Construct Validity of Three Types of Organizational Citizenship behavior: An Illustration of the Direct Product Model with Refinements

The direct product model is a new analysis tool for modeling multitrait-multimethod data. This model may avoid some of the problems associated with conventional analysis of multitrait-multimethod data by allowing for the possibility of multiplicative trait-method interactions. Based on the work of Browne (1984; 1990), we suggest several refinements in testing this model, including use of confirmatory procedures for testing model fit and implementation of a hierarchical approach to model comparisons. We provide an illustration of the refined direct product approach using a study of three types of organizational citizenship behavior. The results supply evidence for convergent and discriminant validity of the three constructs, and suggest that job incumbents, supervisors, and peers have significantly different perspectives of organizational citizenship behavior.

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The Influence of Work Resources, Demands, and Organizational Culture on Job Satisfaction, Organizational Commitment, and Citizenship Behaviors of Spanish Police Officers

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17207607 ◽

2020 ◽

Vol 17 (20) ◽

pp. 7607

Author(s):

Alexandra Marcos ◽

Cristina García-Ael ◽

Gabriela Topa

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Police Officers ◽

Discriminant Validity ◽

Structural Model ◽

Citizenship Behavior ◽

Citizenship Behaviors

The present study aims to analyze the influence of work demands and resources (support and control) on the attitudes and behaviors (satisfaction, organizational commitment, and organizational citizenship behaviors toward the organization, OCBO) of Spanish police officers, and to examine the potential mediating role of the flexibility-oriented organizational culture. Participants were 182 Spanish police officers. The analysis was carried out using the Smart PLS (Partial Least Squares) program. Firstly, reliability and convergent and discriminant validity were analyzed. Secondly, the structural model was evaluated. Overall, findings support the hypothesized model, except there was not a significant effect of demands and support on OCBO (Organizational Citizenship Behavior Organization-oriented). Results of the importance-performance map analysis also show that, in terms of predicted job satisfaction and organizational commitment, control and support are not so important, but both of them perform relatively well compared to the remaining constructs (demands and flexibility-oriented culture).

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The THE IMPLICATION OF JOB SATISFACTION THAT INFLUENCE WORKERS TO PRACTICE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN THE WORK PLACE

Archives of Business Research ◽

10.14738/abr.85.8139 ◽

2020 ◽

Vol 8 (5) ◽

pp. 33-48

Author(s):

Mochamad Soelton

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Organizational Climate ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Political Organization ◽

Citizenship Behavior ◽

Work Place ◽

Analysis Tool

This research aims to examine and analyze the political organization, organizational climate and organizational culture with organizational citizenship behavior (OCB) and job satisfaction as an intervening variable for employees of Distributor Company. The object of this research is 73 employees of Distributor Company. The approach used in this research is Component or Variance Based Structural Equation Model with analysis tool Smart-PLS. The results showed Political organizationa that has positive significant effect on job satisfaction. Organizational climate that has positive significant effect on job satisfaction to employees Distributor Company. Organizational culture that has positive significant effect on job satisfaction. Political organization does not affect organizational citizenship behavior (OCB). Organizational climate that has positive significant effect on organizational citizenship behavior (OCB). Organizationa culture that has positive significant effect on organizational citizenship behavior (OCB). Job satisfaction that has positive significant effect on organizational citizenship behavior (OCB).

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Effect of Career, Employee Engagement, and Compensation of Behavior Organisational Citizenship in PT. Wika Intinusa Surabaya

Quantitative Economics and Management Studies ◽

10.35877/454ri.qems1276 ◽

2020 ◽

Vol 1 (2) ◽

Author(s):

Dhitanayu Cakrawardani ◽

Bayu Airlangga Putra ◽

Mochamad Arif

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Employee Involvement ◽

Sampling Technique ◽

Citizenship Behavior ◽

Analysis Tool ◽

Analysis Method ◽

Regression Test ◽

The City

This study discusses how career influence, employee involvement, and compensation towards organizational Citizenship Behavior in PT Wika Intinusa Surabaya. This study aims to determine the effect of career, employee involvement, compensation on organizational Citizenship Behavior. The sampling technique in this study is to use the census method. Respondents in this study were 50 active employees in the city of Surabaya. The data analysis method uses multiple linear regression test, with SPSS v.1.8 software as an analysis tool. The results of this study indicate that the variable Career and variable compensation partially affects the Organizational Citizenship behavior, but in Variable Employee Engagement (Employee Engagement) less influential partially on Organizational Citizenship Behavior.

