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 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 Pengaruh Keadilan Organisasi dengan moderasi Sikap CSR terhadap OCB

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Yulisza Syahtiani
Keyword(s):  
Factor Analysis ◽  
Corporate Social Responsibility ◽  
Confirmatory Factor Analysis ◽  
Social Responsibility ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Full Model ◽  
Confirmatory Factor ◽  
Corporate Social

Penelitian ini bertujuan untuk menguji pengaruh keadilan organisasi terhadap organizational citizenship behavior (OCB) dengan sikap corporate social responsibility (CSR) sebagai moderator. Responden penelitian ini adalah buruh pabrik SKT PT Djarum, Tbk. di kota Kudus, Jawa Tengah sebanyak 239 orang. Instrumen penelitian yang digunakan adalah skala organizational citizenship behavior, skala keadilan organisasi dan skala sikap corporate social responsibility. Metode analisis data menggunakan structural equation model (SEM) dengan program Lisrel 8.7.Data responden diuji dengan menggunakan 2nd Order Confirmatory Factor Analysis dan analisis full model digunakan untuk menguji pengaruh variabel dengan moderasi. Hasil uji analisa 2nd Order Confirmatory Factor Analysis ditemukan bahwa semua model tergolong fit. Sementara uji analisis full model juga tergolong fit. Kesimpulan hipotesa bahwa Ada pengaruh keadilan organisasi terhadap OCB melalui moderasi sikap CSR.

Multilevel Antecedents of Organizational Citizenship Behavior: A Review and Recommendations for Future Research

2017 ◽  
Author(s):  
Nathan P. Podsakoff ◽  
Philip M. Podsakoff ◽  
Scott B. Mackenzie ◽  
Timothy D. Maynes ◽  
Steven W. Whiting ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Analytical Techniques ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Multilevel Data ◽  
Individual Level ◽  
Unit Level ◽  
Conceptual Foundations

Since their introduction into the literature over 30 years ago, the interest paid to organizational citizenship behaviors (OCBs) has dramatically increased. One reason for this is the relatively recent focus placed by researchers on identifying unit-level antecedents of individual-level OCBs. Unfortunately, our understanding of this growing area of research has been limited by the absence of strong and consistent conceptual foundations, and the lack of sufficient attention to appropriate methods for gathering and analyzing multilevel data. Therefore, the purpose of this review is to (a) provide a summary of research examining how unit-level factors influence individual-level OCBs, with particular attention to the mediators and moderators of these effects; (b) offer recommendations designed to provide stronger conceptual grounding for identifying antecedents, mediators, and moderators in this domain; and (c) suggest improvements to the methods and analytical techniques used for testing hypotheses regarding multilevel antecedents of OCB.

Impact of individual psychological contract breach on organizational citizenship behavior at individual level: Mediating role of trust in supervisor

2021 ◽  
Vol 6 (1) ◽  
pp. 373-390
Author(s):  
Athar Marwat ◽  
Dr. Adil Adnan
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Contract Breach ◽  
Mediation Effects ◽  
Individual Level ◽  
Indirect Relationship

This study investigates the relationship between individual psychological contract breach on organizational citizenship behavior at individual level and to test the mediation effects of trust in supervisor. The study was carried out in software industry of KPK, Pakistan. Data was gathered from 337 operational level executive (i.e. executive, assistant manager, manager) through randomly selected sampling method. Numerous statistical techniques (correlation, regression) had been used to deduct the results. Results indicate that individual psychological contract breach significantly predicts organizational citizenship behavior at individual level and with trust in supervisor and fully mediates the indirect relationship between individual psychological contract breach and organizational citizenship behavior at individual level. This research also provides the empirical evidence regarding significance of individual psychological contract grounded on social exchange and affective events theory in the context of KPK, Pakistan. Lastly, contribution of study, limitations and future directions are also discussed.

scholarly journals Employees’ Perceptions of CSR, Work Engagement, and Organizational Citizenship Behavior: The Mediating Effects of Organizational Justice

2019 ◽  
Vol 16 (10) ◽  
pp. 1731 ◽  
Author(s):  
Tahir Farid ◽  
Sadaf Iqbal ◽  
Jianhong Ma ◽  
Sandra Castro-González ◽  
Amira Khattak ◽  
...  
Keyword(s):  
Procedural Justice ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Social Exchange Theory ◽  
Banking Sector ◽  
Citizenship Behavior ◽  
Individual Level ◽  
The Individual

Corporate social responsibility (CSR) at the individual level has emerged as an important field of research. However, a more comprehensive understanding of how CSR affects employee work engagement and organizational citizenship behavior (OCB) is still lacking. Based on social exchange theory, we examine the effects of employees’ perceptions of CSR on OCB and work engagement as well as the mediating mechanism of distributive and procedural justice, based on data collected from 350 employees working in the banking sector of Pakistan. Our study suggests that employees’ perceptions of CSR positively predict OCB and work engagement, and that work engagement is positively related to OCB. Both distributive and procedural justice positively mediate the effects of employees’ perceptions of CSR on OCB and work engagement.

Exemplary followership. Part 1: refining an instrument

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tim O. Peterson ◽  
Claudette M. Peterson ◽  
Brian W. Rook
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Content Type ◽  
The Usa ◽  
The Impact

Purpose The overall purpose of this paper is to determine to what extent organizational citizenship behaviors predict followership behaviors within medical organizations in the USA. This is the first part of a two-part article. Part 1 will refine an existing followership instrument. Part 2 will explore the relationship between followership and organizational citizenship. Design/methodology/approach Part 1 of this survey-based empirical study used confirmatory factor analysis on an existing instrument followed by exploratory factor analysis on the revised instrument. Part 2 used regression analysis to explore to what extent organizational citizenship behaviors predict followership behaviors. Findings The findings of this two-part paper show that organizational citizenship has a significant impact on followership behaviors. Part 1 found that making changes to the followership instrument provides an improved instrument. Research limitations/implications Participants in this study work exclusively in the health-care industry; future research should expand to other large organizations that have many followers with few managerial leaders. Practical implications As organizational citizenship can be developed, if there is a relationship between organizational citizenship and followership, organizations can provide professional development opportunities for individual followers. Managers and other leaders can learn how to develop organizational citizenship behaviors and thus followership in several ways: onboarding, coaching, mentoring and career development. Originality/value In Part 1, the paper contributes an improved measurement for followership. Part 2 demonstrates the impact that organizational citizenship behavior can play in developing high performing followers.

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.

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