Learning organization and organizational citizenship behaviour in West Malaysia: moderating role of team-oriented culture

2020 ◽  
Vol 44 (8/9) ◽  
pp. 847-864
Author(s):  
Patricia Yin Yin Lau ◽  
Sunyoung Park ◽  
Gary N. McLean
Keyword(s):  
Learning Organization ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Synergistic Effects ◽  
Citizenship Behavior ◽  
Content Type ◽  
High Power Distance ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to examine the relationship between having a learning organization (LO) and organizational citizenship behavior (OCB), and the moderating role of team-oriented culture on this relationship. Design/methodology/approach Using 516 respondents from diverse industries in West Malaysia, the authors tested the psychometric properties of the three variables. Findings LO positively influenced OCB. Team-oriented culture moderated the relationship between having a LO and OCB. Originality/value This study helps explain how to achieve a LO in a context of high power distance and collectivist culture such as Malaysia. This study also highlights the importance of the anticipated synergistic effects of a LO and team-oriented culture in promoting OCB.

How perception of training impacts organizational citizenship behavior: power distance as moderator

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khawaja Jehanzeb
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Power Distance ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to examine the relationship between perception of training, organizational commitment and organizational citizenship behavior. Moreover, the study examines the moderating role of power distance on the relationship between perception of training and organizational commitment.Design/methodology/approachUsing stratified sampling technique, the data were obtained from 379 employees working at branches of public and private banks located in five metropolitan cities in Pakistan. To test the established hypotheses, structural equation modeling technique was adopted using Analysis of Moment Structures (AMOS) 21.0.FindingsThe findings stated a significant relationship between perception of training and organizational citizenship behavior, but there was no relationship found between perception of training and organizational commitment. Moreover, organizational commitment partly mediated the relationship between perception of training and organizational citizenship behavior. The results also described that power distance moderates the relationship between perception of training and organizational commitment.Practical implicationsThe results of the study can be beneficial for banking sector and strategy makers who have extended vision and anticipate organizational citizenship behavior from their employees. The study also offers the scope and space for the prospective researchers and scholars to carry out further research.Originality/valueThere is extensive literature available on the relationship between perception of training, organizational commitment and organizational citizenship behavior. However, it is observed that very few studies took the opportunity to examine the moderating role of power distance on the relationship between perception of training and organizational commitment, particularly in the context of Pakistan. Therefore, this study can be considered as original and have a great value in understanding the developed relationships in the scenario of Pakistan.

Impact of organizational citizenship behavior on job performance in Indian healthcare industries

2017 ◽  
Vol 66 (6) ◽  
pp. 780-796 ◽  
Author(s):  
Eeman Basu ◽  
Rabindra Kumar Pradhan ◽  
Hare Ram Tewari
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Superior Performance ◽  
Citizenship Behavior ◽  
Healthcare Organizations ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between organizational citizenship behavior (OCB) and job performance. It also examines the mediating role of social capital in influencing the relationship between OCB and job performance. Design/methodology/approach The study explores the dynamic relationship among the variables of OCB and job performance and social capital. Data were collected from 501 respondents working in 15 healthcare organizations in Kolkata, India, through questionnaire survey. Likert-type rating scales of OCB, job performance and social capital with sound reliability and validity were used to carry out the survey. The data were analyzed using structural equation modeling. Findings The results of the present study show that OCB significantly predicts job performance in healthcare organizations. Social capital found to be a significant mediator between OCB and job performance. Research limitations/implications The findings of the study have a number of implications for organizations in acknowledging and leveraging social capital and encouraging OCB to facilitate superior performance of employees. The generalization of the findings of the study should be restricted to the healthcare organizations in Kolkata due to its own style of functioning, workforce and work environment. The role of demographic variables in influencing the outcome measures has not been considered for the present study. Further research on these aspects may reveal more interesting results with regard to the dynamics among organizational citizenship behavior, social capital and job performance. Practical implications Employee-friendly management practices should be adopted in organizations to facilitate the formation of network building and development of social capital which serves as an asset to organizations and creates competitive advantage. Originality/value The research findings enrich our understanding of voluntary social participation and citizenship behavior of employees for influencing performance at work. The study also provides useful and unique insight on the benefits of networking in healthcare organizations particularly helping employees to cope with emergency situations. The findings as well as methodology used in this study are original and unique.

