scholarly journals Organizational Citizenship Behavior on Nurses : The Role of Organizational Climate and Commitment

2021 ◽  
Vol 17 (1) ◽  
pp. 32-41
Author(s):  
Abdhy Aulia Adnans ◽  
Sherry Hadiyani ◽  
Siti Zahreni ◽  
Fahmi Fahmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Citizenship Behavior ◽  
Quality Health ◽  
Simultaneous Influence ◽  
Quality Health Services

Abstract Hospitals in organizing excellent quality health services require human resources committed to the organization and a positive and conducive organizational climate. This study aims to determine the effect of organizational climate and organizational commitment to organizational citizenship behavior of nurses at USU Hospital. In this study, there are two independent variables: organizational climate and organizational commitment, and one dependent variable: organizational citizenship behavior. This research is quantitative research conducted using samples from the population of nurses at USU Hospital, where a sample of 125 nurses was obtained. The data analysis method used in this study is a statistical analysis with multiple regression analysis methods. Findings. The result of this study indicates a simultaneous influence between organizational climate and organizational commitment to organizational citizenship behavior.

scholarly journals An investigation on the role of organizational climate on organizational citizenship behavior

2014 ◽  
Vol 4 (4) ◽  
pp. 771-774 ◽  
Author(s):  
Mahsan Hajirasouliha ◽  
Elham Agha Alikhani ◽  
Ashkan Faraji ◽  
Saba Kamali ◽  
Hosseinali Aziziha ◽  
...  
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior

scholarly journals The Role of Organizational Commitment in Improving Organizational Citizenship Behavior

2020 ◽  
Vol 9 (3) ◽  
pp. 300-309
Author(s):  
Udhay Iqbal Wilkanandya ◽  
Ketut Sudarma
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Work Life ◽  
Work Life Balance ◽  
Citizenship Behavior ◽  
Life Balance

This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.

scholarly journals PENGARUH IKLIM ORGANISASI DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PEGAWAI DI LINGKUNGAN DINAS PENDIDIKAN KOTA TANGERANG PROVINSI BANTEN

2014 ◽  
Vol 5 (2) ◽  
Author(s):  
Shintawati Shintawati
Keyword(s):  
Organizational Commitment ◽  
Organizational Climate ◽  
Direct Effect ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Simple Random Sampling ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Line Analysis ◽  
Regressive Analysis

The objective of this research is to study information about the effect of organizational climate and organizational commitment on employe’s citizenship behavior (OCB) .This research by using survey method with path analysis applied in testing hypothesis. The sample size in this research was done to 65 employe’s with samples taken using simple random sampling. The data were analyzed by using descriptive analyses, regressive analysis, and line analysis method. The result shows that there are direct influence of the followings: (1) there is a positively direct effect of organizational climate on employe’s organizational citizenship behavior (OCB). .(2) there is a positively direct effect of organizational commitment on employe’s organizational citizenship behavior (OCB). (3) there is a positively direct effect of organizational climate on organizational commitment .It is expected that the results of the research could be implied in increasing and optimalizing employe’s organizational citizenship behavior (OCB), organizational climate and organizational commitment should be taken into account.

scholarly journals PENGARUH STRES KERJA, ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KOMITMEN ORGANISASI TERHADAP KINERJA KARYAWAN PT JAPFA COMFEED INDONESIA Tbk. UNIT CORN DRYER SIDRAP

2021 ◽  
Vol 2 (2) ◽  
pp. 63-70
Author(s):  
Puteri Sari Dewi Anjani Sutarjo ◽  
Cahyono Cahyono ◽  
Haeruddin Saleh
Keyword(s):  
Organizational Commitment ◽  
Work Stress ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Research Approach ◽  
Analysis Techniques

