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

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.

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tim O. Peterson ◽  
Claudette M. Peterson

Purpose The purpose of this study is to determine to what extent there is a predictive relationship between organizational citizenship behaviors (OCB) and followership behaviors within medical organizations in the USA. This is the second part of a two-part paper. It uses a revised followership instrument and an OCB instrument to determine if there is a predictive relationship between OCB and followership behaviors. Design/methodology/approach Part 1 of this quantitative survey-based empirical study used confirmatory factor analysis on an existing instrument and exploratory factor analysis on a revised instrument. Part 2 used regression analysis to explore the predictive relationship between followership and organizational citizenship. Findings The overall findings of this two-part paper show that organizational citizenship has a significant predictive impact on followership behaviors. Research limitations/implications Participants in this study work exclusively in the health care industry; future research should expand to other industries and other large organizations that have many followers but few managerial leaders. Practical implications As organizational citizenship can be developed and there is a predictive relationship between organizational citizenship and followership, organizations can develop professional development for individual followers. Managers and other leaders can learn how to develop OCB, and thus followership in several ways: onboarding, coaching, mentoring and executive development. Originality/value Part 2 of this paper demonstrates the predictive impact that OCB can have in developing high performing followers.


2016 ◽  
Vol 6 (3) ◽  
pp. 43
Author(s):  
J. R. Smith ◽  
Lisa A. Micich ◽  
Douglas L. McWilliams

The purpose of this research was to investigate the effect of organizational citizenship behaviors (altruism, courtesy, sportsmanship, generalized compliance and civic virtue) on employee withdrawal behaviors (turnover, absenteeism and tardiness).   Most research in the OCB literature focused on the impact of organizational citizenship behaviors on turnover, with minimal attention directed toward absenteeism and tardiness, as negative employee performance behaviors.  Data were obtained from employees (N = 334) at a municipal law enforcement agency with (N = 624) employees resulting in a 53.53% usable response rate.  Data analysis indicated that job satisfaction was directly related to organizational citizenship behavior; and organizational citizenship behavior was inversely related to overall employee withdrawal behavior.  Study findings did not lend support for organizational commitment being directly related to organizational citizenship behavior. The authors specified study limitations and future research opportunities.


2020 ◽  
Vol 23 (4) ◽  
pp. 281-296
Author(s):  
David L. Turnipseed ◽  
Elizabeth A. VandeWaa

PurposeThe study examines the relationships between the dimensions of psychological empowerment and organizational citizenship behavior (OCB). The purpose is to identify specific dimensions of psychological empowerment that are linked to above average or “beyond the expected” citizenship behaviors.Design/methodology/approachA theoretical basis for a linkage between the four dimensions of psychological empowerment and dimensions of OCB was developed. Using a sample of 137 participants, these theoretical relationships were tested with hierarchical linear multiple regressions.FindingsThere are differential relationships between the dimensions of psychological empowerment and the dimensions of OCB. The OCB dimensions of contentiousness, altruism and obedience are linked to the psychological empowerment dimension of meaning: conscientiousness is also linked to competency.Research limitations/implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Practical implicationsThe study sample was single industry and single organization to avoid interindustry and interorganizational contamination, and the results may lack generalizability. Therefore, researchers are encouraged to test the study hypotheses in other industries and occupations.Originality/valueThis paper reports the first known study of the relationships between Spreitzer's psychological empowerment dimensions and OCB. The value is the identification of manipulable relationships that can explain actual empowerment and provide pragmatic guidance for managers to increase empowerment and thus hopefully organizational effectiveness.


