scholarly journals Confirmatory Factor Analysis of Organizational Citizenship Behavior of Generation Y Teachers in Thailand

2020 ◽  
pp. 154-159
Author(s):  
Nuchchamon Pramepluem ◽  
Pinkanok Wongpinpech ◽  
Manop Chunin
Keyword(s):  
Factor Analysis ◽  
Confirmatory Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Rating Scales ◽  
Structural Characteristics ◽  
Citizenship Behavior ◽  
Self Development ◽  
Confirmatory Factor

The objectives of this research were to examine the structural characteristics of organizational citizenship behavior of Generation Y teachers in Thailand. The participants were 150 teachers from 12 schools under the Secondary Educational Service Area Office 9 in Thailand. The research tools were five rating scales questionnaires. The data was analyzed by a confirmatory factor analysis. The results showed that altruism, courtesy, sportsmanship, conscientiousness, civic virtue, and self-development feedback were confirmed as six facets of generation Y teachers' organizational citizenship behavior.

scholarly journals Pengaruh Keadilan Organisasi dengan moderasi Sikap CSR terhadap OCB

2019 ◽  
Vol 1 (2) ◽  
Author(s):  
Yulisza Syahtiani
Keyword(s):  
Factor Analysis ◽  
Corporate Social Responsibility ◽  
Confirmatory Factor Analysis ◽  
Social Responsibility ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Full Model ◽  
Confirmatory Factor ◽  
Corporate Social

Penelitian ini bertujuan untuk menguji pengaruh keadilan organisasi terhadap organizational citizenship behavior (OCB) dengan sikap corporate social responsibility (CSR) sebagai moderator. Responden penelitian ini adalah buruh pabrik SKT PT Djarum, Tbk. di kota Kudus, Jawa Tengah sebanyak 239 orang. Instrumen penelitian yang digunakan adalah skala organizational citizenship behavior, skala keadilan organisasi dan skala sikap corporate social responsibility. Metode analisis data menggunakan structural equation model (SEM) dengan program Lisrel 8.7.Data responden diuji dengan menggunakan 2nd Order Confirmatory Factor Analysis dan analisis full model digunakan untuk menguji pengaruh variabel dengan moderasi. Hasil uji analisa 2nd Order Confirmatory Factor Analysis ditemukan bahwa semua model tergolong fit. Sementara uji analisis full model juga tergolong fit. Kesimpulan hipotesa bahwa Ada pengaruh keadilan organisasi terhadap OCB melalui moderasi sikap CSR.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 852-863 ◽  
Author(s):  
George Gunnesch-Luca ◽  
Klaus Moser
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Helping Behavior ◽  
Citizenship Behavior ◽  
German Language ◽  
Individual Level ◽  
Unit Level ◽  
Confirmatory Factor ◽  
Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

scholarly journals The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y

2018 ◽  
Vol 14 (5) ◽  
pp. 60
Author(s):  
Amphaphorn Leelamanothum ◽  
Khahan Na-Nan ◽  
Sungworn Ngudgratoke
Keyword(s):  
Organizational Citizenship ◽  
Generation X ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Structural Equation ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
University Of Technology ◽  
Multiple Groups

This study aimed to study the influences of justice and trust on the organizational citizenship behavior. The questionnaire respondents were the workers at Rajamangala University of Technology. Data analysis was done through structural equation modeling to test the purpose model and compare between the groups via multiple groups analysis approach. It was found that justice and trust have a positive statistical significant influence on organizational citizenship behavior. Moreover, justice has a positive statistical significant influence on trust. Generation X and Generation Y differently perceive the influences of justice and trust on organizational citizenship behavior. Generation X paid attention to the influence of justice on the organizational citizenship behavior while generation Y paid attention to the influence of trust on justice, the chief will implement justice in the organization for both generations to build trust in the chief and the organization. This would lead to future achievements in the organization. 

Exemplary followership. Part 1: refining an instrument

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tim O. Peterson ◽  
Claudette M. Peterson ◽  
Brian W. Rook
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Content Type ◽  
The Usa ◽  
The Impact

Purpose The overall purpose of this paper is to determine to what extent organizational citizenship behaviors predict followership behaviors within medical organizations in the USA. This is the first part of a two-part article. Part 1 will refine an existing followership instrument. Part 2 will explore the relationship between followership and organizational citizenship. Design/methodology/approach Part 1 of this survey-based empirical study used confirmatory factor analysis on an existing instrument followed by exploratory factor analysis on the revised instrument. Part 2 used regression analysis to explore to what extent organizational citizenship behaviors predict followership behaviors. Findings The findings of this two-part paper show that organizational citizenship has a significant impact on followership behaviors. Part 1 found that making changes to the followership instrument provides an improved instrument. Research limitations/implications Participants in this study work exclusively in the health-care industry; future research should expand to other large organizations that have many followers with few managerial leaders. Practical implications As organizational citizenship can be developed, if there is a relationship between organizational citizenship and followership, organizations can provide professional development opportunities for individual followers. Managers and other leaders can learn how to develop organizational citizenship behaviors and thus followership in several ways: onboarding, coaching, mentoring and career development. Originality/value In Part 1, the paper contributes an improved measurement for followership. Part 2 demonstrates the impact that organizational citizenship behavior can play in developing high performing followers.

