scholarly journals Generation Z and organizational citizenship behavior of sharia banking

2021 ◽  
Vol 25 (2) ◽  
pp. 131-141
Author(s):  
Ahyar Yuniawan ◽  
Eldes Willy Filatrovi ◽  
Iqbal Arraniri
Keyword(s):  
Career Development ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Citizenship Behavior ◽  
Islamic Banking ◽  
Sample Number ◽  
Generation Z ◽  
The Impact

Purpose: The goal of this study is to test and examine the effect of organizational support on employee engagement and OCB; the impact of career development on employee engagement and OCB; as well as the impact of employee engagement on OCB. The survey was carried out on Indonesia's 200 Sharia Banking Generation Z employees. Design/methodology/approach: All Generation Z employees working as the population in Islamic banking companies in Indonesia use the questionnaire and interviews to collect data. The purposeful sampling was used in this study where the researcher understood that it was possible to gather the appropriate information from a particular population that was able to provide the information requested and that the predetermined criteria had been fulfilled. Since the population is too large, this method was chosen. 200 samples consist of the sample number. In this analysis, SEM is the method used to process information (Structural Equation Model) Findings: The organizational support variable is shown to be capable of influencing employee engagement, which means that the better organizational support offered by the company would also increase the greater engagement of Generation Z employees in Sharia banking. Variables in work growth can affect employee engagement, meaning that the greater company's career development, the greater employee's engagement. Organizational support has been shown to affect OCB, which shows that the better organizational support of the corporation, the greater organizational citizenship behavior of the employee. It is seen that career development is capable of impacting OCB, which means that the greater employee's additional position operation will bring a stronger implementation of career development. The employee engagement variable has also proven to be able to influence OCB, which means that the greater employee engagement, the greater additional role of Generation Z employees in Islamic banking. Research limitations/implications: Limitations in this study include the nature of open-ended questions which are less understood by respondents, so that many respondents responded with inappropriate answers and some others were not filled in causing the lack of information obtained about the actual situation in current Islamic banking. With this limitation, it is hoped that further scientific research will be considered and made to obtain better research results. Practical implications: The organization would concentrate more on progress in the career development system, taking into account, among other considerations, other variables. Organizations could try to shape their identities as responsible corporate or global citizens by taking a leadership position in sustainable business practices and demonstrating to millennials that OCB is an important way to meet their service needs. The millennial workers would welcome these events, which would encourage them to take on additional duties by assisting other colleagues. Such efforts will be necessary in the twenty-first century to build an effective workforce. Originality/value: It has been shown that employee engagement as an intervening variable can mediate the impact on organizational citizenship behavior between organizational support and career growth, although calculations show that the direct effect of independent variables (organizational support and career development) on OCB is greater than that through employee engagement variable (indirect influence).

scholarly journals Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

2021 ◽  
Vol 13 (14) ◽  
pp. 7800
Author(s):  
Ayman Alshaabani ◽  
Farheen Naz ◽  
Róbert Magda ◽  
Ildikó Rudnák
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Structural Equation ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Impact

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

scholarly journals PERAN EMPLOYEE ENGAGEMENT DALAM MEMEDIASI PENGARUH PENGEMBANGAN KARIR TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 8 (9) ◽  
pp. 5527
Author(s):  
Ni Wayan Sri Indryani ◽  
I Komang Ardana
Keyword(s):  
Career Development ◽  
Employee Engagement ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Significant Positive Effect ◽  
Analysis Technique ◽  
Positive Effect

The purpose of this study was to determine the direct effect of career development on employee engagement, the direct effect of career development and employee engagement on OCB, and the role of employee engagement in mediating the influence of career development on OCB. This research was conducted at CS Hotel and SPA Ubud with a sample of 84 peoples. The number of samples is determined by the saturated sampling method and data collection is done through interviews and questionnaires. The data analysis technique used is PLS. Based on the results of the study it was found that career development had a significant positive effect on employee engagement and career development and employee engagement had a significant positive effect on OCB. The results also show that employee engagement has a role as a mediating variable that strengthens the influence of career development on OCB. Keywords: organizational citizenship behavior, employee engagement, career development.  

Exploring the Impact of Organizational Citizenship Behavior on Perceptions of E-Filing Success

2016 ◽  
Vol 3 (1) ◽  
pp. 43-52 ◽  
Author(s):  
Lemuria Carter ◽  
Gwendolyn McFadden-Wade ◽  
Jean T. Wells
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
The United States ◽  
Citizenship Behavior ◽  
Assistance Program ◽  
User Perceptions ◽  
Filing System ◽  
The Impact

Organizational citizenship behavior (OCB) and perceived organizational support (POS) have been explored extensively in the literature. highlights the need for more Information Systems (IS) research in this area. In this study the authors explore how technological advancements have improved the online tax filing process in the United States. In particular, we administered a survey to 102 Volunteer Income Tax Assistance program (VITA) Site Coordinators to explore the role of OCB and POS on user perceptions of e-filing system success. The results and implications for research and practice are discussed.

