The Structural Relationships among Organizational Justice, Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior toward Elementary School Teachers

2018 ◽  
Vol 18 (11) ◽  
pp. 769-789
Author(s):  
Wonseok Choi ◽  
◽  
Jaehyun Ha ◽  
Keyword(s):  
Job Satisfaction ◽  
Elementary School ◽  
Organizational Commitment ◽  
Elementary School Teachers ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
School Teachers ◽  
Structural Relationships

scholarly journals Pengaruh antara Iklim Organisasi dan Kepuasan Kerja dengan Organizatioanal Citizenship Behaviour Pada Guru MIN Se Kota Pekanbaru

2018 ◽  
Vol 1 (2) ◽  
pp. 96
Author(s):  
N. Nurhasnawati ◽  
Mhd. Subhan
Keyword(s):  
Job Satisfaction ◽  
Elementary School ◽  
Organizational Climate ◽  
Elementary School Teachers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
School Teachers ◽  
Cronbach Alpha

This research aimed at investigating the influence of organizational climate and job satisfaction on organizational citizenship behavior of Islamic elementary school teachers in Pekanbaru. The population of this research was teachers of Islamic elementary schools in Pekanbaru. The sampling technique of this research was simple random sampling which consisted of 164 samples. This research used two instruments: organizational climate and job satisfaction instruments, and organizational citizenship behavior. The validity of data was conducted with 3 experts which consisted of one expert of primary education and 2 experts of educational management. The reliability of 3 instruments was organization climate with Cronbach Alpha 0.84, job satisfaction with Cronbach Alpha 0.77, and organizational citizenship behavior with Cronbach Alpha 0.81. The analysis of data used SPSS Software Version 22.0. The research findings demonstrated that the descriptive level of job satisfaction toward organizational citizenship behavior was intermediate. However, it was significantly difference from climate organization. In addition, the inferential analysis with multiple regression about the influence of organizational climate and job satisfaction on organizational citizenship was 80.8%. It means that other factors was 19.2%. Therefore, the principal required to establish a program to improve the influence the organizational climate and job satisfaction on organizational citizenship behavior of Islamic elementary school teachers in Pekanbaru.

scholarly journals Perbedaan Organizational Citizenship Behavior (OCB) Ditinjau Dari Identifikasi Organisasi Guru SD PNS dan Honorer

2020 ◽  
Vol 9 (2) ◽  
pp. 77-83
Author(s):  
Zakia Nurul Fitriana ◽  
Munawir Yusuf ◽  
Fadjri Kirana Anggarini
Keyword(s):  
Elementary School ◽  
Organizational Behavior ◽  
Elementary School Teachers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Hypothesis Test ◽  
Citizenship Behavior ◽  
School Teachers ◽  
Cluster Random Sampling

This study aims to find out: (1) differences of organizational citizenship behavior in terms of organizational identification in PNS and honorary elementary school teachers (2) differences of organizational citizenship behavior in terms of organizational identification  (3) differences of organizational citizenship behavior in PNS and honorary elementary school teachers. The population was elementary school teachers in Wonosari Subdistrict, using cluster random sampling, a minimum sample of Slovin preliminaries was received by 174 teachers. With a sample of 87 honorary and 89 PNS teachers, uses citizenship organizational behavior (α = 0.907) and organizational identification scale (α = 0.854). With two-way Anova hypothesis test, it was found that there was no difference in organizational citizenship behavior in terms of organizational identification in PNS and honorary teachers (F = 0.974; p> 0.05), there were differences of organizational citizenship behavior in terms of organizational identification ​​( F = 36.768; p <0.05), and there were no differences of organizational citizenship behavior in PNS and honorary teachers (F = 0.139; p> 0.05). The results of the additional analysis prove that there is no difference of organizational citizenship behavior in terms of years of service, gender, age, and salary.

scholarly journals PENGARUH KEADILAN ORGANISASIONAL, KOMITMEN ORGANISASIONAL, DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

2019 ◽  
Vol 8 (10) ◽  
pp. 6079
Author(s):  
Ni Putu Devi Erlina Wahyuni ◽  
I Wayan Gede Supartha
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Analytical Tool ◽  
Citizenship Behavior ◽  
Analysis Techniques

