An empirical study on the effect of organizational citizenship behavior on subjective well-being and job performance

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

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The Role Of Psychoogical Empowerment, Workplace Friendship, Workplace Spirituality and Subjective Wellbeing on Organizational Citizenship Behavior

JOURNAL OF RESEARCH IN MANAGEMENT ◽

10.32424/jorim.v3i1.97 ◽

2020 ◽

Vol 3 (1) ◽

Author(s):

ILHAM MUZAKI ◽

ADE IRMA ANGGRAENI

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Subjective Wellbeing ◽

Psychological Empowerment ◽

Well Being ◽

Citizenship Behavior ◽

Subjective Well Being ◽

Workplace Friendship ◽

Spirituality At Work

The purpose of this study was to determine the effect of psychological empowerment, friendship at work, spirituality at work and subjective well-being on organizational citizenship behavior. From the results obtained it can be concluded that the influence of psychological empowerment on organizational citizenship behavior. Then there is no influence between friendship at work on organizational citizenship behavior. Furthermore there is an influence between spirituality at work on organizational citizenship behavior and finally there is an influence between subjective well-being on organizational citizenship behavior of employees.

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MEDIATING ROLE OF AFFECTIVE COMMITMENT AMONG SUBJECTIVE WELL-BEING, LEADERSHIP STYLE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

Equilibrium Jurnal Ekonomi Syariah ◽

10.21043/equilibrium.v7i2.5687 ◽

2019 ◽

Vol 7 (2) ◽

pp. 295

Author(s):

Suparjo Suparjo ◽

Endang Sri Sunarsih

Keyword(s):

Leadership Style ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Affective Commitment ◽

Well Being ◽

Citizenship Behavior ◽

Subjective Well Being ◽

Central Java ◽

The Relationship

The purpose of this study was to explore the role of Affective Commitment (AC) as a mediating variable in encouraging organizational citizenship behavior in Private Universities in Central Java, Indonesia. The study explains whether Affective Commitment (AC) is able to mediate the relationship between Leadership Style (LS) and Subjective Well-being (SWB) with Organizational Citizenship Behavior (OCB). The sample in this study is permanent staff and lecturers who work in Private Universities in Central Java. Data from 124 respondents were collected by utilizing the questionnaire.The sample sample used in this study is 150 respondents. It was taken by applying proportional random sampling. Only the 150 questionnaires distributed, 124 were returned, for a response rate of 82%.After processing and modifying the data, only 124 respondents used as the main resources analyzed by using Structural Equation Model (SEM). Statistical analysis reveals that there exists significant relationship between Subjective well-being, Leadership Style, and Organizational Citizenship Behavior; likewise, Affective commitment mediates the relationship between Subjective well-being, Leadership Style, and Organizational Citizenship Behavior. Limitations and future implementations of this research are also discussed

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PERAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR TERHADAP SUBJECTIVE WELL-BEING PADA GURU PEREMPUAN

10.31227/osf.io/bnqka ◽

2018 ◽

Author(s):

Fatwa Tentama ◽

Nina Zulida Situmorang ◽

Willytiyo Kurniawan

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Random Sampling ◽

Simple Random Sampling ◽

Well Being ◽

Citizenship Behavior ◽

Subjective Well Being

Penelitian ini bertujuan untuk mengetahui peran organizational citizenship behavior terhadap subjective well-being. Sampel penelitian ini adalah 150 guru perempuan SMK di Kota Yogyakarta. Teknik pengambilan sampel yang digunakan untuk penelitian ini adalah teknik simple random sampling. Instrumen yang digunakan adalah skala subjective well-being dan skala organizational citizenship behavior. Teknik analisis data yang digunakan adalah analisis product moment dari Pearson. Hasil analisis data menunjukkan koefisien korelasi sebesar 0,346 dengan signifikansi 0,000 (p<0,01), artinya bahwa terdapat hubungan yang sangat siginfikan antara organizational citizenship behavior dengan subjective well-being.

