scholarly journals Professional commitment: Its effect on kindergarten teachers’ organizational citizenship behavior

2021 ◽  
Vol 16 (4) ◽  
pp. 2037-2048
Author(s):  
Gunarti Dwi Lestari ◽  
Umi Anugerah Izzati ◽  
Kartika Rinakit Adhe ◽  
Dian Eka Indriani
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Survey Design ◽  
Kindergarten Teachers ◽  
Citizenship Behavior ◽  
Professional Commitment ◽  
Research Subjects ◽  
Cross Sectional Survey ◽  
Cross Sectional

Organizational Citizenship Behavior (OCB) is one of the keys to the success of an organization. This current research aims to evaluate the effect of Professional Commitment on Kindergarten teachers' OCB. This quantitative research applies a cross-sectional survey design with an explanatory research type, with 145 Kindergarten teachers as the research subjects. The results show that Professional Commitment significantly affects OCB by 70.6%. In addition, teachers with higher Professional Commitment possess higher OCB in carrying out their professional duties. The results also show that the dimensions of Affective Professional commitment, Normative Professional commitment, and Continuance Professional commitment significantly affect the OCB of Kindergarten teachers.         Keywords: Professional Commitment, Organizational Citizenship Behavior, kindergarten teachers

scholarly journals Does the Job Category Affect Employments’ Organizational Citizenship Behavior In Hospitals?

2021 ◽  
Vol 20 (1) ◽  
pp. 74-80
Author(s):  
Mohammad Ali Jahani ◽  
Fatemeh Hoseini Rostami ◽  
Hakimeh Mehdizadeh ◽  
Shahrbanoo Mahmoudjanloo ◽  
Hossein Ali Nikbakht ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Medical Science ◽  
Citizenship Behavior ◽  
Cross Sectional Survey ◽  
Northern Iran ◽  
Cross Sectional ◽  
The Mean ◽  
Job Category

Background and Objective: Organizational citizenship behavior (OCB) is one of facilitatingfactors in improving the quality of service in healthcare section. This study aimed at investigatingthe possible relationship between the job category and employees’ organizational citizenshipbehavior in some selected hospitals located in Northern Iran. Material and Methods: Thisapplied research was a descriptive-analytical cross-sectional survey conducted in 2016 amongtherapeutic and non-therapeutic/administrative employees working in 5 selected hospitals locatedin Golestan province, Iran. 320 employees were selected randomly by using Cochran samplingformula. The Persian version of Podsakoff’s standard scale for measuring the organizationalcitizenship behavior was used for data collection. The gathered data were analyzed by usingSPSS 18 and applying independent t-test and regression analysis. Results: The mean rate of nontherapeuticemployees’ organizational citizenship behavior (94.38±7.57) was higher than that oftherapeutic ones (93.98±9.36). The component altruism with 20.78±2.75 among therapeutic staffand the component conscientiousness with 20.87±2.09 among non-therapeutic staff were in thehighest rate. The mean differences of the components of the organizational citizenship behaviorwere not significant, The lowest rate belonged to the component civic virtue (14.28±2.03), butin altruism in which the difference was significantly positive (p= .039). Conclusion: Althoughthe job category has a low effect on the organizational citizenship behavior, the managersof healthcare centers can improve their employees’ organizational citizenship behavior byimproving organizational culture, work motivation and job satisfaction among the staff. Bangladesh Journal of Medical Science Vol.20(1) 2021 p.74-80

scholarly journals Effect of Organizational Justice on Organizational Citizenship Behaviour at Barombong Maritime Polytechnic Makassar City

2019 ◽  
Author(s):  
Ilham Ashari ◽  
Rahmat Rahmat ◽  
Atta Irene Allorante ◽  
Badu Ahmad
Keyword(s):  
Emotional Intelligence ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Statistical Test ◽  
Sem Analysis ◽  
Civil Servants ◽  
Citizenship Behavior ◽  
Cross Sectional

Organizational justice emerged as an essential concept in predicting Organizational Citizenship Behavior (OCB). However, in various studies, there are still gaps in research results where organizational justice will not always affect OCB. Thus, the researcher aims to analyze the effect of Emotional Intelligence on the OCB employee at Barombong Maritime Polytechnic Makassar City. The design of this study is quantitative research with a cross-sectional approach. The sample in this study were all civil servants as many as 75 people. The statistical test used is the SEM analysis test with AMOS software. The findings of this study are organizational justice has a positive and significant effect on the OCB employee at Polytechnic of Shipping Makassar City, which is statistically proven where the significance value is less than 0.05 or (0,000 <0.05) and the CR value is positive and is greater than 1 .96 (3.441> 1.96). This research implies that when organizational justice is improved, OCB will also increase.

