scholarly journals Perbedaan Organizational Citizenship Behavior Guru Sekolah ditinjau dari Jenis Kelamin

2021 ◽  
Vol 1 (2) ◽  
pp. 149-154
Author(s):  
Rahma Wiranti Lestari
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
T Test ◽  
Citizenship Behavior

Penelitian ini bertujuan untuk mengetahui perbedaan Organizational Citizenship Behavior (OCB) pada guru Sekolah Dasar yang ditinjau dari jenis kelamin. Penelitian ini dilakukan pada guru Sekolah Dasar Kecamatan Gedongtengen dengan populasi guru sejumlah 63 subjek. Pengumpulan data menggunakan skala Organizational Citizenship Behavior yang terdiri dari 5 aspek yaitu conscientiousness, sportsmanship, civic virtue, courtesy, dan altruism. Pengujian validitas dan reliabilitas skala OCB menggunakan uji ahli dan uji reliabilitas Alpha Cronbach sebesar 0,853. Sementara itu, untuk uji perbedaan digunakan independent samples t-Test. Hasil analisis data menunjukkan adanya perbedaan OCB pada guru laki-laki dan perempuan. Pada uji hipotesis yang dilakukan, diperoleh hasil (t = 2,612; df 57; p<0.005) hal itu menunjukkan bahwa terdapat perbedaan antara kelompok guru laki-laki dan perempuan. Berdasarkan hasil perhitungan, didapatkan hasil OCB guru laki-laki lebih tinggi dibandingkan guru perempuan

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.

scholarly journals How authentic leadership promotes individual performance

2018 ◽  
Vol 67 (9) ◽  
pp. 1585-1607 ◽  
Author(s):  
Neuza Ribeiro ◽  
Ana Patrícia Duarte ◽  
Rita Filipe
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Civic Virtue ◽  
Individual Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles. Design/methodology/approach The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB. Findings The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship. Research limitations/implications Additional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship. Practical implications Organizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles. Originality/value This study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.

Group organizational citizenship behavior and knowledge sharing

2019 ◽  
Vol 50 (1) ◽  
pp. 117-135 ◽  
Author(s):  
Yasha Afshar Jalili ◽  
Farideh Salemipour
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Emotional Climate ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine the influence of organizational citizenship behavior’s sub-constructs including altruism, civic virtue, sportsmanship, conscientiousness and courtesy on knowledge sharing behavior (KSB). It also pays attention to the effects of group emotional climate on the relationship between organizational citizenship behavior and knowledge sharing. Design/methodology/approach This research was conducted based on the quantitative research strategy by applying structural equation modeling. Using a random sampling method, this research surveyed 116 participants and analyzed the data via partial least equation modeling. Findings The results claim that altruism, conscientiousness and civic virtue have a significant effect on KSB, while the relationship between courtesy and sportsmanship with KSB were not significant. Furthermore, the findings depict that positive and negative workgroup emotional climate would impede or enhance KSB among people with a high level of altruism, conscientiousness and civic virtue. Practical implications Given the importance of knowledge sharing in the today knowledge economy, by comprehending the influence of group organizational citizenship behavior’s sub-constructs on knowledge sharing, managers would improve organizational knowledge sharing by developing a culture encouraging altruism, conscientiousness and civic virtue as a substitute for incentive pay. Moreover, promoting an emotionally supportive climate fosters knowledge sharing within people. Originality/value This study makes three distinct additions to the knowledge sharing literature. First, although there are little studies that investigate the relationship between organizational citizenship behaviors (OCB) and KS, a few of them examine the effects of OCB’s sub-constructs on KS behavior. Second, this is one of the first studies that examined the moderating role of workgroup emotional climate regarding knowledge sharing. Finally, examining the effect of OCB’s sub-constructs on KS in an Iranian public sector would contribute to the literature by broadening the examination of the constructs in a different context.