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Relating within-person personality variability to organizational citizenship behavior and counterproductive work behavior: A resource-based perspective

European Journal of Personality ◽

10.1177/08902070211005623 ◽

2021 ◽

pp. 089020702110056

Author(s):

Juul Vossen ◽

Joeri Hofmans

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Work Performance ◽

Counterproductive Work Behavior ◽

Well Being ◽

Performance Outcomes ◽

Work Behavior ◽

Citizenship Behavior ◽

Subjective Well Being ◽

Sampling Studies

Research on the effects of within-person personality variability has mainly focused on the consequences for subjective well-being. Drawing on a resource-based approach, we extend this field to the work domain, expecting that since deviating from one’s average trait level is resource intensive, it should relate negatively to behaviors that require the investment of additional resources, such as organizational citizenship behavior (OCB), while it should relate positively to behaviors that replenish one’s resources, such as counterproductive work behavior. Using two personality dimensions that are predictive for work-performance (conscientiousness and core self-evaluations), and a new variability index that is not confounded by the mean, we find an effect of personality variability on negative performance outcomes (counterproductive work behavior), while no relation is found with positive forms of extra-role performance (organizational citizenship behavior). These results were replicated across three separate experience sampling studies, confirming that, while within-person personality variability is related to performance, those relationships are relatively weak and they do not hold for every performance facet.

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Peran Subjective Well-Being dan Trust in The Employer terhadap Organizational Citizenship Behavior (OCB) Karyawan

Journal An-Nafs Kajian Penelitian Psikologi ◽

10.33367/psi.v6i2.1402 ◽

2021 ◽

Vol 6 (2) ◽

pp. 152-164

Author(s):

Fatwa Tentama ◽

Cita Yuliantin

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Linear Regression Analysis ◽

Sample Selection ◽

Sampling Technique ◽

Well Being ◽

Multiple Linear Regression Analysis ◽

Citizenship Behavior ◽

Subjective Well Being ◽

Automotive Company

Organizational citizenship behaviour is one of the behaviours that can affect the company's success, so it is necessary to study the factors that can influence it. This study examines the effect of subjective well-being and trust in the employer on employee organizational citizenship behaviour. The population in this study were 110 permanent employees at an automotive company in Yogyakarta. The research sample was 70 employees with the characteristics of working in an automotive company, a minimum of one year of service, a permanent employee who did not work in the workshop. The sample selection was male and female with a nonprobability purposive sampling technique. The research instrument used was organizational citizenship behaviour, subjective well-being, and trust in the employer scales. Hypothesis testing using multiple linear regression analysis with SPSS V.21 program. Simultaneous analysis results show a significant effect of subjective well-being and trust on employee organizational citizenship behaviour. The partial analysis shows a very significant positive effect of subjective well-being on organizational citizenship behaviour and trust in the employer on organizational citizenship behaviour. Subjective well-being and trust in the employer contributed 49% to organizational citizenship behaviour. The amount of contribution given by subjective well-being contribution is 20.66%, and trust in the employer is 28.31%. Thus trust in the employer provides a more dominant contribution to organizational citizenship behaviour

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The effect of supervisory support on Job Satisfaction, Job performance, and Organizational citizenship behavior

Journal of Tourism Enhancement ◽

10.35498/kotes.2019.7.2.169 ◽

2019 ◽

Vol 7 (2) ◽

pp. 169-187

Author(s):

SeongHoon Hong ◽

◽

Hun-Jae Park ◽

Young-Taek Kim

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Supervisory Support

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Sustainability of Positive Psychological Status in the Workplace: The Influence of Organizational Psychological Ownership and Psychological Capital on Police Officers’ Behavior

Sustainability ◽

10.3390/su13052689 ◽

2021 ◽

Vol 13 (5) ◽

pp. 2689

Author(s):

Yu-Shan Chen ◽

Chun-Ming Lien ◽

Wei-Yuan Lo ◽

Fuh-Shyong Tsay

Keyword(s):

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Police Officers ◽

Psychological Capital ◽

Psychological Ownership ◽

Psychological Status ◽

Citizenship Behavior ◽

Equation Modeling ◽

The Relationship

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

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Effect of Chief Executive Officer’s Sustainable Leadership Styles on Organization Members’ Psychological Well-Being and Organizational Citizenship Behavior

