main human service organizations operating in Srinagar, J&K (University of Kashmir, S.K.I.M.S Hospital & J&K Bank). After preliminary analysis, exploratory and confirmatory factor analysis was carried out and three dimensional factor structure of organizational citizenship behavior was revealed. The reliability and validity of the brief version of the scale was found to be satisfactory, thereby providing support for the relevance of using this scale in the Asian context.

THE EFFECT OF WORK MOTIVATION AND SPIRITUAL INTELLIGENCE ON EMPLOYEE PERFORMANCE WITH ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) AS INTERVENING VARIABLES

2020 ◽  
Vol 7 (01) ◽  
Author(s):  
Panji Dwi Herdian ◽  
Riyadi Nugroho ◽  
Sumiati Sumiati
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Total Sample ◽  
Spiritual Intelligence ◽  
Citizenship Behavior ◽  
P Value ◽  
A Value ◽  
Confirmatory Factor

This research aims to analyze the effect of work motivation and spiritual intelligence on employee performance with organizational citizenship behavior as an intervening variable, was conducted on organic employees at PT. Barata Indonesia (Persero),, with a total sample of 158 employees. Data was collected by distributing questionnaires filled out by employees then analyzed using SPSS and SEM software.This study will use two kinds of analysis techniques, namely (1) Confirmatory Factor Analysis on SEM which is used to confirm the most dominant factors in one group of variables and (2) Regression Weight on SEM which is used to examine how much the relationship between variables. The results showed that the Organizational Citizenship Behavior variable had the strongest relationship with Employee Performance, with CR a value of 4.249 with a P-value <5%. which means the higher organizational citizenship behavior, the higher the employee's performance.

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