scholarly journals MEDIATING ROLE OF AFFECTIVE COMMITMENT AMONG SUBJECTIVE WELL-BEING, LEADERSHIP STYLE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 7 (2) ◽  
pp. 295
Author(s):  
Suparjo Suparjo ◽  
Endang Sri Sunarsih
Keyword(s):  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Well Being ◽  
Citizenship Behavior ◽  
Subjective Well Being ◽  
Central Java ◽  
The Relationship

<p><em>The purpose of this study was to explore the role of Affective Commitment (AC) as a mediating variable in encouraging organizational citizenship behavior in Private Universities in Central Java, Indonesia. The study explains whether Affective Commitment (AC) is able to mediate the relationship between Leadership Style (LS) and Subjective Well-being (SWB)  with Organizational Citizenship Behavior (OCB). The sample in this study is permanent staff and lecturers who work in Private Universities in Central Java. Data from 124 respondents were collected by utilizing the questionnaire.The sample sample used in this study is 150 respondents. It was taken by applying proportional random sampling.  Only the 150 questionnaires distributed, 124 were returned, for a response rate of 82%.After processing and modifying the data, only 124 respondents used as the main resources analyzed by using Structural Equation Model (SEM). Statistical analysis reveals that there exists significant relationship between </em><em>Subjective well-being, </em><em>Leadership Style</em><em>, and Organizational Citizenship Behavior; likewise, Affective commitment  mediates the relationship between </em><em>Subjective well-being, </em><em>Leadership Style</em><em>, and Organizational Citizenship Behavior. Limitations and future implementations of this research are also discussed</em><em></em></p>

Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment

2017 ◽  
Vol 13 (3) ◽  
pp. 373-382 ◽  
Author(s):  
Ye Hoon Lee ◽  
Boyun Woo ◽  
Yukyoum Kim
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Head Coaches ◽  
Citizenship Behaviors ◽  
Transformational Leadership Style ◽  
The Relationship

The purpose of this study was to examine the relationships between transformational leadership style, affective commitment, and organizational citizenship behavior in the athletic director–coach relationship. This study particularly focused on the mediating effect of affective commitment on the relationship between transformational leadership and organizational citizenship behavior. Athletic head coaches in NCAA Division II programs ( N = 244) completed the questionnaires measuring perceptions of the transformational leadership style of their athletic directors, their affective commitment, and organizational citizenship behavior. The results revealed that perceived transformational leadership was positively associated with affective commitment, which, in turn, was positively associated with organizational citizenship behaviors. Further, the result of this study supported full mediation among the proposed variables in that affective commitment served as the underlying psychological mechanism in the relationship between transformational leadership and organizational citizenship behaviors. Implications for athletic departments in fostering head coaches’ affective commitment and organizational citizenship behavior were discussed.

scholarly journals The Role Of Psychoogical Empowerment, Workplace Friendship, Workplace Spirituality and Subjective Wellbeing on Organizational Citizenship Behavior

2020 ◽  
Vol 3 (1) ◽  
Author(s):  
ILHAM MUZAKI ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Subjective Wellbeing ◽  
Psychological Empowerment ◽  
Well Being ◽  
Citizenship Behavior ◽  
Subjective Well Being ◽  
Workplace Friendship ◽  
Spirituality At Work

The purpose of this study was to determine the effect of psychological empowerment, friendship at work, spirituality at work and subjective well-being on organizational citizenship behavior. From the results obtained it can be concluded that the influence of psychological empowerment on organizational citizenship behavior. Then there is no influence between friendship at work on organizational citizenship behavior. Furthermore there is an influence between spirituality at work on organizational citizenship behavior and finally there is an influence between subjective well-being on organizational citizenship behavior of employees.

scholarly journals Bridging the Gap between Affective Well-Being and Organizational Citizenship Behavior: The Role of Work Engagement and Collectivist Orientation

2019 ◽  
Vol 16 (22) ◽  
pp. 4503 ◽  
Author(s):  
Jia Xu ◽  
Baoguo Xie ◽  
Beth Chung
Keyword(s):  
Cultural Values ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Well Being ◽  
Citizenship Behavior ◽  
Role Performance ◽  
The Past ◽  
The Relationship

