scholarly journals TESTING A THEORY OF SENSE OF COMMUNITY AND COMMUNITY RESPONSIBILITY IN ORGANIZATIONS: AN EMPIRICAL ASSESSMENT OF PREDICTIVE CAPACITY ON EMPLOYEE WELL-BEING AND ORGANIZATIONAL CITIZENSHIP

2017 ◽  
Vol 45 (2) ◽  
pp. 210-229 ◽  
Author(s):  
Neil M. Boyd ◽  
Branda Nowell
Keyword(s):  
Organizational Citizenship ◽  
Sense Of Community ◽  
Well Being ◽  
Predictive Capacity ◽  
Empirical Assessment ◽  
Community Responsibility

Impact of Community Experiences on Student Retention Perceptions and Satisfaction in Higher Education

2020 ◽  
pp. 152102512091643 ◽  
Author(s):  
Neil M. Boyd ◽  
Xiaoyan Liu ◽  
Kevork Horissian
Keyword(s):  
Higher Education ◽  
Student Retention ◽  
Organizational Citizenship ◽  
Sense Of Community ◽  
Student Experiences ◽  
Institutional Research ◽  
Citizenship Behaviors ◽  
Predictive Capacity ◽  
Grade Point ◽  
The Many

Understanding student experiences and the ability to predict satisfaction and retention continues to be an important topic in higher education. Among the many variables that have predictive capacity, recent research shows that a sense of belonging may be an important factor. The present study extends this logic to examine if a sense of community (which contains a subconstruct of belonging) is a better predictor of satisfaction and retention perceptions compared with academic achievement (i.e., grade point average and Dean’s List status) and engagement (i.e., in class, in programs, and with others). Second, we examine if a sense of community responsibility predicts behavioral engagement toward the campus community (i.e., organizational citizenship behaviors). We carry out these aims to test the efficacy of the community experiences model and its application in higher education institutional research contexts.

Sense of Community, Sense of Community Responsibility, and Public Service Motivation as Predictors of Employee Well-Being and Engagement in Public Service Organizations

2017 ◽  
Vol 48 (5) ◽  
pp. 428-443 ◽  
Author(s):  
Neil Boyd ◽  
Branda Nowell ◽  
Zheng Yang ◽  
Mary Clare Hano
Keyword(s):  
Employee Engagement ◽  
Public Service ◽  
Sense Of Community ◽  
Public Management ◽  
Well Being ◽  
Employee Motivation ◽  
Public Service Motivation ◽  
Public Service Organizations ◽  
Community Responsibility ◽  
And Behavior

Public management scholars have suggested that employee motivation can be accentuated by organizational cultures and contexts. One of the most researched topics in this regard is the concept of public service motivation (PSM). Research shows that PSM works to direct applicants toward public service careers and, once hired, can be linked to motivated activity within public-sector organizations. Similarly, like PSM, a sense of community (SOC) and a sense of community responsibility (SOC-R) have also been posited to act as powerful predictors of employee well-being and engagement. The present study demonstrates that SOC-R is a more powerful predictor of employee engagement compared with PSM and SOC. Concurrently, SOC more strongly predicts employee well-being compared with PSM and SOC-R. The findings bring additional light and clarification to the predictive power of PSM on employee perceptions and behavior, and they demonstrate that community experiences have utility in public service settings.

scholarly journals The Longitudinal Link between Organizational Citizenship Behaviors and Three Different Models of Happiness

2021 ◽  
Vol 18 (12) ◽  
pp. 6387
Author(s):  
Wenceslao Unanue ◽  
Eduardo Barros ◽  
Marcos Gómez
Keyword(s):  
Organizational Citizenship ◽  
Longitudinal Design ◽  
Well Being ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Broad Perspective ◽  
Typical Sample ◽  
Eudaimonic Happiness ◽  
Over Time

A growing body of research conducted in general life settings has found positive associations between happiness and prosocial behavior. Unfortunately, equivalent studies in the workplace are lacking. Organizational citizenship behaviors (OCBs), the prosocial behaviors at work, have not been properly studied in relation to happiness, despite the positive consequences of both constructs for workers and companies. In response, our research aims to better understand this relationship from several angles. First, using a three-wave longitudinal design, we explored how OCBs and happiness are related to each other over time. Second, happiness was measured from a broad perspective, and three conceptualizations were adopted: the hedonic (e.g., positive affect and life satisfaction), the eudaimonic (e.g., relatedness and autonomy), and the flourishing (e.g., meaning and engagement) approaches. Thus, not only the prospective link between OCBs and happiness was tested, but it was also explored using the three models of happiness previously mentioned. Third, we conducted this longitudinal design in a less typical sample than previous research (i.e., Chile). We found results that supported our main hypotheses: (1) OCBs are prospective positive predictors of hedonic happiness, eudaimonic happiness, and flourishing; (2) the three models of happiness also prospectively predict OCBs. Our findings suggest that OCBs foster a broad range of happiness facets, which in turn fosters back the emergence of more OCBs, leading to a virtuous circle of prosociality and well-being in the workplace. This positive spiral benefits not only workers’ quality of life, but also organizations’ profitability and sustainability. Theoretical and applied implications for the field of Positive Organizational Psychology are discussed.

