scholarly journals Impact of Islamic Work Ethics on Knowledge Sharing Behavior and Organizational Citizenship Behavior

2021 ◽  
Vol 6 (2) ◽  
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Work Ethics ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

Introducing a Model of Relationship Between Knowledge Sharing Behavior and Organizational Citizenship Behavior and Positively Orientated Organizational Behavior

2018 ◽  
Vol 14 (3) ◽  
pp. 21-36 ◽  
Author(s):  
Tayebeh Sadegh ◽  
Reyhaneh Mohammad Khani ◽  
Fatemeh Modaresi
Keyword(s):  
Organizational Behavior ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

This study investigates the effects of employees' positively oriented organizational behavior and organizational citizenship behavior (OCB) use on knowledge sharing behavior after a two-month period. Based on previous research, it was expected that: (1) organizational citizenship behavior would be positively related to knowledge sharing behavior; (2) psychological capital would be positively related to knowledge sharing behavior; (3) OCB would mediate the relationship between psychological capital and knowledge sharing behavior; (4) psychological empowerment would be positively related to knowledge sharing behavior; and (5) OCB would mediate the relationship between psychological empowerment and knowledge sharing behavior. Results provided support for the direct effects of OCB, psychological capital and psychological empowerment on knowledge sharing behavior. Psychological capital and psychological empowerment were each indirectly related to knowledge sharing behavior, mediate by OCB. To be more precise, individuals with higher level of psychological capital and psychological empowerment were not only more likely to participate in organizational citizenship behavior but having a higher level of positively orientated organizational behavior made them to engage more in knowledge sharing behavior two months later.

scholarly journals Psychological Empowerment and Employee Behaviors: Employee Engagement As Mediator and Leader-Member Exchange as Moderator

2015 ◽  
Vol 1 (6) ◽  
pp. 24-30 ◽  
Author(s):  
Rizwana Kosar ◽  
Sayyed M. Mehdi Raza Naqvi
Keyword(s):  
Knowledge Sharing ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Knowledge Sharing Behavior ◽  
Member Exchange ◽  
Sharing Behavior

The objective of this study is to determine the association between psychological empowerment and two behavioral outcomes of employee (i.e. organizational citizenship behavior and knowledge sharing behavior) by examining the mediating role of employee engagement and the moderating role of leader-member exchange. A survey was completed by employees working in different corporations and jobs. The data were collected by self- administered questionnaire and analyzed by using correlation and regression analysis. Results indicate that psychological empowerment positively influences organizational citizenship behavior and knowledge sharing behavior. In addition, employee engagement partially mediates the relationship between psychological empowerment and organizational citizenship behavior and fully mediates between psychological empowerment and knowledge sharing behavior. Psychological empowerment has a positive significant relationship with the employee engagement whereas leader-member exchange does not moderate the relationship between psychological empowerment and employee engagement. The implications of these findings are discussed.

scholarly journals Servant Leadership: Impact on Organizational Citizenship Behavior and Knowledge Sharing Behavior

2020 ◽  
Vol 55 (4) ◽  
Author(s):  
Muhammad Qaiser Shafi ◽  
Sajeela Rabbani ◽  
Rehan Maqsood Alam ◽  
Seema Gul
Keyword(s):  
Servant Leadership ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Knowledge Sharing Behavior ◽  
Sharing Behavior

This study aims to investigate the effect of servant leadership on organizational citizenship behavior and knowledge-sharing behavior. It further explores servant leadership for its potential mediation of work engagement and moderation of self-efficacy in organizational citizenship behavior and knowledge-sharing behavior. Time-lagged data was collected from 264 respondents from Pakistan’s banking sector via convenience sampling. The relationships between servant leadership and organizational citizenship behavior, servant leadership and knowledge-sharing behavior were analyzed through partial least squares structural equation modeling. The results of this analysis reveals that the effect of servant leadership on organizational citizenship behavior and knowledge-sharing behavior is significant in that work engagement acts as a mediator, and follower’s self-efficacy plays the role of moderator. Based upon social exchange theory, the study supports that servant leadership increases citizenship and knowledge-sharing behavior. In addition, the study provides an understanding of how servant leadership mediates work engagement for pragmatic synergetic outcomes in a Pakistani context. The study’s implications and limitations are also discussed, and suggestions for future research are noted.