Impact of Perceived Organizational Support on Citizenship Behavior of ITES Employees

2019 ◽  
Vol 8 (3) ◽  
pp. 24-29
Author(s):  
Seena Nikhil ◽  
J. Arthi
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Demographic Factors ◽  
Well Being ◽  
Citizenship Behavior ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The Impact

This study attempts to investigate the effect of Perceived Organizational Support (POS) of employees on their Organizational Citizenship Behavior (OCB). It also examines if there are significant differences in the impact of POS on OCB of employees due to demographic factors (age, gender, tenure, designation) of employees. POS indicates the perception of employees regarding the extent to which their organization appreciates their contribution and cares for their well-being (Rhoades & Eisenberger, 2002). OCB refers to employee participation in tasks that are not formally a part of the job description, but are beneficial for the organization as a whole (Organ & Ryan, 1995). In the current business scenario, when employee turnover rate poses a serious threat to businesses, employers increasingly value employee loyalty and dedication. A cross-sectional survey was conducted to obtain the perceptions of 272 employees working in Information Technology Enabled Services (ITeS) Sector, Bangalore, India. The results of the study indicate that POS had a significant impact on Organizational Citizenship Behavior (OCB) of employees. Among the demographic factors, organizational tenure influenced the impact of POS on OCB. This paper has implications for employers and top management who struggle to retain their employees.

Are e-learning Webinars the future of medical education? An exploratory study of a disruptive innovation in the COVID-19 era

2020 ◽  
pp. 1-10
Author(s):  
Colin J. McMahon ◽  
Justin T. Tretter ◽  
Theresa Faulkner ◽  
R. Krishna Kumar ◽  
Andrew N. Redington ◽  
...  
Keyword(s):  
Deep Learning ◽  
Carbon Footprint ◽  
Quantitative Research ◽  
Survey Design ◽  
Hybrid Approach ◽  
Disruptive Innovation ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
E Learning ◽  
The Impact

Abstract Objective: This study investigated the impact of the Webinar on deep human learning of CHD. Materials and methods: This cross-sectional survey design study used an open and closed-ended questionnaire to assess the impact of the Webinar on deep learning of topical areas within the management of the post-operative tetralogy of Fallot patients. This was a quantitative research methodology using descriptive statistical analyses with a sequential explanatory design. Results: One thousand-three-hundred and seventy-four participants from 100 countries on 6 continents joined the Webinar, 557 (40%) of whom completed the questionnaire. Over 70% of participants reported that they “agreed” or “strongly agreed” that the Webinar format promoted deep learning for each of the topics compared to other standard learning methods (textbook and journal learning). Two-thirds expressed a preference for attending a Webinar rather than an international conference. Over 80% of participants highlighted significant barriers to attending conferences including cost (79%), distance to travel (49%), time commitment (51%), and family commitments (35%). Strengths of the Webinar included expertise, concise high-quality presentations often discussing contentious issues, and the platform quality. The main weakness was a limited time for questions. Just over 53% expressed a concern for the carbon footprint involved in attending conferences and preferred to attend a Webinar. Conclusion: E-learning Webinars represent a disruptive innovation, which promotes deep learning, greater multidisciplinary participation, and greater attendee satisfaction with fewer barriers to participation. Although Webinars will never fully replace conferences, a hybrid approach may reduce the need for conferencing, reduce carbon footprint. and promote a “sustainable academia”.

