scholarly journals Designing a Model of Organizational Citizenship Behavior from a Social Perspective in the Iranian Red Crescent Society

2021 ◽  
pp. 31-41
Keyword(s):  
Customer Service ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Personal Growth ◽  
Citizenship Behavior ◽  
Structured Interviews ◽  
Social Perspective ◽  
Statistical Population ◽  
Fuzzy Delphi ◽  
Organizational Rules

INTRODUCTION: A good organizational citizen is a thought and idea that includes various behaviors of employees such as accepting and assuming additional duties and responsibilities, following organizational rules and procedures, maintaining and developing a positive attitude, being patient, and tolerating dissatisfaction and problems in the workplace. The increase in the level of organizational citizenship behavior (OCB) in the organization makes the organization an attractive environment for work. In other words, the desired level of OCBs affects the improvement of the performance of employees and, in general, the organization. The Iranian Red Crescent Society is one of the human-centered organizations, and observing the indicators of citizenship behavior is one of the effective factors in the success of its performance. Therefore, this study aimed to investigate the OCB from a social perspective in the Iranian Red Crescent Society. METHODS: The present applied study was conducted based on an exploratory qualitative approach. The statistical population of this study consisted of all managers and employees of the Iranian Red Crescent Society. The required data were collected using in-depth semi-structured interviews, which reached saturation after holding 14 interviews. To analyze the data, content analysis, meta-synthesis, and fuzzy Delphi methods using grounded theory were applied. The MAXQDA software (version 10) was used in the theory analysis process. FINDINGS: In this study, the results were classified into 78 concepts, 14 sub-criteria, and 2 main criteria, including the dimensions of citizenship behavior and the consequences of citizenship behavior. The most important dimensions of OCB consisted of the categories of helpful behaviors, individual creativity, organizational obedience, organizational loyalty, chivalry, civic virtue, and personal growth. CONCLUSION: The results of data analysis showed that the categories of increasing performance productivity and effectiveness, promoting positive relationships among employees, boosting efficiency in resource allocation, reducing maintenance costs, creating the necessary flexibility for innovation, improving customer service, using rare resources effectively were the most important consequences of observing OCB from a social perspective in the IRCS.

Information Technology Governance Adoption

2016 ◽  
Vol 7 (2) ◽  
pp. 22-32 ◽  
Author(s):  
Edimara Mezzomo Luciano ◽  
Guilherme Costa Wiedenhöft ◽  
Marie Anne Macadar ◽  
Fabio Pinheiro dos Santos
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Structured Interviews ◽  
Organizational Decision Making ◽  
Technology Governance ◽  
Information Technology Governance ◽  
It Managers ◽  
State Governance ◽  
Voluntary Commitment

IT Governance (ITG) can support the organizational decision-making on its IT initiatives, increasing the alignment IT/business. The goal is to understand how ITG influences the behavior of individuals within organizations. Organizational Citizenship Behavior (OCB) concept was selected to analyze individuals' voluntary commitment within an organization that is not part of their contractual tasks. The premise is that ITG influences organizational citizenship behavior such as job satisfaction and rewards perception. The research was conducted through a focus group made up of the members of an IT State Governance Committee in Brazil and semi structured interviews with IT managers from the state departments. Questions based on OCB were discussed in order to understand the behavioral changes expectations along the ITG mechanisms adoption. The preliminary results showed that citizenship behavior could improve because of the ITG process. Based on the results, a preliminary conceptual model was proposed.

scholarly journals The relationship between organizational citizenship behavior (OCB) and Human Resources Empowerment (HRE) Case study: university of Isfahan (Iran)

2013 ◽  
Vol 3 (2) ◽  
pp. 69 ◽  
Author(s):  
Nahid Naderi ◽  
Reza Hoveida
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Empowerment ◽  
Financial Education ◽  
Citizenship Behavior ◽  
Significant Relation ◽  
Statistical Population ◽  
Statistical Sample ◽  
The Relationship