Workplace well-being has received considerable attention over the past decade. Relative to the positive relationship between affective well-being and in-role performance, the relationship between affective well-being and extra-role performance has received little empirical attention. The purpose of this study was to examine the relationships among affective well-being, work engagement, collectivist orientation, and organizational citizenship behavior. Specifically, we tested this model with a sample of 264 employees from a telecom company in China. We found that: (1) affective well-being was the positive predictor of organizational citizenship behavior (B = 0.482, p < 0.001); (2) work engagement mediated the relationship between employee affective well-being and organizational citizenship behavior (indirect effect = 0.330, p < 0.001); and (3) collectivist orientation moderated the relationship between affective well-being and work engagement (B = 0.113, p < 0.01) and affective well-being and organizational citizenship behavior (B = 0.084, p < 0.05). Our discussion highlights the benefits of understanding the role of work engagement and cultural values with regard to the relationship between affective well-being and organizational citizenship behavior.

scholarly journals GREEN PERFORMANCE AND EMPLOYEES’ CITIZENSHIP BEHAVIOR: EXAMINING THE ROLE OF EMPLOYEES’ PRIDE AND COMMITMENT

2021 ◽  
Vol 36 (2spl) ◽  
pp. 563-570
Author(s):  
Anh Tuan PHAM ◽  
◽  
Truc Le NGUYEN ◽  
Xuan Trong HOANG ◽  
Hoang Phuong TRINH ◽  
...  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Study Data ◽  
Tourism Industry ◽  
Citizenship Behavior ◽  
Green Performance ◽  
The Relationship ◽  
Conceptual Research

Nowadays, employee behavior that has emerged as one of the most crucial factors that determine the success of organizations in general, and in tourism industry in particular. Previous researchers indicated that it is necessary to shed light on the mechanism influence of determinant factors on organizational citizenship behavior in the tourism industry. So that the main purpose of this study is to examine the mechanism of employees’ perceptions of green performance of hotels influence their organizational citizenship behavior (OCB) with the serial mediating effects of psychology (perceived pride) and emotion (affective commitment) of employees working in the hotel. A conceptual research model is developed and then empirically examined using PLS - SEM. The study data was collected from 209 employees working in hotel at Moc Chau national tourism area (Vietnam) via a questionnaire survey. The results show a positive correlation between employees’ perception of green performance of their hotel and their OCB. Interestingly, employees’ perceived pride and affective commitment act as serial mediators in the relationship correlation between employees’ perception of green performance of their hotel and their OCB. This study offers new insight for researchers and managers in the hospitality industry in term of “go green” tendency.

scholarly journals What Role Does Continuance Commitment Play In The Relationship Between Affective Commitment And Organizational Citizenship Behaviour? Case Study Somali Telecommunication Industry Players

2017 ◽  
Vol 9 (1-3) ◽  
Author(s):  
Osman H. Osman ◽  
Azlineer Sarip ◽  
Lily Suriani Mohd Arif
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Telecommunication Industry ◽  
Continuance Commitment ◽  
The Relationship

The purpose of the study is to investigate the role of continuance commitment in the relationship between affective commitment and organizational citizenship behaviour (OCB) among the employees of telecommunication industry players in Mogadishu, Somalia. A total of 92 lower managers (supervisors) from three different telecommunication players were involved in this study. The instrument used in the study for affective and continuance commitment was adopted from Natalie J. Allen and John P. Meyer (1990), and for OCB was adopted from Philip M. Podsakoff , Scott B. MacKenzie, Robert H. Moorman, and Richard Fetter (1990). This  quantitative survey method employed stratified random sampling technique. Employees’ attitudes and behaviours were tested for correlation and regression analysis. The findings indicated that there are positive and significant relationship between employees’ affective commitment, continuance commitment and OCB. The highest correlations towards employees’ citizenship behaviour is the mediation role of continuance commitment (r=.362, p< .05), then affective commitment (r=.287, p< .05), followed by the relationship between affective commitment and continuance commitment (r=.249, p< .05), whilst continuance commitment shows the weakest relationship on OCB (r=.144, p< .05). The regression model indicates a predictive significance by employees’ behaviours; thus, the findings support the conclusion that the selected behaviours are predictors of telecommunication industries employees’ OCB. This study revealed the importances of organizational citizenship behaviour (OCB), affective commitment and continuance commitment among the telecommunication industries employees’in Mogadishu, Somalia. These findings also have implications for telecommunication industries and managers to reflect and extend employees’ organizational citizenship behavior (OCB). 

