scholarly journals Professional Employee Retention: Examining The Relationships Between Organizational Citizenship Behavior And Turnover Cognitions.

2015 ◽  
Vol 31 (4) ◽  
pp. 1437 ◽  
Author(s):  
Pascal Paille ◽  
Nicolas Raineri ◽  
Patrick J Valeau
Keyword(s):  
Social Workers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Retention ◽  
Civic Virtue ◽  
Intention To Leave ◽  
Citizenship Behavior ◽  
Turnover Cognitions ◽  
Professional Employee

The purpose of this study is to examine the relationships between organizational citizenship behaviour, intention to search a job, intention to leave the organization, and the profession. Using a sample of social workers (N = 327), findings show that while intention to leave the employer is explained by helping, civic virtue and sportsmanship, intention to leave the profession is explained only by civic virtue and sportsmanship. The implications of the findings are discussed.

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.

Working Extra Hours in the Australian Public Service: Organizational Drivers and Consequences

2016 ◽  
Vol 38 (2) ◽  
pp. 193-217 ◽  
Author(s):  
Jeannette Taylor
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Significant Proportion ◽  
Working Hours ◽  
Organizational Factors ◽  
Intention To Leave ◽  
Well Being ◽  
Citizenship Behavior

Why do government employees work long hours, and what are the consequences? Although there is generally little scope for extra pay in return for extra hours in the Australian Public Service (APS), a significant proportion of its employees work long hours. This study draws from the organizational citizenship behavior literature in an attempt to understand why APS employees work extra hours. It uses the 2015 APS Employee Census to examine the APS employees’ patterns of working hours and the links between working extra hours and three outcomes: job performance, personal well-being, and intention to leave one’s agency. Several organizational factors are found to be positively associated with working extra hours. Many who work extra hours also believe that their job performance is high, but they report poor well-being and are thinking of leaving their agency.

scholarly journals How authentic leadership promotes individual performance

2018 ◽  
Vol 67 (9) ◽  
pp. 1585-1607 ◽  
Author(s):  
Neuza Ribeiro ◽  
Ana Patrícia Duarte ◽  
Rita Filipe
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Civic Virtue ◽  
Individual Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles. Design/methodology/approach The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB. Findings The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship. Research limitations/implications Additional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship. Practical implications Organizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles. Originality/value This study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.

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.

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 ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA PENGURUS KELOMPOK STUDI ISLAM ASY SYIFA FAKULTAS KEDOKTERAN UNIVERSITAS LAMBUNG MANGKURAT

Jurnal Ecopsy ◽  
2017 ◽  
Vol 4 (2) ◽  
pp. 103
Author(s):  
ROOSWITA SANTIA DEWI ◽  
PRIMA YUDHA FRANSISTYA
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Research Method ◽  
Research Result ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Measuring Instrument ◽  
The Subject ◽  
And Gender ◽  
Behavior Organization

ABSTRAK  Organizational Citizenship Behavior (OCB) dijiadikan sebagai indikator keberhasilan dalam suatu organisasi. Penelitian ini bertujuan untuk mengetahui gambaran perilaku Organizational Citizenship Behavior (OCB) pada pengurus Kelompok Studi Islam Asy Syifa Fakultas Kedokteran Universitas Lambung Mangkurat. Metode penelitian menggunakan wawancara dengan alat ukur menggunakan aspek OCB. Subjek penelitian terdiri dari dua subjek yaitu subjek  pertama IK (laki-laki dan usia 22 tahun) dan subjek kedua AK (perempuan dan usia 20 tahun). Berdasarkan hasil penelitian ditemukan bahwa IK dan AK termasuk pengurus yang memiliki organizational citizenship behavior pada organisasi, karena telah memenuhi beberapa aspek organizational citizenship behavior yaitu Altruism, civic virtue, sportsmanship, conscientiousness dan courtesy. Pada aspek altruism terdapat perbedaan reaksi yang diberikan kedua subjek yaitu pada subjek IK memiliki inisiatif dari diri sendiri untuk bersedia menolong pengurus lain untuk menggantikan tugasnya, jika pengurus tersebut memang tidak mampu atau berhalangan. Namun, pada subjek AK kurang  memiliki inisiatif untuk membantu pekerjaan pengurus lain, kecuali diminta bantuan oleh pengurus tersebut. Dari penelitian ini didapatkan pula faktor yang membentuk organizational citizenship behavior pada kedua subjek yaitu usia, lingkungan teman sebaya, lama bekerja di organisasi dan jenis kelamin yang mempengaruhi proses bertahannya organizational citizenship behavior.  Kata kunci: Organizational Citizenship Behavior, Organisasi KSI As Syifa. ABSTRACT  Organizational Behavioral Behavior (OCB) is used as an indicator of success in an organization. This study aims to determine the description of behavior Organizational Citizenship Behavior (OCB) on the management of Islamic Study Group Asy Syifa Faculty of Medicine, University of Lambung Mangkurat. The research method used interview with measuring instrument based on aspect organizational citizenship behavior. The subjects consisted of two subjects: the first subject of IK (male and 22 years of age) and second subject AK (female and age 20 years). Based on the research result, it is found that IK and AK including management  have organizational citizenship behavior in organization, because it has fulfilled several aspects of organizational citizenship behavior namely altruism, civic virtue, sportsmanship, conscientiousness and courtesy. In the altruism aspect there is a difference of reaction given by both subjects that is on IK subject has initiative from self to be willing to help other management to replace its duty, if the management is indeed unable or unable to. However, on the subject of AK has less initiative to assist the work of other administrators, unless requested assistance by the management. From this research also found the factors that make up the organizational citizenship behavior on both subjects are age, peer environment, long work in organization and gender affecting the process of survival organizational citizenship behavior.  Keywords: Organizational Citizenship Behavior, Organization of KSI As Syifa.

