scholarly journals Building a Social Network Theory of Perceived Public Service Motivation and Organizational Citizenship Behavior among Public Sector Employees

2018 ◽  
Vol 2 (1) ◽  
pp. 55-73
Author(s):  
Sobia Sultana ◽  
Saima Ulfat
Keyword(s):  
Social Network ◽  
Social Networking ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Network Theory ◽  
Service Management ◽  
Social Network Theory ◽  
Citizenship Behavior ◽  
The Relationship

Public Service Motivation (PSM) states that individuals are not only driven by their own interests but also by a unit contributing to society and helping others and this motivation is particularly high among public servants. The extant literature reveals that people at high levels of public service management are inclined towards Organizational Citizenship Behavior (OCB) (Christensen & Wright, 2011). Built upon the theory of social network and considering the importance of PSM in public organizational life, social networking is integrated with PSM to verify its relationship and impact on OCB. This paper presents the conceptual argument that the perception of social networking provides an intuitive vision for content visualization and both the quality and value of relationships can be evaluated according to the levels of commitment towards public service management. These propositions have been developed to outline the relationship between PSM and OCB based on the deep-down concept of social networking. This paper concludes with the argument that in social network theory, advice and networking have a positive exchange relationship in which employees share resources like guidance, information, direction and support associated with their task; while adversarial networks represent negative exchange relationships that lead to behaviors such as interference, pressure, interruption and negative response. Therefore, it is very important to evaluate the types of social networks to determine the relationship between PSM and its behavioral outcomes.

A Social Network Perspective on Organizational Citizenship Behavior

2017 ◽  
Author(s):  
Daniel J. Brass
Keyword(s):  
Social Network ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Network Theory ◽  
Social Network Theory ◽  
Citizenship Behavior ◽  
Organizational Networks ◽  
Alternative Perspective ◽  
Research Questions

This chapter provides a brief general primer on social network theory and how it might be applied to organizational citizenship behavior (OCB) as an alternative perspective to the undersocialized (isolated individual) and oversocialized (norm and culture) views of behavior in organizations. I identify social network relationships that are likely to affect the performance and receipt of OCBs and propose a model of the diffusion of OCBs through an organization, noting differences between organizational networks such as cliques and core-periphery structures. In the process, I attempt to identify research questions that may be of interest to both academics and managers. The overarching goal is to provide readers with enough information to apply a social network perspective to OCB.

scholarly journals EVALUATION OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN THE CONTEXT OF ORGANIZATIONAL COMMITMENT: THE CASE OF HEFEI PUBLIC SERVICE INSTITUTIONS, CHINA

2020 ◽  
Vol 0 (6) ◽  
pp. 51-66
Author(s):  
Sadiq ◽  
◽  
Muhammad Salman Ahmad ◽  
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Policy Makers ◽  
Validated Questionnaire ◽  
The Subject ◽  
The Impact ◽  
The Relationship

The subject of research is organizational citizenship behavior (OCB) in the context of organizational commitment (OC) in public service institutions of Hefei city, China. Two research hypotheses have been proposed: “Organizational citizenship behavior has positive relationship with organizational commitment” and “Organizational commitment is a predictor of organizational citizenship behavior”. To find the relationship between organizational citizenship behavior and organizational commitment, this study adopted a relational approach. A validated questionnaire from previous studies was used to collect the data. A total of 234 people (78% response rate) working in different public service institutions responded to the survey. Correlation and regression were used to assess the impact and relationship between variables of this study. The regression and correlation results for this study showed that there is a very strong and significant relationship between the two variables (OCB and OC) in public service institutions of Hefei city. Thus, the results of this study clearly support the idea that policy makers in public service institutions should pay more attention to shaping organizational civic behavior by investing in organizational commitment.

PSM and Turnover Intention in Public Organizations

2016 ◽  
Vol 36 (4) ◽  
pp. 323-346 ◽  
Author(s):  
Jesse W. Campbell ◽  
Tobin Im
Keyword(s):  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Turnover Intention ◽  
Central Government ◽  
Public Organizations ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
Top Performers ◽  
The Relationship

Not all employees contribute equally to the performance of their organizations, and the highest performers may have a disproportionate impact on organizational success. It is thus crucial for public organizations to retain top performers. Public service motivation (PSM) has been shown to be a differentiator of various types of individual job performance, and has also been linked to reduced turnover intention. This study examines the relationship between PSM, change-oriented organizational citizenship behavior (CO-OCB), and turnover intention using survey data from 16 central government ministries in South Korea. Analysis results suggest that CO-OCB plays a mediating role in the relationship between PSM and turnover intention, providing a creative outlet for the most intrinsically motivated employees that in turn strengthens their commitment to their organization. A number of implications of these findings are discussed.

scholarly journals The Mediating Effect of Public Service Motivation on the Relationship between Organizational Citizenship Behavior and Organizational Commitment among Local Government Employees in Davao Region

2018 ◽  
Vol 10 (2) ◽  
pp. 1305-1322
Author(s):  
Ernie Dango De la Salde ◽  
Gloria Pacifico Gempes
Keyword(s):  
Organizational Commitment ◽  
Local Government ◽  
Organizational Citizenship ◽  
Public Service ◽  
Organizational Citizenship Behavior ◽  
Public Service Motivation ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Government Employees ◽  
The Relationship

The purpose of the study was to determine if the public service motivation has a significant mediating effect on the relationship between organizational citizenship behavior and organizational commitment among the local government employees in selected cities in Davao Region, Philippines. The design used was non-experimental quantitative research utilizing correlation technique. Descriptive statistics, Pearson r, Regression Analysis, Mediation through Sobel test and Medgraph were the tools employed to attain the objectives of the study. The 600 respondents were found to show high levels of organizational citizenship behavior and organizational commitment, while the overall level of public service motivation was very high. It was found out that the three variables were significantly correlated. However, the result failed to prove the mediating effect of public service motivation on the relationship between organizational citizenship behavior of government employees and their organizational commitment. The result, signify that the significant influence of organizational citizenship behavior on organizational commitment was not affected by public service motivation.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Ginu George ◽  
Binoy Joseph
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Research ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

scholarly journals Sustainability of Positive Psychological Status in the Workplace: The Influence of Organizational Psychological Ownership and Psychological Capital on Police Officers’ Behavior

2021 ◽  
Vol 13 (5) ◽  
pp. 2689
Author(s):  
Yu-Shan Chen ◽  
Chun-Ming Lien ◽  
Wei-Yuan Lo ◽  
Fuh-Shyong Tsay
Keyword(s):  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Police Officers ◽  
Psychological Capital ◽  
Psychological Ownership ◽  
Psychological Status ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
The Relationship

Drawing on the theory of conservation of resources (COR), the purpose of this study is to examine the mechanisms through which employee organizational citizenship behavior and job performance are affected by positive psychological status at work. Structural equation modeling was applied to analyze the data collected from 543 police officers in Northern Taiwan. The empirical results reveal that organizational psychological ownership positively associated with psychological capital, and psychological capital positively associated with both job performance and organizational citizenship behavior. Additionally, this study demonstrates that the relationship between organizational psychological ownership and job performance and organizational citizenship behavior are both fully mediated by psychological capital. Organizational psychological ownership and psychological capital are both positive psychological strengths to assist employees facing stressful work circumstances. The importance of examining the relationship between the components of organizational psychological ownership, psychological capital, job performance, and organizational citizenship behavior is pointed out due to the importance of organizations promoting the development of psychological resources to promote sustainable positive behavior and results in the workplace.

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