The Effects of Organizational Justice and job Motivation on Organizational Citizenship Behavior and its Impact on Taxpayers

This study investigate the impact of organizational justice and job motivation on organizational citizenship behavior and its impact on satisfaction and loyalty of taxpayers. The statistical population of this study was formed by 7191 tax affairs of Tehran employees. Exploratory and confirmatory factor analysis method was used to evaluate the construct validity and standardization of research. Cronbach's alpha coefficient of questionnaire that calculated 0/97 was used to achieve Reliability of study. Therefore in this study, based on previous research and literature, the conceptual model and hypotheses were developed and tested on a sample of 401 person. Results of data analysis using structural equation modeling showed that all job related characteristics (except for feedback) on all aspects of job motivation, job motivation and organizational justice (except interactional justice) on OCB and Finally OCB is significant because of the satisfaction and loyalty of taxpayers and were confirmed.

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The relationship between organizational justice with job satisfaction and organizational citizenship behavior

International Research Journal of Management IT and Social Sciences ◽

10.21744/irjmis.v6n2.611 ◽

2019 ◽

Vol 6 (2) ◽

pp. 63-71

Author(s):

Nurul Indahyati ◽

Desak Ketut Sintaasih

Keyword(s):

Job Satisfaction ◽

Procedural Justice ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Interactional Justice ◽

Citizenship Behavior ◽

Equation Modeling ◽

Insignificant Effect

This study aims to explain the effect of organizational justice on job satisfaction and organizational citizenship behavior. The technique used to test the research hypothesis used Structural Equation Modeling (SEM) analysis techniques using SMARTPLS assistance, using IBM SPSS Statistics 22, and 65 respondents in this study, taken using Purposive Sampling techniques. The results of the study show that (1) distribution justice has a positive and significant effect on job satisfaction. (2) procedural justice has a positive and not significant effect on job satisfaction. (3) interactional justice has a positive and not significant effect on job satisfaction. (4) justice distribution has a positive and insignificant effect on organizational citizenship behavior. (5) procedural justice has a positive and insignificant effect on organizational citizenship behavior. (6) interactional justice has a positive and insignificant effect on organizational citizenship behavior. (7) job satisfaction has a positive and significant effect on organizational citizenship behavior.

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Conscientiousness and Organizational Citizenship Behavior: The Mediating Role of Organizational Justice

Social Behavior and Personality An International Journal ◽

10.2224/sbp.2012.40.8.1293 ◽

2012 ◽

Vol 40 (8) ◽

pp. 1293-1300 ◽

Cited By ~ 6

Author(s):

Aiqin Lv ◽

Xiuqin Shen ◽

Yongfu Cao ◽

Yonggang Su ◽

Xiaoyang Chen

Keyword(s):

Structural Equation Modeling ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Citizenship Behavior ◽

Equation Modeling ◽

Mediating Role ◽

Modeling Analysis

In this study we explored the role of organizational justice as a mediator between conscientiousness and organizational citizenship behavior. Longitudinal data were collected from 241 doctors and nurses employed in 11 Chinese hospitals. Structural equation modeling analysis results showed that the participants' perceptions of organizational justice significantly mediated the relationships between conscientiousness and the 5 dimensions of organizational citizenship behavior.

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

Sustainability ◽

10.3390/su13147800 ◽

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.

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The Roles of The Physical Environment, Social Servicescape, Co-Created Value, and Customer Satisfaction in Determining Tourists’ Citizenship Behavior: Malaysian Cultural and Creative Industries

Sustainability ◽

10.3390/su12083229 ◽

2020 ◽

Vol 12 (8) ◽

pp. 3229

Author(s):

Hussam Al Halbusi ◽

Pedro Jimenez Estevez ◽

Tan Eleen ◽

T. Ramayah ◽

Md Uzir Hossain Uzir

Keyword(s):

Customer Satisfaction ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Physical Environment ◽

