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 Relationship of Employee Engagement, Organizational Commitment and Organizational Citizenship Behavior

2018 ◽  
Vol 6 (1) ◽  
pp. 35-41
Author(s):  
Pir Sajad Ullah ◽  
◽  
Waseef Jamal ◽  
Muhammad Naeem ◽  
◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Future Research ◽  
Significant Positive Relationship ◽  
Study Results ◽  
The Relationship

This study aims to examine the relationship between employee engagement, organizational commitment and organizational citizenship behavior. With the help of literature, current study developed two hypotheses regarding employee engagement, organizational commitment and organizational citizenship behavior. Educational sector was selected for the conducting of this study. Structured closed ended questionnaire was used for the collection of data. Using correlation and regression analysis, the study results showed that there is a significant positive relationship between employee engagement and organizational commitment and furthermore confirmed that there is a significant positive relationship between employee engagement and organizational citizenship behavior. This study provided beneficial insights about employee engagement in the education sector of Pakistan. The study concludes by discussing limitations and future research directions.

scholarly journals IMPROVEMENT OF TEACHER’S ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH TRANSFORMATIONAL LEADERSHIP DEVELOPMENT AND INTERPERSONAL COMMUNICATIONS

2019 ◽  
Vol 3 (2) ◽  
pp. 76-80
Author(s):  
Nunung Nuryani ◽  
Nandang Hidayat ◽  
Henny Suharyati
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Correlation Coefficient ◽  
Interpersonal Communication ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Coefficient Of Determination ◽  
Citizenship Behavior ◽  
Significant Positive Relationship

The purpose of this study is to show Teacher’s Organizational Citizenship Behavior (OCB) that can be improved by examining variables such as Transformational Leadership and Interpersonal Communication. This study uses a survey method with a correlational approach. The number of samples used was 104 people by using proportional random sampling technique. Based on the results of the study it is concluded that: (1) there is a very significant positive relationship between the Principal Transformational Leadership and Organizational Citizenship Behavior of teachers with a simple linear regression equation Ŷ = 99.53 + 0.32 X1 and the correlation coefficient value ry.1 = 0.417. The coefficient of determination r2y.1 = 0.174 means that the Transformational Leadership (X1) contributes to the teacher's Organizational Citizenship Behavior by 17.40%, (2) there is a very significant positive relationship between Interpersonal Communication with Organizational Citizenship Behavior teachers with simple linear regression equations Ŷ = 100.44 + 0.29 X2 and the correlation coefficient ry.2 = 0.349, and the coefficient of determination r2y.2 = 0.116 which means that the contribution of Interpersonal Communication (X2) to the Organizational Citizenship Behavior of the teacher is 19.60%,  (3) there is a very significant positive relationship between Transformational Leadership and Interpersonal Communication together with the Organizational Citizenship Behavior of teachers with the multiple linear regression equation Ŷ = 77.25 +0.27 X1 +0.21 X2 and the correlation coefficient value ry.12 = 0.152. The coefficient of determination r2y.12 = 0.390 means that the Principal Transformational Leadership (X1) and Interpersonal Communication (X2) together contribute to the Organizational Citizenship Behavior of teachers (Y) by 15.20%.

scholarly journals The Moderating Effect of Leader-Member Relationship on Introverted and Extroverted Personality Traits of Leaders and Organizational Citizenship Behavior of Followers: An Empirical Study of IT Industry in Sri Lanka

2019 ◽  
Vol 5 (1) ◽  
Author(s):  
W. A. M. Niranga ◽  
M. P. P. Dharmadasa
Keyword(s):  
Regression Analysis ◽  
Sri Lanka ◽  
Personality Traits ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
It Industry ◽  
Effective Leaders ◽  
The Relationship

This study focuses on investigating the relationship between personality and leadership supports the claim that individual differences may be the predictors of leadership effectiveness in contemporary organizations. Extended studies stress that ‘Big-Five ‘personality dimensions are related to leadership criteria and further identified introversion-extroversion as a key element of an individual personality. In general, the main differences between effective and less effective leaders are that, effective leaders make positive differences to themselves from their personality traits and the relationship building with followers. However, relatively few studies have tested how and why introvert and extrovert leaders’ personality traits relate to follower behaviors. In addition, if so; the mechanisms through which a leader’s personality traits relate to follower behaviors. Accordingly, the aims of the present study are to examine whether the introverted and extroverted personality traits of leaders affect the organizational citizenship behavior (OCB) of followers and to examine the role of leader-member relationship as a moderator, in social exchange process. To advance the understanding of these, simple regression analysis and regression analysis with moderator effects were performed to test hypotheses with a sample size of 46 introvert managers and 50 extrovert managers as leaders and 92 and 100 subordinates as their followers respectively from IT industry in Sri Lanka. The study found that there is a positive direct effect of introverted personality traits of leaders and no negative direct effect of extroverted personality traits of leaders on organizational citizenship behavior of followers. Yet, leader-member relationship moderates the positive and negative relationships between introverted, extroverted personality traits of leaders and organizational citizenship behavior of followers. Present study makes several theoretical contributions to path-goal theory of leadership with the support from theory of trait leadership and big five model. Further, managerial contributions of the present study make IT firms successful through better selection of leaders based on personality traits which facilitates organizational citizenship behavior.KeywordsIntroverted personality traits, extroverted personality traits, OCB, Leader-member relationship, IT industry in Sri Lanka