Self-rated and peer-rated organizational citizenship behavior, affective commitment, and intention to leave in a Malaysian context

2016 ◽  
Vol 45 (3) ◽  
pp. 569-592 ◽  
Author(s):  
Patricia Yin Yin Lau ◽  
Gary N. McLean ◽  
Bella Ya-Hui Lien ◽  
Yen-Chen Hsu
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Intention To Leave ◽  
Citizenship Behavior ◽  
Peer Ratings ◽  
Content Type ◽  
Supervisor Ratings ◽  
Confirmatory Factor ◽  
Talent Retention

Purpose – The purpose of this paper is to determine if self-rated and peer-rated organizational citizenship behavior mediated the relationship between affective commitment and intention to leave in Malaysia. Design/methodology/approach – A survey yielded 516 responses from multiple locations in Malaysia across varied industries for a response rate of 64.5 percent. Validity based on confirmatory factor analysis and reliability were confirmed. Findings – Affective commitment influenced self- and peer-rated organizational citizenship behavior and intention to leave. Only self-rated organizational citizenship behavior partially mediated affective commitment and intention to leave. While self-rated organizational citizenship behavior increased intention to leave positively, peer-rated organizational citizenship behavior did not influence intention to leave. Practical implications – The findings confirm earlier research that self-ratings and peer-ratings are different, and, surprisingly, organizational citizenship behavior is not a factor supporting talent retention. Human resource practitioners need to shift their focus to affective commitment that reduces intention to leave and increases organizational citizenship behavior. Originality/value – Past studies on organizational citizenship behavior relied on self-ratings, supervisor-ratings, or both ratings used in Western contexts. Little was known about the assessment of organizational citizenship behavior from peer perspectives and its relationship between affective commitment and intention to leave. Moreover, the relationships between affective commitment and self-rated and peer-rated organizational citizenship behavior were inconsistent. This study responded to those gaps by integrating affective commitment, self-rated, and peer-rated organizational citizenship behavior, and intention to leave into a single hypothesized model.

scholarly journals The Role of Servant Leadership and Work Motivation on Organizational Citizenship Behavior: Evidence from Indonesian Generation Y Employees

2020 ◽  
pp. 117-122
Author(s):  
Indra Wahyu ◽  
Anoesyirwan Moeins ◽  
Widodo Sunaryo
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Delphi Technique ◽  
Work Motivation ◽  
Citizenship Behavior ◽  
Quantitative And Qualitative Research ◽  
Positive Effect

The purpose of this study is to find an effort to increase organizational citizenship behavior of Generation Y employeesthrough the identification of the influence of servant leadership and work motivation. This research wasconducted on Generation Y employeesare governmental officers aged 23 -43 years at Bogor Regency. The research sample was 86 persons of generation Y from 3 agencies and 11 offices at Bogor Regency. This research uses a quantitative approach and is completed by a qualitative approach through the Delphi technique. The findings revealed that servant leadership has a significant and positive effect on OCB of generation Y, work motivation has a significant and positive effect on OCB of generation Y, servant leadership and work motivation has a significant and positive effect on OCB of generation Y. The results of quantitative and qualitative research conclude that the improvement of the organizational citizenship behavior (OCB) of Generation Y employeescan be done through strengthening servant leadership and work motivation.

scholarly journals Psychometric Properties of Podsakoff’s Organizational Citizenship Behaviour Scale in the Asian Context

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Mohd. Muzamil Kumar ◽  
Shawkat Ahmad Shah
Keyword(s):  
Psychometric Properties ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Three Dimensional ◽  
Reliability And Validity ◽  
Service Organizations ◽  
Citizenship Behavior ◽  
Confirmatory Factor ◽  
Behavior Scale ◽  
Asian Context

The Organizational Citizenship Behavior Scale developed by Podsakoff, et al.(1990) has mostly been found to have better psychometric properties in the western countries mainly North America and there is a dearth of studies that portray the meaningfulness & relevance of using this measure in the Asian cultural contexts. The present study was thus aimed at checking the psychometric properties of this scale on a sample of permanent professionals working at the three main human service organizations operating in Srinagar, J&K (University of Kashmir, S.K.I.M.S Hospital & J&K Bank). After preliminary analysis, exploratory and confirmatory factor analysis was carried out and three dimensional factor structure of organizational citizenship behavior was revealed. The reliability and validity of the brief version of the scale was found to be satisfactory, thereby providing support for the relevance of using this scale in the Asian context.

scholarly journals Enhancing the Organizational Citizenship Behavior: Comparative Research and Ex-Post-Facto Method on Generation X and Generation Y

2021 ◽  
pp. 22-30
Author(s):  
Indra Wahyu ◽  
Anoesyirwan Moeins ◽  
Widodo Sunaryo
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Generation X ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Work Motivation ◽  
Citizenship Behavior ◽  
Ex Post ◽  
Ex Post Facto ◽  
Positive Effect

The purpose of this study is to find an effort to increase organizational citizenship behavior of Generation X and Generation Y employees through the identification of the influence of servant leadership and work motivation. This research was conducted on Generation X employees are Governmental Officers aged 44 -55 years and Generation Y employees are Governmental Officers aged 23 -43 years at Bogor Regency. The research sample was 180 persons of Generation X and 86 persons of Generation Y from 3 agencies and 11 offices at Bogor Regency. This research uses a comparative approach and ex-post-facto and is completed by a qualitative approach through the Delphi technique. The findings revealed that variable and each dimension of OCB Generation Y is higher than OCB than Generation X, servant leadership has a significant and positive effect on OCB Generation X and Generation Y, work motivation has a significant and positive effect on OCB Generation X and Generation Y, servant leadership and work motivation has a significant and positive effect on OCB Generation X and Generation Y, contribution servant leadership and work motivation of Generation Y is higher than Generation X. The results of quantitative and qualitative research conclude that the improvement of the organizational citizenship behavior (OCB) of Generation X and Generation Y employee scan be done through strengthening servant leadership and work motivation. Keywords:Generation X, generation Y, organizational citizenship behavior (OCB), servant leadership, work motivation.

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