scholarly journals Organizational citizenship behavior, identification, psychological contract and leadership frames

2016 ◽  
Vol 8 (3) ◽  
pp. 260-280 ◽  
Author(s):  
Bang Nguyen ◽  
Kirk Chang ◽  
Chris Rowley ◽  
Arnold Japutra
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Organizational Identification ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Snowball Sampling ◽  
Related Factors ◽  
Content Type ◽  
Leadership Frames

Purpose The purpose of this paper is to examine organizational citizenship behavior (OCB) by combining two heterogeneous perspectives, integrating OCB-related factors at work using both personal and organizational perspectives, thus contributing to the knowledge of OCB. Design/methodology/approach Two studies are conducted using surveys in Taiwan with a snowball sampling technique to enlarge participation. Study 1 analyzes the relationships between organizational identification (OID), expected psychological contract (PC), perceived PC (PPC) and OCB. Study 2 analyzes the relationship between OCB and principals’ (or head teachers’) leadership frames (LFs). Findings Study 1 finds that OID is an antecedent of OCB and that expected PC (EPC) moderates the OID-OCB relationship. Study 2 finds that the symbolic LF is the only antecedent of OCB and that different LFs influence each other in predicting OCB. EPC is found to moderate the OID-OCB relationship, indicating that primary school teachers’ (PSTs) with higher levels of EPC are more likely to demonstrate OCB at school. Interestingly, PPC did not demonstrate such a moderating effect. Originality/value The study makes three contributions. First, the authors analyze composite OCB via identity and PC theories (Study 1). Second, the authors scrutinize specific aspects of OCB via leader-member-exchange and LF theories. These aspects include assisting colleagues, job commitment, working morale and non-selfish behavior (Study 2). Third, the authors increase understanding of PSTs’ OCB, discussing important implications for school principals and human resource managers as well as perhaps others in similar sectors.

Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations?

2014 ◽  
Vol 8 (3) ◽  
pp. 397-417 ◽  
Author(s):  
Tracy Tsui-Hsu Tsai ◽  
Arthur Jing Lin
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Full Time ◽  
Content Type ◽  
Non Profit ◽  
Non Profit Organizations ◽  
The Relationship

Purpose – The purpose of this paper is to survey volunteers and full-time employees in international non-profit organizations (NPOs) and explore the relationships among psychological contract (PC), organizational citizenship behavior (OCB) and organizational performance (OP). Design/methodology/approach – Using 573 usable responses, a linear structural equation model (SEM) was developed to examine the relationships. Findings – The results demonstrate significant positive relationships between PC and OCB, OCB and OP and PC and OP. They also show the mediating effect of OCB on the relationship between PC and OP. Research limitations/implications – Beside mediation effect, OCB and other variables might exert significant moderation effect on the relationship between PC and OP. Companies could conduct longitudinal studies to examine the changes of PC and OCB impacts on OP. Practical implications – Companies pursuing Chinese market should cooperate with NPOs in multiple ways including marketing for philanthropic purposes, supporting volunteer services and sponsoring the NPO. This way the company’s image will improve and its business will expand among its Chinese clientele. Originality/value – Budget concerns often force NPOs to downsize full-time staff, making considerable portion of their operations rely on a large number of volunteers. This study offers practical guidelines for NPOs to effectively entice and support both volunteers and employees for achieving its organizational goals.

Can the sense of ta’awun behavior reduce voluntarily job turnover in Indonesia?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ken Sudarti ◽  
Olivia Fachrunnisa ◽  
Alifah Ratnawati
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Turnover Intention ◽  
Structural Equation ◽  
Voluntary Turnover ◽  
Job Embeddedness ◽  
Equation Model ◽  
Citizenship Behavior ◽  
Content Type

Purpose This study aims to examine the role of ta’awun in reducing voluntary turnover intention. The authors defined ta’awun as the willingness to help colleagues without being asked and expecting rewards as promised by Islam. Also, the antecedent variables of organizational identification and job embeddedness are used to predict ta’awun. Design/methodology/approach This study used 216 respondents from Islamic Universities in Indonesia. Structural equation model was used to analyze data and test the empirical model. Findings Job embeddedness and organizational identification can improve ta’awun behavior. Ta’awun behavior has also been proven to be able to reduce voluntary turnover intention as well as successfully mediating the relationship between job embeddedness and organizational identification with voluntary turnover intention. Research limitations/implications Ta’awun enriches organizational citizenship behavior (OCB) studies which are intervened with Islamic values. The questionnaire given to respondents are very susceptible for self-response bias so that this type of bias influences the conclusion. Thus, consistency of results can be retested in several different objects. Practical implications Organizations need to consider the factor of religiosity when recruiting employees. HRM practices need to be encouraged to create organizational identification through pride in the organization to reduce voluntary turnover intention through ta’awun behavior. Originality/value The Ta’awun concept is a refinement of the previously existing concept, which is OCB. Orientation in the world and the hereafter that underlies this ta’awun behavior is more effective in reducing the intention of voluntary displacement.

