scholarly journals The Relationship between Employees’ Belief in a Just World and Sustainable Organizational Citizenship Behaviors in Chinese Enterprises: The Moderating Effect Model of Interpersonal Intelligence

2022 ◽  
Author(s):  
Liangli Han ◽  
Houyu Zhou ◽  
Chunjie Wang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Just World ◽  
Intelligence Scale ◽  
Chinese Enterprises ◽  
Effect Model ◽  
Behavior Scale ◽  
High Level ◽  
The Relationship

To both survive and develop continuously, enterprises must overcome many kinds of competition and challenges. Cultivating employees' active and sustainable organizational citizenship behavior is important for enterprises to successfully cope with turbulence and uncertain events during their development. In this study, we investigated the development level of and factors influencing employees' organizational citizenship behavior in current organizations. By using the Belief in a Just World Scale, Organizational Citizenship Behavior Scale, and Interpersonal Intelligence Scale, we investigated 230 employees from 15 different enterprises. The results showed that belief in a just world, interpersonal intelligence, and organizational citizenship behavior were significantly positively correlated. Interpersonal intelligence played a moderating role between belief in a just world and organizational citizenship behavior; the organizational citizenship behavior of individuals with high interpersonal intelligence increased with the strengthening of the belief in a just world, and this increase was larger than that experienced by individuals with low interpersonal intelligence. This meant that under a certain level of belief in a just world, a high level of interpersonal intelligence was more conducive to promoting employees' sustainable organizational citizenship behavior.

Relationship between Emotional Intelligence and Organizational Citizenship Behavior

2012 ◽  
Vol 110 (3) ◽  
pp. 899-914 ◽  
Author(s):  
David L. Turnipseed ◽  
Elizabeth A. Vandewaa
Keyword(s):  
College Students ◽  
Emotional Intelligence ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Emotion Understanding ◽  
Citizenship Behavior ◽  
Intelligence Scale ◽  
Multiple Regressions ◽  
Two Samples ◽  
Behavior Scale

This study evaluated hypothesized positive linkages between organizational citizenship behavior and the emotional intelligence dimensions of perception, using emotion, understanding emotion, and management of emotion, involving two samples. Sample 1 comprised 334 employed college students, 52% male, with a mean age of 23.4 yr., who worked an average of 29.6 hr. per week. Sample 2 comprised 72 professors, 81% female, with a mean age of 47 yr. Measures were the Emotional Intelligence Scale and the Organizational Citizenship Behavior Scale. Results of hierarchical multiple regressions indicated a positive link between organizational citizenship behavior and emotional intelligence. There were differences between the samples. In Sample 1, each of the emotional intelligence dimensions were positively linked to citizenship behavior: using and managing emotion were the greatest contributors. In Sample 2, managing emotion was the only contributor. Emotional intelligence had the strongest relationship with citizenship behavior directed at individuals.

scholarly journals Hubungan Antara Komitmen Organisasi dan Perilaku Kewargaan Organisasi pada Fungsionaris Partai Golkar di Bali

2014 ◽  
Vol 1 (2) ◽  
Author(s):  
Dewa Ayu Diah Tri Paramita Putri Nida ◽  
Nicholas Simarmata
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Analysis Method ◽  
Quantitative Correlation ◽  
Organizational Variable ◽  
Behavior Scale ◽  
Equivalent Method ◽  
The Relationship

A phenomenon called "Job Hopping" political elites facing the elections affects the instability of the party. This phenomenon is related to the lack of organization commitment and organizational citizenship behavior at the party functionaries. By committing to the organization, the party functionaries are able to identify themselves to the task and purpose and loyal to the organization. It then makes functionaries to demonstrate Organizational Citizenship behavior. This study is aimed at determining the relationship between organizational commitment and Organizational Citizenship Behavior at Golkar Party functionaries. This research is a quantitative correlation. The subjects are Golkar party functionaries  in Bali by 97 people with age criteria to join at least 5 years, between the ages of 25-65 years and a minimum of High School education/ equivalent. Method of collecting samples is the convenience method. Methods of collecting data are the Organizational Commitment Scale with its reliability 0.814 and Organizational Citizenship Behavior Scale with its reliability 0.791. Normality of commitment organizational variable is 1.127 and Organizational Citizenship Behavior variable is 0.878. Linearity of organizational commitment variable and Organizational Citizenship Behavior variable are 0.000. Data analysis method is by using techniques of the Pearson product moment correlation. The result shows that there is a significant positive relationship between organizational commitment and Organizational Citizenship Behavior on Golkar party functionaries in Bali with 0.529 correlation values and probability value 0.000.   Keywords: Organizational Commitment, Organizational Citizenship Behavior, Golkar Party Functionaries

scholarly journals The Impact of Organizational Climate and Psychological Capital on Organizational Citizenship Behavior

2015 ◽  
Vol 11 (1) ◽  
pp. 224 ◽  
Author(s):  
Taghrid S. Suifan
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Psychological Capital ◽  
Citizenship Behavior ◽  
Behavior Scale ◽  
The Impact ◽  
The Relationship ◽  
Descriptive Method