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMITMEN ORGANISASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI VILLA KUBU MANGGALA SEMINYAK

2017 ◽  
Vol 7 (2) ◽  
pp. 614
Author(s):  
Made Satwika Dwi Cahyadi ◽  
I Gusti Bagus Honor satrya
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Human Resources ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
T Test ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
F Test ◽  
Normality Test

One of the factors that must be considered in managing human resources is the volunteerism of employees in helping co-workers outside of their responsibilities (Organizational Citizenship Behavior). The symptoms of problems associated with low OCB are due to the low transformational leadership and organizational commitment. The purpose of this study was to determine the effect of transformational leadership and organizational commitment to OCB at Villa Kubu Manggala Seminyak. This research was conducted at Villa Kubu Manggala Seminyak by using census method that is 30 respondents. The data was collected by distributing questionnaires using a 5-point likert scale to measure 12 statement items. Tests conducted using the classical assumption test that is normality test, multicollinearity test, heteroscedasticity test, f test and t test. The results of the analysis show that transformational leadership has a positive and significant effect on OCB and organizational commitment has a positive and significant impact on OCB. To improve the OCB's behavior within the organization, companies should pay more attention to normative commitment and promotion opportunities.

scholarly journals ORGANIZATIONAL CITIZENSHIP BEHAVIOR PADA PENGURUS KELOMPOK STUDI ISLAM ASY SYIFA FAKULTAS KEDOKTERAN UNIVERSITAS LAMBUNG MANGKURAT

Jurnal Ecopsy ◽  
2017 ◽  
Vol 4 (2) ◽  
pp. 103
Author(s):  
ROOSWITA SANTIA DEWI ◽  
PRIMA YUDHA FRANSISTYA
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Research Method ◽  
Research Result ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Measuring Instrument ◽  
The Subject ◽  
And Gender ◽  
Behavior Organization

ABSTRAK  Organizational Citizenship Behavior (OCB) dijiadikan sebagai indikator keberhasilan dalam suatu organisasi. Penelitian ini bertujuan untuk mengetahui gambaran perilaku Organizational Citizenship Behavior (OCB) pada pengurus Kelompok Studi Islam Asy Syifa Fakultas Kedokteran Universitas Lambung Mangkurat. Metode penelitian menggunakan wawancara dengan alat ukur menggunakan aspek OCB. Subjek penelitian terdiri dari dua subjek yaitu subjek  pertama IK (laki-laki dan usia 22 tahun) dan subjek kedua AK (perempuan dan usia 20 tahun). Berdasarkan hasil penelitian ditemukan bahwa IK dan AK termasuk pengurus yang memiliki organizational citizenship behavior pada organisasi, karena telah memenuhi beberapa aspek organizational citizenship behavior yaitu Altruism, civic virtue, sportsmanship, conscientiousness dan courtesy. Pada aspek altruism terdapat perbedaan reaksi yang diberikan kedua subjek yaitu pada subjek IK memiliki inisiatif dari diri sendiri untuk bersedia menolong pengurus lain untuk menggantikan tugasnya, jika pengurus tersebut memang tidak mampu atau berhalangan. Namun, pada subjek AK kurang  memiliki inisiatif untuk membantu pekerjaan pengurus lain, kecuali diminta bantuan oleh pengurus tersebut. Dari penelitian ini didapatkan pula faktor yang membentuk organizational citizenship behavior pada kedua subjek yaitu usia, lingkungan teman sebaya, lama bekerja di organisasi dan jenis kelamin yang mempengaruhi proses bertahannya organizational citizenship behavior.  Kata kunci: Organizational Citizenship Behavior, Organisasi KSI As Syifa. ABSTRACT  Organizational Behavioral Behavior (OCB) is used as an indicator of success in an organization. This study aims to determine the description of behavior Organizational Citizenship Behavior (OCB) on the management of Islamic Study Group Asy Syifa Faculty of Medicine, University of Lambung Mangkurat. The research method used interview with measuring instrument based on aspect organizational citizenship behavior. The subjects consisted of two subjects: the first subject of IK (male and 22 years of age) and second subject AK (female and age 20 years). Based on the research result, it is found that IK and AK including management  have organizational citizenship behavior in organization, because it has fulfilled several aspects of organizational citizenship behavior namely altruism, civic virtue, sportsmanship, conscientiousness and courtesy. In the altruism aspect there is a difference of reaction given by both subjects that is on IK subject has initiative from self to be willing to help other management to replace its duty, if the management is indeed unable or unable to. However, on the subject of AK has less initiative to assist the work of other administrators, unless requested assistance by the management. From this research also found the factors that make up the organizational citizenship behavior on both subjects are age, peer environment, long work in organization and gender affecting the process of survival organizational citizenship behavior.  Keywords: Organizational Citizenship Behavior, Organization of KSI As Syifa.

