scholarly journals Influence of Informational Justice Practices on Organizational Citizenship Behaviour of Public Servants in Kenya

2021 ◽  
Vol 9 (4) ◽  
Author(s):  
John Chegenye ◽  
Clive Mukanzi ◽  
Julius Miroga
Keyword(s):  
Organizational Citizenship ◽  
Public Servants ◽  
Informational Justice

Disappointed but still dedicated: when and why career dissatisfied employees might still go beyond the call of duty

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Imanol Belausteguigoitia
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Organizational Level ◽  
Citizenship Behavior ◽  
Retail Sector ◽  
Goal Congruence ◽  
Content Type ◽  
Informational Justice ◽  
Work Related

PurposeThe purpose of this research is to examine how employees' experience of career dissatisfaction might curtail their organizational citizenship behavior, as well as how this detrimental effect might be mitigated by employees' access to valuable peer-, supervisor- and organizational-level resources. The frustrations stemming from a dissatisfactory career might be better contained in the presence of these resources, such that employees are less likely to respond to this resource-depleting work circumstance by staying away from extra-role activities.Design/methodology/approachThe research hypotheses were tested with survey data collected from employees who work in the retail sector.FindingsCareer dissatisfaction relates negatively to organizational citizenship behaviors, and this relationship is weaker at higher levels of peer goal congruence, supervisor communication efficiency and organization-level informational justice.Practical implicationsFor organizations that cannot completely eradicate their employees' career-related disappointment, this study shows that they can still maintain a certain level of work-related voluntarism, to the extent that they develop and hone valuable resources internally.Originality/valueThis study adds to extant research by detailing the contingent effects of a hitherto understudied determinant of employees' extra-role work behavior, namely, perceptions of limited career progress.

scholarly journals Organization Justice and Organization Citizenship Behaviour: Employee Trust Acting as Mediator

2016 ◽  
Vol 3 (2) ◽  
pp. 78
Author(s):  
Rezwan Ullah ◽  
Syed Zubair Ahmad ◽  
Sahibzada Yaseen Ahmad
Keyword(s):  
Procedural Justice ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Call Centre ◽  
Informational Justice ◽  
Employee Trust ◽  
Positive Effects ◽  
Justice Perceptions ◽  
The Impact

Justice in the organizations mostly focused on two perspectives, fairness of results and fairness of techniques is used to determine that outcomes and the perspectives were called as distributive justice and procedural justice respectively. The organizational justice covers everything on versatile concept from system of payment to treatment of your boss. Researchers of organizational behaviour recognized four types of organizational justice that is procedural, distributive, interactional and informational justice. Procedural justice perceptions considered to be one of the most crucial variables of organizational justice perceptions. The effect of different level of organizational justice on organizational citizenship behaviour is a widespread researched topic and explains the importance of organizational justice in an organization. The purpose of this quantitative study is to investigate the impact of employee trust on the relationship between organizational justice and organizational citizenship behaviour in the perspective of call centre industry in Pakistan. The sample size covered 160 employees of different call centres of Islamabad. A total of 38 questions were asked based on a 5 point Likert scale responses. For accurate data processing, SPSS Statistics software package is used for statistical analysis. Regression is used to test the hypothesis. The results show that there is a positive relationship between Organizational Justice and OCB (Accepted), there is a positive relationship between Procedural Justice and OCB (Rejected), there is a positive relationship between Distributional Justice and OCB (Accepted), there is a positive relationship between Interactional Justice and OCB (Accepted) and employee trust does not mediate the associations between Organizational Justice and OCB, which is a positive effects on OCB.

The Influence of Organizational Justice on Organizational Citizenship Behavior with Perceived Organizational Support as Mediator

2015 ◽  
Vol 21 (4) ◽  
pp. 863-865 ◽  
Author(s):  
. Masruroh ◽  
Ifan Wijaya ◽  
Tinjung Desy Nursanti
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Public Servants ◽  
District Office ◽  
Public Servant ◽  
The City

This research was conducted at the Neglasari subdistrict office. It is located in the city of Tangerang, Tangerang District, Banten Province. The purpose of this study was to determine whether there is an influence of Organizational Justice on Organizational Citizenship Behavior with Perceived Organizational Support as a mediator variable. All public servants (PNS) at the sub-district office of Neglasari are object of research. Data obtained by questionnaire spread to all public servants (70 people) at Neglasari subdistrict office. The analytical method used was path analysis. Based on the research results, the variable Perceived Organizational Support successfully mediated the influence of Organizational Justice on Organizational Citizenship Behavior, in other words, Perceived Organizational Support strengthening the effect Organizational Justice on Organizational Citizenship. This means that if an organization wants to improve Organizational Citizenship Behavior of public servant, the organization needs to improve Organizational Justice, in addition to increasing the Organizational Justice, the organization also must improve Perceived Organization Support in order to reinforce the Organizational Citizenship Behavior of public servants at Neglasari subdistrict office, Kota Tangerang.