<span lang="EN-US">The impact that organizational climate has on organizational citizenship behavior through psychological capital was examined in this study. The descriptive method was adopted with a questionnaire-based survey. The constructs of the study were measured by three scales adopted from previous works: the </span><span lang="EN-US">Organizational Climate Questionnaire developed by Koys and DeCotiis (1991), the Psychological Capital Questionnaire developed by Luthans et al. (2007), and the Organizational Citizenship Behavior Scale developed by Lee and Allen (2002)<span>. A random sample of employees at Jordanian banks was selected, and 227 out of the 250 distributed questionnaires were found to be valid for analysis. All the hypotheses were accepted; that is, </span><span>organizational climate has a statistically significant relationship with organizational citizenship behavior, and psychological capital mediates the relationship between organizational climate and </span><span>organizational citizenship behavior</span><span>. For organizations to improve </span><span>organizational citizenship behavior</span>, the <span>psychological capital should be taken into account. </span></span>

scholarly journals HUBUNGAN ANTARA IKLIM ORGANISASI DENGAN PERILAKU KEWARGAAN ORGANISASI PADA KARYAWAN DI PERUSAHAAN RITEL

2015 ◽  
Vol 2 (1) ◽  
Author(s):  
Putu Aninditha Veera Laksmi ◽  
Nicholas Simarmata
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Citizenship Behavior ◽  
Organization Citizenship Behavior ◽  
Coefficient Corrélation ◽  
Behavior Scale ◽  
Climate Scale ◽  
Retail Company ◽  
The Relationship

The improvement of house needs which is added by modern life style, it creates the modern shop pattern in society when fulfilling their needs. Retail Company tries to fulfill society needs by selling products and service that is done by its employees. Therefore, the employees have an important role and they are hoped to emerge extra behavior for the company effectiveness. The company needs employees who do an extra behavior more than their formal job description and they perform to support with company’s hope (Robbins, 2001). In another words, employee does Organizational Citizenship Behavior (OCB). When employees work, they will always connect with their work environment. OCB on employees will be high if they present in a positive organization climate. This research aims to know the relationship between organization climate and organization citizenship behavior in Retail Company employee. Respondents of this research are 95 employees working in 4 Retail Companies. The sampling method is cluster random sampling. The data collecting method is organization climate scale and organization citizenship behavior scale. This research uses content validity and Alpha Cronbach reliability. The reliability of organization climate scale is 0,937 and organization citizenship behavior scale is 0,965. The data distribution of organization climate and organization citizenship behavior is normal (z=0,327; z=0,058; p>0,05). The relationship between organization climate and organization citizenship behavior variable is linear (F=0,000; p<0,01). This research is a quantitative research which its data analysis is simple regression. The result of this research shows that the coefficient regression is 0.720 and the coefficient correlation is 0.568 with its significance 0,000 (p<0.01). This result proves that there is a positive relationship between organization climate and organization citizenship behavior in retail company employee. The contribution of organization climate variable toward organization citizenship behavior variable is 32.2%.   Keywords: organization climate, organizational citizenship behavior, employee, retail company

scholarly journals Big Five Personality Factors as Predictors of Organizational Citizenship Behavior: A Complex Interplay

2016 ◽  
Vol 3 (2) ◽  
Author(s):  
Dr. Sairaj M. Patki ◽  
Dr. Shobhana C. Abhyankar
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Personality Factors ◽  
Big Five Personality ◽  
Citizenship Behaviors ◽  
Behavior Scale ◽  
Big Five Personality Factors ◽  
The Relationship

The present study investigated the Big Five personality factors as predictors of citizenship behaviors directed towards individuals (OCBI) and towards the organization (OCBO). The Big Five Inventory by Donahue & Kentle (1991) and Organizational Citizenship Behavior Scale by Lee and Allen (2002) were used and the sample comprised of 325 clerical employees, from nationalized and co-operative banks in Maharashtra. Findings revealed that openness emerged as the strongest predictor of both OCBI and OCBO, followed by extraversion. Moreover, openness fully mediated the relationship between agreeableness and OCBI, whereas extraversion partially mediated the relationship between agreeableness and OCBI. Openness and extraversion also partially mediated the relationship between conscientiousness and OCBO.

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.

Exploring the Application, Dimensionality and Factor Structure of Organizational Citizenship Behavior Scale among Local Government Employees in Lagos, Nigeria

2020 ◽  
Author(s):  
Fariha Azalea
Keyword(s):  
Local Government ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Public Organization ◽  
Government Employees ◽  
Systematic Random Sampling ◽  
Behavior Scale ◽  
Reliable Scale

Previous studies have observed a paradigm shift in the debate concerning the dimensionality of organizational citizenship behavior. Building on organizational citizenship behavior literature, the present study in intends to validate the dimensionality of the organizational citizenship behavior (OCB) scale developed by Smith et al., (1983) who proposed a 2 dimensional16-item instrument. Data was collected through a survey questionnaire using systematic random sampling technique to employees of local government in Lagos State, Nigeria. A total of 400 questionnaires were administered and 393 valid responses were obtained over a period of 4-weeks. Factor analysis and reliability analysis were conducted to confirm that the instrument is valid within the context of local government employees. The implication of this current study is that OCB scale developed by smith et al., (1983) has revealed two-dimensional structures comprising of; altruism and generalized compliance. The instrument was found to be valid and reliable scale for OCB measurement among employees of public organization, particularly Local Government employees in Lagos, Nigeria.

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