Sustainability ◽

10.3390/su132413676 ◽

2021 ◽

Vol 13 (24) ◽

pp. 13676

Author(s):

Hyun-ju Choi

Keyword(s):

Leadership Styles ◽

Organizational Citizenship ◽

Ethical Leadership ◽

Organizational Citizenship Behavior ◽

Authentic Leadership ◽

Chief Executive ◽

Well Being ◽

Citizenship Behavior ◽

Sustainable Leadership ◽

Psychological Well Being

Situational leadership theory and the contingency approach of leadership were utilized and applied based on situational theory. Based on a total of four foundational theories, that is, bottom-up spillover theory, theories of prosocial behavior, and so on, this study empirically analyzed what influence a chief executive officer’s (CEO’s) sustainable leadership styles (servant, ethical, and authentic leadership) have on the psychological well-being and organizational citizenship behaviors of organization members. The study was conducted on adult employees of midsized or larger companies (including subsidiaries) across four countries: South Korea, the United Kingdom, the United States, and South Africa. Data were obtained from 649 adult employees. SmartPLS was used to conduct structural equation modeling analysis of the data. The results were as follows: (1) CEOs’ servant and authentic leadership styles had statistically significant positive (+) effects on employees’ psychological well-being; however, ethical leadership did not. (2) CEOs’ ethical leadership had a statistically significant (+) effect on employees’ organizational citizenship behavior; however, servant and authentic leadership did not. (3) Employees’ psychological well-being had a statistically significant (+) effect on organizational citizenship behavior. CEOs are attracting more attention than ever, leading companies in today’s rapidly changing times. This suggests that it is necessary to comprehend principles that show when, where, and how important leaders are and sustainable leadership styles that can increase their chances of success. Moreover, this study derived constructive implications that a leader can overcome today’s challenges through sustainable leadership styles.

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Impact of organizational citizenship behavior on job performance in Indian healthcare industries

International Journal of Productivity and Performance Management ◽

10.1108/ijppm-02-2016-0048 ◽

2017 ◽

Vol 66 (6) ◽

pp. 780-796 ◽

Cited By ~ 16

Author(s):

Eeman Basu ◽

Rabindra Kumar Pradhan ◽

Hare Ram Tewari

Keyword(s):

Social Capital ◽

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Superior Performance ◽

Citizenship Behavior ◽

Healthcare Organizations ◽

Content Type ◽

The Relationship

Purpose The purpose of this paper is to explore the relationship between organizational citizenship behavior (OCB) and job performance. It also examines the mediating role of social capital in influencing the relationship between OCB and job performance. Design/methodology/approach The study explores the dynamic relationship among the variables of OCB and job performance and social capital. Data were collected from 501 respondents working in 15 healthcare organizations in Kolkata, India, through questionnaire survey. Likert-type rating scales of OCB, job performance and social capital with sound reliability and validity were used to carry out the survey. The data were analyzed using structural equation modeling. Findings The results of the present study show that OCB significantly predicts job performance in healthcare organizations. Social capital found to be a significant mediator between OCB and job performance. Research limitations/implications The findings of the study have a number of implications for organizations in acknowledging and leveraging social capital and encouraging OCB to facilitate superior performance of employees. The generalization of the findings of the study should be restricted to the healthcare organizations in Kolkata due to its own style of functioning, workforce and work environment. The role of demographic variables in influencing the outcome measures has not been considered for the present study. Further research on these aspects may reveal more interesting results with regard to the dynamics among organizational citizenship behavior, social capital and job performance. Practical implications Employee-friendly management practices should be adopted in organizations to facilitate the formation of network building and development of social capital which serves as an asset to organizations and creates competitive advantage. Originality/value The research findings enrich our understanding of voluntary social participation and citizenship behavior of employees for influencing performance at work. The study also provides useful and unique insight on the benefits of networking in healthcare organizations particularly helping employees to cope with emergency situations. The findings as well as methodology used in this study are original and unique.

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