scholarly journals A Research On Determınatıon Of The Relationship Between Motivation, Organizational Citizenship Behaviours And Intention To Quıt; An Example Of Ostim Industrıal Area

2018 ◽  
Vol 4 (3) ◽  
pp. 131-144
Author(s):  
HALIL IYIDEMIR ◽  
BELGIN AYDINTAN
Keyword(s):  
Organizational Citizenship ◽  
Industrial Area ◽  
Intention To Quit ◽  
Organizational Citizenship Behaviours ◽  
The Relationship

Knowledge management implementation in Indian automobile ancillary industries

2016 ◽  
Vol 11 (3) ◽  
pp. 802-810 ◽  
Author(s):  
Nitin Yashwant Patil ◽  
Ravi M. Warkhedkar
Keyword(s):  
Knowledge Management ◽  
Industrial Area ◽  
Total Quality ◽  
Limited Data ◽  
Interpretive Structural Modeling ◽  
Content Type ◽  
Relationship Of ◽  
Power And Dependence ◽  
The Relationship

Purpose In the past decade, much has been written about knowledge management (KM) in the manufacturing; however, less attention has been paid to the Indian automobile ancillary industries located in Chinchwad, Pune. It is suitable to find out the relationship of the factors of the study. It helps in identifying the hierarchy of factors to be taken, and interlinking of production department with KM improves the productivity of the industries. Categorization of these principles based on their driving power (principles which hold other principles) and dependence (principles which are dependent on other principles) has also been examined for KM implementation to study the driving power and dependence power of these principles. This paper aims to determine the roadmap of KM implementation and categorize KM principles based on their driving power for manufacturing industries with the use of the interpretive structural modeling (ISM)-based model. The results indicate that the principles possessing higher driving power, such as KM, inventory control, quality control, productivity and scheduling and their interlinking. The major contribution of this research lies in the development of contextual relationship among various identified factors of KM and determination of their driving and dependence power through a single systemic framework. Design/methodology/approach In this paper, author find out the suitability ISM for Indian Automobile industries to find the relation among the variables. Findings ISM model has been developed for the hierarchy of the identified KM. As ISM model results a hypothetical hierarchy which needs a proper quantitative analysis to evaluate their percentage effectiveness in the hierarchy. Research limitations/implications It is applied to automobile industries with limited number of variables that will show the dependence variable and driving variables and their interrelations. It can be applied other fields to fine the relationship of variables. Practical implications The ISM may be used in supply chain management and total quality management to find interlinking between the variables. Originality/value The limited data collected from Pimpri Chinchwad industrial area of Pune from Maharashtra state (India).

scholarly journals Moderation Effect Of Counter Work Productive Behaviour On The Relationship Between Job Satisfaction And Organizational Citizenship Behaviour

2021 ◽  
Vol 12 (4) ◽  
pp. 938-943
Author(s):  
Dr. Gayathri Band, Et. al.
Keyword(s):  
Job Satisfaction ◽  
Organizational Citizenship ◽  
Negative Impact ◽  
Positive Impact ◽  
Strong Association ◽  
Positive Association ◽  
Moderation Effect ◽  
Organizational Citizenship Behaviours ◽  
Survey Results ◽  
The Relationship

OCB ordinarily alludes to practices that decidedly affect the association or its individuals (Poncheri, 2006). OCB can be influenced by imparting in workers an impression of skill in their activity undertakings (Todd, 2003). Bateman and Organ (1983) proposed a noteworthy and solid connection between organizational citizenship conduct and job satisfaction. Bateman and Organ (1983) proposed a critical and strong association between organizational citizenship and occupation fulfillment. Employment fulfillment has been found to have a positive association with work execution and organizational citizenship. The purpose of the present examination was to research if CWB could be gone with moderately high work fulfillment. The present study is undertaken to study if there is a significant moderating effect of CWB on the relationship between Job Satisfaction and Organizational Citizenship Behaviour. CWB is prejudicious to the organization or to co-workers. The Organizations ought to enhance the spontaneous organizational citizenship behaviors of workers to extend satisfaction and, hence, to extend the competitiveness within the organization. The survey results disclosed that job satisfaction encompasses an important positive impact on organizational citizenship behaviour which counterwork productive behaviour encompasses a important negative dampening impact on the link between job satisfaction and organizational citizenship behaviours. The organizations will improve the work satisfaction of their workers by rising perceived operating satisfaction, social satisfaction, and remunerative satisfaction, which might then improve the organizational citizenship behaviours and reduce the negative impact of counterwork productive behaviour.