Energies ◽  
2021 ◽  
Vol 14 (12) ◽  
pp. 3404
Author(s):  
Dawid Szostek

The purpose of the article is to determine how personality traits (extraversion, neuroticism, conscientiousness, agreeableness and openness to experience) affect organizational citizenship behaviors for the environment (OCBE), especially in the context of energy saving. The purpose is also to verify the hypothesis that this impact is significantly moderated by individuals’ demographic characteristic (sex, age, length of service, work type and economic sector of employment). To achieve the purposes, a survey was conducted in 2020 on 454 working people from Poland. The analysis was based on structural equation modeling (SEM). The research model assumed that particular types of personality affect direct and indirect OCBEs, including energy-saving patterns. The model also included the aforementioned demographic characteristics of respondents. I proved that personality traits have a significant impact on direct and indirect organizational citizenship behaviors for the environment. In the case of direct OCBEs, the energy-saving items that were most significantly affected by employee personality were: I am a person who turns off my lights when leaving my office for any reason; I am a person who turns off the lights in a vacant room; I am a person who makes sure all of the lights are turned off if I am the last to leave. The strongest predicators were Neuroticism (negative relationship) and Agreeableness (positive relationship) for direct OCBE, but Extraversion (positive relationship) and Agreeableness (negative relationship) for indirect OCBE. The impact of an individual’s personality on OCBE was significantly moderated mainly for indirect behaviors. This applied to all the analyzed demographic variables, but it was stronger for women, employees aged up to 40 years, those with 10 years or more experience, office/clerical workers, and public sector employees. The article discusses the theoretical framework, research limitations, future research directions and practical implications.


Author(s):  
D. Wahyu Ariani

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.


Author(s):  
HyunSung Kim ◽  
SeaYoung Park

The purpose of this study was to investigate the relationship between POPs, OJ, OCB, BJW and LPS. Also, this study examined the mediating effect of OJ on the relationship between POPs and OCB. And this study examined the moderating effect of BJW on the relationship between POPs and OJ and the moderating effect of LPS on the relationship between OJ and OCB. Data were collected from 283 employees from a number of companies. The result of this study showed that the relationship between POPs and OJ is significantly negative and the relationship between OJ and OCB is significantly positive. Also, OJ fully mediated the relationship between POP and OCB. And BJW didn't moderated the relationship between POPs and OJ. And LPS moderated the relationship between OJ and OCB. Finally, based on the results, the implication of this study and the direction for future research were discussed.


Author(s):  
Joseph A. Carpini ◽  
Sharon K. Parker

Scholars have identified numerous forms of individual work performance, including core task, adaptive, proactive, and citizenship. Although the diversity of performance constructs has contributed to breadth, it has also resulted in a fragmented literature that, at times, operates in theoretical silos. As such, the overarching purpose of this chapter is to consider how organizational citizenship behavior (OCB) constructs relate to, and can fit within, broader models of individual work performance. We begin with a brief history of work performance concepts and review five integrative models of individual performance, culminating with the presentation of the Griffin, Neal, and Parker (2007) model. We use the latter to assess systematically whether and how OCB concepts relate to other performance concepts. We highlight constructs that fit readily within the Griffin et al. framework, in addition to constructs that do not. We conclude with five recommendations.


2019 ◽  
Vol 13 (1) ◽  
pp. 29-42
Author(s):  
Maglon F Banamtuan ◽  
Harun Y Natonis

