Examination of organizational commitment and organizational citizenship behaviour among local government civil servants in Uganda

2017 ◽  
Vol 36 (10) ◽  
pp. 1304-1316 ◽  
Author(s):  
Vincent Obedgiu ◽  
Vincent Bagire ◽  
Samuel Mafabi
Keyword(s):  
Organizational Commitment ◽  
Local Government ◽  
Organizational Citizenship ◽  
Local Governments ◽  
Predictive Power ◽  
The Body ◽  
Civil Servants ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to examine the relationship between organizational commitment and organizational citizenship behaviour (OCB) among local government civil servants. Design/methodology/approach This paper adopts a cross-sectional survey research design with a response of 239 civil servants in the local government sector; data was collected using a questionnaire and quantitative approaches were used in analysis. Findings The findings reveal that there is a significant positive relationship between organizational commitment and organizational citizenship behaviour. The predictive power of organizational commitment on OCB is, however, lower than other similar studies in extant literature. Despite being significant, the coefficient of determination in the final model was very low raising thoughtful concerns hence recommendation for further analytical studies in the local government context in the African setting. Research limitations/implications The results in this study cannot be without limitations. The authors take a note of the sector that the authors studied, i.e., local governments, in which the authors may not have contextualized the concepts very well and had challenges of interpretation by the respondents. The authors were also limited by the lack of context-specific literature to underpin our discussion. The paper is also limited by the narrow scope of one region in Uganda and thus generalizability to the African level may be done with caution. Practical implications This study provides important implications to policy, practice and research. While policies provide for expected efficiencies and productivity, the authors note that an environment in which these are to be achieved is important when it promotes OCB. Policy makers should bear in mind behavioural elements for affective, normative and continuance commitment. Originality/value This study contributes to the body of knowledge by finding further support for the relationship between organizational commitment and OCB, and advances a likely debate that among local government civil servants in a developing country context the predictive power could be very low. This possibly explains the efficiency gaps at this level of state governance.

An investigation of key predictors of organizational citizenship behavior of civil servants

2020 ◽  
Vol 23 (2) ◽  
pp. 101-119
Author(s):  
Vincent Obedgiu ◽  
Gideon Nkurunziza ◽  
Gabriel Simiyu ◽  
Bumaali Lubogoyi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Local Governments ◽  
Civil Servants ◽  
Citizenship Behavior ◽  
Cross Sectional Survey ◽  
Design Data ◽  
Content Type

PurposeThe purpose of this paper is to examine the key predictors of organizational citizenship behavior of civil servants in local governments in Uganda.Design/methodology/approachThe study draws on a quantitative approach and cross-sectional survey design. Data were collected using a self-administered closed-ended questionnaire from a sample size of 265 respondents derived using Krejcie and Morgan (1970) from a population of 844 civil servants using stratified simple random sampling technique. Data were analyzed using IBM SPSS statistical software vs 23 and Hypotheses tested using Hayes (2018) Process Macro v3.2 (Model 4).FindingsThe findings revealed that organizational justice has a significant positive effect on organizational commitment, which impact positively on organizational citizenship behavior of civil servants. The study further reveals an indirect-only mediation where organizational justice affects organizational citizenship behavior through organizational commitment. The study proves that there is no direct relationship such a relationship is enhanced through organizational commitment.Originality/valueThis study contributes to knowledge by providing key information on the predictors of organizational citizenship behavior of civil servants. The indirect-only mediation findings give some new insights into theory and literature. This study has eventually changed the direction of the debate popularly held among previous scholars who believe that organizational justice relates to organizational citizenship behavior. This is relevant in understanding the concept of organizational citizenship behavior and filling the practical gap that exists in Ugandan context.