scholarly journals PENGARUH ORGANISATIONAL CITIZENSHIP BEHAVIOR (OCB) TERHADAP KINERJA DOSEN UNIVERSITAS SULAWESI BARAT

2018 ◽  
Author(s):  
Magfirah
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Citizenship Behavior

Penelitian ini bertujuan untuk mengetahui pengaruh Organizational Citizenship Behavior (OCB) terhadap kinerja dosen Universitas Sulawesi Barat dengan beberapa indikator yaitu altuisme, conscientiousness, civic virtue, sportsmanship dan courtesies. Penelitian ini dilaksanakan di Universitas Sulawesi Barat. Populasi penelitian adalah seluruh dosen Universitas Sulawesi Barat, baik dosen tetap maupun dosen luar biasa. Sampel dipilih secara total. Pengumpulan data dilakukan dengan tekhnik observasi, wawancara, dan kuesioner. Data dianalisis dengan persentase dan regresi linear. Hasil yang diharapkan bahwa Organizational Citizenship Behavior (OCB) berpengaruh secara signifkan terhadap kinerja dosen Universitas Sulawesi Barat.

The Impact of Transformational Leadership on Employee retention: Role of Organizational and Communication (Preprint)

2019 ◽  
Author(s):  
Shuja Iqbal ◽  
HongYun Tian ◽  
Shamim Akhtar ◽  
Sikandar Ali Qalati
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Employee Retention ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
The Impact ◽  
Moderating Role

BACKGROUND Employee retention has been studied by researchers in relation to many factors. Cost of losing talented employees in much higher than recruiting and training the new ones. Past studies have shown abundant research and importance of chosen variables in different relationships. This study is unique in terms of studying the mediating role of organizational citizenship behavior and moderating role of communication in the selected model. OBJECTIVE This study investigates the impact of transformational leadership on employee retention in SMEs. Furthermore, this study examines the mediating role of organizational citizenship behavior and the moderating role of communication. METHODS Based on random sampling, 505 employees from SMEs were selected to response the constructed questionnaire. Smart PLS structured equation model (PLS-SEM) was used to estimate the various relationships. RESULTS The findings of the study reveal that there is a positive and significant relationship in transformational leadership and organizational citizenship behavior. Similarly, this study found positive and significant relationship in organizational citizenship behavior and employee retention. In addition, organizational citizenship behavior had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates transformational leadership, organizational citizenship employee retention relationships. CONCLUSIONS This study examines the mediation of organizational citizenship behavior and the moderation of communication which have been less studied in the literature. Findings revealed that transformational leadership and communication plays a significant role in relation of organizational citizenship behavior and employee retention. As such, management of SMEs need to pay particular attention to these variables, to retain employees for enhanced productivity and organizational growth.

RANCANGAN INSTRUMEN PENGUKUR ORGANIZATIONAL CITIZENSHIP BEHAVIOR DOSEN PERGURUAN TINGGI SWASTA DI JAKARTA

2021 ◽  
Vol 26 (3) ◽  
pp. 223-236
Author(s):  
Sri Hermawati ◽  
Lies Handrijaningsih ◽  
Titi Nugraheni
Keyword(s):  
Principal Component Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Content Validity ◽  
Principal Component ◽  
Civic Virtue ◽  
Component Analysis ◽  
Citizenship Behavior ◽  
Cronbach Alpha ◽  
Total Item

Beberapa penelitian menunjukkan bahwa salah satu faktor yang ikut berperan dalam karier individu adalah Organizational Citizenship Behavior (OCB). OCB mengacu pada perilaku peran ekstra karyawan, yaitu perilaku yang bersifat sukarela dan melampaui ekspektasi peran normal. Berbagai penelitian menunjukkan bahwa pemberlakuan OCB memiliki dampak positif yang kuat pada berbagai hasil kerja individu. Mengingat peran dan dampak OCB dalam organisasi maka perlu disusun instrumen yang tepat untuk mengukur OCB. Penelitian ini dilakukan untuk menyusun instrumen pengukur OCB di kalangan dosen. OCB diukur dari lima dimensi yakni altruism, courtesy, conscientiousness, sportsmanship, dan civic-virtue. Uji reliabilitas dilakukan dengan melihat statistik Cronbach Alpha. Uji validitas ini menggunakan Content Validity Ratio. Validitas isi instrumen diperoleh dengan memberikan kuesioner yang dirancang kepada panelis yang terdiri dari pakar yang berkecimpung di dunia pendidikan dengan bidang psikologi dan manajemen. Pengujian validitas item sebagai pengukur variabel juga dilakukan dengan analisis Principal Component Analysis (PCA). Hasil uji PCA menunjukkan terbentuknya 10 variabel yang dapat digunakan untuk mengukur OCB di kalangan dosen. Total item pernyataan yang membentuk 10 variabel tersebut adalah 36 item pernyataan.

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