scholarly journals Warrior and peacekeeper role identities: associations with self-esteem, organizational commitment and organizational citizenship behavior

2019 ◽  
Vol 8 (2019) ◽  
pp. 3-15 ◽  
Author(s):  
Tessa op den Buijs ◽  
Wendy Broesder ◽  
Irina Goldenberg ◽  
Delphine Resteigne ◽  
Juhan Kivirähk
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Esteem ◽  
National Sample ◽  
Role Identity ◽  
Demographic Variables ◽  
Citizenship Behavior ◽  
Future Research ◽  
Role Identities

Abstract This article focuses on military role identity by assessing the relations between demographic variables and warrior and peacekeeper role identities and by examining the potential influence of these role identities on self-esteem, organizational commitment and organizational citizenship behavior (OCB) in a cross-national sample. A questionnaire was distributed to military members in four participating countries: Belgium, Estonia, Canada and the Netherlands (n = 831). The findings show that demographic variables (i.e., age, gender, marital status and unit) are related to military role identity, and that military role identity predicts self-esteem, organizational commitment and OCB. In particular, multiple regression analyses demonstrate that peacekeeper role identity predicts self-esteem, organizational commitment and OCB, whereas warrior role identity only predicts organizational commitment and OCB, and further, that peacekeeper role identity is a stronger predictor of the outcome variables measured. The theoretical and practical implications, including providing commanders with information to assess their units’ mindsets, and mechanisms to improve self-esteem, commitment, OCB, are discussed. Finally, the limitations of this study and its potential for future research are described.

Linking leader power use and performance: The mediating role of follower satisfaction and commitment

2019 ◽  
pp. 1-21 ◽  
Author(s):  
Peter J. Reiley ◽  
Rick R. Jacobs
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Air Force Academy ◽  
Mediating Role ◽  
Follower Satisfaction ◽  
And Performance

AbstractThis study examined the intermediate role job satisfaction and organizational commitment play between leaders' perceived use of power and followers' performance. Based on a sample of 365 cadets at the U.S. Air Force Academy, this study found followers' job satisfaction and commitment mediated the positive relationships between their leaders' use of expert, referent, and reward power and the followers' organizational citizenship behavior. Further, while the use of legitimate or coercive power were both related negatively to followers' in-role job performance, these relationships were not mediated by the followers' job satisfaction or organizational commitment. This study then discusses the practical implications of these findings, highlights its theoretical contributions toward understanding power's direct and indirect relationships with performance in the leadership dynamic, and recommends future research avenues to leverage and build upon these findings.

The effect of OCB in relationship between personality, organizational commitment and job satisfaction on performance

2017 ◽  
Vol 36 (10) ◽  
pp. 1283-1293 ◽  
Author(s):  
Sri Indarti ◽  
Solimun ◽  
Adji Achmad Rinaldo Fernandes ◽  
Wardhani Hakim
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Empirical Literature ◽  
Equation Modeling ◽  
Future Research ◽  
Content Type

Purpose The purpose of this paper is to know whether organizational citizenship behavior mediates the effects of personality, organizational commitment, and job satisfaction. Design/methodology/approach This research was conducted in the city of Makassar with the entire population being lecturer with the status from a permanent lecturer foundation. By using the Slovin formula, a sample of 295 respondents was obtained. Structural equation modeling (SEM) was used as an inferential statistical analysis technique to test the hypothesis of the research. Findings The results of the study found the mediating effect (indirect effect) of variable organizational citizenship behavior was found in between personality, organizational commitment and job satisfaction on performance, which thus indicates that the higher the personality, organizational commitment and job satisfaction the higher the performance, and if mediated, organizational citizenship behavior is also higher. Originality/value Organizational citizenship behavior research has been conducted on student classroom and career success. Additionally, organizational citizenship behavior has been researched for a critical review of the theoretical and empirical literature, which has provided suggestions for future research. Thereby, on paper originality the variables shown to be used are personality, organization commitment, job satisfaction, organizational citizenship behavior, and performance. Furthermore, the method used in this research is the SEM. The investigation was performed at two private colleges in Indonesian Muslim University and Muhammadiyah University Makassar, South Sulawesi, Indonesia, where no studies were conducted on the same topic previously.

