The Effect of Employees’ Psychological Capital on Organizational Citizenship Behavior and Pro-social Behavior Intention in Skin Care Shops

2021 ◽  
Vol 27 (4) ◽  
pp. 401-414
Author(s):  
Soo Hyun Lee ◽  
Jeong Hun Ji
Keyword(s):  
Social Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Skin Care ◽  
Citizenship Behavior ◽  
Behavior Intention ◽  
Pro Social Behavior

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.

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.

scholarly journals PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA KARYAWAN HOTEL BERBINTANG DI BALI

2018 ◽  
Author(s):  
Ni Luh Ketut Sri Sulistyawati
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Commitment ◽  
Social Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Research Data ◽  
Citizenship Behavior ◽  
Hotel Employees ◽  
Helping Others

<p><em>Organizational citizenship behavior</em>  (OCB)  merupakan salah satu bentuk perilaku prososial yaitu perilaku sosial yang positif, konstruktif dan membantu. OCB ini tercermin melalui perilaku suka menolong orang lain, menjadi <em>volunteer</em> untuk tugas-tugas ekstra, patuh terhadap aturan-aturan dan prosedur-prosedur di tempat kerja. Perilaku tersebut akan muncul bila karyawan merasakan kepuasan dalam bekerja dan memiliki komitmen terhadap organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja dan komitmen organisasi terhadap <em>organizational citizenship behavior</em> karyawan hotel berbintang di Bali secara parsial dan simultan. Data penelitian dikumpulkan melalui kuisioner dengan  menggunakan 100 responden dan dianalisis dengan menggunakan amalisis regresi berganda. Hasil penelitian menunjukkan bahwa kepuasan kerja dan komitmen organisasi secara parsial maupun simultan  berpengaruh positif dan signifikan terhadap <em>organizational citizenship behavior</em> karyawan. Berdasarkan uji determinasi ditemukan bahwa sumbangan variable kepuasan kerja dan komitmen organisasi sebesar 80,4 persen.</p><p> </p><p><strong>Kata kunci: </strong>Kepuasan kerja, komitmen organisasi, <em>OCB </em></p><p><strong><em> </em></strong></p><p><strong><em> </em></strong></p><p align="center"><strong><em>ABSTRACT:</em></strong></p><p><em>Organizational citizenship behavior (OCB) is one form of prosocial behavior that is positive social behavior, constructive and helpful. This OCB is reflected through the behavior of helping others, volunteering for extra tasks, obeying the rules and procedures at work. Such behavior will arise when employees feel satisfaction in work and have a commitment to the organization. This study aims to determine the effect of job satisfaction and organizational commitment to the organizational citizenship behavior of star hotel employees in Bali partially and simultaneously. The research data was collected through questionnaire using 100 respondents and analyzed by using multiple regression analysis. The results showed that job satisfaction and organizational commitment partially or simultaneously have a positive and significant effect on organizational citizenship behavior of employees. Based on test of determination found that contribution of job satisfaction variable and organizational commitment equal to 80,4 percent.</em></p><p><em> </em></p><p><strong><em>Keywords:</em></strong><em> Job satisfaction, organizational commitment, OCB</em></p>

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