scholarly journals A Study on the Relationships between Elementary School Principal's Positive Leadership and Teacher's Organizational Citizenship Behavior in Remote Area in Taiwan

2021 ◽  
Vol 8 (8) ◽  
pp. 240-250
Author(s):  
Chih-Wen FAN ◽  
Wu-Mei Hsieh
Keyword(s):  
Elementary School ◽  
Elementary Schools ◽  
Elementary School Principals ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
School Principals ◽  
Citizenship Behavior ◽  
Positive Leadership ◽  
Current State ◽  
The Relationship

The aim of this study was to investigate the current state and related situations of the relationship between principal’s positive leadership and teacher’s organizational citizenship behavior of elementary schools in Hualien County. This study adopted questionnaire survey, using stratified random sampling to select 347 public elementary teachers in Hualien County. The research tool was the “Questionnaire of the Relationship between principal’s positive leadership and Teacher’s organizational citizenship behavior of elementary schools” adapted by the study. A total of 326 valid questionnaires were collected, with the effective recovery rate 93.9%. The data obtained were analyzed and tested with descriptive statistics, t-tests, one-way analysis of variance, product moment correlation, and multiple regression analysis. The following conclusions were reached.   1.The overall current situation of principal’s positive leadership and teacher’s organizational citizenship behavior of elementary schools was good. 2.Principal’s Positive Leadership and Teacher’s organizational citizenship behavior of elementary schools was significantly positively related. Principal’s Positive Leadership of elementary schools could effectively predict Teacher’s Organizational Citizenship Behavior.   Finally, based on those findings, the study suggests some implications of administrative authorities, elementary school principals, teachers, and further studies as well

Principals Going above and Beyond: Understanding Organizational Citizenship Behavior among School Principals

2017 ◽  
Vol 27 (2) ◽  
pp. 184-212 ◽  
Author(s):  
Liora Nutov ◽  
Anit Somech
Keyword(s):  
Elementary School Principals ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Local Community ◽  
School Principals ◽  
Citizenship Behavior ◽  
Community Initiatives ◽  
Organizational Functioning ◽  
And Performance ◽  
The Individual

Organizational citizenship behavior (OCB) refers to all behaviors outside the formal role definition but which contribute to organizational functioning and performance. To date research has focused on teachers’ OCB in an attempt to identify the causes and consequences of such behavior for the individual and the organization. Questions that have yet to be addressed in the literature are: Do principals also engage in OCB? And if so, how do they interpret OCB, and what are its characteristics? Since this is the first study to inquire into the phenomenon of OCB in the context of principalship, the qualitative method was chosen for the investigation. Fifteen post-elementary school principals were interviewed. Our findings identified four categories of principals’ OCB: effort invested in the school community; initiatives; supporting the local community; and other exceptional behaviors. We conclude by delineating the findings’ theoretical and practical implications and by introducing a proposed platform for new directions in OCB research.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Ginu George ◽  
Binoy Joseph
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Research ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

scholarly journals Sustainability of Positive Psychological Status in the Workplace: The Influence of Organizational Psychological Ownership and Psychological Capital on Police Officers’ Behavior

2021 ◽  
Vol 13 (5) ◽  
pp. 2689
Author(s):  
Yu-Shan Chen ◽  
Chun-Ming Lien ◽  
Wei-Yuan Lo ◽  
Fuh-Shyong Tsay
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Police Officers ◽  
Psychological Capital ◽  
Psychological Ownership ◽  
Psychological Status ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Relationship

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

scholarly journals Managers and Organizational Citizenship Behavior

2016 ◽  
Vol 21 (1) ◽  
pp. 14-20
Author(s):  
Mihaela Man
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Five Dimensions ◽  
Significant Positive Relationship ◽  
The One ◽  
The Relationship ◽  
Persistence Factors

Abstract In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB). The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship with OCB. These three conscientiousness facets are self-efficacy, cautiousness and orderliness. Agreeableness was not identified as being associated with OCB. At the level of the relationship between motivational persistence factors and OCB, we have identified a significant positive relationship with only one factor: current purpose pursuing. The OCB model has two variables that work best as predictors: high scores with regard to current purpose in terms of the pursuing-motivational persistence factor, and low scores in terms of the imagination-facet of openness to experience.

scholarly journals The Effect of Self-concept and Organizational Identity on Organizational Citizenship Behavior ( A Case Study in Social Security Organization of Isfahan city)

2012 ◽  
Vol 2 (1) ◽  
pp. 175
Author(s):  
Sayyed Mohsen Allameh ◽  
Saeed Alinajimi ◽  
Ali Kazemi
Keyword(s):  
Social Security ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Self Concept ◽  
Citizenship Behavior ◽  
Isfahan Province ◽  
The Relationship

During the two recent decades, researchers of organizational behavior have paid special attention to extra-social behavior in organizations, and there has been specific focus on employees' affairs which are developed beyond formal job demands. Globalization era has created increased inter-individual mutual dependencies among organizations and groups. Thus, it has made more need for extra-social cooperation and interaction inside and outside the organizations. Therefore, organizational citizenship behavior plays a role in increasing the effectiveness and durability of the organization. The main purpose of this survey is to study the manner of impact of self-concept, and organizational identity on organizational citizenship behavior of employees of Social Security Corporation in Isfahan province and also to examine the existence of the balancing role of self-concept variable in the relationship between organizational identity and organizational citizenship behavior. This survey was conducted using descriptive-metrical method. Obtained results of this survey reveal that organizational citizenship behavior is affected by organizational identity, and self-concept; and each variable of organizational identity has positive correlation with organizational citizenship behavior. It means that by strengthening and improving the above variables it is possible to enhance organizational citizenship behavior. Also, results demonstrate that self-concept balances the relationship between organizational identity and organizational citizenship behavior.

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