The interactive effect of knowledge management with organizational citizenship behavior on knowledge management performance in Taiwan semiconductor industries

2010 ◽  
Author(s):  
Chin Pin Chen ◽  
His-Chi Hsiao ◽  
Ching Wei Lin ◽  
Yong Xin Li
Keyword(s):  
Knowledge Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Citizenship Behavior ◽  
Management Performance

scholarly journals ANALYZING THE ROLE OF EMPOWERMENT IN MEDIATING EFFECT OF KNOWLEDGE MANAGEMENT ON OCB

2020 ◽  
Vol 7 (1) ◽  
pp. 25
Author(s):  
Rita Aryani ◽  
Widodo Widodo
Keyword(s):  
Knowledge Management ◽  
Data Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Survey Methods ◽  
Research Data ◽  
Mediating Effect ◽  
Descriptive Statistics ◽  
Citizenship Behavior

<p>This study analyzes the effect of knowledge management on organizational citizenship behavior (OCB) mediating by empowerment. The research data was collected by a questionnaire through the survey methods toward 375 teachers. Data analysis uses path analysis supported by descriptive statistics. The results show that knowledge management had a significant effect on OCB mediating by empowerment. Thus, the teacher’s OCB can be improved through knowledge management and empowerment. This finding can be discussed as a reference among researchers and practitioners to develop better models of OCB in the future and various contexts of organizations.</p>

scholarly journals INTERACTIVE EFFECT OF PERCEPTIONS OF POLITICS (POP) AND IMPRESSION MANAGEMENT ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND JOB BURNOUT

2014 ◽  
Vol 02 (01) ◽  
pp. 49-57
Author(s):  
Humera Akbar ◽  
◽  
Khurram Shahzad ◽  
Keyword(s):  
Impression Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Negative Relationship ◽  
Organizational Politics ◽  
Job Burnout ◽  
Citizenship Behavior ◽  
Future Research ◽  
The Relationship

This paper aims at investigating the direct and interactive effect of perception of organizational politics (POP) and impression management on organizational citizenship behavior and job burnout. We proposed after review of literature that POP is negatively related to organizational citizenship behavior and is positively related to job burnout. We also hypothesized that impression management weakens both these relationships. Data was collected from 151 teachers of Pakistan through questionnaires consisting of standardized scales. Moderated regression analysis was used to analyze the data. Our findings showed a significant negative relationship between POP and organizational citizenship behavior and a significant positive relationship between POP and job burnout. It was also confirmed that impression management negatively moderates the relationship between POP and organizational citizenship behavior while no moderating effect of impression management was found in the relationship between organizational politics and job burnout. Limitations of the study along with directions for future research and implications for organizational managers have been discussed.

scholarly journals Career Development Opportunity Cures for the Impairment Effect of Careerist Orientation on Organizational Citizenship Behaviours: Empirical Evidences form Project Based Employees Working in Non-profit Making Organization

2020 ◽  
Vol 10 (1) ◽  
pp. 103-127
Author(s):  
Ganesh Bhattarai ◽  
Dhruba Raj Pokharel ◽  
Prem Bahadur Budhathoki
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Citizenship Behavior ◽  
Growth Opportunities ◽  
Non Profit ◽  
Organizational Citizenship Behaviours ◽  
Career Growth ◽  
The Relationship

This study was carried out to examine the direct impact of employees‘ careerist orientation and career growth opportunities on their organizational citizenship behaviours (conscientiousness and altruism) as well as role of career growth opportunities in the relationship between careerist orientation and organizational citizenship behaviours (conscientiousness and altruism). 268employees working in non-profit making projects in Kathmandu valley were surveyed and analyzed. Quantitative analysis of multi-source measured perceptual data revealed that (1)employees‘ careerist orientation negatively impacts on organizational citizenship behavior (conscientiousness and altruism), (2) and career growth opportunities positively impacts on organizational citizenship behaviors (conscientiousness and altruism), and (3) employees career growth opportunities cure their harmful impact of careerist orientation on organizational citizenship behaviour (conscientiousness and altruism). Moreover, this study tested the different forms (effect sizes) of interactive effect of employees‘ careerist orientation and career growth opportunities to predict their organizational citizenship behaviours (conscientiousness and altruism). For example, it was tested that a relatively strong marginal negative prediction of careerist orientation on organizational citizenship behaviours (conscientiousness and altruism)was for those employees who perceive a low level of career growth opportunities. A number of theoretical and practical implications are suggested.

scholarly journals Effective Project Management: A Knowledge Management And Organizational Citizenship Behavior Approach

