scholarly journals Spiritual Intelligence Relationship with Organizational Citizenship Behavior and Commitment of School Teachers

2018 ◽  
Vol 1 (1) ◽  
pp. 17-33
Author(s):  
Nayereh shahmohammadi ◽  
Fayazallah Afzooni
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Meaning Making ◽  
Pearson Correlation ◽  
Spiritual Intelligence ◽  
Personal Meaning ◽  
Citizenship Behavior ◽  
Significant Relation ◽  
School Teachers

Introduction: In an educational organization, because of its important function in human resources development and training in the community, respecting the values, spirituality, leadership, and management strengthening, based on spirituality and good citizenship behavior and commitment have greater importance. Aim: This study examined the relation between spiritual intelligence with organizational citizenship behavior and organizational commitment of secondary school teachers. Methods: The research method was correlational and its population included all teachers in education districts 2 and 5 in 2015 from which 358 teachers were selected by using Cochran formula and simple random sampling method as a sample. To collect data, three questionnaire: the King Spiritual Intelligence questionnaire (2007) and Padasakof et al. citizenship behavior questionnaire (2000) and organizational commitment questionnaire of Meyer (2001)were used .The reliability of the tools obtained by Cronbakh Formula 0/85,0/84, 0/7 respectively. For statistical analysis, the descriptive statistics (average, percentage, Standard deviation) and inferential statistical tests (Kolmogorov - Smirnov test, Pearson correlation coefficient test and stepwise regression analysis) were used. Conclusion: The results showed that none of the components of citizenship behavior has a significant relation with a critical thought component of spiritual intelligence. Regarding the personal meaning making component of spiritual intelligence, only the components of sportsmanship and social customs have a significant relation, and other components have no significant association. All components of citizenship behavior are significantly associated with a transcendental consciousness component of spiritual intelligence and have no significant relation with self-awareness extends component. None of the organizational commitment components have a significant relation to the critical thinking component and high awareness of spiritual intelligence and only the emotional commitment of the organizational commitment component have a significant relation with the personal meaning making of spiritual intelligence, as well as with the expansion of consciousness component.

scholarly journals PENGARUH ORGANIZATIONAL COMMITMENT DAN JOB INSECURITY TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) (Studi Pada Guru SMK Pariwisata Triatma Jaya Badung)

2017 ◽  
pp. 3013
Author(s):  
Anak Agung Pertiwi Kumala Sari ◽  
I Gede Riana ◽  
Putu Saroyini Piartrini
Keyword(s):  
High School ◽  
Organizational Commitment ◽  
High School Teachers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Insecurity ◽  
Primary Data ◽  
Citizenship Behavior ◽  
Vocational High School ◽  
School Teachers

The organization’s goals will be achieved if supported by human resources who have high commitment of organizational commitment and organizational citizenship behavior (OCB). The research is aimed to know the influence of organizational commitment and job insecurity on organizational citizenship behavior (Studies on Tourism Vocational High School teachers Triatma Jaya Badung. Population in this research are 39 responden that work as teachers at Tourism Vocational High School Triatma Jaya Badung. Primary data was taken from respondent. Multiple Regression Analysis methode was used for hypothesis analysis as well with SPSS version 13.0 was used as software application. The result showed that (1) Organizational commitment gave significant positive effect toward organizational citizenship behavior (2) job insecurity gave significant negative effect toward organizational citizenship behavior. Suggested for further research in other to boarden the scope of research into multiple location such as Tabanan, Singaraja and Semarang and separating respondents into each position group, and examines the influence of organizational commitment and job insecurity on organizational citizenship behavior in Tourism Vocational High School teachers Triatma Jaya.

scholarly journals Psychological Capital as Predictor of Organizational Commitment and Organizational Citizenship Behavior

2015 ◽  
Vol 2 (4) ◽  
Author(s):  
Prof. Anu Singh Lather ◽  
Ms. Simran Kaur
Keyword(s):  
Organizational Commitment ◽  
Organizational Behavior ◽  
Private Schools ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Pearson Correlation ◽  
Citizenship Behavior ◽  
Public And Private ◽  
The Impact

This paper examined psychological capital in two types of organizations: public and private schools. This study explained how psychological capital effects organizational commitment and organizational citizenship behavior in public and private schools. The sample includes 150 employees, 75 each from two types of schools. Various dimensions of Psychological Capital were measured by scale developed by Luthan, Youssef & Avolio. Organizational Commitment was measured by Allen & Meyer’s scale and Organizational Citizenship Behavior by a scale developed by Podsakoff. The result obtained from Pearson correlation and stepwise multiple regressions and it showed that all the dimensions of psychological capital were significantly different in the both the kind of schools. Regression analyses showed that psychological capital as a whole can predict organizational commitment and organizational citizenship behavior in both kinds of schools. The theoretical framework proposed in the paper on Psychological Capital would help the researchers and management people to understand the impact of Psychological Capital on organizational commitment and organizational citizenship behavior. It also supports the view of previous researchers that Psychological Capital is a significant positive organizational behavior variable, as it is capable of performance improvement and is open to development.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

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

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