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IMPROVING PROFESSIONAL COMPETENCE AND KNOWLEDGE SHARING BASED ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TOWARD HUMAN RESOURCES PERFORMANCE

International Journal of Islamic Business Ethics ◽

10.30659/ijibe.2.2.314-331 ◽

2017 ◽

Vol 2 (2) ◽

pp. 314

Author(s):

Agustina Maulidatur Rika ◽

Tatiek Nurhayati

Keyword(s):

Human Resources ◽

Knowledge Sharing ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Professional Competence ◽

Partial Least Square ◽

Citizenship Behavior ◽

Professional Commitment ◽

Analysis Tool ◽

Positive Effect

This study aims to describe and analyze the effect of organizational citizenship behavior on HR performance with professional commitment and knowledge sharing as an intervening variable. The population used is the total number of employees of local water company (PDAM) Semarang total of them are 569 people, with a total sample of 85 people. The sampling technique is Proportional Random Sampling. The analysis tool is Partial Least Square. Another test result shows that OCB has a positive effect on professional competence. The test proves that OCB and professional competencies have a positive effect on knowledge sharing. Organizational citizenship behavior, professional competence and knowledge sharing have a positive effect on HR performance. The test results show that professional competence is able to be an intervening variable between OCB and knowledge sharing, while professional competence is not able to be an intervening variable between OCB and HR performance. Knowladge sharing is able to be an intervening variable between OCB and HR performance and knowledge sharing can also be an intervening variable between professional competence and HR performance.Keywords:�� Organizational citizenship behavior, professional commitment and knowledge sharing and performance of Human Resources

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Organizational Identification and Commitment: Correlates of Sense of Belonging and Affective Commitment

The Spanish Journal of Psychology ◽

10.5209/rev_sjop.2012.v15.n1.37316 ◽

2012 ◽

Vol 15 (1) ◽

pp. 244-255 ◽

Cited By ~ 15

Author(s):

Mª Celeste Dávila ◽

Gemma Jiménez García

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Identification ◽

Sense Of Belonging ◽

Affective Commitment ◽

Discriminant Validity ◽

General Purpose ◽

Perceived Support ◽

Citizenship Behavior ◽

Intention To Continue

The general purpose of this work is to analyze the overlap between organizational identification and commitment. Specifically, our study focuses on the analysis of the differences and similarities between sense of belonging (a dimension of organizational identification) and affective commitment (a dimension of organizational commitment). In order to do this, we analyzed their discriminant validity and raised their relationship with variables that previous research had showed like precedent and subsequent variables of them: value congruence, perceived support, organizational citizenship behavior, and intention to continue in the organization. A total of 292 people at one organization completed surveys measuring the variables previously described. The results showed that sense of belonging and affective commitment are different concepts and they have different relationships with relation to precedent and subsequent variables. Affective commitment seems to be more useful than sense of belonging to predict organizational citizenship behavior aimed at the organization and intention to continue. Some practical implications are described.

