Antecedents of Islamic Organizational Citizenship Behavior Toward Job Performance

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

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

Review of Public Personnel Administration ◽

10.1177/0734371x16658335 ◽

2016 ◽

Vol 38 (2) ◽

pp. 193-217 ◽

Cited By ~ 6

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.

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

International Journal of Productivity and Performance Management ◽

10.1108/ijppm-02-2016-0048 ◽

2017 ◽

Vol 66 (6) ◽

pp. 780-796 ◽

Cited By ~ 16

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.

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The Impact of Structural Empowerment on Organizational Citizenship Behavior-Organization and Job Performance: A Mediating Role of Burnout

Journal of Management Sciences ◽

10.20547/jms.2014.1502204 ◽

2015 ◽

Vol 2 (2) ◽

pp. 274-289 ◽

Cited By ~ 2

Author(s):

Hina Jaffery ◽

Hassan Farooq

Keyword(s):

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Structural Empowerment ◽

Mediating Role ◽

Behavior Organization ◽

The Impact

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The Causal Relationship among Job Performance, Support for Career Development, Organizational Commitment, Career Commitment and Organizational Citizenship Behavior of Employee in Large Corporations

Journal ofAgricultural Education and Human Resource Development ◽

10.23840/agehrd.2015.47.3.139 ◽

2015 ◽

Vol 47 (3) ◽

pp. 139-174 ◽

Cited By ~ 2

Author(s):

손규태 ◽

Kim Jin-Mo

Keyword(s):

Organizational Commitment ◽

Career Development ◽

Job Performance ◽

Causal Relationship ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Career Commitment ◽

Citizenship Behavior ◽

Performance Support ◽

Large Corporations

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The Role Of Organizational Citizenship Behavior and Voice Behavior in the Relationship Between Proactive Personality and Job Performance

Alanya Akademik Bakış ◽

10.29023/alanyaakademik.825464 ◽

2021 ◽

Author(s):

Süleyman Cem BOZDOĞAN

Keyword(s):

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Proactive Personality ◽

Citizenship Behavior ◽

Voice Behavior ◽

Personality And Job Performance ◽

The Relationship

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Influence Organizational Citizenship Behavior and Work Motivation on Job Performance of PT JNE Kota Kediri

Jurnal Ekonomi & Bisnis JAGADITHA ◽

10.22225/jj.8.1.2786.48-60 ◽

2021 ◽

Vol 8 (1) ◽

pp. 48-60

Author(s):

Ria Lestari Pangastuti ◽

Desi Kristanti

Keyword(s):

Job Satisfaction ◽

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Structural Model ◽

Work Motivation ◽

Measurement Model ◽

Citizenship Behavior ◽

General Goals ◽

Model Measurement

Organizations are systems and human activities that work together. In line with that, the organization is said to be a rational coordination of the activities of a number of people to achieve some general goals through the division of work and functions through a hierarchy of authority and responsibility. Analyzing the influence of motivation on job performance, analyzing the effect of job satisfaction on job performance, analyzing the influence of motivation on job satisfaction. This type of research is correlational analytic research. Correlation analysis is a statistical method used to measure the magnitude of the linear relationship between two or more variables. SEM, a complete modeling, basically consists of a measurement model (Measurement Model) and a Structural Model or Causal Model. This research is empirical evidence regarding the effect of motivation and OCB on achievement. This study uses a sample of 100 respondents who are employees of PT JNE Kota Kediri. The results showed that: motivation has an effect on OCB where effective motivation can increase or encourage an employee to feel satisfied, motivation has an effect on achievement. Where an employee who is committed to the organization will feel happy to be part of the organization, have trust and good feelings for the organization and have a desire to remain in the organization, and intend to do what is best for the organization.

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