scholarly journals THE EFFECTS OF JOB CHARACTERISTICS ON EMPLOYEE’S ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG BANKING SECTOR EMPLOYEES IN PESHAWAR CITY

2020 ◽  
Vol 1 (3) ◽  
pp. 132-139
Author(s):  
Muhammad Adil ◽  
Muhammad Haroon ◽  
Muhammad Zakar ◽  
Mian Jawad Shah ◽  
Muhammad Tahir
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Banking Sector ◽  
Job Characteristics ◽  
Citizenship Behavior ◽  
Characteristic Model ◽  
Five Dimensions ◽  
The Relationship ◽  
The City ◽  
Task Significance

The objective of the study was to measure the relationship between job characteristics and organizational citizenship behavior among banking sector employees. The study was conducted in the banking sector in the city of Peshawar. The research methodology used is quantitative approach and survey for data collection. Through sampling, we generated a sample of 60 respondents belonged to the six different banks. Our results indicate that task significance and autonomy has significant influence on staff OCB; while, results for skills variety, task identity, and feedback turned out to be insignificant. The five dimensions of job characteristic model together explained 27.8% change in the dependent variable of employee OCB. Our results support the previous studies finding that OCB is influenced by job design.

scholarly journals The Relationship between Organizational Image and Organizational Citizenship Perception of Academicians

2020 ◽  
Vol 8 (1) ◽  
pp. 14
Author(s):  
Hale Betül Akıncı Tanyıldız ◽  
Hüseyin Serin
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
State Universities ◽  
Citizenship Behavior ◽  
Image Perception ◽  
Organizational Image ◽  
Positive Image ◽  
External Stakeholders ◽  
The Relationship

Today, organizations have to give a positive image to their internal and external stakeholders. There is a need for a positive image for employees to strive for the benefit of the organization. The aim of this study is to determine the relationship between the perception of organizational image and organizational citizenship behavior of academicians. In order to address this objective the organizational image questionnaire which was developed by Uluçay (2012), and organizational citizenship questionnaire which was developed for higher education institutions by Taşçı and Koç (2007) were used. The questionnaire was applied to 340 academicians. The results show that organizational image perception of the academicians differs significantly according to gender and type of university. According to the findings, organizational image perceptions of female academicians are higher than male academicians, and it is found that organizational image of foundation universities is higher compared to state universities. Also, there is a significant relationship between academicians’ organizational citizenship behavior and certain variables such as age, vocational seniority and working year in university. As academicians’ age, professional seniority and working year in university increase, so does their performance of organizational citizenship behavior. The results show that there is a positive relationship between organizational citizenship behavior and organizational image.

HUBUNGAN BIG FIVE PERSONALITY DENGAN OCB PADA PNS GEN Y DI INSTANSI X

2020 ◽  
Vol 6 (1) ◽  
pp. 13-30
Author(s):  
Kurniyadi Kurniyadi ◽  
Seta Aryawuri Wicaksana ◽  
Aisyah Pia Asrunputri
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Gen Y ◽  
Correlational Research ◽  
The Relationship ◽  
Research Type

This study aims to determine the relationship between Big Five Personality with Organizational Citizenship Behavior (OCB). This research uses a quantitative research method with a correlational research type. The population in this research were 90 civil servants working at X Agency. Big Five Personality in this study was measured by the Big Five Inventory (BFI) and Organizational Citizenship Behavior (OCB) was measured by the Organizational Citizenship Behavior Scale (OCBS). Data analyzed by the Pearson Product Moment correlation. The results of this study showed that there is positive and significant correlation between agreeableness with OCB, there is positive and significant correlation between conscientiousness with OCB, there is positive and significant correlation between openness to experience with OCB, whereas neuroticism showed negative and significant correlation with OCB, but extraversion did not show significant correlation with OCB. The implication of this study is that organization can choose between training its employees to suit with the organizational culture or developing people management that suits with the character of its employees.