The role of abusive supervision and organizational commitment on employees' information security policy noncompliance intention

2020 ◽  
Vol 30 (5) ◽  
pp. 1383-1405
Author(s):  
Bowen Guan ◽  
Carol Hsu
Keyword(s):  
Organizational Commitment ◽  
Security Policy ◽  
Affective Commitment ◽  
Abusive Supervision ◽  
Three Dimensions ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this paper is to investigate the association between abusive supervision and employees' information security policy (ISP) noncompliance intention, building on affective commitment, normative commitment and continuance commitment. The study also examines the moderating effect of perceived certainty and severity of sanctions on the relationship between the three dimensions of organizational commitment and ISP noncompliance intention.Design/methodology/approachSurvey methodology was used for data collection through a well-designed online questionnaire. Data was analyzed using the structural equation model with Amos v. 22.0 software.FindingsThis study demonstrates that abusive supervision has a significant, negative impact on affective, normative and continuance commitment, and the three dimensions of organizational commitment are negatively associated with employees' ISP noncompliance intention. Results also indicate that the moderating effect of perceived severity of sanctions is significant, and perceived certainty of sanctions plays a positive moderating role in the relationship between affective commitment and employees' ISP noncompliance intention.Practical implicationsFindings of this research are beneficial for organizational management in the relationships between supervisors and employees. These results provide significant evidence that avoiding abusive supervision is important in controlling employees' ISP noncompliance behavior.Originality/valueThis research fills an important gap in examining employees' ISP noncompliance intentions from the perspective of abusive supervision and the impact of affective, normative and continuance commitment on ISP noncompliance. The study is also of great value for information systems research to examine the moderating role of perceived certainty and severity of sanctions.

Relationship between organizational commitments and organizational citizenship behaviour in a sample of private banking employees

2015 ◽  
Vol 35 (1/2) ◽  
pp. 91-106 ◽  
Author(s):  
María Zayas-Ortiz ◽  
Ernesto Rosario ◽  
Eulalia Marquez ◽  
Pablo Colón Gruñeiro
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Civic Virtue ◽  
Measurement Instruments ◽  
Moral Commitment ◽  
Content Type ◽  
Private Banking ◽  
The Relationship

Purpose – The purpose of this paper is to investigate whether there was a relationship between commitment and the behaviour of organizational citizenship among bank employees. Design/methodology/approach – This paper is based on the outcomes of a doctoral dissertation, which was a case study combining a mix methodology. The results validated the conceptual model proposed by the researcher and answered the research questions. Measurement instruments used include the organizational citizenship scale and the organizational commitment scale, developed and validated by Rosario et al. (2004). Findings – The paper finds that there is a positive correlation between the organizational commitment and the indicators of organizational citizenship behaviour and civic virtue, courtesy and altruism dimensions shown by the employees. The dimensions of affective and moral commitment had the strongest correlation with the civic virtue dimension of organizational citizenship. Research limitations/implications – Sample consist only of private banking employees. Practical implications – The organizations should support the affective and moral commitment in their personnel in order to develop strong citizenship behaviour. Social implications – The organizational commitment with demonstrations of citizenship behaviour, civic virtue, and courtesy and altruism dimensions may impact the organization and the community creating a good base to improve the quality of life. Originality/value – This is the first attempt to study the relationship between organizational commitments and organizational citizenship behaviour in a sample of private banking employees in Puerto Rico.

Reforms will strengthen policy implementation in China

2018 ◽  
Keyword(s):  
Local Government ◽  
Policy Implementation ◽  
Local Governments ◽  
Conflicts Of Interest ◽  
Balance Of Power ◽  
Content Type ◽  
Debt Burden ◽  
Key Policy ◽  
The Government ◽  
The Relationship

Subject Reforms to the relationship betwen central and local government in China. Significance The government last month issued two blueprints for a sweeping reorganisation of the country's bureaucracy (here and here, links in Chinese). They include policies that significantly alter the balance of power between central and local government institutions. These aim to overcome foot-dragging and poor policy implementation at local levels by improving incentives and supervision, and eliminating overlapping responsibilities and conflicts of interest. Impacts With the backing of an increasingly powerful Xi, much of the agenda is likely to be implemented. In key policy areas such as the environment, local bureaus should have more reliable access to funding. New taxes and constraints on borrowing should strengthen local government finances and help reduce their debt burden. Local governments may have less leeway to offer business incentives such as tax breaks and other regulatory incentives.

