A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors

2012 ◽  
Vol 19 (4) ◽  
pp. 513-529 ◽  
Author(s):  
Chun-Chen Huang ◽  
Ching-Sing You ◽  
Ming-Tien Tsai
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Ethical Climate ◽  
Organizational Citizenship Behaviors ◽  
Multidimensional Analysis ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Continuance Commitment

The high turnover of nurses has become a global problem. Several studies have proposed that nurses’ perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization’s ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.

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

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).

Note on the Relationships among Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior

2002 ◽  
Vol 91 (2) ◽  
pp. 607-617 ◽  
Author(s):  
Christopher M. Lowery ◽  
N. A. Beadles ◽  
Thomas J. Krilowicz
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Blue Collar ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Job Descriptive Index ◽  
Blue Collar Workers ◽  
White Collar Workers

Previous research which has established a relationship between organizational citizenship behavior and job satisfaction has involved primarily white collar workers. This study extends the prior research to a different sample—blue collar workers—and investigates the relations of organizational citizenship behavior to the various facets of job satisfaction as measured by the Job Descriptive Index. We also examine the relative effects of organizational commitment and job satisfaction on citizenship behaviors. Analysis of responses from a sample of 91 machine operators employed by a clothing manufacturer in the southeastern United States indicates that citizenship behaviors of blue collar workers are related to satisfaction with coworkers, satisfaction with supervision, and satisfaction with pay, but not satisfaction with opportunities for advancement, satisfaction with the work itself, or organizational commitment.

EFFECT OF PRESSURE OF WORK AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR TO PERFORMANCE ORGANIZATION THROUGH THE ORGANIZATIONAL COMMITMENT PT. DHARMA AGUNG SENTOSA

2019 ◽  
pp. 9-15
Author(s):  
Ultravianti Yuniarlien ◽  
Abdul Rivai ◽  
Akhmad Sodikin
Keyword(s):  
Organizational Commitment ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Working Pressure ◽  
Work Pressure ◽  
Organization Analysis

This study aimed to determine the effect of the pressures of work and organizational citizenship behavior on organizational performance simultaneously, determine the effect of work pressure on the performance of an organization partially determine the effect of organizational citizenship behavior on organizational performance partially determine the effect of organizational commitment on organizational performance partially, knowing working pressure influence on performance through organizational commitment and determine the effect of organizational citizenship behavior on organizational performance through organizational commitment variable. The study was conducted on the organization of PT Agung Dharma Sentosa. Sampling using saturated samples involving 90 employees in all parts of the organization. Analysis of data using path analysis. Based on data analysis found that the variable pressures of work and organizational citizenship behaviors affect the organization's performance simultaneously. Variable work pressure affects the performance of an organization partially. Organizational citizenship behavior variables affect the performance of an organization partially. Organizational commitment variables affect the performance of an organization partially. The influence of the pressure of work and organizational citizenship behavior on organizational performance is smaller than through the commitment of the organization of work.

scholarly journals The effect of diversity management on teachers' organizational commitment and organizational citizenship behavior

2016 ◽  
Vol 6 (3) ◽  
pp. 277-302 ◽  
Author(s):  
Mehmet Kurtulmuş
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Diversity Management ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
City Center ◽  
The City ◽  
Academic Year

The aim of this study is to investigate the effect of diversity management on teachers' organizational commitment and organizational citizenship behavior. The study was conducted following a survey model. The sampling consists of 464 amongst 1088 teachers who were working in Anatolian High Schools in the city center of Diyarbakır, Turkey in the academic year of 2013-2014. The sample for the study consisted of 464 teachers who were chosen using a stratified sampling method. The data were collected via "Diversity Management", "Organizational Commitment" and "Organizational Citizenship Behaviors" scales and analyzed statistically using regression analysis. The results of this study reveals that diversity management can be a significant predictor of organizational commitment and organizational citizenship behavior. Among the suggestions proposed based on the findings, the importance of composing policies which enable teachers to accept and internalize the aims and values of the school and setting contexts in which teachers can show voluntary behaviors is emphasized. According to these results, it is possible to indicate that respecting diversities and showing tolerance to them in order to provide higher level organizational commitment and organizational citizenship behaviors of teachers are important.

ANALISIS FAKTOR YANG MEMPENGARUHI PERILAKU ORGANISASI PERAWAT DI RUMAH SAKIT UMUM DAERAH KABUPATEN LUWU

2018 ◽  
Vol 8 (01) ◽  
pp. 723-733
Author(s):  
Hairuddin Safaat ◽  
Tn. Jumadil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Regression Coefficient ◽  
Positive Impact ◽  
Citizenship Behavior ◽  
P Value ◽  
Main Concern

