scholarly journals MEDIATION EFFECT OF JOB SATISFACTION ON ORGANIZTIONAL CITIZENSHIP BEHAVIOUR

2020 ◽  
Vol 7 (2) ◽  
pp. 171
Author(s):  
Leo Tri Hartantyo
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Direct Relationship ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Indirect Relationship ◽  
The Relationship

An organization always need good employees to achieve the goals, Willingness to work optimally, being able to volunteer to work, not just fixing on his duties and responsibilities as a member of the organization becomes important. This research aims to look at the effect of job satisfaction in mediating the relationship between Islamic work ethics (IWE) and perceived organizational support (POS) on Organizational Citizenship Behavior (OCB). A total 64 manufacturing company employees participated in the study. The results showed that job satisfaction can be a mediator between IWE and POS on OCB. It was found that the effect of IWE on OCB directly is more significant than indirect relationship. Conversely, impact of POS on OCB indirectly is more significant than direct relationship. This means that without job satisfaction POS can significantly influence OCB.

scholarly journals Organizational Citizenship Behavior Guru Sekolah Menengah Atas dan Sederajat di Lingkungan Pondok Pesantren

2019 ◽  
Vol 2 (2) ◽  
Author(s):  
Niki Puspita Sari ◽  
Helmi Muhammad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Partial Least Square ◽  
Least Square ◽  
Citizenship Behavior ◽  
Least Square Approach

The purpose of this study was to determine and analyze the influence of perceived organizational support, job satisfaction, and organizational commitment on Organizational Citizenship Behavior (OCB), and the role of organizational commitment in mediating influence between perceived organizational support and job satisfaction on OCB of teachers of Islamic boarding high school in Tulungagung. This study used a census method by distributing questionnaire to the entire population of 150 teachers. Data was analyzed using a partial least square approach. The results showed that the perceived organizational support does not significantly affect OCB, job satisfaction affects OCB,  perceived organizational support affects organizational commitmet, job satisfaction affects organizational commitment, organizational commitment affects OCB,  perceived organizational support affects OCB through organizational commitment, and job satisfaction affects OCB through organizational commitment.

scholarly journals A study of the influence of workplace ostracism on employees' performance: moderating effect of perceived organizational support

2020 ◽  
Vol 29 (3) ◽  
pp. 333-345 ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Role Performance ◽  
Content Type ◽  
Workplace Ostracism ◽  
The Relationship

PurposeBased on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support.Design/methodology/approachFor this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors.FindingsThe results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support.Originality/valueThis study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.

scholarly journals The Impact of Political Skills on Job Outcomes: Moderating Role of Psychological Empowerment

2018 ◽  
Vol 8 (3) ◽  
pp. 162
Author(s):  
Huma Khan ◽  
Faiza Akhtar
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Intention To Quit ◽  
Citizenship Behavior ◽  
Moderation Effect ◽  
Political Skills

The present study intended to address perceived organizational support (POS), organizational citizenship behavior (OCB), job satisfaction and intention to quit, outcome of the political skills. First, study examined the prediction power of the political skills address perceived organizational support (POS), organizational citizenship behavior (OCB), job satisfaction and intention to quit; bottom-line to find the moderation effect of psychological empowerment on prescribed relationship. It is also evident that employees, who are mentally strong, psychologically empowered and dedicated towards the organization, have degree to influence someone, having self-efficacy and are self-determined. Using simple random sampling methodology, data were collected from nine different public and private corporate sector of Lahore. Study utilized sample of 310 employees.  The study revealed that political skills has positive effects on perceived organizational support (POS), organizational citizenship behaviour (OCB), job satisfaction; a negative effect on intention to quit, results revealed by regression technique. The presence of positive political skills seemed to urge employees to perform well at the job, moderation effect were tested by Preacher, Rucker, & Hayes (2007) moderation process. Study finds the moderation support of psychological empowerment on the relationship of political skills toward perceived organizational support (POS), organizational citizenship behavior (OCB), job satisfaction; however, study could not find moderation effect on political skills toward intention to quit. Results of the study highlighted the importance of inculcating a positive work environment, which complements by positive political skills, and will be discussed. Limitations of study, future research directions and results underscore the importance of considering the direction of positive political skills.

scholarly journals Perceived organizational support and psychological empowerment on service performance mediated by organizational citizenship behavior Islamic perspective (OCBIP)

2021 ◽  
Vol 10 (1) ◽  
pp. 15-27
Author(s):  
Muafi Muafi ◽  
Marfuatun Marfuatun
Keyword(s):  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Service Performance ◽  
Citizenship Behavior ◽  
Islamic Perspective ◽  
The Relationship

This study aims to determine and analyze the influence of perceived organizational support, psychological empowerment, and organizational citizenship behavior from an Islamic perspective to service performance, as well as the mediation role of organizational citizenship behavior from an Islamic perspective on the relationship between perceived organizational support and psychological empowerment on service performance. The population of this study is all employees of food processing industry companies in Yogyakarta with a number of samples of 112 respondents. Using the quantitative method and primary data from questionnaire distributions, the research model will be analyzed using Structural Equation Modeling (SEM) with AMOS software. The results of this study reveal that perceived organizational support has a positive and significant influence on service performance; psychological empowerment has a positive and significant influence on service performance; organizational citizenship behavior from an Islamic perspective has a positive and significant influence on service performance; organizational citizenship behavior from Islamic perspective mediates the relationship between perceived organizational support on service performance, and organizational citizenship behavior from Islamic perspective mediates the relationship between psychological empowerment on service performance.

scholarly journals A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2018 ◽  
Vol 6 (3) ◽  
pp. 275-292
Author(s):  
Bülent GÜVEN
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Number Of Factors ◽  
One Step ◽  
The Relationship

Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

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