2011 ◽  
Vol 5 (9) ◽  
Author(s):  
Robert F. Cope III ◽  
Rachelle F. Cope ◽  
Teri L. Root
Keyword(s):  
Knowledge Management ◽  
Project Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Personal Information ◽  
Management Strategies ◽  
Building Blocks ◽  
Business Environment ◽  
Project Work ◽  
Citizenship Behavior

<p class="MsoSubtitle" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-size: 10pt; font-weight: normal; mso-bidi-font-weight: bold;"><span style="font-family: Times New Roman;">In the current complex business environment, projects are viewed as critical building blocks for organizational success. In fact, there seems to be a powerful interaction between the flow of project work and the flow of knowledge in an organization. Such interaction leads to the exploration of the <span style="mso-bidi-font-style: italic;">concept of effective Knowledge Management strategies for Project Management based on the guiding principles of Organizational Citizenship Behavior. In the past, Knowledge Management has been thought of as the collection of technological assets and managerial policies that compensate for information failures. Recent studies have uncovered the popularity of Knowledge Management research since most project environments have the potential, but do not promote personal information sharing.</span></span></span></p>

scholarly journals The Influence of Emotional Intelligence on Tacit Knowledge Sharing in Service Organizations

2010 ◽  
pp. 171-185 ◽  
Author(s):  
Abdul Kadir Othman ◽  
Hazman Shah Abdullah
Keyword(s):  
Emotional Intelligence ◽  
Knowledge Management ◽  
Knowledge Sharing ◽  
Tacit Knowledge ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Team Members ◽  
Empathic Communication ◽  
Tacit Knowledge Sharing

The challenge of knowledge management is to generate, share, exploit and renew knowledge faster than competitors. To achieve sustainable competitive advantage, the knowledge management strategy is to develop and share tacit knowledge so that organizational capabilities rest in many, if not all, employees. In team-work environment, emotional intelligence, trust and organizational citizenship behavior are crucial to tacit knowledge sharing. Emotional intelligence as the ability to control one’s and others’ emotions, among other abilities, will facilitate the sharing of high value tacit knowledge, of work and clients, among team members. The road to a trusting relationship is marked by inter-personal understanding and empathic communication between members leading potentially to organizational citizenship behavior. Organizational citizenship behavior which manifests the employees’ commitment to the job and organization is a significant mediator in tacit knowledge sharing. However, the role of emotional intelligence in facilitating tacit knowledge sharing is constrained by the type of service environment, i.e. professional, service shop and mass service which limits the scope for tacit knowledge sharing. This chapter offers several testable propositions to explain the influence of emotional intelligence on tacit knowledge sharing in service businesses.

Der AVEM im Lehrerberuf: Eine Validierungsstudie

2001 ◽  
Vol 22 (4) ◽  
pp. 267-278 ◽  
Author(s):  
Rolf van Dick ◽  
Ulrich Wagner
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Körperliche Beschwerden ◽  
Berufliche Belastungen ◽  
Job Diagnostic Survey

Zusammenfassung: Einer größeren Lehrerstichprobe (N = 434), die hinsichtlich verschiedener demographischer Merkmale heterogen ist, wird der AVEM (Arbeitsbezogenes Verhaltens- und Erlebensmuster; Schaarschmidt & Fischer, 1996 , 1997 ) vorgelegt. Als Kriteriumsvariablen werden körperliche Beschwerden, Fehltage, berufliche Belastungen, Pensionierungsabsichten sowie Organizational Citizenship Behavior ( Organ, 1988 ) erfragt. Teilstichproben beantworten zusätzlich Skalen zu Copingverhalten, Sozialer Unterstützung, Kompetenzerwartung sowie eine an den Lehrerberuf adaptierte Version des Job Diagnostic Survey ( Hackman & Oldham, 1980 ). Faktoren- und Reliabilitätsanalysen replizieren die Ergebnisse von Schaarschmidt und Fischer. Eine Clusteranalyse ergibt vier Muster, von denen drei Muster der von Schaarschmidt und Fischer postulierten Einteilung entsprechen; ein viertes Muster weicht von dieser Klassifikation ab. Eine zweite Studie mit N = 283 Lehrerinnen und Lehrern kann die Lösung der ersten Clusteranalyse replizieren. Die Zusammenhänge belegen insgesamt eine gute konvergente, diskriminante und Kriteriumsvalidität und weisen den AVEM als brauchbares Messinstrument zur Analyse von Belastung und Beanspruchung im Lehrerberuf aus.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 852-863 ◽  
Author(s):  
George Gunnesch-Luca ◽  
Klaus Moser
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Helping Behavior ◽  
Citizenship Behavior ◽  
German Language ◽  
Individual Level ◽  
Unit Level ◽  
Confirmatory Factor ◽  
Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

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