Cross-level relationships between justice climate and organizational citizenship behavior: Perceived organizational support as mediator

2017 ◽  
Vol 45 (3) ◽  
pp. 387-397 ◽  
Author(s):  
Li Zhang ◽  
Yang Qiu ◽  
Eryue Teng
Keyword(s):  
Organizational Citizenship ◽  
Hierarchical Linear Modeling ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Linear Modeling ◽  
Interpersonal Justice ◽  
Informational Justice ◽  
Justice Climate

We investigated the mediating role of perceived organizational support in the cross-level relationships between procedural, interpersonal, and informational justice climate and organizational citizenship behavior. Hospital staff in China (N = 468) participated in this study. Using hierarchical linear modeling, we found that procedural and interpersonal justice climate had a significantly positive effect on organizational citizenship behavior. Informational justice climate, however, did not have a significant effect on organizational citizenship behavior. In addition, perceived organizational support mediated the effect of procedural and interpersonal justice climate on organizational citizenship behavior. Theoretical and practical implications of our findings are discussed in relation to justice climate and organizational citizenship behavior.

Der AVEM im Lehrerberuf: Eine Validierungsstudie

2001 ◽  
Vol 22 (4) ◽  
pp. 267-278 ◽  
Author(s):  
Rolf van Dick ◽  
Ulrich Wagner
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Körperliche Beschwerden ◽  
Berufliche Belastungen ◽  
Job Diagnostic Survey

Zusammenfassung: Einer größeren Lehrerstichprobe (N = 434), die hinsichtlich verschiedener demographischer Merkmale heterogen ist, wird der AVEM (Arbeitsbezogenes Verhaltens- und Erlebensmuster; Schaarschmidt & Fischer, 1996 , 1997 ) vorgelegt. Als Kriteriumsvariablen werden körperliche Beschwerden, Fehltage, berufliche Belastungen, Pensionierungsabsichten sowie Organizational Citizenship Behavior ( Organ, 1988 ) erfragt. Teilstichproben beantworten zusätzlich Skalen zu Copingverhalten, Sozialer Unterstützung, Kompetenzerwartung sowie eine an den Lehrerberuf adaptierte Version des Job Diagnostic Survey ( Hackman & Oldham, 1980 ). Faktoren- und Reliabilitätsanalysen replizieren die Ergebnisse von Schaarschmidt und Fischer. Eine Clusteranalyse ergibt vier Muster, von denen drei Muster der von Schaarschmidt und Fischer postulierten Einteilung entsprechen; ein viertes Muster weicht von dieser Klassifikation ab. Eine zweite Studie mit N = 283 Lehrerinnen und Lehrern kann die Lösung der ersten Clusteranalyse replizieren. Die Zusammenhänge belegen insgesamt eine gute konvergente, diskriminante und Kriteriumsvalidität und weisen den AVEM als brauchbares Messinstrument zur Analyse von Belastung und Beanspruchung im Lehrerberuf aus.

Development and Validation of a German Language Unit-Level Organizational Citizenship Behavior (OCB) Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 852-863 ◽  
Author(s):  
George Gunnesch-Luca ◽  
Klaus Moser
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Helping Behavior ◽  
Citizenship Behavior ◽  
German Language ◽  
Individual Level ◽  
Unit Level ◽  
Confirmatory Factor ◽  
Development And Validation

Abstract. The current paper presents the development and validation of a unit-level Organizational Citizenship Behavior (OCB) scale based on the Referent-Shift Consensus Model (RSCM). In Study 1, with 124 individuals measured twice, both an Exploratory Factor Analysis (EFA) and a Confirmatory Factor Analysis (CFA) established and confirmed a five-factor solution (helping behavior, sportsmanship, loyalty, civic virtue, and conscientiousness). Test–retest reliabilities at a 2-month interval were high (between .59 and .79 for the subscales, .83 for the total scale). In Study 2, unit-level OCB was analyzed in a sample of 129 work teams. Both Interrater Reliability (IRR) measures and Interrater Agreement (IRA) values provided support for RSCM requirements. Finally, unit-level OCB was associated with group task interdependence and was more predictable (by job satisfaction and integrity of the supervisor) than individual-level OCB in previous research.

Organizational Attachment

2020 ◽  
Vol 19 (3) ◽  
pp. 113-124
Author(s):  
Justin R. Feeney ◽  
Ian R. Gellatly ◽  
Richard D. Goffin ◽  
Michelle Inness
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Workplace Relationships ◽  
Factor Solution ◽  
Anxious Attachment ◽  
Organizational Attachment ◽  
Study Materials ◽  
Avoidant Attachment

Abstract. There is a trend to view workplace relationships through the lens of attachment theory. We developed and validated a 7-item Organizational Attachment Scale (OAS). In Study 1, we recruited 957 participants, who filled out study materials at three separate times. The OAS preserved the two-factor solution in traditional attachment measures – anxious attachment and avoidant attachment – and was invariant across time. In Study 2, we recruited 400 participants who completed the OAS in addition to several other surveys. The OAS was conceptually unique from Richards and Schat’s (2011) Co-Worker Attachment Scale (CWAS). The OAS incrementally predicted organizational commitment, job satisfaction, and organizational identity beyond the CWAS. Additionally, the OAS incrementally predicted organizational citizenship behavior and counterproductive work behavior beyond the CWAS.

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