Structural Equation ◽

Creative Industries ◽

Citizenship Behavior ◽

Equation Modeling ◽

Cultural And Creative Industries ◽

The Impact

Organizational citizenship behavior (OCB) research has been extended in the literature to the customer domain by examining the role of customer behavior in the service sectors. Therefore, this study aimed to examine the effect of the physical environment and social servicescape on the co-creation value, and the impact of the co-creation value on customer satisfaction, which, in turn, influences the customer’s citizenship behavior. A field study was conducted in Malaysian cultural and creative industries settings and a total of 254 participants were approached. Structural equation modeling (SEM) technique was used to test the hypothesized relationships among variables. The proposed research model was largely focused on the four perceived values (i.e., physical servicescape, social servicescape, co-creation value, and customer satisfaction) that significantly influence tourists’ citizenship behavior. This study sheds new light on the notable roles of physical servicescape, social servicescape, co-creation value, and customer satisfaction on enhancing tourists’ citizenship behavior. The theoretical implications and practical implications are discussed.

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Workplace Attachment as a Mediator of Organizational Tenure and Organizational Citizenship Behavior

Jindal Journal of Business Research ◽

10.1177/2278682120969032 ◽

2020 ◽

Vol 9 (2) ◽

pp. 91-105

Author(s):

Anita Pradhan ◽

Sasmita Mishra

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Place Attachment ◽

Structural Equation ◽

Citizenship Behavior ◽

Equation Modeling ◽

Group Setting ◽

Academic Context ◽

Organizational Tenure ◽

The Impact

The impact of organizational tenure on organizational citizenship behavior (OCB) has been studied previously. However, the role of workplace attachment intervening the link between these two variables has not been researched. Looking at the growing research interest in OCB in academic context, this study aimed to test a mediation model of these three variables in a university context. A structured questionnaire comprising scales on place attachment and OCB was used to collect data from staff of the studied university. Correlation analysis and structural equation modeling of a total of 323 responses (after outlier elimination) was conducted using SPSS 24.0 and AMOS 23.0. It was found out that with the increase in tenure, employees’ attachment to place and their OCB enhanced. It was also found that workplace attachment was a significant mediator of tenure and OCB, implying that tenure enhanced workplace attachment and attachment further enhanced OCB. Based on the previous place attachment literature, it was suggested that there should be meaningful interactions between employees and the physical and group setting, which would foster employees’ emotional bonding with the organization. Theoretically, this study contributes by introducing workplace attachment as a new variable in OCB literature.

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Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

International Journal of Contemporary Research and Review ◽

10.15520/ijcrr/2018/9/08/582 ◽

2018 ◽

Vol 9 (08) ◽

pp. 20997-21013

Author(s):

Anom Suwibawa ◽

Anak Agung Putu Agung ◽

I Ketut Setia Sapta

Keyword(s):

Organizational Culture ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

Employee Performance ◽

Sem Analysis ◽

Citizenship Behavior ◽

Equation Modeling ◽

The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja, & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

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Do Environmental Transformational Leadership Predicts Organizational Citizenship Behavior towards Environment in Hospitality Industry: Using Structural Equation Modelling Approach

Sustainability ◽

10.3390/su13105594 ◽

2021 ◽

Vol 13 (10) ◽

pp. 5594

Author(s):

Jehanzeb Khan Gurmani ◽

Noor Ullah Khan ◽

Muhammad Khalique ◽

Muhammad Yasir ◽

Asfia Obaid ◽

...

Keyword(s):

Transformational Leadership ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Social Information Processing ◽

Structural Equation Modelling ◽

Structural Equation ◽

Meaningful Work ◽

Citizenship Behavior ◽

Equation Modelling ◽

The Impact

Voluntary pro-environmental behaviors in the workplace such as organizational citizenship behavior towards environment (OCBE) are pertinent for the organizations striving to become environmentally responsible entities. The significance of OCBE for green organizational initiatives has led scholars to strive for expanding its nomological network. Approaching from the theoretical angle of the social information processing approach, this quantitative, survey-based study theoretically links and empirically tests the impact of environmental transformational leadership on organizational citizenship behavior towards environment (OCBE) via mediating mechanism of perceived meaningful work. Data from a sample of 311 employees working in Pakistan’s hospitality sector were collected and analyzed to test the hypothesized relationships using structural equation modelling. Results indicated the indirect effect of perceived meaningful work on the relationship between environmental transformational leadership and organizational citizenship behavior towards environment. Implications of both theoretical and practical nature are laid out in the relevant sections of the paper.