The interplay of personal values, relational mobile usage and organizational citizenship behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Bilal Ahmad ◽  
Sajid Iqbal ◽  
Mahnoor Hai ◽  
Shahid Latif
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Personal Values ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship ◽  
Academic Self Efficacy

Purpose This paper aims to examine the mediating role of relational mobile usage on the relationship between personal values (individualism, collectivism and academic self-efficacy) and organizational citizenship behavior (OCB) among the faculty members of higher education/degree-awarding institutes (DAIs) in Pakistan. The paper also examines the moderating role of gender on the relationship between relational mobile usage and OCB. Design/methodology/approach Cross-sectional data from 217 faculty members of higher education/DAIs in Pakistan were collected through an online questionnaire. Structural equation modeling technique using SmartPLS was used to assess the measurement and structural model. Statistical Package for the Social Sciences (SPSS) version 21 was used for data normality analysis, missing value analysis and variable calculation. Response and non-response bias were also examined. Findings The findings confirmed that individualism was not significantly related to relational mobile usage; however, collectivism and academic self-efficacy were significantly related to relational mobile usage. The relationship of relational mobile usage and OCB was also significant. The mediating role of relational mobile usage on the relationship between individualism and OCB was not significant; however, the mediating role of relational mobile usage between collectivism and OCB, and academic self-efficacy and OCB was significant. The moderating role of gender on the relationship between relational mobile usage and OCB was also significant. Practical implications DAIs’ administration should strive to encourage individuals to value group priorities over the individualistic interests. Valuing group interest over the individualistic interest would promote the usage of mobile technology for relational purpose. This relational perspective of mobile usage will ultimately develop OCB among individuals. Also, academic self-efficacy through relational mobile usage can lead to OCB; therefore, another important policy implication for the administration of DAIs is to develop academic self-efficacy among the stakeholders of the institutions. Originality/value Although OCB has become a theoretically mature concept, the framework proposed for this study has rarely been discussed in previous scholarships, particularly from the perspective of relational mobile usage. Arguably, this study is the first in testing the mediating role of relational mobile usage between the personal values and OCB within the context of academia in Pakistan.

scholarly journals Organizational justice perception and organizational citizenship behavior of shipyard workers: the role of identification and emotional intelligence

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Murat Yorulmaz ◽  
Ahmet Karabacak
Keyword(s):  
Emotional Intelligence ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Organizational Attitudes ◽  
Justice Perception ◽  
The Relationship

PurposeThe purpose of this study is to review whether organization identification has a role of mediation and whether emotional intelligence (EI) has a role of moderating in the relationship between organizational justice perception (OJP) and organizational citizenship behavior (OCB).Design/methodology/approachIn order to achieve the aim of the research, the data obtained from 388 employees of six shipyards in Yalova-Altinova Shipyards by survey technique were analyzed. To test the research hypotheses, SPSS (v22) PROCESS macro (v3.4) plugin developed by Hayes (2019) and Model 4 and Model 5 were used via the Bootstrap 5,000 sampling technique.FindingsThis study found that OJP impacts organizational identification (OI) and OCB. In addition, the research findings indicate that OI positively impacts OCB. This research reveals that OI played a mediating role in the relationship between OJP and OCB. However, the authors do not find support for the hypothesis that direct effect of OJP on OCB differs depending on the level of EI level.Research limitations/implicationsThe major limitation of this study is its sample that included only employees in shipyards. The results of this study will hopefully offer important insights into understanding and directing the human resources in shipyards conducting activities of construction, manufacturing, maintenance on the ships available at the center of maritime transportations.Originality/valueThis study draws attention to the causal relationships between the perception of OJP, OCB, OI and EI, which affect the organizational attitudes and behaviors of employees.

scholarly journals ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND LEADER-MEMBER EXCHANGE AS CORRELATES OF WORKPLACE VIOLENCE AMONG WORKERS: MODERATING ROLE OF AUTONOMY

2021 ◽  
Vol 6 (2) ◽  
Author(s):  
Stephen E. Iloke ◽  
Tochukwu M. Oguegbe ◽  
Leonard N. Ezeh
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Workplace Violence ◽  
Citizenship Behavior ◽  
Teaching Staff ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
The Relationship ◽  
Moderating Role

