Demographics as moderators between QWL and OCB: Indian study shows gender and type of organization have impact, but not position

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Content Type ◽  
Quality Of Work ◽  
The Impact ◽  
The Relationship

Purpose The purpose was to examine the impact of quality of work life (QWL) on organizational citizenship behavior (OCB) of employees. The study also examined the role of three demographic variables -. gender, position and type of organization as moderators of the relationship between QWL 10; and OCB. Design/methodology/approach The study was based on 373 completed questionnaires sent out to employees of large Indian organizations. There were respondents from junior (27.2pc), middle (53.3pc) and senior positions (19.5pc). Most were based in Western, Central and Northern India. The average age of respondents was 42.5 years and 73.3pc were males. Around two thirds were from public organizations and a third worked in the private sector. Findings The study found that quality of work life (QWL) had a positive impact on the organizational citizenship behavior (OCB) of employees. The relationship was modified by gender and the type of organization, but unchanged by the hierarchical position of employees Originality/value The authors say it is the first research in an Indian context to consider how demographic differences affect the relationship between QWL and OCB. The three Indian academic who authored the report also say their results are helpful for practitioners in designing the right kind of QWL environment for their employees.

Mediation effect of quality of worklife, job involvement, and organizational citizenship behavior in relationship between transglobal leadership to employee performance

2017 ◽  
Vol 59 (6) ◽  
pp. 1143-1158 ◽  
Author(s):  
Adya Hermawati ◽  
Nasharuddin Mas
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Job Involvement ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Content Type ◽  
Quality Of Work ◽  
The Relationship

Purpose The purpose of this paper is to obtain empirical evidence, analyze and explain the mediating effect of the quality of work life (QWL), job-retention engagement and organizational citizenship behavior (OCB) on the relationship between transglobal leadership and employee performance. Design/methodology/approach The population in this research is all employees of the most outstanding cooperatives in East Java Province. The method used to analyze the data in this study is generalized structural component analysis. Findings The main findings of this research show that the effects of mediation variables of QWL, job involvement and OCB in transglobal leadership influence employee performance in cooperatives in East Java. These findings are not in line with the Theory of Leadership by Sharkey et al. (2012), and explains the link between behaviors of transglobal leadership and employee performance. The study finds a need for attention in intervening/mediating variables such as QWL, job involvement and OCB as regard the relationship between transglobal leadership and employee performance. Research limitations/implications Transglobal leadership directly affects the QWL, job involvement and OCB: the higher the transglobal leadership, the higher the effect on QWL, job involvement and OCB. However, transglobal leadership has no direct effect on employee performance. Then, QWL, job involvement and OCB are mediating variables between the effects of transglobal leadership on full-mediation employee performance. Social implications To improve the performance of employees of cooperatives, some improvements are needed such as an increase in the quality of a leader’s cooperative approach, especially with transglobal leadership style. However, particularly in the approach, factor of quality of work life, job involvement and OCB cannot be ignored or overriden. Improved leadership capacity, priority for improved business intelligence main factor, while the quality of work-life priorities take precedence in the growth and development factors. Job involvement of preferred priority on self-esteem factor performances, while the main priority organizational citizenship behavior on altruism factor. Employee performance will be improved with the aforementioned ideal conditions, especially on the work factor result. Originality/value Mediation effect of job involvement and OCB, using Sobel test, for assessing the relationship between translgobal leadership and employee performance has not been studied before.

The influence of spiritual leadership on quality of work life, job satisfaction and organizational citizenship behavior

2018 ◽  
Vol 60 (2) ◽  
pp. 757-767 ◽  
Author(s):  
Riane Johnly Pio ◽  
Johny Revo Elia Tampi
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Spiritual Leadership ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Content Type ◽  
Quality Of Work

Purpose This paper is about the development of research by the author in the past with the topic of the influence of spiritual leadership on ethical behavior, quality of work life (QWL), job satisfaction, organizational commitment and employee performance. Design/methodology/approach This research is categorized as an explanation (explanatory) research that intends to explain the position of the variables that were analyzed, the relationship and influence of one variable with another variable and the data analysis methods used, such as structural equation modeling (SEM). The population under consideration for this study is all nurses working in three hospitals, totaling 292 people. Findings The results showed There were significant direct influences of spiritual leadership on quality of work life, spiritual leadership on job satisfaction, quality of work life on job satisfaction, quality of work life on organizational citizenship behavior, job satisfaction on organizational citizenship behavior. Originality/value Originality for this paper shows an explanation (explanatory) research and the method used is SEM to find out the influence of spiritual leadership on ethical behavior, QWL, job satisfaction, organizational commitment and employee performance. This is a research case study on nursing staff of a private hospital in North Sulawesi, Indonesia.