Moderating effect of organizational citizenship behavior on the effect of organizational commitment, transformational leadership and work motivation on employee performance

2018 ◽  
Vol 60 (4) ◽  
pp. 953-964 ◽  
Author(s):  
Marcy Rita ◽  
Otto Randa Payangan ◽  
Yohanes Rante ◽  
Ruben Tuhumena ◽  
Anita Erari
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
And Performance ◽  
The Relationship

PurposeThis study aims to examine the relationship between transformational leadership, organizational commitment, motivation, organizational citizenship behavior (OCB) and employee performance.Design/methodology/approachThis research is located in the province of Papua, and more specifically at the District Secretariat Papua Province. The study was conducted in the months from April to June 2016. This study tested the effect of transformational leadership, organizational commitment, work motivation, OCB and performance Officer Regional Secretariat Papua Province, then the variable research is transformational leadership, organizational commitment, work motivation, OCB and performance officer. Structural equation modeling (SEM) calculation tool is commonly used is the program analysis of moment structures.FindingsThe results of studies show that moderating OCB does not significantly affect the relationship between organizational commitment, transformational leadership, work motivation and the performance of employees at the District Secretariat in Papua Province.Originality/valueOriginality of this paper is on the comprehensive study that combines the variables of transformational leadership, organizational commitment, work motivation, OCB and performance into a complete model of study. Originality for this paper shows the moderation effect of OCB on the effect of organizational commitment, transformational leadership and work motivation on employee performance. This research is located in the Province of Papua, and more specifically at the District Secretariat Papua Province.

Leadership styles, job satisfaction and organizational commitment among academic staff in public universities

2020 ◽  
Vol 39 (2) ◽  
pp. 253-268 ◽  
Author(s):  
Rogers Mwesigwa ◽  
Immaculate Tusiime ◽  
Bob Ssekiziyivu
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Leadership Styles ◽  
Public Universities ◽  
Academic Staff ◽  
Methodological Approach ◽  
The Body ◽  
Future Research ◽  
Content Type ◽  
The Relationship

PurposeThe purpose of this paper is to examine the relationship between leadership styles and Organizational commitment among academic staff in Ugandan Public Universities, mediated by Job Satisfaction.Design/methodology/approachThe study was cross-sectional, quantitative, and used correlation and regression to test the hypothesis. A sample of 353 academic staff was drawn from five public universities in Uganda, of which a response rate of 66 percent was obtained.FindingsOrganizational commitment among academic staff in public universities in Uganda depends on the age of the academic staff, length of service, position level, leadership styles employed, and job satisfaction. Findings further show that job satisfaction partially mediates the relationship between leadership styles and organizational commitment.Research limitations/implicationsOnly a single research methodological approach was employed; thus, future research through interviews could be undertaken to triangulate.Practical implicationsIn order to boost the organizational commitment among academic staff in Ugandan Public Universities, managers should always endeavor to employ a blend of leadership styles that leads to job satisfaction and can add value to the employee-employer relationship.Originality/valueThis study contributes to the body of knowledge by finding further support on the relationship between leadership styles and organizational commitment among academic staff in Ugandan public universities. It further demonstrates that job satisfaction partially transmits the effect of leadership styles on organizational commitment in public universities in Uganda.

Inspiring organizational commitment

2019 ◽  
Vol 38 (3) ◽  
pp. 208-224 ◽  
Author(s):  
Mohamed Mousa ◽  
Vesa Puhakka
Keyword(s):  
Organizational Commitment ◽  
Empirical Studies ◽  
Positive Association ◽  
Public Hospitals ◽  
Responsible Leadership ◽  
Normative Commitment ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to focus on physicians in the four public hospitals located in the October province (Egypt) in an attempt to explore the effect of responsible leadership on physicians’ affective, continuance and normative commitment with and without mediating the role of organizational inclusion. Design/methodology/approach A total of 360 physicians were contacted and all of them received a set of questionnaires. After two follow-ups, a total of 240 responses were collected with a response rate of 66.67 percent. The authors used the χ2 test to determine the association between responsible leadership and organizational inclusion. Multiple regressions were employed to show how much variation in affective, continuance and normative commitment can be explained by responsible leadership and organizational inclusion. Findings The findings highlight a positive association between responsible leadership and organizational inclusion. Moreover, another positive association is also explored between organizational inclusion and affective, continuance and normative commitment. Furthermore, the statistical analysis proved that having an atmosphere of respect, equality and sameness in the workplace fosters the effect of responsible leaders on physicians’ affective, normative and continuance commitment. Originality/value This paper contributes by filling a gap in HR management, cultural diversity and organization literature, in which empirical studies on the relationship between responsible leadership, organizational inclusion and organizational commitment have been limited until now.

