Work Values and Organizational Performance: The Mediation Effect of Organization Citizenship Behavior in Family Hotels in Emerging Markets

2021 ◽  
pp. 37-63
Author(s):  
Edem M. Azila-Gbettor ◽  
Robert J. Blomme ◽  
Ad Kil ◽  
Ben Q. Honyenuga
Keyword(s):  
Emerging Markets ◽  
Organizational Performance ◽  
Work Values ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Organization Citizenship Behavior

scholarly journals Study on Organizational Citizenship Behavior in Banking Industry

2014 ◽  
Vol 2 (7) ◽  
pp. 73-82
Author(s):  
Sofiah K.K ◽  
Padmashantini P ◽  
Gengeswari K
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Industrial Development ◽  
Banking Industry ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Positive Contribution ◽  
Effective Functioning ◽  
Organization Citizenship Behavior

Organ (1988) defined organization citizenship behavior (OCB) as the individual’s behavior that is discretionary not directly or explicitly recognized by the formal reward system and that in the aggregate promotes the effective functioning of the organization. There has been numerous studies performed on organization citizenship behavior and antecedents of this behavior were explored since this behavior contributes to the effective functioning of an organization. The positive contribution of OCB to organizational performance is widely accepted by literature(Podsakoff and MacKenzie,1994,1997; Podsakoff et al.,2000). This behavior have been described by the service literature as being essential; for achieving superior returns. The service industry has been a major contributor to the growth and development of the Malaysian economy (Central Bank of Malaysia, 2007;Deparment of Statistics Malaysia,2010; Malaysian Industrial Development Authority,2010). According to Warrier(2010), the services sector is estimated to contribute 70 percent of GDP to Malaysia’s economy by 2020.There has been a significant correlation in literature between the relationships of competency, quality of work life, transformational leadership) and organization citizenship behavior. The research intends to explore on how this variables encourage the exhibition of OCB among the service personnel in the banking industry. The relevant hypotheses have been developed and further testing on its relationship will be conducted in order to investigate its impact on organizational citizenship behavior.

scholarly journals Differences in organization citizenship behavior between “serumpun” countries (Indonesia – Malaysia)

2019 ◽  
Vol 13 (3) ◽  
pp. 349-361
Author(s):  
Suharnomo Suharnomo ◽  
Fathyah Hashim
Keyword(s):  
Job Performance ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Cultural Dimensions ◽  
Citizenship Behavior ◽  
Content Type ◽  
Job Commitment ◽  
Organization Citizenship Behavior ◽  
Job Motivation

Purpose This paper aims to examine the effect of job motivation and commitment on organizational citizenship behavior (OCB) of Indonesian and Malaysian employees. Organizational and national cultures are introduced as moderators and OCB as a mediator to investigate their relationships in the context of job performance. Design/methodology/approach The sample was drawn from employees using a purposive sampling method. A total of 264 valid questionnaires were obtained from employees. The data were analyzed using regression analysis. Findings The results show that job commitment and job motivation positively affect OCB in Indonesia but not Malaysia. The results also reveal that job motivation affects OCB in both countries. In Indonesia, organizational culture and national culture partially moderate the influence of job commitment and motivation on OCB, except the commitment to the organization's culture. However, roles of these moderators in job commitment and motivation are not evident in Malaysia. The result of this study also shows that OCB affects performance in Malaysia but not Indonesia. Practical implications The results of this study can be used to explore Indonesian and Malaysian employees. Although the culture of these two countries is originated from the same roots which cause many similarities among them, there are differences in terms of OCB and employee’s performance that can affect organizational performance and also ways in dealing business with Indonesian and Malaysian companies. Originality/value This study is one of the first studies to examine cross-cultural dimensions in two Southeast Asian countries. The findings contribute to the current OCB literature by confirming the roles of OCB and culture in the effects of job motivation and commitment on job performance.

scholarly journals Social Capital and Organizational Citizenship Behavior: Double-Mediation of Emotional Regulation and Job Engagement

2018 ◽  
Vol 10 (10) ◽  
pp. 3600 ◽  
Author(s):  
Sung-Hoon Ko ◽  
Yongjun Choi ◽  
Seung-Yoon Rhee ◽  
Tae Moon
Keyword(s):  
Social Capital ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Emotional Labor ◽  
Emotional Regulation ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Job Engagement ◽  
Surface Acting ◽  
Deep Acting

Despite an enduring interest in emotional labor, the effects of social capital on the emotional regulation process remain relatively underexplored. Using the job demands-resources model, we propose that social capital provides employees with the job resources required for deep acting. We also propose a double-mediation effect of deep or surface acting and job engagement, through which employee social capital can increase organizational citizenship behavior (OCB). Empirical results using data from 330 employees selling financial or insurance products in South Korea support our hypotheses that deep acting by sales employees and job engagement sequentially mediate the positive relationship between social capital and OCB.

scholarly journals Pengaruh kompensasi finansial dan kepuasan kerja terhadap organizational citizenship behavior (OCB) pada karyawan PT. Kilang Lima Gunung

2018 ◽  
Vol 7 (2) ◽  
Author(s):  
Sulastri Sulastri ◽  
Chichi Andriani ◽  
Suci Kurnia Latifa
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Analysis Data ◽  
Citizenship Behavior ◽  
Financial Compensation ◽  
Organization Citizenship Behavior ◽  
Analysis Technique ◽  
Cluster Random Sampling

This study aims to determine the effect of Financial Compensation and Job Satisfaction of Organizational Citizenship Behavior (OCB) on Employees of PT. Kilang Lima Gunung. Population of this research is all employees at PT. Kilang Lima Gunung totaling 105 people. The sampling technique of this study is Cluster Random Sampling with a sample of 104 employees. The analysis technique used is path analysis. Data analysis in this study using Analysis of Moment Structure using IBM SPSS AMOS 22 program. The results showed that: (1) financial compensation did not positively and significantly affect the Organizational Citizenship Behavior (OCB) on the employees of PT. Gunung Lima refinery, (2) financial compensation has a positive and significant impact on employee work satisfaction of PT. Kilang Lima Gunung, (3) job satisfaction has a positive and significant impact on Organizational Citizenship Behavior (OCB) of PT. Kilang Lima Gunung, (4) financial compensation has significant effect to Organizational Citizenship Behavior (OCB) of PT.Kilang Lima Gunung through job satisfactionKeywords: Financial compensation; job satisfaction; organization citizenship behavior

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