The Effect of Organizational Support on Organizational Citizenship Behavior and Job Engagement of Hotel Employees : The Moderated Mediation Effect of Collectivism

Despite an enduring interest in emotional labor, the effects of social capital on the emotional regulation process remain relatively underexplored. Using the job demands-resources model, we propose that social capital provides employees with the job resources required for deep acting. We also propose a double-mediation effect of deep or surface acting and job engagement, through which employee social capital can increase organizational citizenship behavior (OCB). Empirical results using data from 330 employees selling financial or insurance products in South Korea support our hypotheses that deep acting by sales employees and job engagement sequentially mediate the positive relationship between social capital and OCB.

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Relationship between employee's cultural orientation and Organizational Citizenship Behavior

The Korean Journal of Industrial and Organizational Psychology ◽

10.24230/kjiop.v25i2.265-297 ◽

2012 ◽

Vol 25 (2) ◽

pp. 265-297

Author(s):

Hyejean Kim ◽

Bia Kim ◽

Jaesik Lee

Keyword(s):

Regression Analysis ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Cultural Orientation ◽

Mediating Effect ◽

Mediation Effect ◽

Citizenship Behavior ◽

Hierarchical Regression ◽

The Relationship

This study aimed to investigate the relationship between cultural orientations (horizontal/vertical -individualism/collectivism) and organizational citizenship behaviors (OCBI or OCBO). Levels of perceived organizational support (POS) was treated and evaluated as a moderator or a mediator. Data were collected based on a survey from 385 workers of various organizations. Correlation analysis for relationship between variables, hierarchical regression analysis for moderation effect of POS, and a series of simple regression analysis for mediation effect of POS were performed. The results showed the followings. First, except for OCBI, all types of cultural orientation appeared to relate to OCBO. Second, horizontal- individualism showed no indication of POS, resulted in a non-significant mediating effect on the relationship between horizontal-individualism and OCBI/OCBO. Third, except for the significant moderating effect of POS in the relationship between vertical-collectivism and OCBO, POS was found to have partial mediating effects on the relationship between cultural orientation-OCB. Limitations and further research consideration were discussed.

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MEDIATION EFFECT OF JOB SATISFACTION ON ORGANIZTIONAL CITIZENSHIP BEHAVIOUR

Jurnal Psikologi Integratif ◽

10.14421/jpsi.v7i2.1777 ◽

2020 ◽

Vol 7 (2) ◽

pp. 171

Author(s):

Leo Tri Hartantyo

Keyword(s):

Job Satisfaction ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Organizational Support ◽

Perceived Organizational Support ◽

Direct Relationship ◽

Mediation Effect ◽

Citizenship Behavior ◽

Indirect Relationship ◽

The Relationship

An organization always need good employees to achieve the goals, Willingness to work optimally, being able to volunteer to work, not just fixing on his duties and responsibilities as a member of the organization becomes important. This research aims to look at the effect of job satisfaction in mediating the relationship between Islamic work ethics (IWE) and perceived organizational support (POS) on Organizational Citizenship Behavior (OCB). A total 64 manufacturing company employees participated in the study. The results showed that job satisfaction can be a mediator between IWE and POS on OCB. It was found that the effect of IWE on OCB directly is more significant than indirect relationship. Conversely, impact of POS on OCB indirectly is more significant than direct relationship. This means that without job satisfaction POS can significantly influence OCB.

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