The needs of nurses who have the category of "good citizen" is the main concern that can not be ignored by management because it will have a positive impact on the organization.The purpose of this research is to analyze the influence of workload, job satisfaction and organizational commitment to Organizational Citizenship Behavior nurses. The research involved 104 implementer nurses. Data excavation techniques used questionnaires and interviews. Data were analyzed by regression analysis, t test, F test and coefficient of determination.The result of the research at the 5% significance level shows that: Workload has positive effect not significant to OCB nurse (regression coefficient: 0.116, p value: 0.245). The variables that give positive and significant influence to the nurse OCB are job satisfaction (regression coefficient: 0,226 and p value: 0,022) and organizational commitment (regression coefficient: 0,253 and p value: 0,012). Workload, job satisfaction and organizational commitment simultaneously give positive and significant influence to OCB nurse (F arithmetic: 4.836) with sig value: 0,003). Organizational commitment was the most dominant variable significantly influence the organizational citizenship behavior of nurses in the context of nurses in Batara Guru regional hospital, Luwu regency. Keywords : Work load, job satisfaction, organizational commitment, Organizational Citizenship Behavior

scholarly journals An Empirical Study on the Model of Self-Efficacy and Organizational Citizenship Behavior Transmitted through Employee Engagement, Organizational Commitment and Job Satisfaction in the Thai Automobile Parts Manufacturing Industry

2021 ◽  
Vol 7 (3) ◽  
pp. 170
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Manufacturing Industry ◽  
Statistical Significance ◽  
Citizenship Behavior ◽  
Parts Manufacturing

This research aims to study the direct and indirect influence of self-efficacy on organizational citizenship behavior transmitted through employee engagement, organizational commitment and job satisfaction, and to examine employee engagement, organizational commitment and job satisfaction as partial or full mediators. The study samples were 400 employees in the automobile parts manufacturing industry. The study instruments used by previous researchers were applied and back translation was conducted on all questionnaire items. Content validity and reliability was then tested prior to using them for data collection. Direct and indirect influences and mediators were analyzed with the Hayes Model 81 using the PROCESS Program. Results revealed that self-efficacy had a direct influence on organizational citizenship behavior with statistical significance, with an indirect influence transmitted through employee engagement, organizational commitment and job satisfaction. Employee engagement, organizational commitment and job satisfaction functioned as partial mediators between self-efficacy and organizational citizenship behavior with statistical significance. The model was based on the theory of self-efficacy to express organizational citizenship behavior. However, the study results showed that employee engagement, organizational commitment and job satisfaction play roles as mediators in transmission of effective organizational citizenship behavior. Therefore, these mediators are important factors that can accurately explain organizational citizenship behavior.

scholarly journals Hubungan Antara Perilaku Kewargaan Organisasional Dan Kinerja Tugas

2011 ◽  
Vol 4 (1) ◽  
Author(s):  
D. Wahyu Ariani
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Response Rate ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Analysis Techniques ◽  
And Task

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.

scholarly journals Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pada PT. Pegadaian Cabang Tenggarong

2021 ◽  
Vol 21 (1) ◽  
pp. 67-83
Author(s):  
Iskandar Iskandar ◽  
Agustina Liana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Multiple Regression Model ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Test Results

Abstract:                The purpose of this study was to determine the effect of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior at PT. Pegadaian (Persero) Cabang Tenggarong either partially or simultaneously. Respondents in this study were drawn from all employees of PT. Pegadaian Tenggarong Branch, totaling 25 employees. The analytical tool used is a Multiple Regression model. The results of the calculation of the F test (simultaneous), the variable Job Satisfaction and Organizational Commitment simultaneously affect the Organizational Citizenship Behavior. Job Satisfaction (X1) and Organizational Commitment variable has a positive influence on Organizational Citizenship Behavior. From the two partial correlation test results above, it can be seen that the value of the Big Five Personality (X1) variable is the largest compared to with the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the biggest, the dominant variable affecting the Organizational Citizenship Behavior of PT. Pegadaian (Persero) Branch of Tenggarong.   Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior  

scholarly journals Pengaruh Kepuasan Kerja Terhadap Organizational Citizenship Behavior (OCB) Dengan Komitmen Organisasional Sebagai Variabel Intervening (Studi pada PNS Rumah Sakit Umum Daerah Kabupaten Lombok Utara

2016 ◽  
Vol 5 (3) ◽  
Author(s):  
Gatya Wija Phala
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Data Collection ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Public Hospital ◽  
Civil Servant ◽  
Citizenship Behavior ◽  
Data Path

This study aims to the find out significant effect of: (1) Job Satisfaction on OCB. (2) Job Satisfaction on Organizational Commitment. (3) Organizational Commitment on OCB. (4) Job Satisfaction on OCB through Organizational Commitment as an intervening Variable. This is as case study conducted on Civil Servant of Regional Public Hospital of North Lombok Regency. The research design in a causal associative research. The population in this study were 66 Civil Servant. While data collection techniques are documentation, interview, and  questionnaires to get answer as well as characteristics of respondents. This research then applies census method. In this research, to analyze the data, path analysis was used. The results shows that : (1) Job Satisfaction does not have significant effect on OCB. (2) Job Satisfaction has significant effect on the Organizational Commitment. (3) Organizational Commitment has significant effect on OCB. (4) Job Satisfaction has significant effect on OCB through Organizational Commitment of Civil Servant Working at Regional Public Hospital of North Lombok Regency. Keywords: Organizational Citizenship Behavior, Organizational Commitment, and Job Satisfaction.

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