Measuring Work Engagement, Psychological Empowerment, and Organizational Citizenship Behavior Among Health Care Aides

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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Improving Organizational Citizenship Behavior through Spirituality and Work Engagement

American Journal of Applied Sciences ◽

10.3844/ajassp.2015.200.207 ◽

2015 ◽

Vol 12 (3) ◽

pp. 200-207 ◽

Cited By ~ 4

Author(s):

Aminah Ahmad ◽

Zoharah Omar

Keyword(s):

Organizational Citizenship ◽

Work Engagement ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior

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Does Seeing “Eye To Eye” Affect Work Engagement and Organizational Citizenship Behavior? A Role Theory Perspective on LMX Agreement

Academy of Management Journal ◽

10.5465/amj.2014.0106 ◽

2015 ◽

Vol 58 (6) ◽

pp. 1686-1708 ◽

Cited By ~ 101

Author(s):

Fadel K. Matta ◽

Brent A. Scott ◽

Joel Koopman ◽

Donald E. Conlon

Keyword(s):

Organizational Citizenship ◽

Work Engagement ◽

Organizational Citizenship Behavior ◽

Role Theory ◽

Citizenship Behavior

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Interplay of organizational justice, psychological empowerment, organizational citizenship behavior, and job satisfaction in the context of circular economy

Management Decision ◽

10.1108/md-09-2018-0966 ◽

2019 ◽

Vol 57 (4) ◽

pp. 937-952 ◽

Cited By ~ 24

Author(s):

Sanjay Kumar Singh ◽

Ajai Pratap Singh

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Circular Economy ◽

Psychological Empowerment ◽

Citizenship Behavior ◽

Equation Modeling ◽

Content Type ◽

Human Aspects

PurposeThe purpose of this paper is twofold: first, to examine relevant organizational “human” aspects that support circular economy (CE); and second, to investigate the influence of perception of organizational justice (OJ), psychological empowerment on job satisfaction (JS) through mediating role of organizational citizenship behavior (OCB).Design/methodology/approachThe study used survey questionnaire. The data were statistically analyzed using structural equation modeling (SEM) to test hypotheses of the study.FindingsOJ positively and significantly influences psychological empowerment. Also, it was found that OCB and psychological empowerment to positively and significantly influence JS. Furthermore, OCB positively and significantly mediates the influence of OJ and psychological empowerment on JS.Practical implicationsEmployees should be provided with fair and empowering environment to derive positive outcomes in terms of organizational citizenship behavior and JS. The study also suggests recognizing the importance of OCB in an organization to enhance JS and support CE.Originality/valueThe study presents empirical evidence in Indian context on how to encourage employees to display voluntary job behaviors and keep them job satisfied.

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The Role Of Psychoogical Empowerment, Workplace Friendship, Workplace Spirituality and Subjective Wellbeing on Organizational Citizenship Behavior

JOURNAL OF RESEARCH IN MANAGEMENT ◽

10.32424/jorim.v3i1.97 ◽

2020 ◽

Vol 3 (1) ◽

Author(s):

ILHAM MUZAKI ◽

ADE IRMA ANGGRAENI

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Subjective Wellbeing ◽

Psychological Empowerment ◽

Well Being ◽

Citizenship Behavior ◽

Subjective Well Being ◽

Workplace Friendship ◽

Spirituality At Work

The purpose of this study was to determine the effect of psychological empowerment, friendship at work, spirituality at work and subjective well-being on organizational citizenship behavior. From the results obtained it can be concluded that the influence of psychological empowerment on organizational citizenship behavior. Then there is no influence between friendship at work on organizational citizenship behavior. Furthermore there is an influence between spirituality at work on organizational citizenship behavior and finally there is an influence between subjective well-being on organizational citizenship behavior of employees.

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Pengaruh Person Job Fit dan Job Crafting Terhadap Organizational Citizenship Behavior dengan Work Engagement sebagai Variabel Intervening

Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi (JIMMBA) ◽

10.32639/jimmba.v2i3.488 ◽

2020 ◽

Vol 2 (3) ◽

pp. 426-433

Author(s):

Dwi Riyanto ◽

Irfan Helmy

Keyword(s):

Organizational Citizenship ◽

Work Engagement ◽

Organizational Citizenship Behavior ◽

Random Sampling ◽

Job Crafting ◽

Citizenship Behavior ◽

Job Fit

Penelitian ini dilakukan berdasarkan fenomena, dan didukung jurnal yang ada, sehingga peneliti tertarik melakukan penelitian tentang pengaruh person job fit dan job crafting terhadap organizational citizenship behavior dengan work engagement sebagai variabel intervening. Tujuan penelitian ini adalah menganalisis dan menjelaskan pengaruh antar variabel independen, variabel intervening dan variabel dependen. Populasi penelitian ini yaitu Perangkat Desa di wilayah Kecamatan Rowokele, sampel penelitian ini sebannyak 54 orang. Teknik pengambilan sampel yang digunakan menggunakan rumus slovin yang dikombinasikan dengan proportional random sampling. Metode pengumpulan data dengan kuesioner, wawancara, studi pustaka. Sikap responden diukur dengan skala likert 4 tingkatan dan data yang diperolah diolah dengan SPSS (Statistical Product and Service Solutions) for windows versi 23.0 analisis data menggunakan analisis deskriptif, analisis statistik (analisis jalur). Hasil penelitian menunjukan bahwa variabel person job fit dan job crafting berpengaruh positif dan signifikan terhadap work enagagement, variabel person job fit tidak berpengaruh langsung terhadap organizational citizenship behavior melainkan berpengaruh melalui variabel mediasi work engagement, variabel job crafting dan work engagement berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Job crafting memberikan pengaruh paling besar terhadap organizational citizenship behavior.

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Using the social exchange theory to explore the employee-organization relationship in the hospitality industry

International Journal of Contemporary Hospitality Management ◽

10.1108/ijchm-06-2020-0538 ◽

2021 ◽

Vol 33 (2) ◽

pp. 670-692

Author(s):

Jessica Vieira de Souza Meira ◽

Murat Hancer

Keyword(s):

Social Exchange ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Social Exchange Theory ◽

Psychological Empowerment ◽

Citizenship Behavior ◽

Content Type ◽

The Social ◽

Service Oriented

Purpose This research developed a conceptual model for the hospitality industry based on the employee-organization relationship using the social exchange theory as the theoretical framework. This study aims to consider perceived organizational support as the psychological empowerment antecedent, while work engagement and service-oriented organizational citizenship behavior were considered as its outcome. This study also tested psychological empowerment as a mediator of these relationships. Design/methodology/approach Data were gathered from a sample of frontline hotel employees and analyzed through partial least squares structural equation modeling. A total of 242 completed and validated questionnaires were used for the analysis. Findings Perceived organizational support had a significant relationship with psychological empowerment (through meaning, competence, self-determination and impact), which also had a significant relationship with work engagement (through meaning and impact) and service-oriented organizational citizenship behavior (through meaning, self-determination and impact). Psychological empowerment partially mediated the relationship between perceived organizational support with work engagement and service-oriented organizational citizenship behavior. Originality/value Although psychological empowerment is receiving further empirical attention in the hospitality field, little is known about its antecedents and outcomes. Hence, this research extends previous studies using the social exchange theory to fill these literature gaps and create a conceptual model for the hospitality industry based on the employee-organization relationship.

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

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph16101731 ◽

2019 ◽

Vol 16 (10) ◽

pp. 1731 ◽

Cited By ~ 14

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.

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