Fostering Organizational Citizenship Behavior for the Environment in Promoting Employee Green Behavior at the Workplace

Malaysians generate 37500 tons per day and involving RM 2.0 billion a year for solid waste management (SWCorp Malaysia, 2017). Thus, environmental sustainability issues are one of the significant topics that should be concerned by the organizations. Encouraging pro-environmental or green behavior at workplace can result in an employee responsibility to reduce environmental problems. Therefore, there is a need to emphasize on the study of employee behavior toward sustainability. Hence, the aim of this is to propose the new framework of employee green behavior (EGB) for the organization based on organizational citizenship behavior for environment (OCBE). Implications of this study are useful for the employer as a guideline to encourage pro-environmental behavior at the workplace.

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Role of Responsible Leadership for Organizational Citizenship Behavior for the Environment in Light of Psychological Ownership and Employee Environmental Commitment: A Moderated Mediation Model

10.20944/preprints202105.0260.v1 ◽

2021 ◽

Author(s):

Ali Abbas ◽

Bilal Bilal ◽

Ye Chengang ◽

Shahid Manzoor ◽

Irfan Ullah ◽

...

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Environmental Sustainability ◽

Service Sector ◽

Psychological Ownership ◽

Citizenship Behavior ◽

Future Research ◽

Responsible Leadership ◽

Environmental Commitment

The world is looking towards organizations for social responsibility to contribute to a sustainable environment. Employees’ organizational citizenship behavior for the environment (OCBE) is a voluntary environmental-oriented behavior that is important for organizations’ environmental performance. Based on social learning theory, the study examined the effects of responsible leadership in connection with OCBE by using a sample of 520 employees of manufacturing and service sector including engine manufacturing, petroleum plants banking and insurance sector organizations of China. Further, the role of psychological ownership and employee environmental commitment were used as mediators and moderators simultaneously. The direct, mediation, and moderation model results exposed a positive relationship between responsible leadership and OCBE via employee psychological ownership and employee environmental commitment. The study also revealed that the indirect effect is stronger when employees hold higher employee environmental commitment. The theoretical and practical implications for environmental sustainability in respect of organizations as well as future research directions are discussed.

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Identifying and cultivating voluntary helpful employee behavior

Development in Learning Organizations An International Journal ◽

10.1108/dlo-09-2021-0173 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Paul Lyons ◽

Randall Bandura ◽

Kenneth J. Levitt

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Employee Performance ◽

Citizenship Behavior ◽

Employee Behavior ◽

Sources Of Information ◽

Content Type ◽

Role Behavior ◽

Critical Information ◽

Pro Social Behavior

Purpose This essay is practitioner-focused and aims to provide the manager or supervisor with a summary of critical information regarding voluntary, employee helpful behavior or organizational citizenship behavior (OCB). The summary helps explain motivation and predispositions per OCB, as well as explicit advice regarding ways to encourage and, perhaps, recognize this desired behavior. Design/methodology/approach Methodology is grounded on two elements. First, a literature review of empirical and other research on OCB, pro-social behavior, extra-role behavior, and contextual performance. Second, based on review and brief analysis of features of the behavior to include: definitions, motivation/predispositions, and employee performance, explicit guidance is offered for managers. Findings Critical information is provided about OCB and voluntary helpful behavior. The objective is to identify important aspects of the behavior and place it in a format that is accessible to the typical manager or supervisor. This approach can assist the manager to create appropriate means to identify the desired behavior as well as to encourage it. Practical implications Virtually all of the empirical research on OCB and other forms of voluntary helpful behavior make the case that such behavior is most desirable for the organization, manager, and co-workers. The research also points out that not all employees who engage in the behavior have expectations of recognition or any form of reward for their actions. This essay gives the practitioner information regarding observation of the behavior and its motivation. In addition, advice is provided to assist in stimulating the desired behavior. Originality/value Currently, nearly all of the expressions of OCB and voluntary helpful employee behavior are found in academic journals and related literature. Typically, these sources of information are not readily available to practicing managers. This condition is what prompts an essay aimed at practitioners that captures the essential aspects of the voluntary, desirable employee behavior as well as practical advice.

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Effect of Organizational Culture on Organizational Citizenship Behavior with Organizational Commitment as a Mediator

International Journal of Research in Business and Social Science (2147-4478) ◽

10.20525/ijrbs.v8i4.274 ◽

2019 ◽

Vol 8 (4) ◽

pp. 124-132

Author(s):

Mira Skar Arumi ◽

Neil Aldrin ◽

Tri Ratna Murti

Keyword(s):

Organizational Culture ◽

Organizational Commitment ◽

Path Analysis ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Quantitative Approach ◽

Citizenship Behavior ◽

Employee Behavior ◽

Organizational Expectations

The contribution of organizational culture to the organization which includes the uniqueness of values, behavior, and psychology is needed by the organization. It also includes trust, experience, ways of thinking, and organizational expectations. Improving employee behavior into organizational citizenship behavior is needed by every organization. To bring OCB to employees, a well-formed commitment is needed. This study uses a quantitative approach to test 3 hypotheses using path analysis to see the role of mediation. Respondents numbered 169 in this study. The results found in this study are that mediators play a maximum role between organizational culture and OCB.

