Comparison of Part-Time Workers and Full-Time Workers: Commitment and Citizenship Behaviors in Korean Sport Organizations

2003 ◽  
Vol 17 (4) ◽  
pp. 394-416 ◽  
Author(s):  
Kyungro Chang ◽  
Packianathan Chelladurai
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Full Time ◽  
Confirmatory Factor Analyses ◽  
Continuance Commitment ◽  
Time Work ◽  
Part Time ◽  
The Relationship

This study investigated the differences in job attitudes between part-time (n= 96) and full-time (n= 82) workers in Korean sports organizations. They responded to a questionnaire including Meyer and Allen's (1984) scales for affective (AC) and continuance commitment (CC), and Smith, Organ, and Neat’s (1983) organizational citizenship behavior (OCB) questionnaire. Confirmatory factor analyses of the data supported the subscale structures and the equivalence of measurement in the two groups. The full-time workers scored significantly higher on AC and OCB while the part-time workers scored higher on CC. While the relationship between AC and OCB was positive and significant in both groups, it was stronger in the full-time group than in the part-time group. The relationship between CC and OCB was significant and negative only in the case of the full-time group. The implication is that part-time work is not as conducive as fall-time work for developing affective commitment or organizational citizenship behavior.

scholarly journals What Role Does Continuance Commitment Play In The Relationship Between Affective Commitment And Organizational Citizenship Behaviour? Case Study Somali Telecommunication Industry Players

2017 ◽  
Vol 9 (1-3) ◽  
Author(s):  
Osman H. Osman ◽  
Azlineer Sarip ◽  
Lily Suriani Mohd Arif
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Telecommunication Industry ◽  
Continuance Commitment ◽  
The Relationship

The purpose of the study is to investigate the role of continuance commitment in the relationship between affective commitment and organizational citizenship behaviour (OCB) among the employees of telecommunication industry players in Mogadishu, Somalia. A total of 92 lower managers (supervisors) from three different telecommunication players were involved in this study. The instrument used in the study for affective and continuance commitment was adopted from Natalie J. Allen and John P. Meyer (1990), and for OCB was adopted from Philip M. Podsakoff , Scott B. MacKenzie, Robert H. Moorman, and Richard Fetter (1990). This  quantitative survey method employed stratified random sampling technique. Employees’ attitudes and behaviours were tested for correlation and regression analysis. The findings indicated that there are positive and significant relationship between employees’ affective commitment, continuance commitment and OCB. The highest correlations towards employees’ citizenship behaviour is the mediation role of continuance commitment (r=.362, p< .05), then affective commitment (r=.287, p< .05), followed by the relationship between affective commitment and continuance commitment (r=.249, p< .05), whilst continuance commitment shows the weakest relationship on OCB (r=.144, p< .05). The regression model indicates a predictive significance by employees’ behaviours; thus, the findings support the conclusion that the selected behaviours are predictors of telecommunication industries employees’ OCB. This study revealed the importances of organizational citizenship behaviour (OCB), affective commitment and continuance commitment among the telecommunication industries employees’in Mogadishu, Somalia. These findings also have implications for telecommunication industries and managers to reflect and extend employees’ organizational citizenship behavior (OCB). 

Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 373-382 ◽  
Author(s):  
Ye Hoon Lee ◽  
Boyun Woo ◽  
Yukyoum Kim
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Head Coaches ◽  
Citizenship Behaviors ◽  
Transformational Leadership Style ◽  
The Relationship

The purpose of this study was to examine the relationships between transformational leadership style, affective commitment, and organizational citizenship behavior in the athletic director–coach relationship. This study particularly focused on the mediating effect of affective commitment on the relationship between transformational leadership and organizational citizenship behavior. Athletic head coaches in NCAA Division II programs ( N = 244) completed the questionnaires measuring perceptions of the transformational leadership style of their athletic directors, their affective commitment, and organizational citizenship behavior. The results revealed that perceived transformational leadership was positively associated with affective commitment, which, in turn, was positively associated with organizational citizenship behaviors. Further, the result of this study supported full mediation among the proposed variables in that affective commitment served as the underlying psychological mechanism in the relationship between transformational leadership and organizational citizenship behaviors. Implications for athletic departments in fostering head coaches’ affective commitment and organizational citizenship behavior were discussed.

Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations?

2014 ◽  
Vol 8 (3) ◽  
pp. 397-417 ◽  
Author(s):  
Tracy Tsui-Hsu Tsai ◽  
Arthur Jing Lin
Keyword(s):  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Full Time ◽  
Content Type ◽  
Non Profit ◽  
Non Profit Organizations ◽  
The Relationship

Purpose – The purpose of this paper is to survey volunteers and full-time employees in international non-profit organizations (NPOs) and explore the relationships among psychological contract (PC), organizational citizenship behavior (OCB) and organizational performance (OP). Design/methodology/approach – Using 573 usable responses, a linear structural equation model (SEM) was developed to examine the relationships. Findings – The results demonstrate significant positive relationships between PC and OCB, OCB and OP and PC and OP. They also show the mediating effect of OCB on the relationship between PC and OP. Research limitations/implications – Beside mediation effect, OCB and other variables might exert significant moderation effect on the relationship between PC and OP. Companies could conduct longitudinal studies to examine the changes of PC and OCB impacts on OP. Practical implications – Companies pursuing Chinese market should cooperate with NPOs in multiple ways including marketing for philanthropic purposes, supporting volunteer services and sponsoring the NPO. This way the company’s image will improve and its business will expand among its Chinese clientele. Originality/value – Budget concerns often force NPOs to downsize full-time staff, making considerable portion of their operations rely on a large number of volunteers. This study offers practical guidelines for NPOs to effectively entice and support both volunteers and employees for achieving its organizational goals.