scholarly journals The Effect of Self-concept and Organizational Identity on Organizational Citizenship Behavior ( A Case Study in Social Security Organization of Isfahan city)

2012 ◽  
Vol 2 (1) ◽  
pp. 175
Author(s):  
Sayyed Mohsen Allameh ◽  
Saeed Alinajimi ◽  
Ali Kazemi
Keyword(s):  
Social Security ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Self Concept ◽  
Citizenship Behavior ◽  
Isfahan Province ◽  
The Relationship

During the two recent decades, researchers of organizational behavior have paid special attention to extra-social behavior in organizations, and there has been specific focus on employees' affairs which are developed beyond formal job demands. Globalization era has created increased inter-individual mutual dependencies among organizations and groups. Thus, it has made more need for extra-social cooperation and interaction inside and outside the organizations. Therefore, organizational citizenship behavior plays a role in increasing the effectiveness and durability of the organization. The main purpose of this survey is to study the manner of impact of self-concept, and organizational identity on organizational citizenship behavior of employees of Social Security Corporation in Isfahan province and also to examine the existence of the balancing role of self-concept variable in the relationship between organizational identity and organizational citizenship behavior. This survey was conducted using descriptive-metrical method. Obtained results of this survey reveal that organizational citizenship behavior is affected by organizational identity, and self-concept; and each variable of organizational identity has positive correlation with organizational citizenship behavior. It means that by strengthening and improving the above variables it is possible to enhance organizational citizenship behavior. Also, results demonstrate that self-concept balances the relationship between organizational identity and organizational citizenship behavior.

Impact of organizational citizenship behavior on job performance in Indian healthcare industries

2017 ◽  
Vol 66 (6) ◽  
pp. 780-796 ◽  
Author(s):  
Eeman Basu ◽  
Rabindra Kumar Pradhan ◽  
Hare Ram Tewari
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Superior Performance ◽  
Citizenship Behavior ◽  
Healthcare Organizations ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between organizational citizenship behavior (OCB) and job performance. It also examines the mediating role of social capital in influencing the relationship between OCB and job performance. Design/methodology/approach The study explores the dynamic relationship among the variables of OCB and job performance and social capital. Data were collected from 501 respondents working in 15 healthcare organizations in Kolkata, India, through questionnaire survey. Likert-type rating scales of OCB, job performance and social capital with sound reliability and validity were used to carry out the survey. The data were analyzed using structural equation modeling. Findings The results of the present study show that OCB significantly predicts job performance in healthcare organizations. Social capital found to be a significant mediator between OCB and job performance. Research limitations/implications The findings of the study have a number of implications for organizations in acknowledging and leveraging social capital and encouraging OCB to facilitate superior performance of employees. The generalization of the findings of the study should be restricted to the healthcare organizations in Kolkata due to its own style of functioning, workforce and work environment. The role of demographic variables in influencing the outcome measures has not been considered for the present study. Further research on these aspects may reveal more interesting results with regard to the dynamics among organizational citizenship behavior, social capital and job performance. Practical implications Employee-friendly management practices should be adopted in organizations to facilitate the formation of network building and development of social capital which serves as an asset to organizations and creates competitive advantage. Originality/value The research findings enrich our understanding of voluntary social participation and citizenship behavior of employees for influencing performance at work. The study also provides useful and unique insight on the benefits of networking in healthcare organizations particularly helping employees to cope with emergency situations. The findings as well as methodology used in this study are original and unique.

scholarly journals The effects of Psychological Contract Breach on Organizational Citizenship Behavior

2012 ◽  
Vol 25 (3) ◽  
pp. 589-606
Author(s):  
Jieun Park ◽  
Wonkung Oh ◽  
MinSoo Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Psychological Contract Breach ◽  
Future Research ◽  
Positive Affectivity ◽  
Contract Breach ◽  
The Relationship

This study examined that the role of dispositional affectivity in the relationship between psychological contract breach and organizational citizenship behavior (OCB). Based on data from 318 employees, we found that when the levels of promised and delivered inducements of psychological contract breach are equal, employees’ OCB increases the absolute levels of two types of inducements increase. Furthermore, we found that dispositional affectivity moderated the relationship between psychological contract breach and OCB. While positive affectivity strengthened the relationship between the delivered inducements of breach and OCB, negative affectivity moderated the relationship between the promised inducements of breach and OCB. These results contribute the psychological contract literature and employment relationship. Implications are discussed and directions for future research are provided.

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