This research attempts to present an approach for achieving the relationship between organizational citizenship behavior (OCB) and human resource empowerment (HRE) among staff at University of Isfahan. Statistical population of the study was all of the staff in administrative – financial, education-cultural, and research sectors at University of Isfahan. Among them statistical sample was selected randomly. Research method was descriptive – correlative and data was collected using two questionnaires: psychological empowerment and organizational citizenship behavior. Mentioned questionnaires had content validity and their reliability was .88 and .86 respectively that were calculated through Choronbachُs Alpha. Findings showed that there was a positive and significant relation between total psychological empowerment and organizational citizenship behavior.There was a relation between impact and meaning with organizational citizenship behavior. Also, there showed a significant relation between first pair of focal variables including competence with linear combine all of organizational citizenship behavior variables.

scholarly journals The Effects of Organizational Justice and job Motivation on Organizational Citizenship Behavior and its Impact on Taxpayers

2017 ◽  
Vol 19 ◽  
pp. 39
Author(s):  
Mobina Ghazi ◽  
Seyed Mahdi Jalali
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Statistical Population ◽  
Job Motivation ◽  
The Impact

This study investigate the impact of organizational justice and job motivation on organizational citizenship behavior and its impact on satisfaction and loyalty of taxpayers. The statistical population of this study was formed by 7191 tax affairs of Tehran employees. Exploratory and confirmatory factor analysis method was used to evaluate the construct validity and standardization of research. Cronbach's alpha coefficient of questionnaire that calculated 0/97 was used to achieve Reliability of study. Therefore in this study, based on previous research and literature, the conceptual model and hypotheses were developed and tested on a sample of 401 person. Results of data analysis using structural equation modeling showed that all job related characteristics (except for feedback) on all aspects of job motivation, job motivation and organizational justice (except interactional justice) on OCB and Finally OCB is significant because of the satisfaction and loyalty of taxpayers and were confirmed.

Servant Leadership and Customer Service Quality at Korean Hotels: Multilevel Organizational Citizenship Behavior as a Mediator

2015 ◽  
Vol 43 (8) ◽  
pp. 1287-1298 ◽  
Author(s):  
Won Jun Kwak ◽  
Hwa-Kyung Kim
Keyword(s):  
Service Quality ◽  
Servant Leadership ◽  
Customer Service ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Group Level ◽  
Customer Contact ◽  
Individual Level ◽  
Survey Form

We proposed that employees' individual- and group-level organizational citizenship behavior (OCB) would transmit the effect of servant leadership onto customer perception of service quality in the hotel context. Participants were 198 supervisors, lower-level customer-contact employees, and customers at South Korean hotels. Survey packets, comprising separate survey forms for each of the 3 groups of respondents, were distributed to the supervisors, who completed their own survey forms and provided the other versions of the survey form to the employees and customers. The results of the analysis of the matched responses supported the study hypotheses. We found that supervisors' servant leadership was positively related to customers' perception of level of service quality and that this positive relationship was mediated by both the hotel employees' individual-level and group-level OCB. The findings suggest that, to improve customer service quality at hotels, supervisors need to facilitate the active performance by their staff of OCB both individually and as a group.

Is organizational citizenship behavior an attractive behavior for managers? A Kano model approach

2015 ◽  
Vol 34 (5) ◽  
pp. 601-620 ◽  
Author(s):  
Reza Salehzadeh ◽  
Arash Shahin ◽  
Ali Kazemi ◽  
Ali Shaemi Barzoki
Keyword(s):  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Service Industries ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Kano Model ◽  
Statistical Population ◽  
Content Type ◽  
One Dimensional

Purpose – Literature review indicates lack of using the Kano model in organizational behavior domain and managers’ satisfaction. The purpose of this paper is to propose a Kano-based model for managers’ satisfaction. Design/methodology/approach – In order to examine one of the proposed behaviors in this model, the role of employees’ organizational citizenship behavior (OCB) as an attractive behavior, has been investigated. The statistical population includes managers of the Isfahan’s financial service industries. After distributing questionnaires, 224 accurate questionnaires have been used for data analysis. In designing the survey questionnaire, the OCB questionnaire developed by Podsakoff et al. (1990) and Bell and Menguc (2002) has been used. For each of the OCB dimensions, some questions have been initially designed; then after collecting data, by using Kano evaluation table, the behavior types have been determined. Findings – Findings imply that by using the Kano model, five types of behaviors, i.e. must-be, one-dimensional, attractive, indifferent, and reverse can be identified. The findings related to case study also indicate that out of five dimensions of OCB, three dimensions of altruism, sportsmanship, and civic virtue are located in Attractive category; the courtesy dimension is located in must-be category; the conscientiousness dimension is located in one-dimensional category; and in reverse category, no dimension is located. In general, OCB is located in attractive category. Research limitations/implications – By using the results of this survey, a new classification of employees’ behaviors types can be suggested. The results of this study can help employees in understanding what kind of their behaviors causes managers’ satisfaction. Originality/value – The results of this study have an important contribution in the literature of the Kano model and OCB.