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

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

<p><em>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 </em><em>Subjective well-being, </em><em>Leadership Style</em><em>, and Organizational Citizenship Behavior; likewise, Affective commitment  mediates the relationship between </em><em>Subjective well-being, </em><em>Leadership Style</em><em>, and Organizational Citizenship Behavior. Limitations and future implementations of this research are also discussed</em><em></em></p>

scholarly journals Employee Volunteering Meaningfulness and Organizational Citizenship Behavior: Exploring the Effects of Organizational Support, Pride, and Trust

2018 ◽  
Vol 10 (12) ◽  
pp. 4835 ◽  
Author(s):  
Seunghee Im ◽  
Yang Chung
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Full Time ◽  
Moderating Effects ◽  
Mediated Moderation ◽  
Employee Volunteering ◽  
The Relationship

This study examined the mediating effects of organizational pride and trust on the relationship between employee volunteering meaningfulness and organizational citizenship behavior. The study also investigated the moderating effects of perceived organizational support for the relationships between volunteering meaningfulness with organizational pride and trust. The study was administered in South Korea and sampled 267 full-time employees and found organizational pride and trust mediates the relationship between volunteering meaningfulness and organizational citizenship behavior, while perceived organizational support moderated the relationships between volunteering meaningfulness and organizational pride and trust. In addition, supplementary analysis found mediated moderation suggesting that supportive feelings had indirect effects on citizenship behavior.

Effects of Collectivism on Chinese Organizational Citizenship Behavior: Guanxi As Moderator

2017 ◽  
Vol 45 (7) ◽  
pp. 1127-1142 ◽  
Author(s):  
Jaehoon Rhee ◽  
Xiaofei Zhao ◽  
In Jun ◽  
Choonghyun Kim
Keyword(s):  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Future Research ◽  
Full Time ◽  
Moderating Effects ◽  
Study Results ◽  
The Relationship

We conducted a survey to verify the relationship between vertical and horizontal collectivism and Chinese organizational citizenship behavior (Chinese OCB) with a focus on the moderating effects of guanxi. Data were collected through emails and an online survey from 432 full-time Chinese employees. The findings of the study indicated that collective orientation was positively related to Chinese OCB, and that guanxi moderated only the relationship between vertical collectivism and Chinese OCB. Our findings help strengthen the understanding of the dimensions of Chinese OCB. Theoretical contributions are discussed; in particular, possible reasons for the nonsignificant moderating effects of guanxi on horizontal collectivism and Chinese OCB are given. Study results provide not only practical implications for existing employers or human resource managers, but also for start-up entrepreneurs in their human resource management practices and innovative policies. Limitations of the study are pointed out and topics for future research are suggested.

scholarly journals GREEN PERFORMANCE AND EMPLOYEES’ CITIZENSHIP BEHAVIOR: EXAMINING THE ROLE OF EMPLOYEES’ PRIDE AND COMMITMENT

2021 ◽  
Vol 36 (2spl) ◽  
pp. 563-570
Author(s):  
Anh Tuan PHAM ◽  
◽  
Truc Le NGUYEN ◽  
Xuan Trong HOANG ◽  
Hoang Phuong TRINH ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Study Data ◽  
Tourism Industry ◽  
Citizenship Behavior ◽  
Green Performance ◽  
The Relationship ◽  
Conceptual Research

Nowadays, employee behavior that has emerged as one of the most crucial factors that determine the success of organizations in general, and in tourism industry in particular. Previous researchers indicated that it is necessary to shed light on the mechanism influence of determinant factors on organizational citizenship behavior in the tourism industry. So that the main purpose of this study is to examine the mechanism of employees’ perceptions of green performance of hotels influence their organizational citizenship behavior (OCB) with the serial mediating effects of psychology (perceived pride) and emotion (affective commitment) of employees working in the hotel. A conceptual research model is developed and then empirically examined using PLS - SEM. The study data was collected from 209 employees working in hotel at Moc Chau national tourism area (Vietnam) via a questionnaire survey. The results show a positive correlation between employees’ perception of green performance of their hotel and their OCB. Interestingly, employees’ perceived pride and affective commitment act as serial mediators in the relationship correlation between employees’ perception of green performance of their hotel and their OCB. This study offers new insight for researchers and managers in the hospitality industry in term of “go green” tendency.

scholarly journals The Role of Organizational Commitment on Organizational Citizenship Behavior in Hotel Industry

2020 ◽  
Vol 24 (3) ◽  
pp. 373
Author(s):  
Endo Wijaya Kartika, Chintya Pienata
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Empirical Test ◽  
Empirical Studies ◽  
Citizenship Behavior ◽  
Continuance Commitment ◽  
Body Of Knowledge

There are many studies that focused on the role of organizational commitment on Organizational Citizenship Behavior (OCB) specifically conducted in Indonesia. However, few of studies emphasize on the role of three conceptual constructs of organizational commitment namely affective, normative, and continuance on OCB in Indonesian context. Several empirical studies still remain inconclusive due to the inconsistency results. This research is intended as an empirical test to examine the role of three conceptual dimensions of commitment on OCB, and also tested to add body of knowledge about the results of this empirical study in Indonesia especially in hospitality industry. This is a quantitative causal research with 73 three-starred hotels’ employees as the respondents. The data is processed using SmartPLS 2.0 as the statistical tools, and as the result it is found that affective commitment affects positively and significantly toward OCB; normative commitment affects positively and significantly toward OCB; and lastly continuance commitment affects positively and significantly toward OCB.

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