The relationship between organizational justice and organizational citizenship: the mediating effect of organizational commitment and the moderating role of power distance

2020 ◽  
Vol 28 (7) ◽  
pp. 7-9
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Power Distance ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this study is to examine the relationship between organizational justice and organizational citizenship behavior (OCB) and the mediating effect of organizational commitment with power distance as a moderator. Design/methodology/approach Data was gathered from responses to a structured questionnaire by 379 employees based in ten banks from five metropolitan cities in Pakistan Findings The study finds no positive relationship between organizational justice and OCB, a positive relationship between organizational justice and organizational commitment, that organizational commitment mediates the relationship between organizational justice and OCB and that power distance moderates the relationship between organizational justice and organizational commitment. Practical implications Managers and policy makers should ensure fair and transparent processes within an organization to increase the confidence an employee has in the organizational systems and processes. Originality/value This paper has an original approach as it examines the moderating impact of power distance between organizational justice and organizational commitment in the context of a developing country, Pakistan.

scholarly journals PENINGKATAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) DENGAN CARA ADVERSITY QUOTIENT (AQ) DAN SERVANT LEADERSHIP PADA GURU SMK BERSTATUS PNS SE-KOTA BOGOR

2021 ◽  
Vol 9 (1) ◽  
Author(s):  
Sri Betty Helena Simamora ◽  
Muhamad Entang ◽  
Yuyun Elizabeth Patras
Keyword(s):  
Correlation Analysis ◽  
Servant Leadership ◽  
Correlation Coefficient ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Vocational School ◽  
Coefficient Of Determination ◽  
Citizenship Behavior ◽  
Significant Positive Relationship

THE IMPROVEMENT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) BY MEANS OF ADVERSITY QUOTIENT (AQ) AND SERVANT LEADERSHIP OF VOCATIONAL SCHOOL TEACHERS WITH PNS STATUS IN KOTA BOGORThe aim of this research was to explain the increase of Organizational Citizenship Behavior (OCB) by means of Adversity Quotient (AQ) and Servant Leadership. The research was an empirical study using a correlational approach and SITOREM analysis. The research was conducted in several vocational school Bogor by taking teachers with civil servants PNS status. The population in this study was 257 with a sample of 157 respondents that determined by using  Proportional Random Sampling technique. The Hypothesis was tested by using parametric statistical analysis in the form of simple linear regression and multiple analysis, simple and multiple correlation analysis as well as partial correlation analysis where the significance levels a = 0.01 and a = 0.05. The research came up with three conclusions.  Firstly, there was a significant positive relationship between Adversity Quotient and Organizational Citizenship Behavior where its correlation coefficient ry1 = 0.636 and the coefficient of determination ry12 = 0.7172. Secondly, there was a significant positive relationship between Servant Leadership and Organizational Citizenship Behavior where its correlation coefficient ry2= 0.069 and coefficient of determination ry22 = 0.0257. Thirdly, there was a significant positive relationship between Adversity Quotient and Servant Leadership with Organizational Citizenship Behavior where its correlation coefficient ry.12 = 0.4137 and the coefficient of determination ry.122 = 0.7218. It means, in order to improve the Organizational Citizenship Behavior, teachers have to strengthening their Adversity Quotient, and schools’ principal need to have a better Servant Leadership either in group or individually.

scholarly journals Big Five Personality Factors as Predictors of Organizational Citizenship Behavior: A Complex Interplay

2016 ◽  
Vol 3 (2) ◽  
Author(s):  
Dr. Sairaj M. Patki ◽  
Dr. Shobhana C. Abhyankar
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Personality Factors ◽  
Big Five Personality ◽  
Citizenship Behaviors ◽  
Behavior Scale ◽  
Big Five Personality Factors ◽  
The Relationship

The present study investigated the Big Five personality factors as predictors of citizenship behaviors directed towards individuals (OCBI) and towards the organization (OCBO). The Big Five Inventory by Donahue & Kentle (1991) and Organizational Citizenship Behavior Scale by Lee and Allen (2002) were used and the sample comprised of 325 clerical employees, from nationalized and co-operative banks in Maharashtra. Findings revealed that openness emerged as the strongest predictor of both OCBI and OCBO, followed by extraversion. Moreover, openness fully mediated the relationship between agreeableness and OCBI, whereas extraversion partially mediated the relationship between agreeableness and OCBI. Openness and extraversion also partially mediated the relationship between conscientiousness and OCBO.

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.

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