Protecting healthcare through organizational support to reduce turnover intention

2018 ◽  
Vol 11 (1) ◽  
pp. 4-12 ◽  
Author(s):  
Talat Islam ◽  
Ghulam Ali ◽  
Ishfaq Ahmed
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Contract ◽  
Turnover Intention ◽  
Structural Equation ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type

Purpose Nursing profession is facing the problem of turnover across the globe. The purpose of this paper is to identify the mechanism through which organizational support helps nurses to reduce their turnover intention (TI). Design/methodology/approach Data from 324 nurses were collected using a questionnaire-based survey on the basis of a convenience sampling technique. Findings The results generated using structural equation modeling have confirmed the mediating role of organizational commitment and citizenship behavior between perceived organizational support (POS) and TI. In addition, psychological contract (PC) breach was found to weaken the positive association between POS and citizenship behavior. Originality/value This study adds to the previous studies by incorporating organizational citizenship behavior as a mediator between POS and TI and PC breach as a moderator between POS and citizenship behavior using social exchange and job-demand-resource theories.

Step by step to better performance

2014 ◽  
Vol 22 (4) ◽  
pp. 36-39 ◽  
Author(s):  
Jacqueline Mayfield ◽  
Milton Mayfield
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Well Being ◽  
Employee Motivation ◽  
Citizenship Behavior ◽  
Content Type ◽  
Employee Welfare ◽  
Practical Implications

Purpose – The purpose of this paper is to discuss how to foster organizational–citizenship behavior (OCB), which offers benefits including improved competitive advantage and employee welfare. Design/methodology/approach – This paper defines OCB, discusses its benefits and limitations and offers advice on interventions. Findings – It is argued that enhanced OCB can significantly improve organizational performance and employee well-being. Practical implications – A framework that could help companies to implement OCB, while recognizing that the circumstances of every business are different has been set out. Social implications – This paper reveals why OCB is less common among the millennial generation. Originality/value – OCB as a tool to boost employee motivation and to breach the gap created by the disappearing traditional employer–employee psychological contract has been presented.

Impact of psychological contract fulfillment on organizational citizenship behavior

2018 ◽  
Vol 30 (2) ◽  
pp. 1001-1015 ◽  
Author(s):  
Ifzal Ahmad ◽  
Mueen Aizaz Zafar
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Theoretical Underpinning ◽  
Content Type ◽  
Mediating Role ◽  
Psychological Contract Fulfillment

Purpose This study aims to investigate the impact of psychological contract fulfillment (PCF; independent) on organizational citizenship behavior (OCB; dependent) with perceived organizational support (POS) playing a partial mediating role. Design/methodology/approach Quantitative methodology has been adopted to achieve the aim of this study, and data were collected via a questionnaire through an employee–supervisor/colleague dyad. Various five- and four-star hotel staff members in Pakistan were the target population, eliciting a recorded sample of 418 employees and 105 supervisors/colleagues. Findings The study revealed that PCF has a positive impact on POS and OCB. The partial mediating role of POS between the dependent and independent variables was also confirmed. Research limitations/implications Among the implications, a novel theoretical underpinning of organizational support theory (OST) was established in psychological contract literature in addition to the social exchange theory (SET). Similarly, the mediating mechanism of POS was also validated, thereby offering an additional extension in psychological contract literature. Among the limitations, the cross-sectional nature of data and testing of a single mediating path between independent and dependent variables can be noted. Originality/value Alternative theoretical underpinning, that is, the usage of OST, the partial mediating role of POS and the study settings, i.e. evidence from the hotel industry from a developing country, are novel contributions of this study.

scholarly journals PENGARUH SERVANT LEADERSHIP DAN PSYCHOLOGICAL CONTRACT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DOSEN UNIVERSITAS ISLAM NEGERI (UIN) SYARIF HIDAYATULLAH JAKARTA

2019 ◽  
Vol 10 (2) ◽  
pp. 200-217
Author(s):  
Mi’raj ◽  
Matin ◽  
Rugaiyah ◽  
Lamria
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Sampling Technique ◽  
Psychological Contracts ◽  
Citizenship Behavior ◽  
Path Coefficient ◽  
Instrument Testing ◽  
Teachers Training