Perceived social loafing congruence between leaders and members: Effect on performance

2021 ◽  
Vol 49 (6) ◽  
pp. 1-13
Author(s):  
Cheol Young Kim
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Social Loafing ◽  
Role Performance ◽  
Knowledge Sharing Behavior ◽  
Member Exchange ◽  
Sharing Behavior

I measured social loafing as perceived by leaders and members independently, and assessed the effect of each party's perception of members' social loafing on the leader–member exchange relationship, in-role performance, organizational citizenship behavior, and knowledge-sharing behavior. Participants were 333 leader–member dyads from 12 organizations in South Korea, and data were collected in two waves. I performed polynomial regression and response surface analyses and tested the mediating effect of leader–member exchange. As hypothesized, perceived social loafing congruence had a direct effect on leader–member exchange, and an indirect effect via leader–member exchange on in-role performance, organizational citizenship behavior, and knowledge-sharing behavior. Theoretical and practical implications of congruence in perceptions of social loafing are discussed.

scholarly journals The Impact of Psychological Empowerment on Organizational Citizenship Behavior and Knowledge Sharing Behavior: The Mediating role of Employee Engagement and Moderating role of Leader-member exchange

2017 ◽  
Vol 5 (2) ◽  
pp. 1-12
Author(s):  
Rizwana Kosar ◽  
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Knowledge Sharing Behavior ◽  
Member Exchange ◽  
Sharing Behavior

The aim of this study is to determine the relationship between psychological empowerment and two behavioral outcomes of an employee (organizational citizenship behavior and knowledge sharing behavior) by examining the mediating role of employee engagement and moderating role of leader-member exchange. A survey was completed by 146 employees working in a variety of jobs and organizations. The data were collected by self- administered questionnaire and then analyzed by using correlation and regression analysis. Results indicate that psychological empowerment positively influences organizational citizenship behavior and knowledge sharing behavior. In addition, employee engagement partially mediates the relationship between psychological empowerment and organizational citizenship behavior and fully mediates between psychological empowerment and knowledge sharing behavior. Leader-member exchange does not moderate the relationship between psychological empowerment and employee engagement. Psychological empowerment has positive relationship with the employee engagement for employees low in leader-member exchange than for employees high in leader-member exchange. The implications of these findings are discussed.

scholarly journals EFFECT OF ISLAMIC WORK ETHICS ON EMPLOYEES WORK ENGAGEMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

PSYCHOLOGIA ◽  
2017 ◽  
Vol 60 (3) ◽  
pp. 111-120
Author(s):  
Tahir FARID ◽  
Sadaf IQBAL ◽  
Ma JIANHONG ◽  
Tayyiba MUSHTAQ ◽  
Qaiser MEHMOOD
Keyword(s):  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Work Ethics

scholarly journals The Increase of Organizational Citizenship Behaviour (OCB) Through Islamic Work Ethics, Affective Commitment, and Organizational Identity

2019 ◽  
Vol 12 (2) ◽  
pp. 181 ◽  
Author(s):  
Wuryanti Kuncoro ◽  
Gunadi Wibowo
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Structural Equation ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
Work Ethics ◽  
Productivity Increase

An employee who is willing to voluntarily help fellow co-workers to do work outside the assigned job description and the assistance provided is not included in the performance assessment, can be defined as organizational citizenship behavior (OCB). Podsakoff et.al (2000) states that OCB can influence organizational effectiveness because it can help improve co-workers productivity, increase managerial productivity and streamline the use of organizational resources for productive purposes. This research was conducted to identify the effect of Islamic work ethics, affective commitment and organizational identity on OCB. The data were collected from 110 employees at the Muhammadiyah Islamic Hospital of Kendal and the Muhammadiyah Darul Istiqomah Hospital of Kendal. The data were later analyzed using Structural Equation Modeling (SEM) using the Analysis of Moment Structure (AMOS 24) software. The result indicates that affective commitment and organizational identity have a significant effect on OCB while Islamic work ethics have no significant effect on OCB. The researcher hopes that this research can be developed in future research by adding other variables related to OCB that may have a greater influence on OCB.

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