Penelitian ini bertujuan untuk menganalisis pengaruh stress kerja terhadap kinerja karyawan, pengaruh organizational citizenship behavior, terhadap kinerja karyawan, pengaruh komitmen organisasi terhadap kinerja karyawan dan pengaruh stress kerja, organizational citizenship behavior, dan komitmen organisasi terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk.  Unit Corn Drier Sidrap. Desain penelitian ini menggunakan metode penelitian kuantitatif dengan menggunakan metode survey. Jumlah sampel dalam penelitian ini 83 orang. Penelitian ini menggunakan teknik analisis kuantitatif yang dianalisis dengan bantuan software SPSS 25. Hasil penelitian menunjukkan bahwa stress kerja berpengaruh negatif dan tidak signifikan terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk.  Unit  Corn  Drier Sidrap. Hal ini dapat dilihat nilai koefeisien stres kerja sebesar -0,022 dengan tingkat signifikan  0,330.  Organizational Citizenship Behavior berpengaruh positif dan signifikan terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk.  Unit  Corn  Drier Sidrap. Hal ini dapat dilihat nilai koefeisien Organizational Citizenship Behavior sebesar 0,186 dengan tingkat signifikan 0,000.   Komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan PT Japfa Comfeed Indonesia Tbk. Unit Corn Drier Sidrap. Hal ini dapat dilihat nilai koefeisien komitmen organisasi  sebesar 0,801 dengan tingkat signifikan 0,000. Stres Kerja, Organizational Citizenship Behavior dan komitmen organisasi berpengaruh  positif dan signifikan terhadap kinerja karyawan PT Japfa  Comfeed  Indonesia. Hal ini dapat dilihat dari hasil perhitungan secara simultan  nilai   F  hitung  sebesar 297,112 dengan tingkat signifikan 0,000. This study aims to examine and analyze 1. The effect of work stress on employee performance; 2. The effect of organizational citizenship behavior on employee performance; 3. The influence of organizational commitment to employee performance; 4. The influence of work stress, organizational citizenship behavior, and organizational commitment on the employee performance in PT Japfa Comfeed Indonesia Tbk. Unit Corn Drier Sidrap. The research design used is a quantitative research approach using survey method. The number of samples in this study was 83 people. This research uses quantitative analysis techniques that are analyzed with the help of SPSS 25 software. The conclusions from the results of this study are 1. Work Stress has a negative and not significant effect on the performance of the employees of PT JapfaComfeed Indonesia Tbk. Unit Corn Drier Sidrap. It can be seen that the coefficient of work stress is -0.022 with a significant level of 0.330; 2. Organizational Citizenship Behavior has a positive and significant effect on the performance of the employees of PT JapfaComfeed Indonesia Tbk. Unit Corn Drier Sidrap. This can be seen from the Organizational Citizenship Behavior coefficient value of 0.186 with a significant level of 0,000; 3. Organizational commitment has a positive and significant effect on the performance of the employees of PT JapfaComfeed Indonesia Tbk. Unit Corn Drier Sidrap. It can be seen that the coefficient value of organizational commitment is 0.801 with a significant level of 0.000; 4. Job Structure, Organizational Citizenship Behavior and Organizational Commitment have a positive and significant effect on the Employee Performance of PT JapfaComfeed Indonesia. This can be seen from the results of the simultaneous calculation of the calculated F value of 297,112 with a significant level of 0,000.

How perception of training impacts organizational citizenship behavior: power distance as moderator

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Khawaja Jehanzeb
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Power Distance ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Content Type ◽  
The Relationship ◽  
Moderating Role

PurposeThe purpose of this study is to examine the relationship between perception of training, organizational commitment and organizational citizenship behavior. Moreover, the study examines the moderating role of power distance on the relationship between perception of training and organizational commitment.Design/methodology/approachUsing stratified sampling technique, the data were obtained from 379 employees working at branches of public and private banks located in five metropolitan cities in Pakistan. To test the established hypotheses, structural equation modeling technique was adopted using Analysis of Moment Structures (AMOS) 21.0.FindingsThe findings stated a significant relationship between perception of training and organizational citizenship behavior, but there was no relationship found between perception of training and organizational commitment. Moreover, organizational commitment partly mediated the relationship between perception of training and organizational citizenship behavior. The results also described that power distance moderates the relationship between perception of training and organizational commitment.Practical implicationsThe results of the study can be beneficial for banking sector and strategy makers who have extended vision and anticipate organizational citizenship behavior from their employees. The study also offers the scope and space for the prospective researchers and scholars to carry out further research.Originality/valueThere is extensive literature available on the relationship between perception of training, organizational commitment and organizational citizenship behavior. However, it is observed that very few studies took the opportunity to examine the moderating role of power distance on the relationship between perception of training and organizational commitment, particularly in the context of Pakistan. Therefore, this study can be considered as original and have a great value in understanding the developed relationships in the scenario of Pakistan.

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