scholarly journals PENGARUH KOMITMEN ORGANISASI, QUALITY OF WORK LIFE (QWL) TERHADAP ORGANIZATION CITIZENSHIP BEHAVIOR (OCB) DAN KINERJA PEGAWAI PADA DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN BANGKALAN MADURA JAWA TIMUR

2018 ◽  
Vol 5 (01) ◽  
Author(s):  
Sumiati Sumiati ◽  
I Dewa Ketut Raka Ardiana ◽  
Auliya Ika Pratiwi
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Equation Model ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Quality Of Work ◽  
City Population

The purpose of this research is to find the influence of commitment organization andquality of work life (qwl) of organizational citizenship behavior (ocb) and performanceemployees in city population civil Bangkalan Madura. The use of population and civil recorddistrict Bangkalan Madura as the study was based because of population and civil recordbangkalan the district madura as the public service known has employees who works lessmaximum.This research included in the kind of research quantitative the testing of hypotheses andquestionnaires as a technique of data collection. But as for an instrument it is anticipated thatanalysis in this research that is using structural equation model (sem). A population that inyou wherever you may be been disclosed in the research it is a whole employees of the citypopulation and civil registration kabupaten Bangkalan Madura a number of 109 civil servantsthat they employ .The results of the study based on the validity and reabilitas shows that data is valid andreliable. Based on the results of the hypothesis shows that; 1) a variable commitmentorganization significant on variables organizational citizenship behavior (ocb), 2) a variablecommitment organization significant on variables performance employees, 3) a variablequality of work life (qwl) significant on variables organizational citizenship behavior (ocb),4) a variable quality of work life (qwl) significant on variables performance employees, and5) a variable organizational citizenship behavior (ocb) significant on variables performanceemployees in city population civil district Bangkalan Madura .Keywords : Commitment organization, quality of work life (qwl), organizationalcitizenship behavior (OCB), and performance.

scholarly journals Peran Persepsi Gaya Kepemimpinan & Quality Of Work Life Terhadap Organizational Citizenship Behavior

2019 ◽  
Vol 9 (1) ◽  
pp. 5
Author(s):  
Ignatius Romouldus Shorinji Ganggut
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Purposive Sampling ◽  
Quality Of Work ◽  
Quality Of Worklife

Abstrak. Penelitan ini bertujuan untuk menguji secara empirik peran kepemimpinan dan quality of worklife terhadap Organizational citizenship behavior pada karyawan. Dewasa ini, agar mampu bersaing, setiap perusahaan harus beroperasi seefektif dan seefisien mungkin. Penelitian ini dilakukan pada 75 orang karyawan divisi HRD & GA PT. Dok Pantai Lamongan. Pemilihan sampel dilakukan dengan teknik purposive sampling dan pengujian hipotesis dilakukan dengan analisis regresi berganda. Berdasarkan hasil analisis yang telah dilakukan maka ditariklah kesimpulan bahwa hipotesis penelitian ini diterima, yang berarti persepsi gaya kepemimpinan dan Quality of Work Life berperan sigifikan terhadap Organizational Citizenship Behavior pada karyawan. Berdasarkan hasil analisis, diperoleh nilai F sebesar 37,620, dengan p<0,01 yang berarti bahwa persepsi gaya kepemimpinan dan Quality of Work Life secara simultan berperan positif signifikan terhadap OCB. Sumbangan efektif dari gaya  kepemimpinan  dan quality of work life (R2) secara bersamasama adalah 0,511 atau sebesar 51,1%. Sedangkan secara sendiri-sendiri, sumbangan efektif kepemimpinan terhadap OCB adalah sebesar 16,21%, dan sumbangan efektif  quality of worklife terhadap OCB adalah sebesar 34,88%. Sebanyak 48,9% adalah sumbangan dari faktor-faktor lain yang  masih harus diteliti lebih lanjut.Kata kunci: organizational citizenship behavior, kepemimpinan, teori kepemimpinan  path goal, quality of worklife

scholarly journals Karakteristik Pekerjaan, Quality Of Work Life Dan Kepuasan Kerja Terhadap Organizational Citizenship Behavior (Ocb) Pada Pt Djasa Bahari Di Surabaya

2021 ◽  
Author(s):  
Titin Titin ◽  
◽  
Yunni Rusmawati DJ ◽  
Luluk Nur Azizah ◽  
◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Quality Of Work

