The Double-Edged Sword Effect of Unethical Pro-organizational Behavior: The Relationship Between Unethical Pro-organizational Behavior, Organizational Citizenship Behavior, and Work Effort

2022 ◽  
Author(s):  
Wan Jiang ◽  
Bingqian Liang ◽  
Linlin Wang
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Work Effort ◽  
The Relationship

scholarly journals The Effect of Self-concept and Organizational Identity on Organizational Citizenship Behavior ( A Case Study in Social Security Organization of Isfahan city)

2012 ◽  
Vol 2 (1) ◽  
pp. 175
Author(s):  
Sayyed Mohsen Allameh ◽  
Saeed Alinajimi ◽  
Ali Kazemi
Keyword(s):  
Social Security ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Self Concept ◽  
Citizenship Behavior ◽  
Isfahan Province ◽  
The Relationship

During the two recent decades, researchers of organizational behavior have paid special attention to extra-social behavior in organizations, and there has been specific focus on employees' affairs which are developed beyond formal job demands. Globalization era has created increased inter-individual mutual dependencies among organizations and groups. Thus, it has made more need for extra-social cooperation and interaction inside and outside the organizations. Therefore, organizational citizenship behavior plays a role in increasing the effectiveness and durability of the organization. The main purpose of this survey is to study the manner of impact of self-concept, and organizational identity on organizational citizenship behavior of employees of Social Security Corporation in Isfahan province and also to examine the existence of the balancing role of self-concept variable in the relationship between organizational identity and organizational citizenship behavior. This survey was conducted using descriptive-metrical method. Obtained results of this survey reveal that organizational citizenship behavior is affected by organizational identity, and self-concept; and each variable of organizational identity has positive correlation with organizational citizenship behavior. It means that by strengthening and improving the above variables it is possible to enhance organizational citizenship behavior. Also, results demonstrate that self-concept balances the relationship between organizational identity and organizational citizenship behavior.

Introducing a Model of Relationship Between Knowledge Sharing Behavior and Organizational Citizenship Behavior and Positively Orientated Organizational Behavior

2018 ◽  
Vol 14 (3) ◽  
pp. 21-36 ◽  
Author(s):  
Tayebeh Sadegh ◽  
Reyhaneh Mohammad Khani ◽  
Fatemeh Modaresi
Keyword(s):  
Organizational Behavior ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

This study investigates the effects of employees' positively oriented organizational behavior and organizational citizenship behavior (OCB) use on knowledge sharing behavior after a two-month period. Based on previous research, it was expected that: (1) organizational citizenship behavior would be positively related to knowledge sharing behavior; (2) psychological capital would be positively related to knowledge sharing behavior; (3) OCB would mediate the relationship between psychological capital and knowledge sharing behavior; (4) psychological empowerment would be positively related to knowledge sharing behavior; and (5) OCB would mediate the relationship between psychological empowerment and knowledge sharing behavior. Results provided support for the direct effects of OCB, psychological capital and psychological empowerment on knowledge sharing behavior. Psychological capital and psychological empowerment were each indirectly related to knowledge sharing behavior, mediate by OCB. To be more precise, individuals with higher level of psychological capital and psychological empowerment were not only more likely to participate in organizational citizenship behavior but having a higher level of positively orientated organizational behavior made them to engage more in knowledge sharing behavior two months later.

scholarly journals Psychological Capital and Organizational Citizenship Behavior among Staff Nurses

2019 ◽  
Vol 1 (4) ◽  
pp. 7
Author(s):  
Samah M. Elsayed ◽  
Fawzia M. M. Badran ◽  
Shimaa S. Adam
Keyword(s):  
Organizational Behavior ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Staff Nurses ◽  
Citizenship Behavior ◽  
Hospital Administrators ◽  
Correlational Design ◽  
The Relationship

Context: Psychological capital is among new study aspects of interest to researchers of human capital, organizational behavior and psychology. On the other hand, Organizational Citizenship Behavior (OCB) has been a focused subject by researchers due to increasing empirical evidence of OCB's impact on individual and organizational performance. Aim: This study aimed to investigate the relationship between psychological capital and organizational citizenship behavior among staff nurses. Methods: Design: A descriptive correlational design was used to conduct this study at Obstetrics and Gynecological Hospital on one hundred and nine nursing staff. Data collection tools include psychological capital Scale and organizational citizenship behavior scale. Results: The present study showed that the mean dimensions of self-efficacy 3.60±0.48 and optimism 3.25±0.45 had the highest and the lowest mean, respectively, of psychological capital. The results revealed that as for the dimensions of organizational citizenship behavior, the dimension of altruism (4.06±0. 62) while Civic virtue (civilized behavior had the lowest mean (3.80±0.52) and shows that the total mean score of organizational Citizenship Behavior were 3.91±0.41. Conclusions: There is a highly statistically significant positive correlation between total staff nurses' perspectives regarding psychological capital and their total organizational citizenship behavior. The study recommended that hospital administrators should promote organizational citizenship behavior and, consequently, psychological capital by involving employees in decisions, consult with them, and intervention programs for nurses should be carried out to enhance their level of psychological capital.

Relationship of liking and social exchange to supervisor-directed organizational citizenship behavior in the Arabian Gulf

2016 ◽  
Vol 26 (2) ◽  
pp. 232-243 ◽  
Author(s):  
Unnikammu Moideenkutty ◽  
Stuart Schmidt
Keyword(s):  
Organizational Behavior ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Arabian Gulf ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Positive Effects ◽  
The Relationship

Purpose The purpose of this paper was to explore the relationship among liking, social exchange and supervisor-directed organizational citizenship behavior (OCB). Design/methodology/approach Employees and their supervisors were surveyed to obtain data from 202 subordinates and 33 supervisors. Findings Results indicated that liking is positively related to social exchange and supervisor-directed OCB. Contrary to expectations, social exchange did not partially mediate the relationship between liking and citizenship. Research limitations/implications A limitation of the study is that it was correlational. The lack of support for mediating effect of social exchange suggests the need for further research with data collected from different sources. Practical implications Liking has positive effects on both social exchange relationship and supervisor-directed OCB. Trust is an important element of social exchange. Liking may be an independent source of influence on supervisor-directed OCB. Social implications Liking, an affective variable, may be an important influence in organizational behavior. It represents positive organizational behavior which is currently generating significant scholarly attention. Originality/value This study was conducted in the Sultanate of Oman, an Arabian Gulf country. To the authors’ knowledge, this is the first such study done in the region. In this study, the authors include trust as a representative of the quality of relationship between supervisor and subordinates. Unlike leader–member exchange (LMX), trust has rarely been related to liking in previous studies. Study tests for social exchange (including supervisory trust) as a mediator of the relationship between liking and supervisor-directed OCB.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Ginu George ◽  
Binoy Joseph
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Research ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

scholarly journals Sustainability of Positive Psychological Status in the Workplace: The Influence of Organizational Psychological Ownership and Psychological Capital on Police Officers’ Behavior

2021 ◽  
Vol 13 (5) ◽  
pp. 2689
Author(s):  
Yu-Shan Chen ◽  
Chun-Ming Lien ◽  
Wei-Yuan Lo ◽  
Fuh-Shyong Tsay
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Police Officers ◽  
Psychological Capital ◽  
Psychological Ownership ◽  
Psychological Status ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Relationship

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

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