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.

scholarly journals Determinants of Overall Public Trust in Local Government: Meditation of Government Response to COVID-19 in Indonesian Context

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dadang Hartanto ◽  
Siti Masliana Siregar
Keyword(s):  
Local Government ◽  
Local Governments ◽  
Good Governance ◽  
Public Trust ◽  
Partial Least Square ◽  
The Body ◽  
Data Set ◽  
Content Type ◽  
Government Response ◽  
The Government

Purpose This study aims to empirically investigate the relationship of perceived transparency, perceived accountability and perceived responsiveness with overall public trust in local government. Moreover, it addressed the “why” and “how” questions about the existence of this relationship by examining the underlying mechanism of the government response to COVID-19. Design/methodology/approach Quantitative research design is applied in the current study. Data was collected from two cities situated in Indonesia via a cross-sectional survey at local administration levels. The final data set of 330 respondents was then analyzed using Smart partial least square (PLS)3 by testing through the measurement and structural model. Findings Results revealed positive associations among the study variables. Also, the mediatory role of the government response to COVID-19 was supported by the results. Originality/value This study aims to bring awareness and contribution in the body of knowledge about the importance of elements of good governance in building and sustaining public trust in local governments based on the fact that in countries such as Indonesia, there is a dearth of literature in this context. Further, it provides strategic and practical suggestions to the state regarding the advantages of using good governance practices in their communication with citizens in certain and uncertain situations, especially nowadays during the COVID-19 pandemic.

The relationship between marketing culture and organizational commitment

2016 ◽  
Vol 12 (1) ◽  
pp. 66-80 ◽  
Author(s):  
Seda Yildirim ◽  
Ali Acaray ◽  
Burcu Candan
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Significant Relationship ◽  
Service Sector ◽  
Banking Sector ◽  
Survey Method ◽  
Main Hypothesis ◽  
Continuance Commitment ◽  
Content Type ◽  
The Relationship

Purpose – The purpose of this paper is to find out whether there was a significant relationship between marketing culture and organizational commitment. In addition, relations between dimensions or marketing culture and dimensions of organizational commitment were investigated. Prior studies have shown that there were significant relationships between organizational culture and organizational commitment. Accordingly it is that there is a significant relationship between marketing culture and organizational commitment. Design/methodology/approach – This research collected data via survey method in Istanbul, Turkey. The survey forms were implemented to employees who were selected by convenience sampling method from one private bank’s agencies and 318 employees participated to the survey implementation. Findings – With the help of canonical correlation analyze, it was found out that there was a significant relationship between marketing culture and organizational commitment. Accordingly the main hypothesis was supported. Also relations between dimensions of marketing culture and dimensions of organizational commitment were concluded through their canonical loadings. Research limitations/implications – This study used two main scales from the literature to determine marketing culture and organizational commitment. For marketing culture, Webster’s (1990) marketing culture scale was preferred to determine marketing culture of employees. Organizational commitment was evaluated in three basic dimensions as affective commitment, continuance commitment and normative commitment according to Meyer and Allen’s (1997) scale. For future studies, different types of scales can be used differently in another service sector or business. The results can give some useful information essentially for managers from banking sector. Originality/value – This study has an important originality as being the first one that investigates the relationship between marketing culture and organizational culture in a related literature. So it is thought to show significant relations between marketing culture’s factors and organizational commitment’s factors.

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