Organizational barriers to employee training and learning: evidence from the automotive sector

2018 ◽  
Vol 32 (3) ◽  
pp. 8-10 ◽  
Author(s):  
Alex Anlesinya
Keyword(s):  
Quantitative Research ◽  
Survey Design ◽  
Employee Training ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Content Type ◽  
Organizational Barriers ◽  
Cultural Systems ◽  
Management Commitment ◽  
Common Barriers

Purpose This study examines the factors that hinder employee training and learning in the automotive industry in Ghana, Africa. Design/methodology/approach The study adopts quantitative research methodology and cross-sectional survey design. Eighty-nine usable questionnaires from employees of an automotive organization in Ghana are used. Descriptive statistics and one-sample t-test are used for the analyses. Findings The results indicate that organizational culture, poor management commitment to training, inadequate promotion prospects, and lack of transparency and fairness in trainees’ selection are the most common barriers to employee training and learning. Practical implications Top management should provide opportunities to employees to apply new skills and knowledge they acquired. Fair and transparent procedures should be used to select training beneficiaries. Finally, organizations should develop cultural systems that encourage continuous learning motivation among their employees. Originality/value In this era of knowledge-driven economy, this research highlights factors that inhibit employees’ motivation to learn.

scholarly journals Organizational Citizenship Behavior on Nurses : The Role of Organizational Climate and Commitment

2021 ◽  
Vol 17 (1) ◽  
pp. 32-41
Author(s):  
Abdhy Aulia Adnans ◽  
Sherry Hadiyani ◽  
Siti Zahreni ◽  
Fahmi Fahmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Citizenship Behavior ◽  
Quality Health ◽  
Simultaneous Influence ◽  
Quality Health Services

Abstract Hospitals in organizing excellent quality health services require human resources committed to the organization and a positive and conducive organizational climate. This study aims to determine the effect of organizational climate and organizational commitment to organizational citizenship behavior of nurses at USU Hospital. In this study, there are two independent variables: organizational climate and organizational commitment, and one dependent variable: organizational citizenship behavior. This research is quantitative research conducted using samples from the population of nurses at USU Hospital, where a sample of 125 nurses was obtained. The data analysis method used in this study is a statistical analysis with multiple regression analysis methods. Findings. The result of this study indicates a simultaneous influence between organizational climate and organizational commitment to organizational citizenship behavior.

scholarly journals Impact of Organizational Justice and Organizational Citizenship Behavior on Employees Performance

2018 ◽  
Vol 8 (2) ◽  
pp. 187 ◽  
Author(s):  
Samreen Ismail ◽  
Zafar Iqbal ◽  
Muhammad Adeel
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Research Question ◽  
Positive Association ◽  
Citizenship Behavior ◽  
Significant Positive Association ◽  
Cross Sectional ◽  
Theoretical Concepts ◽  
Azad Kashmir

Organizational Justice has been considered a significant subject in the operative organizations functioning. Whereas Organizational Citizenship Behavior is important to achieve the organizational success therefore organizations encourage and facilitate the OCB in order to produce effectiveness and efficiency in organization functions. The primary aim of this research is to investigate the role of organizational justice and organizational citizenship behavior in enhancing employees’ performance in academic setting. Organizational justice plays a pivotal role in shaping individual behavior and particularly extra role behavior such organizational citizenship behavior. To answer the research question, the cross sectional data were collected through a questionnaire from 190 employees working in different universities of Azad Kashmir Pakistan. Our findings reveal that there is a significant positive association among organizational justice (OJ), organizational citizenship behavior (OCB) and Employees performance (EP). The results indicated that Organizational Justice and Organization Citizenship Behaviors was significant predictor of Employees performance. This research contributes to the managerial literature by identifying and applying theoretical concepts into a different sample and organizational settings.

scholarly journals THE RELATIONSHIP BETWEEN ETHNOCULTURAL EMPATHY AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) AMONG PUBLIC SERVANTS IN SABAH

2021 ◽  
Vol 6 (42) ◽  
pp. 469-481
Author(s):  
Razima Hanim Osman ◽  
Mariny Abdul Ghani ◽  
Norzaliza Alis
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Cultural Context ◽  
Well Being ◽  
Citizenship Behavior ◽  
Public Employees ◽  
Positive Relationships ◽  
Cross Sectional Survey ◽  
Ethnocultural Empathy ◽  
The Relationship