This study aims to find out how to stimulate Early Childhood Mindset in Theodeosius kindergarten through affective education. This research is qualitative research. Data analysis is done by reducing data, presenting data, and drawing conclusions. The research findings showed that students were very enthusiastic about following the activities of the teacher with pleasure, happiness and did not feel burdened from the initial activities to the final activities of the students who followed them well. The efforts made by TK Theodosius educators are good, so that it can be said that the teacher's efforts to train children's independence are maximized. The students have begun to instill Pancasila values in their daily lives, namely Godhead, Humanity, the Value of Unity, People's Value, and Social Justice. Keywords: Affective Education, Early Childhood Mindset Stimulation, Understanding Pancasila. References Abramson, L., Daniel, E., & Knafo-noam, A. (2018). Journal of Experimental Child The role of personal values in children ’ s costly sharing and non-costly giving. Journal of Experimental Child Psychology, 165, 117–134. https://doi.org/10.1016/j.jecp.2017.03.007 Aydoğan, C., Farran, D. C., & Sağsöz, G. (2015). The relationship between kindergarten classroom environment and children’s engagement. European Early Childhood Education Research Journal, 23(5), 604–618. https://doi.org/10.1080/1350293X.2015.1104036 Bowo, T. A., & Budiati. (2017). Model Pembelajaran Bahasa Inggris Interaktif Menggunakan Flascard Berbasis Pancasila Sebagai Upaya Pembentukan Karakter Bangsa. Media Penelitian Pendidikan, 11(2), 59–74. Cartledge, G., & Milburn, J. F. (1980). Teaching social skills to children. Pergamon Press. Chou, S. Y., & Pearson, J. M. (2012). Organizational citizenship behaviour in IT professionals: An expectancy theory approach. Management Research Review, 35(12), 1170–1186. https://doi.org/10.1108/01409171211281282 Decety, J., Meidenbauer, K. L., & Cowell, J. M. (2018). The development of cognitive empathy and concern in preschool children: A behavioral neuroscience investigation. Developmental Science, 21(3), 1–12. https://doi.org/10.1111/desc.12570 Dodge, D. T. (2004). Early Childhood Curriculum Models Why What and How Programs Use them. Exchange Organizational Behavior Teaching Journal, (February), 71–75. Domitrovich, C. E., Durlak, J. A., Staley, K. C., & Weissberg, R. P. (2017). Social-Emotional competence: An essential factor for promoting positive adjustment and reducing risk in school children. Child Development, 88(2), 408–416. https://doi.org/10.1111/cdev.12739 Dunlap, G., Powell, D., & Org, W. C. (2009). Promoting Social Behavior of Young Children in Group Settings: A Summary of Research. Technical Assistance Center on Social Emotional Intervention for Young Children, (August). Retrieved from www.challengingbehavior.org Emilson, A., & Johansson, E. (2013). Values in Nordic Early Childhood Education: Democracy and the Child’s Perspective. Choice Reviews Online, 30(11), 30-6297-30–6297. https://doi.org/10.5860/choice.30-6297 Ertürk, A. (2007). Increasing organizational citizenship behaviors of Turkish academicians. Journal of Managerial Psychology, 22(3), 257–270. https://doi.org/10.1108/02683940710733089 Esnard, C., & Jouffre, S. (2008). Organizational citizenship behavior: Social valorization among pupils and the effect on teachers’ judgments. European Journal of Psychology of Education, 23(3), 255–274. https://doi.org/10.1007/BF03172999 Grajczonek, J., & Truasheim, M. (2017). Implementing Godly Play in educational settings: a cautionary tale. British Journal of Religious Education, 39(2), 172–186. https://doi.org/10.1080/01416200.2015.1110112 Hamid. (2015). Semiotika Kewarganegaraan. Bandung: Rizqi Press. Hildebrandt, C., & Zan, B. (2015). Pendekatan Konstruktivis pada Pendidikan Moral Anak Usia Dini. In Handbook Pendidikan Moral dan Karakter (pp. 511–536). Bandung: Nusa Media. Hurlock, E. B. (1999). Perkembangan Anak Jilid I. (Erlangga, Ed.). jakarta. Hurlock, E. B. (2010). Perkembangan Anak (6th ed.). Jakarta: Erlangga. Mahanani, P., Purnama Putra, A., & Kristianingsih, K. (2018). Analysis of the Influence of Understanding the Pancasila Values of Teachers on Learning in Elementary School, 244(Ecpe), 168–172. https://doi.org/10.2991/ecpe-18.2018.37 Mayfield, C. O., & Taber, T. D. (2010). A prosocial self-concept approach to understanding organizational citizenship behavior. Journal of Managerial Psychology, 25(7), 741–763. https://doi.org/10.1108/02683941011075283 Nicholson, J., Kuhl, K., Maniates, H., Lin, B., Bonetti, S., Nicholson, J., … Bonetti, S. (2018). A review of the literature on leadership in early childhood : examining epistemological foundations and considerations of social justice, 4430. https://doi.org/10.1080/03004430.2018.1455036 Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington: Lexington Books. Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (2015). Transformational Leader Behaviors and Their Effects on Trust , Satisfaction , and Organizational Citizenship Behaviors. JAI Press Inc., (August), 107–142. https://doi.org/10.1016/1048-9843(90)90009-7 Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000). Organizational Citizenship Behaviors: A Critical Review of the Theoretical and Empirical Literature and Suggestions for Future Research. Journal of Management, 25(3), 513–563. https://doi.org/10.1016/0009-2614(78)85552-3 Robson, J. V. K. (2019). How do practitioners in early years provision promote Fundamental British Values ? How do practitioners in early years provision promote, 9760. https://doi.org/10.1080/09669760.2018.1507904 Ronald Silalahi, U. yuwono. (2016). Research in social sciences and technology. Research in Social Sciences and Technology, 2(3), 58–57. Retrieved from http://www.ressat.org/index.php/ressat/article/view/329 Samuelsson, I. P., & Hagglund, S. (2009). Early Childhood Education and Learning for Sustainable Development and Citizenship. International Journal, 41(2), 49–63. Sanjaya, W. (2013). Penelitian Pendidikan (Jenis, Metode, dan Prosedur),. Jakarta: Kencana Prenada Media Group. Stephens, M., & Ormandy, P. (2018). Extending conceptual understanding: How interprofessional education influences affective domain development. Journal of Interprofessional Care, 32(3), 348–357. https://doi.org/10.1080/13561820.2018.1425291 LK Stevenson, B. (2017). Children’s independence: a conceptual argument for connecting the conduct of everyday life and learning in Finland. Children’s Geographies, 15(4), 439–451. https://doi.org/10.1080/14733285.2016.1271942 UNESCO. (2014). Preparing learners for the challenges of the 21st century. France: UNESCO. Retrieved from http://www.unesco.org/new/en/global-citizenship-education UNESCO. (2015). Global citizenship education: topics and learning objectives.