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Does motivation play moderating role on organizational citizenship behavior? Evidence from Indonesian telecommunication firms

Management Science Letters ◽

10.5267/j.msl.2020.12.004 ◽

2021 ◽

pp. 1667-1676

Author(s):

Maria Grace Herlina ◽

Nopriadi Saputra

Keyword(s):

Transformational Leadership ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Equation ◽

High Speed ◽

Extrinsic Motivation ◽

Work Motivation ◽

Positive Impact ◽

Citizenship Behavior ◽

The Impact

Highly competitive and continuous business changes in telecommunication industry make organizational citizenship behavior (OCB) strategically important. This research aims to test the impact of transformational leadership of the direct supervisor on working motivation of the employees. Does supervisor's leadership capability impact on employees' work motivation more intrinsically or extrinsically? The study was conducted in an Indonesian telecommunication company which provides television cable and high-speed internet services for the high-rise building in Java and Sumatra. It involved 199 employees as the respondents. The collected data was analyzed with structural equation modelling approach. The statistical test has proved that transformational leadership has a positive impact on work motivation and organizational citizenship behavior. The motivation – both extrinsic motivation and intrinsic motivation, impacts on organizational citizenship behavior significantly. Although transformational does impact on organizational citizenship behavior both directly and indirectly, but the working motivation does not play a mediating role in the relationship between transformation leadership and organizational citizenship behavior.

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The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y

Asian Social Science ◽

10.5539/ass.v14n5p60 ◽

2018 ◽

Vol 14 (5) ◽

pp. 60

Author(s):

Amphaphorn Leelamanothum ◽

Khahan Na-Nan ◽

Sungworn Ngudgratoke

Keyword(s):

Organizational Citizenship ◽

Generation X ◽

Significant Influence ◽

Organizational Citizenship Behavior ◽

Generation Y ◽

Structural Equation ◽

Citizenship Behavior ◽

Equation Modeling ◽

University Of Technology ◽

Multiple Groups

This study aimed to study the influences of justice and trust on the organizational citizenship behavior. The questionnaire respondents were the workers at Rajamangala University of Technology. Data analysis was done through structural equation modeling to test the purpose model and compare between the groups via multiple groups analysis approach. It was found that justice and trust have a positive statistical significant influence on organizational citizenship behavior. Moreover, justice has a positive statistical significant influence on trust. Generation X and Generation Y differently perceive the influences of justice and trust on organizational citizenship behavior. Generation X paid attention to the influence of justice on the organizational citizenship behavior while generation Y paid attention to the influence of trust on justice, the chief will implement justice in the organization for both generations to build trust in the chief and the organization. This would lead to future achievements in the organization.

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Interplay of organizational justice, psychological empowerment, organizational citizenship behavior, and job satisfaction in the context of circular economy

Management Decision ◽

10.1108/md-09-2018-0966 ◽

2019 ◽

Vol 57 (4) ◽

pp. 937-952 ◽

Cited By ~ 24

Author(s):

Sanjay Kumar Singh ◽

Ajai Pratap Singh

Keyword(s):

Job Satisfaction ◽

Organizational Justice ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Circular Economy ◽

Psychological Empowerment ◽

Citizenship Behavior ◽

Equation Modeling ◽

Content Type ◽

Human Aspects

PurposeThe purpose of this paper is twofold: first, to examine relevant organizational “human” aspects that support circular economy (CE); and second, to investigate the influence of perception of organizational justice (OJ), psychological empowerment on job satisfaction (JS) through mediating role of organizational citizenship behavior (OCB).Design/methodology/approachThe study used survey questionnaire. The data were statistically analyzed using structural equation modeling (SEM) to test hypotheses of the study.FindingsOJ positively and significantly influences psychological empowerment. Also, it was found that OCB and psychological empowerment to positively and significantly influence JS. Furthermore, OCB positively and significantly mediates the influence of OJ and psychological empowerment on JS.Practical implicationsEmployees should be provided with fair and empowering environment to derive positive outcomes in terms of organizational citizenship behavior and JS. The study also suggests recognizing the importance of OCB in an organization to enhance JS and support CE.Originality/valueThe study presents empirical evidence in Indian context on how to encourage employees to display voluntary job behaviors and keep them job satisfied.

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