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The Effect of Competence and Organizational Commitment on Employee Performance with Organizational Citizenship Behavior (OCB) as Intervening Variables in PT. Mentari Trans Nusantara in Sidoarjo

Indonesian Journal of Law and Economics Review ◽

10.21070/ijler.2019.v5.353 ◽

2019 ◽

Vol 5 ◽

Author(s):

Silvya Makhfudho ◽

Rifdah Abadiyah

Keyword(s):

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Employee Performance ◽

Hypothesis Test ◽

Citizenship Behavior ◽

Reliability Test ◽

Analysis Tool ◽

Validity Test ◽

Organizational Competence

This study aims to determine the effect of Competency and Organizational Commitment on Employee Performance through Organizational Citizenship Behavior (OCB) at PT. Mentari Trans Nusantara in Sidoarjo. The analytical tool used is tabulating the questionnaire, collecting data in the form of a validity test and a reliability test. The hypothesis in this study is that there is an influence of Competence and Organizational Commitment on Employee Performance. There is an influence of Organizational Competence and Commitment on Organizational Citizenship Behavior (OCB). There is an influence of Organizational Competence and Commitment on Employee Performance through Organizational Citizenship Behavior (OCB). To test this hypothesis a data analysis tool is used in the form of a t-statistic test. The results obtained by the validity test showed that all statements were said to be valid. And for the reliability test of all variables is said to be reliable. For the hypothesis test based on the t-statistic test showed that there was a significant influence between competence and organizational commitment on Organizational Citizenship Behavior (OCB) and Employee Performance.

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Peran Komitmen Organisasional Sebagai Mediator Pengaruh Keadilan Prosedural dan Kepuasan Kerja Terhadap Organizational Citizenship Behaviour Karyawan PT Patrari Jaya Utama

INOBIS Jurnal Inovasi Bisnis dan Manajemen Indonesia ◽

10.31842/jurnalinobis.v4i2.180 ◽

2021 ◽

Vol 4 (2) ◽

pp. 235-248

Author(s):

Sumijan Sumijan

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Procedural Justice ◽

Organizational Citizenship ◽

Significant Influence ◽

Organizational Citizenship Behavior ◽

Linear Regression Analysis ◽

Multiple Linear Regression Analysis ◽

Citizenship Behavior ◽

Analysis Tool

The purpose of this study was to examine and analyze the effect of Procedural Justice and Job Satisfaction on Organizational Commitment; to examine and analyze the effect of Procedural Justice and Job Satisfaction on Organizational Citizenship Behavior; to test and analyze the effect of Organizational Commitment on Organizational Citizenship Behavior; to test and analyze which influence is greater between the direct influence of Procedural Justice and Job Satisfaction on Organizational Citizenship Behavior through Organizational Commitment with or indirect influence. In this study, the research sample will be the population of all employees of PT Patrari Jaya Utama, so the technique used in this study is a census of 65 employees. The analysis tool used is Multiple Linear Regression Analysis and Path Analysis. The results showed that there was a significant influence between Procedural Justice and Job Satisfaction on Organizational Commitment: There was a significant influence between Procedural Justice on Organizational Citizenship Behavior; There is no influence between job satisfaction on Organizational Citizenship Behavior; There is a significant influence between Organizational Commitment to Organizational Citizenship Behavior.

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Effect of Career, Employee Engagement, and Compensation of Behavior Organisational Citizenship in PT. Wika Intinusa Surabaya

Quantitative Economics and Management Studies ◽

10.35877/454ri.qems76 ◽

2020 ◽

Vol 1 (2) ◽

pp. 117-129

Author(s):

Dhitanayu Cakrawardani ◽

Bayu Airlangga Putra ◽

Mochamad Arif

Keyword(s):

Employee Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Employee Involvement ◽

Sampling Technique ◽

Citizenship Behavior ◽

Analysis Tool ◽

Analysis Method ◽

Regression Test ◽

The City

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Der AVEM im Lehrerberuf: Eine Validierungsstudie

Zeitschrift für Differentielle und Diagnostische Psychologie ◽

10.1024//0170-1789.22.4.267 ◽

2001 ◽

Vol 22 (4) ◽

pp. 267-278 ◽

Cited By ~ 9

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.

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

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000558 ◽

2020 ◽

Vol 36 (5) ◽

pp. 852-863 ◽

Cited By ~ 1

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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