Working Extra Hours in the Australian Public Service: Organizational Drivers and Consequences

2016 ◽  
Vol 38 (2) ◽  
pp. 193-217 ◽  
Author(s):  
Jeannette Taylor
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Significant Proportion ◽  
Working Hours ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Well Being ◽  
Citizenship Behavior

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

Effect of Chief Executive Officer’s Sustainable Leadership Styles on Organization Members’ Psychological Well-Being and Organizational Citizenship Behavior

2021 ◽  
Vol 13 (24) ◽  
pp. 13676
Author(s):  
Hyun-ju Choi
Keyword(s):  
Leadership Styles ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Chief Executive ◽  
Well Being ◽  
Citizenship Behavior ◽  
Sustainable Leadership ◽  
Psychological Well Being

Situational leadership theory and the contingency approach of leadership were utilized and applied based on situational theory. Based on a total of four foundational theories, that is, bottom-up spillover theory, theories of prosocial behavior, and so on, this study empirically analyzed what influence a chief executive officer’s (CEO’s) sustainable leadership styles (servant, ethical, and authentic leadership) have on the psychological well-being and organizational citizenship behaviors of organization members. The study was conducted on adult employees of midsized or larger companies (including subsidiaries) across four countries: South Korea, the United Kingdom, the United States, and South Africa. Data were obtained from 649 adult employees. SmartPLS was used to conduct structural equation modeling analysis of the data. The results were as follows: (1) CEOs’ servant and authentic leadership styles had statistically significant positive (+) effects on employees’ psychological well-being; however, ethical leadership did not. (2) CEOs’ ethical leadership had a statistically significant (+) effect on employees’ organizational citizenship behavior; however, servant and authentic leadership did not. (3) Employees’ psychological well-being had a statistically significant (+) effect on organizational citizenship behavior. CEOs are attracting more attention than ever, leading companies in today’s rapidly changing times. This suggests that it is necessary to comprehend principles that show when, where, and how important leaders are and sustainable leadership styles that can increase their chances of success. Moreover, this study derived constructive implications that a leader can overcome today’s challenges through sustainable leadership styles.

The Difference Diwali Makes: Understanding the Contribution of a Cultural Event to Subjective Well-Being for Ethnic Minority Communities

2021 ◽  
Author(s):  
Trudie Walters ◽  
Thamarai Selvi Venkatachalam
Keyword(s):  
Ethnic Minority ◽  
Sense Of Community ◽  
Well Being ◽  
Subjective Well Being ◽  
Emotional Connection ◽  
Cultural Events ◽  
Migrant Communities ◽  
The Difference ◽  
Nuanced Understanding ◽  
Point Of Intersection

This research provides a nuanced understanding of the contribution of cultural events to subjective well-being for ethnic minority migrant communities, who often face significant challenges in their new lives. The paper investigates how the intersection of sense of community and subjective well-being function in this context. It focuses on the Hindu celebration of Diwali/Deepavali (the Festival of Lights) in two New Zealand cities. Data from interviews with event attendees and organisers was thematically analysed using the McMillan and Chavis ‘sense of community’ framework, overlaid with a conceptualisation of subjective well-being developed by Davidson and Cotter. The analysis reveals strong evidence of the creation and maintenance of sense of community at multiple levels, from the diasporic Indian subcommunities through to the wider non-Indian macrocommunity. The most significant components are membership, fulfilment of needs and shared emotional connection: they are also the most significant point of intersection with factors contributing to subjective well-being. These cultural events provide event attendees with opportunities to experience and express positive affects such as happiness, joy, pride, pleasure. They also demonstrate influence in that they respect, promote and support the ethnic minority migrant subcommunity and act as a bridge to form a sense of community with the macrocommunity through membership and shared emotional connection. To maximise these wider benefits, we recommend practitioners hold such events regularly, advertise widely, select venues that are readily accessible and non-threatening, and provide informative explanatory content.

Shared Action: Stronger communities, safer children

2002 ◽  
Vol 27 (2) ◽  
pp. 23-28
Author(s):  
Fiona Gardner
Keyword(s):  
Community Development ◽  
Sense Of Community ◽  
Child Protection ◽  
Shared Vision ◽  
Community Activities ◽  
Community Ownership ◽  
Wide Range ◽  
Community Responsibility ◽  
Development Approach ◽  
Exciting Project

This article explores the effectiveness of an innovative and exciting project called ‘Shared Action’, a community development approach to child protection in Bendigo, Victoria. Shared Action was a three-year project which started in January 1997. It began by encouraging a sense of community ownership. A shared vision was developed with key goals leading to a wide range of community activities. A sense of hope and cooperation grew along with social networks, the capacity to resolve conflict constructively and a shared sense of community responsibility.

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