The present study investigated the moderating role of autonomy in the relationship among organizational citizenship behaviours, leader member exchange and workplace violence. Two hundred and twenty (220) non-teaching staff of Nnamdi Azikiwe University, Awka campus participated in the study. They comprised of 176 females and 44 males. Their age ranged from 22 to 53 years with their mean age of 33.1yearsand standard deviation of 5.7. Four instruments were adopted in the study, namely 12-item workplace violence scale developed by Wang (2002), 20-item organizational citizenship behavior scale developed by Spector, Fox, Goh, Brussema & Kessler (2012), 11-item leader member exchange scale developed by Graen and Taylor (2004). Correlational design was employed for the study. Pearson product moment correlation statistics and multiple regression were also employed as the statistical tool to test the 4 hypotheses generated. The results of the hypotheses tested showed that organizational citizenship behavior positively and significantly correlated with workplace violence (r=.88, P<.001), leader member exchange positively and significantly correlated with workplace (r=.82, P<.001), autonomy significantly moderated the relationship between organizational citizenship behavior and leader member exchange on workplace violence β(.-67, t= -5.15, p<.01)). Autonomy moderated the relationship between organizational citizenship behavior and leader member exchange β(-2.34; t= -5.57, p<.01). It was recommended that workers should be encouraged to imbibe citizenship behaviours in their workplaces. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0770/a.php" alt="Hit counter" /></p>

Conflict Resolution Strategies and Organizational Citizenship Behavior: The Moderating Role of Trait Emotional Intelligence

2010 ◽  
Vol 38 (1) ◽  
pp. 75-86 ◽  
Author(s):  
Samuel O. Salami
Keyword(s):  
Conflict Resolution ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Trait Emotional Intelligence ◽  
Conflict Resolution Strategies ◽  
The Relationship ◽  
Moderating Role ◽  
Resolution Strategies

The relationship between conflict resolution strategies and organizational citizenship behavior (OCB) and the moderating role of trait Emotional Intelligence (EI) were investigated. Participants were 320 public servants (male = 180, female = 140) randomly selected from 5 states in southwestern Nigeria. Measures of trait EI, OCB, and conflict resolution strategies were administered to the respondents, and multiple regression was used to analyze the data collected. The results indicate that forcing and withdrawing strategies negatively and significantly predicted OCB. Confronting, compromising, and smoothing strategies significantly predicted OCB. Trait EI moderated the relationship between OCB and forcing and withdrawing strategies. It was recommended that counseling and organizational psychologists should design trait EI education and training in conflict resolution for both subordinates and superiors in work organizations.

scholarly journals Stressors, Organization Citizenship Behavior and Islamic Work Ethics

2021 ◽  
Vol 4 (1) ◽  
pp. 81-96
Author(s):  
MUHAMMAD TUFAIL ◽  
ANUM ◽  
SAQIB SHAHZAD ◽  
DR. JEHANGIR
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Job Outcomes ◽  
Work Ethics ◽  
Organization Citizenship Behavior ◽  
The Relationship ◽  
Moderating Role

In response to the need of study fulfilling the interplay between stressors and job outcomes, the present study has been carried out. We also examined the moderating role of Islamic Work ethics in the proposed relationship. Based on the purposive sampling technique, a sample of 287 employees working in Public sector organizations were selected. Results of the study supported the proposed hypotheses, indicating that the challenge stressors have positive and hindrance stressors have negative relation with organizational citizenship behavior. We also found that the Islamic Work Ethics moderates the said relationship in such a way that higher level of Islamic Work Ethics strengthen the relationship between challenge stressors and organization citizenship behavior and weaken the relationship between hindrance stressors and organization citizenship behavior.

Transformational leadership and organizational citizenship behavior

2017 ◽  
Vol 38 (7) ◽  
pp. 1004-1015 ◽  
Author(s):  
Ashkan Khalili
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Design Methodology ◽  
Citizenship Behavior ◽  
Content Type ◽  
Moderating Role ◽  
Practical Implications ◽  
Selection Of

Purpose The purpose of this paper is to examine the transformational leadership (TL) – employees’ organizational citizenship behavior (OCB) and employees’ emotional intelligence (EI) – employees’ OCB associations. In addition, this study explored the moderating role of employees’ EI on the TL – employees’ OCB relationship. Design/methodology/approach The study was conducted in 50 organizations in Iran, on a sample of 2,021 employees. Findings The findings of this research showed that TL and employees’ EI positively and significantly influence employees’ OCB. Additionally, the results revealed that employees’ EI moderates the TL – employees’ OCB association. Practical implications Iranian organizations should invest in TL and EI training and in the selection of mangers with TL style and employees with good level of EI in order to enrich the OCB of employees. Originality/value The present study is one of the first to examine the TL – employees’ OCB and employees’ EI – employees’ OCB relationships, and the moderating influence of employees’ EI on the TL – employees’ OCB association in a developing country, Iran.

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