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Playing the cards right: exploring the way leadership influences organizational citizenship behavior for the environment in megaprojects

Engineering Construction & Architectural Management ◽

10.1108/ecam-01-2021-0093 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Ge Wang ◽

Giorgio Locatelli ◽

Huijin Zhang ◽

Jingyuan Wan ◽

Yufan Chen

Keyword(s):

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Environmental Sustainability ◽

Contextual Factors ◽

Citizenship Behavior ◽

Hierarchical Regression ◽

Content Type ◽

Environmental Commitment ◽

Wide Range ◽

The Relationship

PurposeOrganizational citizenship behaviors for the environment (OCBEs) represent a crucial element of environmental sustainability for a wide range of organizations. However, the leadership mechanisms underlying OCBEs are as yet unexplored, particularly regarding the delivering megaprojects. The paper aims to investigate how transformational leadership (TFL) and transactional leadership (TSL) styles shape the environmental commitment (EC) of subordinates, motivating OCBEs in megaprojects.Design/methodology/approachPartial least squares modeling and hierarchical regression were performed on data obtained from 140 experts who have been involved in megaprojects.FindingsBoth TFL and TSL styles are effective in motivating OCBEs, although the EC of subordinates partially mediates these relationships. The power distance (PD) orientation significantly moderates the relationship between TFL and OCBEs, with the relationship being more positive when the PD of subordinates is lower. Unexpectedly, a collectivist orientation (CO) was found to elevate the effect of TSL but weaken the effect of TFL.Originality/valueThe mixed and contradictory findings regarding TFL and TSL styles are reconciled in the current study by integrating the contextual factors of PD and CO. The findings of the study shed new light on “playing the cards right” when using the leadership practices, i.e. how leadership can be better leveraged to cultivate subordinates' OCBEs. They also provide targeted guidance for shaping contextual factors to increase the environmental sustainability of megaprojects.

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Self-construal types and organizational citizenship behavior for the environment of employees in a university

International Journal of Sustainability in Higher Education ◽

10.1108/ijshe-07-2020-0267 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Oluyinka Ojedokun

Keyword(s):

Civic Engagement ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Environmental Sustainability ◽

Citizenship Behavior ◽

Survey Method ◽

Future Research ◽

Cross Sectional Survey ◽

Content Type ◽

Self Construal

Purpose In researching into workplace pro-environmental behaviors, there is sparse evidence on self-construals with dimensions of organizational citizenship behavior for the environment (OCBE), particularly among university employees. To fill this gap, the purpose of the study is to investigate the associations of self-construals with eco-civic engagement, eco-helping and eco-initiatives among 256 (men = 139 and women = 117) employees of a University. Design/methodology/approach Through the use of cross-sectional survey method, data were collected to investigate theoretically deduced hypotheses. Hierarchical multiple regression was used to test the hypotheses. Findings Results showed that independent self-construal was positively associated with eco-civic engagement, β = 0.25, t = 2.55, p < 0.01, eco-helping, β = 0.42, t = 4.51, p < 0.01 and eco-initiatives, β = 0.36, t = 3.73, p < 0.01, whereas interdependent self-construal had significant positive relationship with eco-civic engagement only, β = 0.27, t = 2.73, p < 0.01. Research limitations/implications Future research can manipulate self-construal and collect observational data on eco-civic engagement, eco-helping and eco-initiatives. The findings should be further developed using larger samples among other higher education institutions (HEIs). Practical implications This study provides a basis that self-construction can influence OCBE, particularly, focusing on independence can drive engagement in eco-civic engagement, eco-helping and eco-initiatives while focusing on interdependence can motivate engagement in eco-civic engagement. The findings may guide future development of workplace environmental sustainability programs and policies to aid university managers, practitioners, organizers and promoters of environmental sustainability on the university campuses. Originality/value The findings contribute to environmental sustainability literature in HEIs by providing information on the usefulness of self-construal types in motivating employee participation in OCBE.

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Review on the Support System for Employees and Organizations

Think India ◽

10.26643/think-india.v22i3.8063 ◽

2019 ◽

Vol 22 (3) ◽

pp. 34-45

Author(s):

Amar Nath Gupta ◽

Dr. Ravi Kumar Gupta

Keyword(s):

Organizational Citizenship ◽

Support System ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Employee Productivity ◽

Organizational Efficiency ◽

Employee Behavior ◽

Formal Organization ◽

Behavioral Sciences ◽

Full Cooperation

Organizational Citizenship Behavior (OCB) has been an important construct in the fields of Behavioral Sciences, Psychology and Management. Thus, OCB has captured a volume of attention in the previous decades. Organizational Citizenship Behavior refers to employee behavior that is additional efforts, that increases organizational efficiency, and that is not explicitly considered by an organization’s reward policy. OCB is assisting to change the atmosphere of a formal organization because activities related to OCB give a relaxed atmosphere and full cooperation. It is expected that with the atmosphere of OCB, the tension between employees can be reduced and therefore the environment that support employee productivity is expected to increase.

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Der AVEM im Lehrerberuf: Eine Validierungsstudie

Zeitschrift für Differentielle und Diagnostische Psychologie ◽

10.1024//0170-1789.22.4.267 ◽

2001 ◽

Vol 22 (4) ◽

pp. 267-278 ◽

Cited By ~ 9

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.

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

European Journal of Psychological Assessment ◽

10.1027/1015-5759/a000558 ◽

2020 ◽

Vol 36 (5) ◽

pp. 852-863 ◽

Cited By ~ 1

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.

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Organizational Attachment

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000252 ◽

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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