scholarly journals The Relationship between Transformational Leadership Style and Behavior of Organizational Citizen (Case Study: Ghavamin Bank)

2016 ◽  
Vol 6 (3) ◽  
Author(s):  
Farahnaz Bayram Haghighi ◽  
Zahra Valaei Maleki
Keyword(s):  
Transformational Leadership ◽  
Leadership Style ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
New Technologies ◽  
Simple Random Sampling ◽  
Citizenship Behavior ◽  
Statistical Population ◽  
Transformational Leadership Style ◽  
The Relationship

<p>The present research was conducted with the aim of determining the relationship between transformational leadership style and organizational citizenship behavior in Ghavamin Bank of Markazi province. The research method was practical in terms of objectives and correlational descriptive in terms of data collection method. Moreover, it was quantitative in terms of the collected data. Statistical population of the research consisted of all employees in Ghavamin Bank branches in Markazi province (280 individuals) among whom 162 individuals were selected as a sample size using Morgan table and simple random sampling method. Bass and Avolio standard questionnaire (1996) with 16 questions was used to evaluate transformational leadership and Organ questionnaire (1998) with 20 questions was employed in order to evaluate organizational citizenship behavior. The reliability of the questionnaire was investigated using Cronbach's alpha method which the value was reported to be 0.77 and 0.88 for "transformational leadership" and "organizational citizenship behavior", respectively. In addition, content validity was used to investigate the validity. Hence the questionnaires were approved by the relevant experts. The data obtained from questionnaire was analyzed using SPSS software in two sections of descriptive and inferential (Spearman Correlation and Stepwise Regression). The results indicated that there was a significant relationship between components of transformational leadership style and organizational citizenship behavior. In addition, individual considerations had the highest relationship with organizational citizenship behavior. Therefore, organizations and managers should move step by step in order to make organizational citizenship behavior. This is because the process of organizational citizenship behavior is not a one-day process which could be entered to an organization like new technologies do, but it is a time consuming and permanent procedure.</p>

Understanding teacher entrepreneurship in the globalized society

2014 ◽  
Vol 8 (1) ◽  
pp. 20-33 ◽  
Author(s):  
Izhar Oplatka
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Structured Interviews ◽  
Content Type ◽  
Educational Entrepreneurship ◽  
School Events ◽  
Education Authority ◽  
Entrepreneurial Activities ◽  
New Curricula

Purpose – Social entrepreneurship aims at creating social value for the public good rather than personal wealth or private gain as in the case of commercial entrepreneurship. The purpose of this study was to explore the entrepreneurial activities of self-starter teachers and analyze the factors that facilitate or inhibit the appearance of these activities using the concept of organizational citizenship behavior (OCB) that are neither part of the formal reward system nor a part of an employee's mandatory job description. Design/methodology/approach – Semi-structured interviews with 30 teachers and ten principals from the Israeli elementary and secondary educational system. Findings – It was found that self-starter teachers engage in simple forms of innovative work behaviors (e.g. developing new curricula and teaching methods, initiating and implementing new projects, including school events). Additionally, the teacher's decision to go the extra-mile and initiate new projects or devise new curricula is related, though, to four major determinants, two of them external (e.g. the principal, the local education authority) and two internal (personal experiences, educational calling and emotional commitment). Originality/value – The paper sheds light on educational entrepreneurship through the concept of OCB.