The mediating effects of green organizational citizenship on the relationship between green transformational leadership and green creativity: evidence from hotels

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Mert Öğretmenoğlu ◽  
Orhan Akova ◽  
Sevinç Göktepe
Keyword(s):  
Transformational Leadership ◽  
Organizational Citizenship ◽  
Relevant Literature ◽  
Mediating Effect ◽  
Mediating Effects ◽  
Confirmatory Factor Analyses ◽  
Content Type ◽  
Organizational Citizenship Behaviours ◽  
The Impact ◽  
The Relationship

PurposeAwareness of environmental and environmental ethical behaviours are increasing day by day in the hospitality sector. Concepts are examined more and more from the “green” point of view. This study aims to reveal the impact of green transformational leadership on green creativity and the mediating effects of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity in the context of hospitality.Design/methodology/approachThis study was designed according to the quantitative approach. Hotel employees in Istanbul, Turkey (N = 201) provided data later analysed in three stages. First, JAMOVI software outputs provided descriptive statistics. Second, confirmatory factor analyses ensured the validity of the research. Third, SmartPLS was used to test the hypotheses of the study.FindingsThe results revealed that green transformational leadership positively affects employees' green creativity and green organizational citizenship behaviours. Moreover, green organizational citizenship behaviours partially mediate the relationship between green transformational leadership and green creativity.Originality/valueTo the best of our knowledge, no research examines the mediating effect of green organizational citizenship behaviours in the relationship between green transformational leadership and green creativity. This research will contribute to the relevant literature by filling this gap. This study is original in its attempt to reveal the nature of green organizational behaviours of hospitality employees. It contributes to the literature on green transformational leadership, green creativity and green organizational citizenship behaviours.

scholarly journals Exploring the Relationship between Organizational Culture, Job Satisfaction, and Organizational Citizenship Behaviour

2016 ◽  
Vol 6 (4) ◽  
pp. 20 ◽  
Author(s):  
Tarek A. El Badawy ◽  
Mona M. Kamel ◽  
Mariam M. Magdy
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Mediation Effect ◽  
Organizational Citizenship Behaviours ◽  
The Relationship

This study examined the interaction between organizational culture, organizational citizenship behaviours and job satisfaction. While organizational culture plays an important role in affecting performance indirectly, other variables mediate and moderate the relationship. This study was based on a sample of 127 Egyptian participants undertaking an MBA course. Results showed positive significant correlations between four types of organizational culture, job satisfaction and citizenship behaviour individually. Job satisfaction mediated the relationship between culture and citizenship behaviour. However, the mediation effect was weak. Further discussion, implications and research limitations are discussed.

scholarly journals Career Development Opportunity Cures for the Impairment Effect of Careerist Orientation on Organizational Citizenship Behaviours: Empirical Evidences form Project Based Employees Working in Non-profit Making Organization

2020 ◽  
Vol 10 (1) ◽  
pp. 103-127
Author(s):  
Ganesh Bhattarai ◽  
Dhruba Raj Pokharel ◽  
Prem Bahadur Budhathoki
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Citizenship Behavior ◽  
Growth Opportunities ◽  
Non Profit ◽  
Organizational Citizenship Behaviours ◽  
Career Growth ◽  
The Relationship

This study was carried out to examine the direct impact of employees‘ careerist orientation and career growth opportunities on their organizational citizenship behaviours (conscientiousness and altruism) as well as role of career growth opportunities in the relationship between careerist orientation and organizational citizenship behaviours (conscientiousness and altruism). 268employees working in non-profit making projects in Kathmandu valley were surveyed and analyzed. Quantitative analysis of multi-source measured perceptual data revealed that (1)employees‘ careerist orientation negatively impacts on organizational citizenship behavior (conscientiousness and altruism), (2) and career growth opportunities positively impacts on organizational citizenship behaviors (conscientiousness and altruism), and (3) employees career growth opportunities cure their harmful impact of careerist orientation on organizational citizenship behaviour (conscientiousness and altruism). Moreover, this study tested the different forms (effect sizes) of interactive effect of employees‘ careerist orientation and career growth opportunities to predict their organizational citizenship behaviours (conscientiousness and altruism). For example, it was tested that a relatively strong marginal negative prediction of careerist orientation on organizational citizenship behaviours (conscientiousness and altruism)was for those employees who perceive a low level of career growth opportunities. A number of theoretical and practical implications are suggested.

Abusive supervision, co-worker abuse and work outcomes: procedural justice as a mediator

2019 ◽  
Vol 7 (3) ◽  
pp. 325-341
Author(s):  
Shalini Ramdeo ◽  
Riann Singh
Keyword(s):  
Organizational Commitment ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Abusive Supervision ◽  
Intention To Quit ◽  
Citizenship Behavior ◽  
Content Type ◽  
Workplace Abuse ◽  
The Relationship

Purpose Based on the social exchange theory and the reactance theory, the purpose of this paper is to investigate the effects of workplace abuse from two sources. The study explores the linkage between abusive supervision and co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit as mediated by procedural justice. Furthermore, this study extends understanding workplace abuse consequences by investigating its effects on organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization. Design/methodology/approach To test the proposed hypotheses, a cross-sectional research design was used. The sample comprised 500 employees working in various private and public sector organizations in the Republic of Trinidad and Tobago. Using a split-sample approach, mediation analyses were performed on the test and validation samples. Findings The research results showed that procedural justice mediated the relationship between abusive supervision and affective and normative commitment, organizational citizenship behavior directed to individuals and intention to quit. Procedural justice was found to mediate the relationship between co-worker abuse and affective and normative commitment, and intention to quit. Originality/value This study extends previous academic studies on workplace abuse by comparing the effects of abusive supervision and the lesser researched source of co-worker abuse on the targeted employee’s organizational commitment, organizational citizenship behavior and intention to quit. It also reports on the effects of each source on an employee’s organizational citizenship behavior directed to individuals and organizational citizenship behavior directed to the organization, as there is limited empirical research within the workplace abuse literate on these two dimensions.

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