The power of shared positivity: organizational psychological capital and firm performance during exogenous crises

AbstractThis study examines the influence of organizational psychological capital on the performance of small and medium-sized companies (SMEs) during crises. We argue that SMEs use their intangible resources to cope with difficult situations such as the COVID-19 pandemic. Therefore, we investigate how organizational psychological capital impacts performance and creative innovation through such intangible resources, namely, organizational citizenship behavior, solidarity, and cooperation. Methodologically, we combine structural equation modelling and regression analysis on a dataset of 379 SMEs. Our results support the notion that organizational psychological capital positively influences creative innovation of SMEs and thus performance during crises. Our research contributes to the organizational behavior literature by showing that psychological resources of SMEs can strengthen performance in times of crisis and help to prepare for future ones.

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Do Environmental Transformational Leadership Predicts Organizational Citizenship Behavior towards Environment in Hospitality Industry: Using Structural Equation Modelling Approach

Sustainability ◽

10.3390/su13105594 ◽

2021 ◽

Vol 13 (10) ◽

pp. 5594

Author(s):

Jehanzeb Khan Gurmani ◽

Noor Ullah Khan ◽

Muhammad Khalique ◽

Muhammad Yasir ◽

Asfia Obaid ◽

...

Keyword(s):

Transformational Leadership ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Social Information Processing ◽

Structural Equation Modelling ◽

Structural Equation ◽

Meaningful Work ◽

Citizenship Behavior ◽

Equation Modelling ◽

The Impact

Voluntary pro-environmental behaviors in the workplace such as organizational citizenship behavior towards environment (OCBE) are pertinent for the organizations striving to become environmentally responsible entities. The significance of OCBE for green organizational initiatives has led scholars to strive for expanding its nomological network. Approaching from the theoretical angle of the social information processing approach, this quantitative, survey-based study theoretically links and empirically tests the impact of environmental transformational leadership on organizational citizenship behavior towards environment (OCBE) via mediating mechanism of perceived meaningful work. Data from a sample of 311 employees working in Pakistan’s hospitality sector were collected and analyzed to test the hypothesized relationships using structural equation modelling. Results indicated the indirect effect of perceived meaningful work on the relationship between environmental transformational leadership and organizational citizenship behavior towards environment. Implications of both theoretical and practical nature are laid out in the relevant sections of the paper.

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

International Journal of Knowledge Management ◽

10.4018/ijkm.2018070102 ◽

2018 ◽

Vol 14 (3) ◽

pp. 21-36 ◽

Cited By ~ 2

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.

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Pengaruh Persepsi Dukungan Organisasi, Komitmen Organisasi, dan Spiritualitas Kerja Terhadap Produktivitas Kerja Dengan Organizational Citizenship Behavior (OCB) Sebagai Variabel Intervening Pada Direktorat Sumber Daya Manusia Universitas Airlangga

JENIUS (Jurnal Ilmiah Manajemen Sumber Daya Manusia) ◽

10.32493/jjsdm.v5i1.13154 ◽

2021 ◽

Vol 5 (1) ◽

pp. 183

Author(s):

Rizki Kurnia Aqdami

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation Modelling ◽

Structural Equation ◽

Citizenship Behavior ◽

Equation Modelling

Produktivitas kerja menjadi topik utama pembahasan dalam era persaingan tata kelola di perguruan tinggi termasuk di Universitas Airlangga. Penelitian ini bertujuan untuk mencari hubungan antara persepsi dukungan organisasi, komitmen organisasi, dan spiritualitas kerja terhadap produktivitas kerja baik secara langsung maupun tidak langsung melalui variabel organizational citizenship behavior. Setelah dilakukan uji menggunakan metode structural equation modelling (SEM) kepada pegawai dan tenaga magang di Direktorat Sumber Daya Manusia Universitas Airlangga sebanyak 50 responden diperoleh hasil hanya variabel spiritualitas kerja yang berpengaruh signifikan dan positif terhadap variabel organizational citizenship behavior (OCB) dan variabel Organizational citizenship behavior tidak berpengaruh signifikan sebagai variabel intervening antara variabel persepsi dukungan organisasi, komitmen organisasi, dan spiritualitas kerja terhadap produktivitas kerja. Penelitian selanjutnya diharapkan lebih dapat memperbanyak sampel data dan pemilihan variabel disesuaikan dengan karakteristik responden.