The effect of emotional quotient on organizational citizenship behavior in some Iranian hospitals

Kybernetes ◽  
2017 ◽  
Vol 46 (7) ◽  
pp. 1189-1203
Author(s):  
Mojtaba Rafiei
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Hospital Staff ◽  
Citizenship Behavior ◽  
Statistical Population ◽  
Content Type ◽  
Emotional Quotient ◽  
The People ◽  
Promotion System ◽  
Effective Relationships

Purpose The purpose of this paper is to study the effect of emotional quotient (EQ) on the organizational citizenship behavior (OCB) of some Iranian hospital staff in 2015. For this purpose, all hospital staff in Zahedan city were studied as the statistical population. Design/methodology/approach A randomized sampling method was used, and according to the Morgan Table, the statistical population was calculated as 346. This was a descriptive survey with a correlational and causative nature. Two questionnaires, namely, Bradbury and Graves’ Emotional Quotient and Podsakoff’s Organizational Citizenship Behavior, were used to collect the required information; they were distributed among the respondents after testing their validity and reliability. The people in the studied population were classified into classes that were homogeneous in terms of their properties. Findings The results of testing the hypotheses indicate that all the dimensions of EQ have a direct and significant effect on the emergence of OCB among the hospital staff in Zahedan. Finally, the results indicate the effect of EQ on OCB of the hospital staff. Practical implications Hospitals should consider emotional capabilities of the staff at the beginning of the employment period, and increase their sociability by inducting an atmosphere of organizational culture based on cooperation and empathy. It is suggested that a guideline of emotional eligibility and OCB be codified, which can influence job promotion and the promotion system. On specific occasions, hospital managers can honor the staff who have made positive and effective relationships in their career, and have achieved the satisfaction of their patients and colleagues by demonstrating extra-role behaviors. Thus, employees will be encouraged to continue this behavior and also provide a model to the staff. Through pre-service or in-service training classes and job seminars on the control of negative emotions and stresses while acquiring the skills of EQ, hospitals and other organizations can create OCB in the staff. As a result, visitor satisfaction would be gained, leading to better performance of hospitals. Originality/value It is suggested that a guideline of emotional eligibility and organizational citizenship behavior has to be codified which can affect the job promotion and promotion system. In specific occasions, the hospital managers can honor and pay tribute to the people who have made positive and effective relationships in their career, and have achieved the satisfaction of their patients and colleagues by showing extra-role behaviors.

scholarly journals Relationship Between Participatory Management With Organizational Citizenship Behavior and Organizational Commitment of Nurses in Hospitals Affiliated With Mashhad University of Medical Sciences

2019 ◽  
Vol 25 (3) ◽  
pp. 198-215
Author(s):  
Mahnoosh Matlabi ◽  
◽  
Elham Fariborzi ◽  
Nazia Sadat Nasseri ◽  
◽  
...  
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Style ◽  
Citizenship Behavior ◽  
Participatory Management ◽  
Path Coefficient ◽  
Medical Sciences ◽  
Statistical Population ◽  
The Relationship

Aims The present research was conducted in 2017-2018 with an aim to determin the relationship of participatory management style with Organizational Citizenship Behavior and organizational commitment of nurses in hospitals affiliated with Mashhad University of Medical Sciences. Methods & Materials The present research was a descriptive-correlational applied study. The statistical population of the study included all nurses working in hospitals affiliated with Mashhad University of Medical Sciences and it was comprised of 3538 members. A one-step cluster sampling was used in the present research. Using Cochran formula, 347 members of this community were selected as samples. In order to collect data, standard participatory management (Choopani), Organizational Citizenship Behavior (Organ and Konovsky), and organizational commitment (Allen and Meyer) questionnaires were used. Cronbach’s Alpha showed that the values for reliability of the three questionnaire were 0.902, 0.7140 and 0.795, respectively. The validities of the three questionnaires were confirmed by content validity and construct validity. SPSS18 and LISREL software were used to analyze the data. Findings The findings of the research showed that the relationship between participatory management style and organizational citizenship behavior was positive and significant (P=0.62), and the relationship between participatory management style and organizational commitment was also positive and significant (p=0.48). Considering the value of path coefficient, it was concluded that politeness dimension and respect dimension of organizational citizenship behavior (P=0.65) and emotional commitment dimension (P=0.53) have the most intense relationships with participatory management style. Conclusion The final results of the research suggested that participatory management was in a significant positive relationship with all dimensions of citizenship behavior an also, with the three dimensions of organizational commitment. therefore, it is recommended that the managers of treatment and healthcare centers adopt participatory management style.

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