Sumber daya manusia merupakan aspek penting dalam kemajuan pada suatu organisasi yang tidak dapat terpisahkan dari sebuah manajemen perusahaan. Pengetahuan dan skill dari sumber daya manusia sebagai pelaksana yang handal dalam fungsi-fungsi organisasi. Keberhasilan perusahaan bergantung pada sumber daya manusia sebagi aset yang harus dikembangkan dengan baik. Keyakinan bahwa karyawan yang dapat merasakan kepuasan dalam bekerja akan membawa dampak yang baik bagi perusahaan sehingga kepuasan kerja merupakan faktor penting yang harus diperhatikan oleh sebuah perusahaan. Perusahaan mengharapkan perilaku yang diciptakan oleh karyawan menjadi tuntutan organisasi tidak hanya perilaku in role tetapi juga perilaku estra role yang disebut Organizational Citizenship Behavior (OCB). Metode pengumpulan data menggunakan kuesioner yang diisi secara lengsung oleh responden. Alat analisis data yang digunakan dalam penelitian ini adalah regresi linier berganda. Hipotesis pada penelitian ini menunjukkan bahwa karakteristik pekerjaan berpengaruh positif terhadap organizational citizenship behavior, adapun hipotesis kedua yaitu kepuasan kerja berpengaruh positif terhadap organizational citizenship behavior dan hipotesis yang ketiga yaitu Quality of Work Life berpengaruh positif terhadap organizational citizenship bevavior. Obyek penelitian pada PT Djasa Bahari di Surabaya yang bergerak di Ekspedisi Ekspor Import.

scholarly journals PENGARUH QUALITY OF WORK LIFE (QWL) DAN ORGANIZATIONAL CLIMATE TERHADAP KEPUASAN KERJA YANG BERIMPLIKASI PADA ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) KARYAWAN DI POLITEKNIK LP3I JAKARTA

2018 ◽  
Vol 7 (1) ◽  
pp. 111
Author(s):  
Wahyu Ardila ◽  
Hulmansyah Hulmansyah ◽  
Nurul Huda
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Quality Of Work

<p>ABSTRACT</p><p>This research has a purpose to find out: the effect of Quality of Work Life (QWL) on Job Satisfaction in LP3I Polytechnic Jakarta; the effect of Organizational Climate on Job Satisfaction in LP3I Polytechnic Jakarta; the effect of Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; the effect of Organizational Climate on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; the effect Job Satisfaction on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta. Data analysis method used is Structural Equation Model (SEM) by using Amos software. Respondents in this study were employees of the Polytechnic LP3I Jakarta totaling 201 samples using the technique of making samplel Probability sampling.The results of this study indicate that there is a positive and significant effect of Quality of Work Life (QWL) on Job Satisfaction in LP3I Polytechnic Jakarta; there is a positive and significant effect Organizational Climate on Job Satisfaction in LP3I Polytechnic Jakarta; there is a positive and significant effect of Quality of Work Life (QWL) on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; there is a positive and significant effect Organizational Climate on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta; there is a positive and significant effect Job Satisfaction on Organizational Citizenship Behavior (OCB) at the Polytechnic LP3I Jakarta.</p><p>Keywords: Quality Of Work Life, Organizational Climate, Job Satisfaction and OCB</p>

scholarly journals Increasing Organizational Citizenship Behavior Through Quality of Work Life and Organizational Commitment

2021 ◽  
Vol 6 (1) ◽  
pp. 45
Author(s):  
Endang Susilawati ◽  
Shofia Amin ◽  
Musnaini Musnaini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Quality Of Work

<p>This study aims to examine the effect of Quality of Work Life on Organizational Citizenship Behavior through Organizational Commitment as a mediating variable. The population in this study were all permanent employees of PT. Petro China International Jabung Ltd with a sample of 120 respondents. The data collection method uses questionnaire method which is measured using Likert scale and the hypotheses was tested by  using the PLS (Partial Least Square) program. The results showed that the quality of work life has positive and significant effect on Organizational Citizenship Behavior, the quality of work life is proven to have positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on Organizational Citizenship Behavior, and organizational commitment partially mediates the relationship between the quality of work life and Organizational Citizenship Behavior. The implication of this research is that the increasing quality of work life will increase organizational commitment so that it can improve Organizational Citizenship Behavior. The company must continuously improve the quality of work life program to increase the employee performance with objective and systematic procedures.</p><p><strong><em> </em></strong></p>

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