scholarly journals Leader Narcissism and Employee Organizational Citizenship Behavior Directed Toward the Leader: Roles of Perceived Insider Status and Need for Self-Esteem

2021 ◽  
Vol 12 ◽  
Author(s):  
Huaqiang Wang ◽  
Geng Liu ◽  
Miao Wang ◽  
Yue Dong
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Esteem ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Negative Effect ◽  
Perceived Insider Status ◽  
The Impact

Based on self-concept theory, the present study proposed and empirically tested the impact of leader narcissism on employee organizational citizenship behavior directed toward the leader (OCB-L), highlighting the mediating role of perceived insider status and the moderating role of need for self-esteem in this relationship. Based on an analysis of 161 two-stage matched leader-employee dyads, the hypotheses were tested and the results showed that the leader narcissism had a negative direct effect on employee OCB-L, as well as a negative indirect effect on employee OCB-L via perceived insider status. Furthermore, the need for self-esteem was found to moderate the negative effect of leader narcissism on perceived insider status as well as the mediating effect of perceived insider status between leader narcissism and employee OCB-L. The theoretical and practical implications of our research were discussed. Limitations and directions for future research were also offered.

scholarly journals The Relationship of Employee Engagement, Organizational Commitment and Organizational Citizenship Behavior

2018 ◽  
Vol 6 (1) ◽  
pp. 35-41
Author(s):  
Pir Sajad Ullah ◽  
◽  
Waseef Jamal ◽  
Muhammad Naeem ◽  
◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Future Research ◽  
Significant Positive Relationship ◽  
Study Results ◽  
The Relationship

This study aims to examine the relationship between employee engagement, organizational commitment and organizational citizenship behavior. With the help of literature, current study developed two hypotheses regarding employee engagement, organizational commitment and organizational citizenship behavior. Educational sector was selected for the conducting of this study. Structured closed ended questionnaire was used for the collection of data. Using correlation and regression analysis, the study results showed that there is a significant positive relationship between employee engagement and organizational commitment and furthermore confirmed that there is a significant positive relationship between employee engagement and organizational citizenship behavior. This study provided beneficial insights about employee engagement in the education sector of Pakistan. The study concludes by discussing limitations and future research directions.

scholarly journals The effect of perceived corporate philanthropy on organizational citizenship behavior

2013 ◽  
Vol 26 (2) ◽  
pp. 195-218
Author(s):  
KyunHwan Roh ◽  
TaeYong Yoo
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Corporate Philanthropy ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Future Research ◽  
Common Method Bias ◽  
Method Bias ◽  
The Relationship

The purposes of this study were to examine the effect of perceived corporate philanthropy on organizational commitment and organizational citizenship behavior, the mediating effect of organizational commitment in the relationship between perceived corporate philanthropy and organizational citizenship behavior, and the moderating effect of service values in the relationship between perceived corporate philanthropy and organizational commitment. Data were gathered from 250 employees who were working in various organizations in Korea. To reduce the effect from the common method bias, the organizational citizenship behavior was rated by others(two hundred and fifty peers, subordinates, and supervisors). As a result, organizational commitment partially mediated the relationships between perceived corporate philanthropy and organizational citizenship behavior. Service values moderated the relationship between perceived corporate philanthropy and organizational commitment because the relationship was more positive when service values was high than low. Finally, implication of results and future research tasks were discussed with limitations.

scholarly journals The Influence of Servant Leadership on Organizational Citizenship Behavior: the Mediating Effect of Organizational Commitment