Organizational citizenship behavior (OCB) throughout literature provides evidence that benefits both employees and the organizations in terms of increasing the level of employees' well-being, work satisfaction, customers' satisfaction as well as the quality of work performance. Hence, it is important to understand the possible reasons behind the occurrence of OCB to increase the likelihood of employees engaging in OCB. Based on the prosocial motivational concept, empathy is the main motivator to helping behaviors thus open up the possibility of linkage between empathy and extra-role behaviors such as OCB. Moreover, this linkage is important for public employees especially those who are working in organizations that have multi-ethnic employees as well as providing services to meet vast societal needs and demands. The present article set out to examine the relationship between ethnocultural empathy and OCB among public employees in Sabah. A cross-sectional survey was used to gather a response of 213 public employees who are working in the Jabatan Pendaftaran Negara Negeri Sabah (JPN) based on the selected districts in Sabah. Results showed positive relationships between organizational citizenship behavior-individual (OCBI) with empathic awareness (EA) dimensions. Results also showed positive relationships between organizational citizenship behavior-organization (OCBO) with empathic feeling and emotion (EFE). By focusing on the aspect of culture in empathy such as ethnocultural empathy can help researchers to understand how culture influences the cognition and emotions of individuals to understand other people's experiences especially those who have a different cultural and ethnic background. Apart from that, the concept itself strengthens the ability to understand the thinking and feeling of others in their cultural context thus increases the likelihood to perform extra-role behavior such as OCB.

scholarly journals PENGARUH GAYA KEPEMIMPINAN TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) DI POLITEKNIK LP3I JAKARTA KAMPUS JAKARTA UTARA

2017 ◽  
Vol 6 (1) ◽  
pp. 75
Author(s):  
Iis Kartini
Keyword(s):  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Citizenship Behavior ◽  
Quantitative Research Methods ◽  
Very High ◽  
Simple Regression

<p><em>This study entitled "The Effect of Leadership Style of Organizational Citizenship Behavior (OCB) In LP3I Polytechnic Campus Jakarta North Jakarta". The purpose of this study was to determine the influence of leadership style on organizational citizenship behavior at Polytechnic LP3I Jakarta, North Jakarta Campus and determined the dominant leadership style indicators affect the organizational Citizenship Behavior (OCB) at Polytechnic LP3I North Jakarta Campus conducted in this experiment, namely descriptive quantitative research methods. The population of this research is all employees of Polytechnic LP3I North Jakarta Campus that counted of 33 empolyees and sampling technique used is by simple random sampling which resulted in a sample of 33 employees. The instrument used in this study was a questionnaire and analysis of the data used is simple regression. The results of this research that there is a positive and significant effect of leadership style on organizational citizenship behavior amounted to 24.4%. There is a positive correlation between leadership style to organizational citizenship behavior demonstrated by the correlation coefficient (R) of 0.494 (very high).</em><em></em></p>

scholarly journals Professional Commitment and Career Maturity of Full-Time Nursing Postgraduates in China: A Cross-Sectional Study

2020 ◽  
Author(s):  
kejimu sunzi ◽  
cheng lei ◽  
jun pan ◽  
mei ju
Keyword(s):  
Response Rate ◽  
Career Planning ◽  
Survey Design ◽  
Career Maturity ◽  
Cross Sectional Study ◽  
Professional Commitment ◽  
Full Time ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
The Status

Abstract Background: Nursing is becoming ever more demanding, and is regarded as a stressful occupation because of manpower shortages and various other challenges associated with nursing practice.This article describes the students’ professional commitment and career maturity, and students establish their career objectives during the early stages of their graduate study. Methods: A cross sectional，survey design was conducted at universities in China. A sample of 184 students was selected using the professional commitment scale and career maturity scale to investigate the status quo of professional commitment and career maturity of full-time nursing postgraduates. Data was collected using self-designed demographic characteristics of the student, professional commitment scale, career maturity scale in 2019.Data was analyzed using correlation coefficient test(α < 0.05 ).Results: Participants returned 184 surveys (response rate, 100%) . Career maturity (105.12±11.13), Specialty commitment(90.0 ±12.09),Career maturity was positively correlated with Professional Commitment (r=0.20).Conclusions: The career maturity and professional commitments of full-time nursing postgraduates were of an average level. Career planning courses could be useful to strengthen the vocational education of the post-graduate students.

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