Millennials and organizational citizenship behavior

2018 ◽  
Vol 41 (7) ◽  
pp. 774-788 ◽  
Author(s):  
Baiyun Gong ◽  
Regina A. Greenwood ◽  
David Hoyte ◽  
Arlene Ramkissoon ◽  
Xin He
Keyword(s):  
Career Development ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Job Crafting ◽  
Citizenship Behavior ◽  
Full Time ◽  
Job Outcomes ◽  
Content Type ◽  
Career Anchor ◽  
The Impact

Purpose Growing up in the technology era and heavily invested in longer full-time education, the millennial workforce holds unique characteristics that may influence important job outcomes. Building on the recent research on workforce generations, this paper aims to investigate not only the overall effect of the millennial generation on organizational citizenship behavior (OCB) but also the nuanced effect of how workforce generations may interact with two factors in career development (i.e. job crafting and career anchor) in predicting OCB. Design/methodology/approach An online survey was conducted among full-time workers in the USA, 321 (64 per cent) of whom were millennials. Hierarchical regression was used to test the hypotheses. Findings Results indicated that millennials appeared to be less interested in OCB compared to earlier generations in the workforce. Nevertheless, some dimensions of OCB increased when millennials conducted resource-related job crafting or when they held a career anchor on service. In addition, both of these career development factors were positively correlated with OCB. Research limitations/implications This study offers important implications to researchers as well as practitioners and highlights the significance of career development factors in motivating millennials toward desired job outcomes. Originality/value This research is among the initial attempts to assess the impact of job design and career factors on OCB among millennial workers. The findings highlight millennials’ unique perspectives toward OCB and how job crafting and career anchor may play influencing roles on OCB. With millennials becoming the largest generation in the workforce, such knowledge is critical.

scholarly journals Training, Performance Appraisal and Compensation Moderating Impact on the Relationship of Employee Engagement and Organizational Citizenship Behavior

2021 ◽  
Vol 6 (1) ◽  
pp. 217-229
Author(s):  
Dr. Hazrat Bilal ◽  
Dr. Naveed Farooq ◽  
Muhammad Waseem ◽  
Sher Ali
Keyword(s):  
Private Sector ◽  
Performance Appraisal ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Appraisal System ◽  
Training Compensation ◽  
And Performance ◽  
The Impact

The purpose of this paper is to pinpoint the impact of Employee Engagement on Organizational Citizenship Behavior. It also studies the moderating effect of training, compensation and performance appraisal on EE and OCB connection. A survey design was incorporated to select employees from Universities owned by private sector. The causal relationship was checked by regression and hierarchal multiple regression analysis was applied for the centralized impact of moderating variable on EE and OCB relationship. A total of 281 questionnaires were circulated among respondents and 266 valid responses were received back.On the basis of statistical analysis it was found that employee engagement was a good predictor and has a significant impact on OCB. However, the moderating variables training, compensation and performance appraisal were also having a significant impact on the link of employee engagement and OCB. It is recommended that the managers must focus on employees training, compensation and proper appraisal system to further nourish the citizenship behavior of employee in order to promote the organization objectives. The scope of the present research is limited to private sector universities;therefore, in future a relative study of both private and public sector universities may be carried out by considering both administrative and teaching faculty.

scholarly journals PENGARUH SELF-EFFICACY, PERCEIVED ORGANIZATIONAL SUPPORT DAN EMPLOYEE ENGAGEMENT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA PERUSAHAAN DAERAH AIR MINUM KOTA PADANG

2020 ◽  
Vol 1 (1) ◽  
pp. 114-126
Author(s):  
Letnan Dalimunthe ◽  
Marta Iwan Zuanda
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Self Efficacy ◽  
Perceived Organizational Support ◽  
Job Security ◽  
Citizenship Behavior

Penelitian ini bertujuan untuk mengetahui seberapa besar Pengaruh Self-efficacy, Perceived Organizational Support, dan Employee Engagement terhadap Organizational Citizenship behavior pada PDAM Kota Padang. Variabel penelitian yaitu Self-efficacy (X1), Perceived Organizational Support (X2) Employee Engagement (X3) dan Organizational Citizenship Behavior (Y). Metode  pengumpulan data melalui survei dan menyebarkan kuesioner kepada karyawan sebagai responden. Metode analisis yang digunakan adalah uji validitas dan reliabilitas, analisis korelasi, analisis regresi berganda, untuk uji hipotesis digunakan yaitu uji t dan uji F serta dilakukan uji outer model. Hasil penelitian menunjukan (a) Self-efficacy berpengaruh positif dan signifikan terhadap OCB sebesar 3,117 dengan tingkat signifikan (0,003<0,05) (b) Perceived Organizational Support berpengaruh positif dan signifikan terhadap OCB sebesar 3,157 dengan tingkat signifikan (0,002>0,05) (c) Employee Engagement  berpengaruh positif dan tidak signifikan  terhadap OCB sebesar 1,089 dengan tingkat signifikan (0,280<0,05). Sumbangan variabel Self-efficacy, Perceived Organizational Support, dan Employee Engagement terhadap OCB sebesar 0,550 atau 55%, sedangkan selebihnya di pengaruhi variabel lain diluar model penelitian ini. Indicator atau item pernyataan yang paling dominan pada variabel Self-efficacy dengan nilai sebesar 0,735 adalah “kesulitan tugas mampu dihadapi”, pada variabel Perceived Organizational Support dengan nilai 0,802 adalah “job security”, dan pada variabel Employee Engagement dengan nilai 0,849 adalah “ketangguhan mental yang dimiliki”, sedangkan pada variabel Organizational Citizenship Behavior dengan nilai sebesar 0,750 adalah “tepat waktu”.

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