scholarly journals Interactions Between Knowledge Sharing and Organizational Citizenship Behavior

2011 ◽  
Vol 10 (11) ◽  
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior

Introducing a Model of Relationship Between Knowledge Sharing Behavior and Organizational Citizenship Behavior and Positively Orientated Organizational Behavior

2018 ◽  
Vol 14 (3) ◽  
pp. 21-36 ◽  
Author(s):  
Tayebeh Sadegh ◽  
Reyhaneh Mohammad Khani ◽  
Fatemeh Modaresi
Keyword(s):  
Organizational Behavior ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

This study investigates the effects of employees' positively oriented organizational behavior and organizational citizenship behavior (OCB) use on knowledge sharing behavior after a two-month period. Based on previous research, it was expected that: (1) organizational citizenship behavior would be positively related to knowledge sharing behavior; (2) psychological capital would be positively related to knowledge sharing behavior; (3) OCB would mediate the relationship between psychological capital and knowledge sharing behavior; (4) psychological empowerment would be positively related to knowledge sharing behavior; and (5) OCB would mediate the relationship between psychological empowerment and knowledge sharing behavior. Results provided support for the direct effects of OCB, psychological capital and psychological empowerment on knowledge sharing behavior. Psychological capital and psychological empowerment were each indirectly related to knowledge sharing behavior, mediate by OCB. To be more precise, individuals with higher level of psychological capital and psychological empowerment were not only more likely to participate in organizational citizenship behavior but having a higher level of positively orientated organizational behavior made them to engage more in knowledge sharing behavior two months later.

Group organizational citizenship behavior and knowledge sharing

2019 ◽  
Vol 50 (1) ◽  
pp. 117-135 ◽  
Author(s):  
Yasha Afshar Jalili ◽  
Farideh Salemipour
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Emotional Climate ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine the influence of organizational citizenship behavior’s sub-constructs including altruism, civic virtue, sportsmanship, conscientiousness and courtesy on knowledge sharing behavior (KSB). It also pays attention to the effects of group emotional climate on the relationship between organizational citizenship behavior and knowledge sharing. Design/methodology/approach This research was conducted based on the quantitative research strategy by applying structural equation modeling. Using a random sampling method, this research surveyed 116 participants and analyzed the data via partial least equation modeling. Findings The results claim that altruism, conscientiousness and civic virtue have a significant effect on KSB, while the relationship between courtesy and sportsmanship with KSB were not significant. Furthermore, the findings depict that positive and negative workgroup emotional climate would impede or enhance KSB among people with a high level of altruism, conscientiousness and civic virtue. Practical implications Given the importance of knowledge sharing in the today knowledge economy, by comprehending the influence of group organizational citizenship behavior’s sub-constructs on knowledge sharing, managers would improve organizational knowledge sharing by developing a culture encouraging altruism, conscientiousness and civic virtue as a substitute for incentive pay. Moreover, promoting an emotionally supportive climate fosters knowledge sharing within people. Originality/value This study makes three distinct additions to the knowledge sharing literature. First, although there are little studies that investigate the relationship between organizational citizenship behaviors (OCB) and KS, a few of them examine the effects of OCB’s sub-constructs on KS behavior. Second, this is one of the first studies that examined the moderating role of workgroup emotional climate regarding knowledge sharing. Finally, examining the effect of OCB’s sub-constructs on KS in an Iranian public sector would contribute to the literature by broadening the examination of the constructs in a different context.

scholarly journals Persepsi Dukungan Organisasi dan Karakteristik Pekerjaan Terhadap Knowledge Sharing: Organizational Citizenship Behavior Sebagai Mediasi

2021 ◽  
Vol 22 (1) ◽  
pp. 35-45
Author(s):  
Fitri Handayani ◽  
◽  
Sefnedi Sefnedi ◽  
Irwan Muslim ◽  
◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Important Variable ◽  
Public Works ◽  
Citizenship Behavior ◽  
The West ◽  
West Sumatra ◽  
The Relationship ◽  
Positive Effect