This study aims to determine the effect of organizational justice, on OCB, to determine the effect of organizational commitment on OCB and to determine the effect of job satisfaction on OCB on Dash Hotel Seminyak. The method of determining the sample in this study was conducted by Slovin approach so that the number of respondents was 91 people. The analytical tool used is multiple linear regression analysis techniques. The results obtained in this study are organizational justice that has a positive and significant effect on OCB. This shows that the better organizational justice given to Dash Hotel Seminyak, the OCB of employees will also increase. Organizational commitment has a positive and significant effect on OCB. This shows the higher organizational commitment of Dash Hotel Seminyak employees, the OCB level for employees will also increase. And job satisfaction has a positive and significant effect on OCB. This shows that the higher job satisfaction of Dash Hotel Seminyak employees, the higher the OCB level for employees. Keywords: organizational justice, organizational commitment, job satisfaction, OCB

ANALISIS FAKTOR YANG MEMPENGARUHI PERILAKU ORGANISASI PERAWAT DI RUMAH SAKIT UMUM DAERAH KABUPATEN LUWU

2018 ◽  
Vol 8 (01) ◽  
pp. 723-733
Author(s):  
Hairuddin Safaat ◽  
Tn. Jumadil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Regression Coefficient ◽  
Positive Impact ◽  
Citizenship Behavior ◽  
P Value ◽  
Main Concern

The needs of nurses who have the category of "good citizen" is the main concern that can not be ignored by management because it will have a positive impact on the organization.The purpose of this research is to analyze the influence of workload, job satisfaction and organizational commitment to Organizational Citizenship Behavior nurses. The research involved 104 implementer nurses. Data excavation techniques used questionnaires and interviews. Data were analyzed by regression analysis, t test, F test and coefficient of determination.The result of the research at the 5% significance level shows that: Workload has positive effect not significant to OCB nurse (regression coefficient: 0.116, p value: 0.245). The variables that give positive and significant influence to the nurse OCB are job satisfaction (regression coefficient: 0,226 and p value: 0,022) and organizational commitment (regression coefficient: 0,253 and p value: 0,012). Workload, job satisfaction and organizational commitment simultaneously give positive and significant influence to OCB nurse (F arithmetic: 4.836) with sig value: 0,003). Organizational commitment was the most dominant variable significantly influence the organizational citizenship behavior of nurses in the context of nurses in Batara Guru regional hospital, Luwu regency. Keywords : Work load, job satisfaction, organizational commitment, Organizational Citizenship Behavior

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

scholarly journals An Empirical Study on the Model of Self-Efficacy and Organizational Citizenship Behavior Transmitted through Employee Engagement, Organizational Commitment and Job Satisfaction in the Thai Automobile Parts Manufacturing Industry

2021 ◽  
Vol 7 (3) ◽  
pp. 170
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Manufacturing Industry ◽  
Statistical Significance ◽  
Citizenship Behavior ◽  
Parts Manufacturing

This research aims to study the direct and indirect influence of self-efficacy on organizational citizenship behavior transmitted through employee engagement, organizational commitment and job satisfaction, and to examine employee engagement, organizational commitment and job satisfaction as partial or full mediators. The study samples were 400 employees in the automobile parts manufacturing industry. The study instruments used by previous researchers were applied and back translation was conducted on all questionnaire items. Content validity and reliability was then tested prior to using them for data collection. Direct and indirect influences and mediators were analyzed with the Hayes Model 81 using the PROCESS Program. Results revealed that self-efficacy had a direct influence on organizational citizenship behavior with statistical significance, with an indirect influence transmitted through employee engagement, organizational commitment and job satisfaction. Employee engagement, organizational commitment and job satisfaction functioned as partial mediators between self-efficacy and organizational citizenship behavior with statistical significance. The model was based on the theory of self-efficacy to express organizational citizenship behavior. However, the study results showed that employee engagement, organizational commitment and job satisfaction play roles as mediators in transmission of effective organizational citizenship behavior. Therefore, these mediators are important factors that can accurately explain organizational citizenship behavior.

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

2019 ◽  
Vol 57 (4) ◽  
pp. 937-952 ◽  
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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