scholarly journals PENGARUH KEPUASAN KERJA DAN LOYALITAS KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PADA KINERJA KARYAWAN PT.HM.SAMPOERNA,TBK BATURAJA TIMUR SUMATERA SELATAN

2019 ◽  
Vol 16 (2) ◽  
pp. 110-121
Author(s):  
Rani Anwar
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Linear Analysis ◽  
T Test ◽  
Primary Data ◽  
Coefficient Of Determination ◽  
Citizenship Behavior ◽  
Test Analysis

Purpose: The purpose of this study  was to determine the influence of job satisfaction and work loyalty to organizational citizenship behavior on employees’ performance at PT. HM Sampoerna TBK Baturaja Timur, South Sumatera.Metodh: This research used data from primary data collected directly from teh object under study using questionnaries. The analyses used are multiple linear analysis and coefficient of determination. The results of the research from the t-test analysis show that partially job satisfaction and work loyalty significantly influence Organizational Citizenship Behavior.Findings: The results of the F test show that job satisfaction and work loyalty simultaneously have a significant influence on Organizational Citizenship Behavior. The magnitude of the determination coefficient (R Square) is 94.6% while the remaining 5.4% is influenced by other variables. The result of this research are expected to be used as suggestion, either for PT. HM Sampoerna TBK Baturaja Timur, South Sumatera to managing the company or by researchers futher.Originality: -Keywords: job satisfaction and work loyalty.

scholarly journals PENGARUH ORGANISATIONAL CITIZENSHIP BEHAVIOR (OCB) TERHADAP KINERJA DOSEN UNIVERSITAS SULAWESI BARAT

2018 ◽  
Author(s):  
Magfirah
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Citizenship Behavior

Penelitian ini bertujuan untuk mengetahui pengaruh Organizational Citizenship Behavior (OCB) terhadap kinerja dosen Universitas Sulawesi Barat dengan beberapa indikator yaitu altuisme, conscientiousness, civic virtue, sportsmanship dan courtesies. Penelitian ini dilaksanakan di Universitas Sulawesi Barat. Populasi penelitian adalah seluruh dosen Universitas Sulawesi Barat, baik dosen tetap maupun dosen luar biasa. Sampel dipilih secara total. Pengumpulan data dilakukan dengan tekhnik observasi, wawancara, dan kuesioner. Data dianalisis dengan persentase dan regresi linear. Hasil yang diharapkan bahwa Organizational Citizenship Behavior (OCB) berpengaruh secara signifkan terhadap kinerja dosen Universitas Sulawesi Barat.

RANCANGAN INSTRUMEN PENGUKUR ORGANIZATIONAL CITIZENSHIP BEHAVIOR DOSEN PERGURUAN TINGGI SWASTA DI JAKARTA

2021 ◽  
Vol 26 (3) ◽  
pp. 223-236
Author(s):  
Sri Hermawati ◽  
Lies Handrijaningsih ◽  
Titi Nugraheni
Keyword(s):  
Principal Component Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Content Validity ◽  
Principal Component ◽  
Civic Virtue ◽  
Component Analysis ◽  
Citizenship Behavior ◽  
Cronbach Alpha ◽  
Total Item

Beberapa penelitian menunjukkan bahwa salah satu faktor yang ikut berperan dalam karier individu adalah Organizational Citizenship Behavior (OCB). OCB mengacu pada perilaku peran ekstra karyawan, yaitu perilaku yang bersifat sukarela dan melampaui ekspektasi peran normal. Berbagai penelitian menunjukkan bahwa pemberlakuan OCB memiliki dampak positif yang kuat pada berbagai hasil kerja individu. Mengingat peran dan dampak OCB dalam organisasi maka perlu disusun instrumen yang tepat untuk mengukur OCB. Penelitian ini dilakukan untuk menyusun instrumen pengukur OCB di kalangan dosen. OCB diukur dari lima dimensi yakni altruism, courtesy, conscientiousness, sportsmanship, dan civic-virtue. Uji reliabilitas dilakukan dengan melihat statistik Cronbach Alpha. Uji validitas ini menggunakan Content Validity Ratio. Validitas isi instrumen diperoleh dengan memberikan kuesioner yang dirancang kepada panelis yang terdiri dari pakar yang berkecimpung di dunia pendidikan dengan bidang psikologi dan manajemen. Pengujian validitas item sebagai pengukur variabel juga dilakukan dengan analisis Principal Component Analysis (PCA). Hasil uji PCA menunjukkan terbentuknya 10 variabel yang dapat digunakan untuk mengukur OCB di kalangan dosen. Total item pernyataan yang membentuk 10 variabel tersebut adalah 36 item pernyataan.

