scholarly journals Investigation of the Relationship between Organizational Citizenship Behavior and Human Resources Productivity: Based on the Staff Viewpoints in the Selected Hospitals of Yazd City, 2018

2020 ◽  
Author(s):  
Roohollah Askari ◽  
Zahra Sadat Seyed Rezaei ◽  
Somayeh Mahdiyan ◽  
Masoomeh Pishehvaran
Keyword(s):  
Human Resources ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Pearson Correlation ◽  
Reliability And Validity ◽  
Correlation Study ◽  
Citizenship Behavior ◽  
P Value ◽  
The Mean ◽  
The Relationship

Background: Organizations usually seek for decreasing problems such as slacking and aggression and increase the behaviors that lead to a benefit such as productivity for the organization. One of the factors creating productivity in the organization is organizational citizenship behavior. Therefore, this research is aimed at investigating the relationship between organizational citizenship behavior and human resources productivity in the selected hospitals of ShahidSadoughi University of Medical Sciences in Yazd, 2018. Methods: This research is a descriptive correlation study. The population includes the staff of three selected hospitals in Yazd. Out of the mentioned population, 211 people were selected by random sampling. Data collection tool was a standard questionnaire. Reliability and validity of the tool have been already approved in a similar study. The questionnaire consists of two parts including: organizational citizenship behavior, , and human resources productivity. Data analysis was done by Pearson correlation, regression, t-test, and analysis of variance in SPSS16. Results: The mean total scores of organizational citizenship behavior and human resources productivity were 3.06 ± 0.32 and 3.50 ± 0.62, respectively. The investigation of the mean scores of organizational citizenship behavior in each aspect indicated that the highest mean score, 4.11 ± 0.54, belonged to altruism and the lowest, 1.58 ± 0.75, belonged to sportsmanship. Among the various aspects of human resources productivity, the highest mean score was for competency, 3.89 ± 0.55, and the lowest was obtained for support, 3.22 ± 0.57. Based on the employees’ perspectives, there was a positive and significant relationship between OCB and human resources productivity (P-value < 0.001 and r = 0.297). Conclusion: OCBhas a direct effect on resources productivity based on the staff viewpoints in educational hospitals. So, providing the opportunity of promotion of organizational citizenship behaviors can be an effective factor in increasing human resources productivity.

scholarly journals The Relation of Career Adaptability to Values Realization Degree and Organizational Citizenship Behavior

2020 ◽  
Author(s):  
Qingsong Zhu ◽  
Ruiting Tan ◽  
Ping Wang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Reliability And Validity ◽  
Test Reliability ◽  
Citizenship Behavior ◽  
Career Adaptability ◽  
The Social ◽  
Sample Data ◽  
Intermediary Role ◽  
The Relationship

The sudden outbreak of the pandemic COVID-19 inevitably has a great impact on economic and social development. Therefore, the innovation-driven value becomes more and more prominent. Through literature review, it is not difficult to find that values have gradually become an important reference standard for organizations to select talents for their teams, as well as an important reference factor for studying organizational citizenship behavior. In order to explore the relationship between values realization degree and organizational citizenship behavior, this investigation based on the social interaction theory was conducting using a sample of enterprise staff (N=358). In this paper, LISRELV9.2 and SPSS21.0 were used to analyze the sample data, including descriptive statistical analysis, common variance deviation test, reliability and validity test, one-way ANOVA, correlation analysis, regression analysis, and validation of mediating effects. The results showed that values realization degree positively predicted organizational citizenship behavior, and job satisfaction played an intermediary role in the relationship between values realization degree and organizational citizenship behavior. Besides, there were some differences between the relation that work values realization degree and organizational citizenship behavior acted on organizational citizenship behavior.

scholarly journals Emotional Intelligence as a Moderator in the Relationship between Occupational Stress and Organizational Citizenship Behavior among Nigerian Graduate Employees

2019 ◽  
Vol 10 (6A) ◽  
pp. 152-163
Author(s):  
John K. Aderibigbe ◽  
Themba Q. Mjoli
Keyword(s):  
Emotional Intelligence ◽  
Organizational Performance ◽  
Occupational Stress ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Intervention ◽  
Pearson Correlation ◽  
Citizenship Behavior ◽  
Validated Questionnaire ◽  
The Relationship

