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.

Impact of psychological capital on organizational citizenship behavior

2017 ◽  
Vol 36 (7) ◽  
pp. 973-983 ◽  
Author(s):  
Manish Gupta ◽  
Musarrat Shaheen ◽  
Prathap K. Reddy
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
Mediating Role

Purpose The purpose of this paper is to examine the mediating role of work engagement (WE) between psychological capital (PsyCap) and the two facets of organizational citizenship behavior (OCB) which involves both individual and organization. It also examines the moderating role of perceived organizational support (POS) between PsyCap and WE, and WE and the two facets of OCB. Design/methodology/approach A total of 293 responses gathered from employees working in diverse service sector industries in India were assessed using structural equation modeling. Findings Overall, the results support the mediating role of WE in the PsyCap-OCB relationship, and the moderation of POS between WE and the two facets of OCB. Research limitations/implications This study helps in understanding how WE-OCB relationship can be negatively affected in the presence of high POS. Practical implications The results encourage organizations to establish systems for enhancing the engagement levels of their employees, which according to this study may be achieved by creating and maintaining vibrant work environment. Originality/value This study helps in understanding the role of POS among PsyCap, WE, \and the two factors of OCB.

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.

The influence of ethical leadership on academic employees’ organizational citizenship behavior and turnover intention

2019 ◽  
Vol 57 (3) ◽  
pp. 583-605 ◽  
Author(s):  
Raad Abdulkareem Shareef ◽  
Tarik Atan
Keyword(s):  
Intrinsic Motivation ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role

PurposeThe purpose of this paper is to examine the effect of ethical leadership on followers’ organizational citizenship behavior (OCB) and turnover intention and to examine the mediating role of intrinsic motivation in the relationships.Design/methodology/approachThe study employed a quantitative research method with a sample of 351 supervisor–subordinate dyads in three large public universities in the Kurdistan Region of Iraq. The statistical analysis was conducted using Statistical Package for Social Science software, through multiple regression analyses to test the research hypotheses.FindingsThe results indicated that ethical leadership positively related to OCB and negatively related to turnover intentions. The results also showed that intrinsic motivation fully mediates the relationship between ethical leadership, OCB, and turnover intentions.Originality/valueThis study recognized the gap in the literature, and it contributes to the body of knowledge through an examination of the mediating role of intrinsic motivation between ethical leadership, OCB and turnover intention, relying on the cognitive evaluation theory.

Antecedents of civic virtue and altruistic organizational citizenship behavior in Macau

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sow Hup Joanne Chan ◽  
Oi Mei Kim Kuok
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Two Dimensions ◽  
Communication Satisfaction ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Personal Feedback

Purpose This study aims to investigate the relationships between two dimensions of communication satisfaction – personal feedback and supervisory communication – on outcomes such as altruistic organizational citizenship behavior and civic virtue. Another aim is to examine the mediating role of organizational justice (OJ) between these two dimensions of communication satisfaction and altruistic organizational citizenship behavior and civic virtue. Design/methodology/approach This study is based on a survey conducted in major organizations in Macau SAR, China. Data from 294 respondents who successfully completed the questionnaire is used for the analysis. Findings The results reveal that supervisory communication is significantly and positively associated with altruistic organizational citizenship behavior. Both personal feedback and supervisory communication are significantly and positively associated with civic virtue. OJ is a mediator between personal feedback and civic virtue. OJ also mediates the relationship between satisfaction with supervisory communication and civic virtue. It is intriguing that OJ is not a mediator in the relationship between satisfaction with communication and altruistic organizational citizenship behavior. Research limitations/implications A single city cross-sectional study presents some restrictions on the generalizability of the findings. More studies are needed to understand communication satisfaction – organizational citizenship behavior processes to establish if the findings hold with other samples in other cultures. Practical implications The empirical evidence in this study shows that satisfaction with communication is critical for promoting discretionary behaviors. The mediating roles of OJ between personal feedback and civic virtue and between supervisory communication and civic virtue, clearly indicate that even though a manager may try hard to motivate employees’ participation in discretionary behaviors, whether employees participate in extra-role behaviors depends on their perception of justice. Originality/value This is the first study to examine how altruistic organizational citizenship behavior and civic virtues are influenced by satisfaction with communication. Moreover, the mediating role of OJ has never been tested previously. The findings contribute to the HR literature and provide deeper insights on how to promote citizenship behavior.

Employer brand experience and organizational citizenship behavior: mediating role of employee engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sakshi Gupta ◽  
Jaya Bhasin ◽  
Shahid Mushtaq
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Banking Sector ◽  
Citizenship Behavior ◽  
Brand Experience ◽  
Content Type ◽  
Mediating Role ◽  
Employer Brand

PurposeThe purpose of this paper is to investigate how employer brand experience (EBE) impacts organizational citizenship behavior (OCB). In addition, it aims to identify the mediating role of employee engagement (EE) in relationship between EBE and OCB.Design/methodology/approachTo test the research hypotheses, a web questionnaire was developed and data were collected from 426 respondents working in the Indian banking sector. Hypotheses were tested using structural equational modeling.FindingsEBE was positively related to OCB. The predicted mediating role of EE in the relationship between EBE and OCB was also supported.Research limitations/implicationsThe study is confined to the banking sector only, which limits the generalization of the findings.Practical implicationsThe results imply that firms should leverage on various dimensions of employer brand (EB) i.e. compensation, work–life balance, working environment, training and corporate social responsibility to enhance EE and OCB.Originality/valueThe research is among the very few to confirm the role of EBE vis-à-vis current employees especially in a collectivist society like India. The study also confirmed the mediating role of EE between EBE and OCB which have not been studied previously.

scholarly journals PENGARUH BUDAYA ORGANISASI DAN DUKUNGAN ORGANISASI TERHADAP OCB DIMEDIASI OLEH KOMITMEN ORGANISASIONAL

2019 ◽  
Vol 8 (12) ◽  
pp. 7134
Author(s):  
Putu Enda Wira Saputra ◽  
I Wayan Gede Supartha
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Mineral Resources ◽  
Citizenship Behavior ◽  
Mediating Role

The success of an organization is not only determined by natural resources but human resources (HR) depending on the quality and behaviors that arise within the organization. Expected behavior is behavior that can improve the quality of the organization, namely Organizational Citizenship Behavior (OCB). The purpose of the study was to explain and analyze the influence of organizational culture and organizational support for OCB mediated by organizational commitment. This research was conducted in the Department of Manpower and Energy and Mineral Resources of Bali Province as many as 100 civil servants using non probability sampling methods, collected through questionnaires using descriptive statistical analysis techniques, path analysis and sobel test. The results showed that Organizational Culture, Organizational Support and Organizational Commitment each had a significant positive effect on Organizational Citizenship Behavior (OCB) as well as the mediating role of Organizational Commitment to OCB that strengthened the relationship between organizational culture and organizational support. The Department of Manpower and Energy and Mineral Resources must pay attention to the existing organizational culture within the organization and organizational support that must be improved so that OCB behaviors can be improved for better quality employees. Keywords: organizational culture; organizational support; organizational commitment;          Organizational Citizenship Behavior (OCB)  

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