2021 ◽  
Vol 16 (1) ◽  
pp. 70-83
Author(s):  
Mohammad Harisur Rahman Howladar ◽  
Md Sahidur Rahman
Keyword(s):  
Organizational Commitment ◽  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Mediation Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Future Research ◽  
The Relationship

Abstract The main aim of the study to find out whether organizational commitment has any mediation effect on the relationship between servant leadership and organizational citizenship behavior. Data was collected from 432 managers and staff of private commercial banks in Bangladesh. The respondents were selected using the convenience sampling technique. Structural equation modeling was used for analyzing the collected data. The study reveals that servant leadership has a direct influence on organizational commitment and organizational citizenship behavior, as well as organizational commitment has a direct impact on organizational citizenship behavior. It is also revealed that the relationship between servant leadership and organizational commitment is partially mediated by organizational commitment. The main implication of the study is that employees’ organizational citizenship behavior can be improved by servant leadership of managers through the indirect effect of organizational commitment of employees. The study also pinpoints some limitations as well as future research directions.

Effect of Organizational Culture and Organizational Commitment to Employee Performance through Organizational Citizenship Behavior (OCB) as Intervening Variables (Study on Bappeda Litbang Provinsi Bali)

2018 ◽  
Vol 9 (08) ◽  
pp. 20997-21013
Author(s):  
Anom Suwibawa ◽  
Anak Agung Putu Agung ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Employee Performance ◽  
Sem Analysis ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Individual

Organizational culture as the values, principles, traditions and ways of working shared by members of the organization and affect the way they act. Organizational commitment has an important role of employee performance. The commitment can be realized if the individual in the organization, running their rights and obligations according to their duties and functions and functions within the organization, because the achievement of organizational goals is the work of all members of the organization that are collective Vipraprastha, Sudja,  & Yuesti (2018). Respondents in this study are Civil Servants (PNS) at least have been working for 2 years. The number of respondents in this study were 86 respondents using Nonprobability technique that is saturated samples or often called total sampling. This research uses SMARTPLS 3 Structural Equation Modeling (SEM) analysis. The results of this study indicate that: 1) organizational culture has a positive and significant effect on Organizational Citizenship Behavior (OCB); 2) Organizational Citizenship Behavior (OCB) has positive and significant impact on Organizational Citizenship Behavior (OCB); 3) Organizational Citizenship Behavior employee, 4) organizational culture has a positive effect on the performance of employees, either partially or through Organizational Citizenship Behavior (OCB), 5) Organizational commitment has no effect on employee performance.

Analisis Dimensi Komitmen Organisasional yang Mempengaruhi Organizational Citizenship Behavior Karyawan PT KAI DAOP VI Yogyakarta

2020 ◽  
Vol 15 (2) ◽  
Author(s):  
Yati Suhartini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Regression Coefficient ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Normative Commitment ◽  
Dominant Dimension ◽  
Significance Level

The research was carried out to find the influence of three dimensions of organizational commitment, namely affective commitment, continuity commitment, and normative commitment, toward organizational citizenship behavior (OCB) of employees.The research was conducted respectively from seven stations in operation areas of PT Kereta Api Daop VI Yogyakarta.The subject of research are 55 employees Data was derived from a survey, collected by applying questionnaires, analized by using multiple linier regression,and assisted by the application of SPSS 21 program.Based on the result of data analysis, it is showed that the three dimensions of organizational commitment, namely affective commitment (X1), continuity commitment (X2), and normative commitment (X3) influence partially or simultaneously on organizational citizenship behavior (Y) of employees, thus partially or simultaneously supporting the 5 hypotheses. These were indicated by the value of regression coefficient and the significant level of each factor which are 0.250 and 0.042; 0.386 and 0.001; 0.481and 0,000, respectively. Likewise, the value of F amounting to 30.520 with the significance level of 0,000, whereas adjusted R2 counting to 0.621. Furthermore, normative commitment indicates as the most dominant dimension that influences on organizational citizenship behavior of employees.

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

Sign in / Sign up

Export Citation Format

Share Document