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PENGARUH KOMUNIKASI ORGANISASI, KEPEMIMPINAN TRANSFORMASIONAL DAN KEADILAN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR SERTA DAMPAKNYA PADA KINERJA DAN KOMITMEN ORGANISASIONAL

E-Jurnal Ekonomi dan Bisnis Universitas Udayana ◽

10.24843/eeb.2018.v07.i03.p08 ◽

2018 ◽

pp. 837

Author(s):

Meylinda Tr Triyanthi ◽

Made Subudi

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation Modelling ◽

Structural Equation ◽

Partial Least Square ◽

Least Square ◽

Citizenship Behavior ◽

Equation Modelling ◽

Direct Distribution

Penelitian ini bertujuan untuk menganalisis dan menjelaskan pengaruh komunikasi organisasi, kepemimpinan transformasional, dan keadilan organisasi terhadap Organizational Citizenship Behavior (OCB), serta bagaimana Organizational Citizenship Behavior (OCB) memberikan pengaruh terhadap kinerja dan komitmen organisasional PT. Yamaha Direct Distribution Sales Bali. Populasi penelitian ini adalah seluruh karyawan tetap yang bekerja di PT. Yamaha Direct Distribution Sales Bali yaitu sebanyak 37 orang. Teknik penentuan sampel yang digunakan pada penelitian ini adalah sampling jenuh atau sensus dengan instrumen penelitian menggunakan kuesioner. Data dianalisis menggunakan analisis SEM (Structural Equation Modelling) berbasis component atau variance yaitu PLS (Partial Least Square). Hasil penelitian menunjukkan bahwa komunikasi organisasi, kepemimpinan transformasional, dan keadilan organisasi berpengaruh positif dan signifikan terhadap Organizational Citizenship Behavior. Organizational Citizenship Behavior berpengaruh positif dan signifikan terhadap kinerja karyawan, dan Organizational Citizenship Behavior berpengaruh positif dan signifikan terhadap komitmen organisasional.

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Influence of Fair and Supportive Leadership Behavior on Commitment and Organizational Citizenship Behavior

Swiss Journal of Psychology ◽

10.1024/1421-0185.67.3.131 ◽

2008 ◽

Vol 67 (3) ◽

pp. 131-141 ◽

Cited By ~ 15

Author(s):

Diana Meierhans ◽

Brigitte Rietmann ◽

Klaus Jonas

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation Modelling ◽

Structural Equation ◽

Leadership Behavior ◽

Citizenship Behavior ◽

Supportive Leadership ◽

Equation Modelling ◽

Bank Employees ◽

The Impact

This study examines the influence of fair and supportive leadership behavior on employees’ self-reported organizational citizenship behavior (OCB). The model tested assumes that the impact of fair and supportive leadership on OCB is mediated by employees’ commitment to the organization as well as their commitment to their supervisor. A total of 260 bank employees completed a questionnaire in which they rated their supervisor’s behavior, the two commitment foci (organization and supervisor) and the degree to which they engaged in OCB. As a whole, results of structural equation modelling provide support for the hypotheses and indicate that fostering fair and supportive leadership can be worthwhile for organizations.

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Psychological Capital and Organizational Citizenship Behavior among Staff Nurses

Evidence-Based Nursing Research ◽

10.47104/ebnrojs3.v1i4.75 ◽

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.

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KOMPETENSI KARYAWAN, EMOTIONAL QUOTIENT DAN SELF EFFICACY PENGARUHNYA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KINERJA KARYAWAN PADA INDOMOBIL GRUP DI SURABAYA

Jurnal Riset Ekonomi dan manajemen ◽

10.17970/jrem.17.170114.id ◽

2017 ◽

Vol 17 (1) ◽

pp. 199

Author(s):

Ance Selfi Adianita ◽

Siti Mujanah ◽

Candraningrat Candraningrat

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Self Efficacy ◽

Structural Equation ◽

Total Population ◽

Employee Performance ◽

Citizenship Behavior ◽

Empirical Theory ◽

Population Sampling ◽

Equation Modelling

This study aims to determine the effect of Competence, Emotional Quotion, Self Efficacy on Organizational Citizenship Behavior and employees Performance in Indomobil Group in Surabaya. This study uses a quantitative approach with Structural Equation Modelling (SEM) based on empirical theory which correlate between the variables in this study and then data was collected by an instrument Questionnaire, while sample used in this study is total population sampling by involving all employees as respondents. The results of this study indicate that Competence of the employees and Emotional Quotion did not significant effect to the Organizational Citizenship Behavior (OCB), while employees Competence also did not significanlyt effect on employees performance. In addition Emotional Quotion was significantly effect on performance, Self-efficacy also significantly influence to the OCB and employee performance, and OCB significantly effect to employee performance in company Indomobil Group in Surabaya.