Antecedents of civic virtue and altruistic organizational citizenship behavior in Macau

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sow Hup Joanne Chan ◽  
Oi Mei Kim Kuok
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Civic Virtue ◽  
Two Dimensions ◽  
Communication Satisfaction ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
Personal Feedback

Purpose This study aims to investigate the relationships between two dimensions of communication satisfaction – personal feedback and supervisory communication – on outcomes such as altruistic organizational citizenship behavior and civic virtue. Another aim is to examine the mediating role of organizational justice (OJ) between these two dimensions of communication satisfaction and altruistic organizational citizenship behavior and civic virtue. Design/methodology/approach This study is based on a survey conducted in major organizations in Macau SAR, China. Data from 294 respondents who successfully completed the questionnaire is used for the analysis. Findings The results reveal that supervisory communication is significantly and positively associated with altruistic organizational citizenship behavior. Both personal feedback and supervisory communication are significantly and positively associated with civic virtue. OJ is a mediator between personal feedback and civic virtue. OJ also mediates the relationship between satisfaction with supervisory communication and civic virtue. It is intriguing that OJ is not a mediator in the relationship between satisfaction with communication and altruistic organizational citizenship behavior. Research limitations/implications A single city cross-sectional study presents some restrictions on the generalizability of the findings. More studies are needed to understand communication satisfaction – organizational citizenship behavior processes to establish if the findings hold with other samples in other cultures. Practical implications The empirical evidence in this study shows that satisfaction with communication is critical for promoting discretionary behaviors. The mediating roles of OJ between personal feedback and civic virtue and between supervisory communication and civic virtue, clearly indicate that even though a manager may try hard to motivate employees’ participation in discretionary behaviors, whether employees participate in extra-role behaviors depends on their perception of justice. Originality/value This is the first study to examine how altruistic organizational citizenship behavior and civic virtues are influenced by satisfaction with communication. Moreover, the mediating role of OJ has never been tested previously. The findings contribute to the HR literature and provide deeper insights on how to promote citizenship behavior.

The Impact of Employees’ Gender and Age on Organizational Citizenship Behavior Using a Fuzzy Approach

2020 ◽  
pp. 089443932097123
Author(s):  
Wajdee Mohammadkair Ebrheem Ajlouni ◽  
Gurvinder Kaur ◽  
Saleh Ali Alomari
Keyword(s):  
Health Care ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Health Sector ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Fuzzy Approach ◽  
Contributing Factors ◽  
Gender And Age ◽  
The Impact

Organizational citizenship behavior (OCB) is vital for continuous organizational growth and development. OCB also plays an evident role in advancing the quality of health care services and practicing OCB in hospitals can be useful. Although OCBs’ contributing factors have been studied in Jordan in earlier researches, the utilization of OCB in health sector is still a new topic. Therefore, this article aimed to investigate the impact of employees’ gender and age on OCB at Jordanian governmental hospitals using a fuzzy approach. A convenient sample of 126 employees working in three main governmental hospitals in the north of Jordan has been taken. The collected data include linguistic terms that suffer from uncertainty which, in turn, cannot be dealt with traditional numerical values. This study indicates that gender impact on OCB has statistically significant differences at α = .05 in favor of males with the total score of 0.011% as far as altruism, courtesy, and civic virtue are concerned. Similarly, the effect of age factor on OCB is statistically significant differences at α = .05 in relation to courtesy, sportsmanship, and civic virtue with the total score of 0.27%. Finally, the results provide baseline data for further studies that may pay more attention toward employees’ demographics in OCB. This study can support mangers and leaders holding dominant positions in public sector health care organizations.

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