Organizational citizenshipxbehavior has been recognized as an important variable for every organization both in academicians and practitioners. Thexpurpose of this study is to investigate thexrole of organizatinal citizenship behavior as mediator onxthe relationshipxbetween perceivedxorganizational support, job characteritics and knowledge sharing. The number of respondents that could be used in this study was 37 employees of the CivilxServants inxthe Public Works andxPublic Housing Agencyxof the West Sumatra Region of Padang City. The resultsxof analysis showedxthat the perceived organizationalxsupport and jobxcharacteristics did not affect significantly knowledge sharing. Perceived organizationalxsupport wasxfound to have positive effect onxorganizational citizenship behavior and jobxcharacteristics did not influencexorganizational citizenship behavior. Furthermore,xorganizational citizenship behaviorxwas found to havexpositive effect on knowledgexsharing. In addition, organizationalxcitizenship behavior wasxproven to mediate thexrelationship between perceived organizationalxsupport and knowledge sharing.xHowever, it did notxmediate the relationship between jobxcharacteristics and knowledge sharing.

scholarly journals IMPROVING PROFESSIONAL COMPETENCE AND KNOWLEDGE SHARING BASED ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TOWARD HUMAN RESOURCES PERFORMANCE

2017 ◽  
Vol 2 (2) ◽  
pp. 314
Author(s):  
Agustina Maulidatur Rika ◽  
Tatiek Nurhayati
Keyword(s):  
Human Resources ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Professional Competence ◽  
Partial Least Square ◽  
Citizenship Behavior ◽  
Professional Commitment ◽  
Analysis Tool ◽  
Positive Effect

This study aims to describe and analyze the effect of organizational citizenship behavior on HR performance with professional commitment and knowledge sharing as an intervening variable. The population used is the total number of employees of local water company (PDAM) Semarang total of them are 569 people, with a total sample of 85 people. The sampling technique is Proportional Random Sampling. The analysis tool is Partial Least Square. Another test result shows that OCB has a positive effect on professional competence. The test proves that OCB and professional competencies have a positive effect on knowledge sharing. Organizational citizenship behavior, professional competence and knowledge sharing have a positive effect on HR performance. The test results show that professional competence is able to be an intervening variable between OCB and knowledge sharing, while professional competence is not able to be an intervening variable between OCB and HR performance. Knowladge sharing is able to be an intervening variable between OCB and HR performance and knowledge sharing can also be an intervening variable between professional competence and HR performance.Keywords:�� �Organizational citizenship behavior, professional commitment and knowledge sharing and performance of Human Resources

scholarly journals Psychological Empowerment and Employee Behaviors: Employee Engagement As Mediator and Leader-Member Exchange as Moderator

2015 ◽  
Vol 1 (6) ◽  
pp. 24-30 ◽  
Author(s):  
Rizwana Kosar ◽  
Sayyed M. Mehdi Raza Naqvi
Keyword(s):  
Knowledge Sharing ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Knowledge Sharing Behavior ◽  
Member Exchange ◽  
Sharing Behavior

The objective of this study is to determine the association between psychological empowerment and two behavioral outcomes of employee (i.e. organizational citizenship behavior and knowledge sharing behavior) by examining the mediating role of employee engagement and the moderating role of leader-member exchange. A survey was completed by employees working in different corporations and jobs. The data were collected by self- administered questionnaire and analyzed by using correlation and regression analysis. Results indicate that psychological empowerment positively influences organizational citizenship behavior and knowledge sharing behavior. In addition, employee engagement partially mediates the relationship between psychological empowerment and organizational citizenship behavior and fully mediates between psychological empowerment and knowledge sharing behavior. Psychological empowerment has a positive significant relationship with the employee engagement whereas leader-member exchange does not moderate the relationship between psychological empowerment and employee engagement. The implications of these findings are discussed.

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