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Impact of psychological capital on organizational citizenship behavior

Journal of Management Development ◽

10.1108/jmd-06-2016-0084 ◽

2017 ◽

Vol 36 (7) ◽

pp. 973-983 ◽

Cited By ~ 28

Author(s):

Manish Gupta ◽

Musarrat Shaheen ◽

Prathap K. Reddy

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Structural Equation ◽

Psychological Capital ◽

Citizenship Behavior ◽

Equation Modeling ◽

Content Type ◽

Mediating Role

Purpose The purpose of this paper is to examine the mediating role of work engagement (WE) between psychological capital (PsyCap) and the two facets of organizational citizenship behavior (OCB) which involves both individual and organization. It also examines the moderating role of perceived organizational support (POS) between PsyCap and WE, and WE and the two facets of OCB. Design/methodology/approach A total of 293 responses gathered from employees working in diverse service sector industries in India were assessed using structural equation modeling. Findings Overall, the results support the mediating role of WE in the PsyCap-OCB relationship, and the moderation of POS between WE and the two facets of OCB. Research limitations/implications This study helps in understanding how WE-OCB relationship can be negatively affected in the presence of high POS. Practical implications The results encourage organizations to establish systems for enhancing the engagement levels of their employees, which according to this study may be achieved by creating and maintaining vibrant work environment. Originality/value This study helps in understanding the role of POS among PsyCap, WE, \and the two factors of OCB.

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Psychological Capital as Predictor of Organizational Commitment and Organizational Citizenship Behavior

International Journal of Indian Psychology ◽

10.25215/0204.069 ◽

2015 ◽

Vol 2 (4) ◽

Author(s):

Prof. Anu Singh Lather ◽

Ms. Simran Kaur

Keyword(s):

Organizational Commitment ◽

Organizational Behavior ◽

Private Schools ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Psychological Capital ◽

Pearson Correlation ◽

Citizenship Behavior ◽

Public And Private ◽

The Impact

This paper examined psychological capital in two types of organizations: public and private schools. This study explained how psychological capital effects organizational commitment and organizational citizenship behavior in public and private schools. The sample includes 150 employees, 75 each from two types of schools. Various dimensions of Psychological Capital were measured by scale developed by Luthan, Youssef & Avolio. Organizational Commitment was measured by Allen & Meyer’s scale and Organizational Citizenship Behavior by a scale developed by Podsakoff. The result obtained from Pearson correlation and stepwise multiple regressions and it showed that all the dimensions of psychological capital were significantly different in the both the kind of schools. Regression analyses showed that psychological capital as a whole can predict organizational commitment and organizational citizenship behavior in both kinds of schools. The theoretical framework proposed in the paper on Psychological Capital would help the researchers and management people to understand the impact of Psychological Capital on organizational commitment and organizational citizenship behavior. It also supports the view of previous researchers that Psychological Capital is a significant positive organizational behavior variable, as it is capable of performance improvement and is open to development.

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Transformational leadership and organizational citizenship behavior: Modeling emotional intelligence as mediator

Management & Marketing ◽

10.1515/mmcks-2017-0034 ◽

2017 ◽

Vol 12 (4) ◽

pp. 571-590 ◽

Cited By ~ 3

Author(s):

Nauman Majeed ◽

T. Ramayah ◽

Norizah Mustamil ◽

Mohammad Nazri ◽

Samia Jamshed

Keyword(s):

Higher Education ◽

Emotional Intelligence ◽

Transformational Leadership ◽

Organizational Behavior ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Behavior Modeling ◽

Citizenship Behavior ◽

Positive Effects

Abstract Leadership and organizational citizenship behavior (OCB) stayed at pinnacle in the arena of organizational behavior research since decades and has attained significant consideration of scholars pursuing to define multifaceted dynamics of leadership and their influence on follower’s behavior at work. The voluntary behavior of Organizational citizenship improves organizational effectiveness, and it goes beyond formal job duties. This study attempts to explore the association amongst transformational leadership and organizational citizenship behavior of teachers in public sector higher education institutions in Pakistan. Study of organizational citizenship behavior in educational organizations and academicians is of high value that definitely requires attention. This study examines the direct and indirect influence of transformational leadership through exploring the mediating role of emotional intelligence. The model was tested by employing structural equation modelling technique on survey responses collected from academicians. Results from 220 responses indicated that relationship between transformational leadership and Organizational Citizenship Behavior is statistically significant where Emotional Intelligence plays an important role as a mediator. The results support and add to the positive effects of transformational leadership style interconnected with extra role behavior at work making it more meaningful. The findings make a significant contribution to leadership and organizational behavior literature in higher education sector and propose that organizations should implement practices that help in enhancing the level of organizational citizenship behavior in organizations.

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