2016 ◽  
Vol 6 (3) ◽  
pp. 124
Author(s):  
Zuhal INCE ◽  
Mustafa Fedai ÇAVUŞ

Educational institutions are establishments that concern the majority of the society. The administrator of teachers and students in a school should motivate them to work together in the direction of the purposes of the school. The place of learning in education system is important. It should be known in which situations learning is adapted to teaching process. The school administrator should include the teachers to the decisions and should recognize the influencing factors of school management. Defining the skill levels about the management process of the school administrators who are the responsible ones for managing schools, the effect of this skills of the school administrators on organizational citizenship behaviors of the teachers constitute the purpose of the research. “Management Skills Scale” that was developed by Quast and Hazucha (1992) was used in the research. Level of the effect of management skills of the school administrators on organizational citizenship behaviors of the teachers is determined in the research. It has importance because the effectiveness in management skills of the school administrators who will lead the schools to success is going to be defined.


PLoS ONE ◽  
2021 ◽  
Vol 16 (5) ◽  
pp. e0251843
Author(s):  
Fu-I Hou ◽  
Yu-Lung Wu ◽  
Min-Hui Li ◽  
Wan-Yun Huang

Studies on physiotherapists are generally focused on clinical professionalism, with very few examining job performance from a management standpoint. To address this gap, this study sought to investigate the relationship between impression management and organizational citizenship behavior and job performance. This study targeted medical institutions offering rehabilitation and physiotherapy services and conducted a questionnaire survey based on scales developed by domestic and foreign scholars. A total of 600 questionnaires were distributed and 523 valid ones collected. The data was tested and verified using regression analysis and hierarchical linear modeling (HLM). In the survey, the Impression Management Scale, Organizational Citizenship Behavior Scale, and Job Performance Scale indicated that at the individual level, the impression management of physiotherapists is significantly related to their organizational citizenship behaviors and job performance. The organizational citizenship behaviors were also found to have a mediating effect between impression management and job performance. At the group level, impression management had a conditioning effect on organizational citizenship behaviors and job performance. In terms of statistical methods, group-level variables act as moderators, which affects the power of individual-level explanatory variables on outcome variables, i.e., the influence of the slope. The job behaviors of physiotherapists entail direct service and their performance is closely related to organizational development. Impression management gives people certain purposes and behaviors while organizational citizenship behaviors are a type of non-self-seeking, selfless dedication behaviors. Therefore, the motivation of physiotherapists who demonstrate organizational citizenship behaviors should be further explored.


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