This study aims to determine the effect of servant leadership and psychological contract on organizational citizenship behavior (OCB). To achieve this goal, this study uses a quantitative approach and data collection techniques using questionnaires. The survey was conducted from June 2018 - March 2019 by involving of 115 lecturers at the Faculty of Tarbiyah and Teachers Training, UIN Syarif Hidayatullah Jakarta. The sample in this study was determined by purposive sampling technique using the Slovin formula and instrument testing as many as 20 lecturers. The findings from the results of this study indicate: first, the existence of leadership influences that serve directly positively and significantly towards organizational citizenship behavior with a path coefficient of 0.332. Second, there is a direct positive psychological contract influence on organizational citizenship behavior with a path coefficient of 0.304. Third, the influence of leadership that serves is directly positive and significant for psychological contracts with a path coefficient of 0.290. Based on the results of this study, organizational citizenship behavior of lecturers can be improved by strengthening leadership that serves, namely leadership that prioritizes the interests of lecturers (subordinates) compared to the interests of their own leadership.Psychological contracts intended to improve organizational citizenship behavior of lecturers by fulfilling shared obligations, lecturers' trust in promises and agreements with organizations.   Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh servant leadership (kepemimpinan yang melayani) dan psychological contract (kontrak psikologis) terhadap oraganizational citizenship behavior (OCB). Untuk mencapai tujuan tersebut, penelitian ini menggunakan pendekatan kuantitatif dan teknik pengumpulan data dengan menggunakan angket. Survey dilakukan sejak bulan Juni 2018 – Maret 2019 dengan melibatkan 115 dosen Fakultas Ilmu Tarbiyah dan Keguruan, UIN Syarif Hidayatullah Jakarta. Sampel dalam penelitian ini ditentukan dengan teknik purposive samplingmenggunakan rumus Slovin dan ujicoba instrumen sebanyak 20 dosen. Temuan dari hasil penelitian ini mengindikasikan: pertama, adanya pengaruh kepemimpinan yang melayani secara langsung positif dan signifikan terhadap organizational citizenship behavior dengan koefisien jalur 0,332. Kedua, adanya pengaruh kontrak psikologis secara langsung positif terhadap organizational citizenship behavior dengan koefisien jalur 0,304. Ketiga, adanya pengaruh kepemimpinan yang melayani secara langsung positif dan signifikan terhadap kontrak psikologis dengan koefisien jalur 0,290. Berdasarkan hasil penelitian ini, organizational citizenship behavior dosen dapat ditingkatkan dengan memperkuat kepemimpinan yang melayani, yaitu kepemimpinan yang mengutamakan kepentingan dosen (bawahan) dibanding kepentingan pimpinannya sendiri. Kontrak psikologis yang dimaksudkan untuk meningkatkan organizational citizenship behavior dosen dengan memenuhi kewajiban bersama, kepercayaan dosen terhadap janji dan kesepakatan dengan organisasi. Kata kunci: Kepemimpinan Yang Melayani, Kontrak Psikologis, Organizational Citizenship Behavior

The influence of reward and feedback toward task Performance and the mediation

2019 ◽  
Vol 1 (4) ◽  
pp. 19-26
Author(s):  
Ignatius Soni Kurniawan ◽  
Lusia Tria Hatmanti Hutami
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Work Experience ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Purposive Sampling

This research aims to test the mediation of organizational citizenship behavior between rewards and recognition toward task performance and the mediation of perceived organizational support between feedbacks from job toward task performance. This research performed on SMEs craft employee in Kasongan, Bantul, with total of 114 respondents. The sampling technique used purposive sampling only to employee with two years work experience and concurrently did not work as an owner. The result showed that organizational citizenship behavior did not mediate rewards and recognition toward task performance, but only perceived organizational support mediated between feedbacks from job toward task performance.

Exploring the Application, Dimensionality and Factor Structure of Organizational Citizenship Behavior Scale among Local Government Employees in Lagos, Nigeria

2020 ◽  
Author(s):  
Fariha Azalea
Keyword(s):  
Local Government ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Public Organization ◽  
Government Employees ◽  
Systematic Random Sampling ◽  
Behavior Scale ◽  
Reliable Scale

Previous studies have observed a paradigm shift in the debate concerning the dimensionality of organizational citizenship behavior. Building on organizational citizenship behavior literature, the present study in intends to validate the dimensionality of the organizational citizenship behavior (OCB) scale developed by Smith et al., (1983) who proposed a 2 dimensional16-item instrument. Data was collected through a survey questionnaire using systematic random sampling technique to employees of local government in Lagos State, Nigeria. A total of 400 questionnaires were administered and 393 valid responses were obtained over a period of 4-weeks. Factor analysis and reliability analysis were conducted to confirm that the instrument is valid within the context of local government employees. The implication of this current study is that OCB scale developed by smith et al., (1983) has revealed two-dimensional structures comprising of; altruism and generalized compliance. The instrument was found to be valid and reliable scale for OCB measurement among employees of public organization, particularly Local Government employees in Lagos, Nigeria.

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