The study investigated emotional intelligence as a moderator in the relationship between occupational stress and organizational citizenship behavior among graduate employees in Nigeria. The purpose of the study was in twofold: firstly, to empirically examine the relationship between occupational stress and organizational citizenship behavior. Secondly, to empirically investigate if emotional intelligence would moderate the relationship between occupational stress and organizational citizenship behavior. The study was conducted to demonstrate whether the presence of emotional intelligence could result in a better level of employee performance, even as employees experience a certain level of occupational stress. In view of the above, the study has contributed to the formation of a new model of psychological intervention for occupational stress and organizational citizenship behavior. The study adopted the positivist explanatory cross-sectional (survey) research design to systematically sample opinions of 1,532 male and female graduate employees across. The various sectors of the Nigerian economy, using a structured and validated questionnaire and version 20 of the Statistical Package for the Social Sciences (SPSS), two hypotheses were stated and analyzed using Pearson Correlation Analysis and Multiple Regression Analysis while the percentage, mean, standard deviation and the frequency of the biographical and occupational data were also determined by the descriptive statistics. The results showed that there was a weak positive relationship between occupational stress and organizational citizenship behavior. Emotional intelligence significantly moderated the relationship between occupational stress and organizational citizenship behavior. Human resource managers should develop emotional intelligence in employees in order to increase the level of organizational performance, and reduce the negative impact of occupational stress. This could be achieved through training and seminar participation. Recommendations of the study could assist in training and developing effective manpower capacity towards improving the economy of the nation.

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.

ANALISIS FAKTOR YANG MEMPENGARUHI PERILAKU ORGANISASI PERAWAT DI RUMAH SAKIT UMUM DAERAH KABUPATEN LUWU

2018 ◽  
Vol 8 (01) ◽  
pp. 723-733
Author(s):  
Hairuddin Safaat ◽  
Tn. Jumadil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Regression Coefficient ◽  
Positive Impact ◽  
Citizenship Behavior ◽  
P Value ◽  
Main Concern

The needs of nurses who have the category of "good citizen" is the main concern that can not be ignored by management because it will have a positive impact on the organization.The purpose of this research is to analyze the influence of workload, job satisfaction and organizational commitment to Organizational Citizenship Behavior nurses. The research involved 104 implementer nurses. Data excavation techniques used questionnaires and interviews. Data were analyzed by regression analysis, t test, F test and coefficient of determination.The result of the research at the 5% significance level shows that: Workload has positive effect not significant to OCB nurse (regression coefficient: 0.116, p value: 0.245). The variables that give positive and significant influence to the nurse OCB are job satisfaction (regression coefficient: 0,226 and p value: 0,022) and organizational commitment (regression coefficient: 0,253 and p value: 0,012). Workload, job satisfaction and organizational commitment simultaneously give positive and significant influence to OCB nurse (F arithmetic: 4.836) with sig value: 0,003). Organizational commitment was the most dominant variable significantly influence the organizational citizenship behavior of nurses in the context of nurses in Batara Guru regional hospital, Luwu regency. Keywords : Work load, job satisfaction, organizational commitment, Organizational Citizenship Behavior

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 Corporate Social Responsibility, Green Human Resources Management, and Sustainable Performance: Is Organizational Citizenship Behavior towards Environment the Missing Link?

2021 ◽  
Vol 13 (3) ◽  
pp. 1044
Author(s):  
Saqib Yaqoob Malik ◽  
Yasir Hayat Mughal ◽  
Tamoor Azam ◽  
Yukun Cao ◽  
Zhifang WAN ◽  
...  
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Human Resources ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Human Resources Management ◽  
Citizenship Behavior ◽  
Resources Management ◽  
Sustainable Performance ◽  
Corporate Social

The manufacturing sector is one of the major sources contributing towards economies as well as environmental pollution. Contributing to the theory of ability motivation opportunity theory, the aim of the current study was to investigate the mediating role of organizational citizenship behavior towards the environment on the relationship between green human resources management (green recruitment and selection, green training, green rewards, and green performance evaluation), corporate social responsibility, and sustainable performance (economic, social, and environmental performance). The quantitative survey research design was used in the current study and structured questionnaires were distributed for the collection of data. The cross-sectional data were collected from 150 firms. Sample of the study was consisted of HRM managers, directors. Total 200 questionnaires were distributed but 150 completed responses were received and analyzed. A structured questionnaire was used. For data analysis, smart partial least square structural equation modeling (PLS-SEM) was used. The measurement model and the structural model were developed and tested in the study. The measurement model aim was to investigate and establish reliabilities and validities of the instrument while to test hypotheses structural model was formulated/developed. Results revealed that the instrument was found reliable and valid; the instrument has met all standard criteria for average variance extracted, composite/construct reliability factor loadings, and alpha values. While structural models illustrated that all hypotheses are accepted. It is concluded from the results that organizational citizenship behavior towards the environment significantly mediated the relationship between corporate social responsibility and green human resource management practices. This implies that organizational citizenship behavior towards environment significantly effects sustainable performance. The originality of the current study lies in highlighting corporate social responsibility, green human resources management practices to enhance sustainable performance through organizational citizenship behavior towards environment.

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.

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