scholarly journals Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

2020 ◽  
Vol 6 (3) ◽  
pp. 64 ◽  
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul ◽  
Ian David Smith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

scholarly journals Examining The Relationship Between Human Resource Managemnt Practices And Organizational Citizenship Behavior For Environment Among Administrative Staff In A Thailand University

2019 ◽  
Vol 11 (2-2) ◽  
Author(s):  
Lubna Niyomdecha ◽  
Khulida Kirana Yahya
Keyword(s):  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Management Practices ◽  
Training And Development ◽  
Citizenship Behavior ◽  
Human Resource Management Practices

This study examines the influence of three human resource management practices which are training and development, performance appraisal, and compensation and benefit on organizational citizenship behavior for environment (OCBE) among administrative staffs at Prince of Songkla University (PSU, Hatyai campus. A total of 231 administrative staffs participated in this study. Regression analysis was performed to test the research hypothesis. The results revealed that the two dimensions of human resource management practices which are performance appraisal and compensation and benefit did not have significant relationship with organizational citizenship behavior for environment (OCBE). However, training and development was found to have positive significant relationship with organizational citizenship behavior for environment (OCBE)

Linking leader power use and performance: The mediating role of follower satisfaction and commitment

2019 ◽  
pp. 1-21 ◽  
Author(s):  
Peter J. Reiley ◽  
Rick R. Jacobs
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Air Force Academy ◽  
Mediating Role ◽  
Follower Satisfaction ◽  
And Performance

AbstractThis study examined the intermediate role job satisfaction and organizational commitment play between leaders' perceived use of power and followers' performance. Based on a sample of 365 cadets at the U.S. Air Force Academy, this study found followers' job satisfaction and commitment mediated the positive relationships between their leaders' use of expert, referent, and reward power and the followers' organizational citizenship behavior. Further, while the use of legitimate or coercive power were both related negatively to followers' in-role job performance, these relationships were not mediated by the followers' job satisfaction or organizational commitment. This study then discusses the practical implications of these findings, highlights its theoretical contributions toward understanding power's direct and indirect relationships with performance in the leadership dynamic, and recommends future research avenues to leverage and build upon these findings.

scholarly journals DETERMINAN FAKTOR DARI ORGANIZATIONAL CITIZENSHIP BEHAVIOR DI KABUPATEN ACEH UTARA

2020 ◽  
Vol 22 (1) ◽  
Author(s):  
Jullimursyida Jullimursyida ◽  
Sapna Biby ◽  
Heni Wahyuni ◽  
Zusma Widawaty A. Wahab
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Human Resource Development ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Resource Development ◽  
Citizenship Behavior ◽  
The Social

Abstract: The purpose of this study is to  analyze the determinant factors of Organizational Citizenship Behavior at Personel Agency and Human Resource Development  of Public Government Aceh Utara district that is job satisfaction and organizational culture toward organizational commitment and its influence to Organizational Citizenship Behavior. Data collection  used in this study are questionnaries using census method, with the respondents of all the employess of Personel Agency and Human Resource Development  of Public Government Aceh Utara that is consists of 65 respondents.  Path Analysis was used as the data analysis by using Statistical Package for the Social Sciences (SPSS) versi 22.0. This study showed that job satisfaction had a positive and significant effect toward organizational commitment meanwhile organizational culture had no significant effect toward organizational commitment. Job satisfaction and organizational culture had a positive and significant effect toward OCB. Mediating test, showed that organizational culture mediated fully among job satisfaction to OCB but its no mediated among organizational culture to OCB employee at Personel Agency and Human Resource Development in Aceh Utara.. Keywords: job satisfaction, organizational culture, organizational commitment, organizational citizenship behaviour (OCB).

ANALISIS FAKTOR YANG MEMPENGARUHI PERILAKU ORGANISASI PERAWAT DI RUMAH SAKIT UMUM DAERAH KABUPATEN LUWU

2018 ◽  
Vol 8 (01) ◽  
pp. 723-733
Author(s):  
Hairuddin Safaat ◽  
Tn. Jumadil
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Regression Coefficient ◽  
Positive Impact ◽  
Citizenship Behavior ◽  
P Value ◽  
Main Concern

The needs of nurses who have the category of "good citizen" is the main concern that can not be ignored by management because it will have a positive impact on the organization.The purpose of this research is to analyze the influence of workload, job satisfaction and organizational commitment to Organizational Citizenship Behavior nurses. The research involved 104 implementer nurses. Data excavation techniques used questionnaires and interviews. Data were analyzed by regression analysis, t test, F test and coefficient of determination.The result of the research at the 5% significance level shows that: Workload has positive effect not significant to OCB nurse (regression coefficient: 0.116, p value: 0.245). The variables that give positive and significant influence to the nurse OCB are job satisfaction (regression coefficient: 0,226 and p value: 0,022) and organizational commitment (regression coefficient: 0,253 and p value: 0,012). Workload, job satisfaction and organizational commitment simultaneously give positive and significant influence to OCB nurse (F arithmetic: 4.836) with sig value: 0,003). Organizational commitment was the most dominant variable significantly influence the organizational citizenship behavior of nurses in the context of nurses in Batara Guru regional hospital, Luwu regency. Keywords : Work load, job satisfaction, organizational commitment, Organizational Citizenship Behavior

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

scholarly journals An Empirical Study on the Model of Self-Efficacy and Organizational Citizenship Behavior Transmitted through Employee Engagement, Organizational Commitment and Job Satisfaction in the Thai Automobile Parts Manufacturing Industry

2021 ◽  
Vol 7 (3) ◽  
pp. 170
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Manufacturing Industry ◽  
Statistical Significance ◽  
Citizenship Behavior ◽  
Parts Manufacturing

This research aims to study the direct and indirect influence of self-efficacy on organizational citizenship behavior transmitted through employee engagement, organizational commitment and job satisfaction, and to examine employee engagement, organizational commitment and job satisfaction as partial or full mediators. The study samples were 400 employees in the automobile parts manufacturing industry. The study instruments used by previous researchers were applied and back translation was conducted on all questionnaire items. Content validity and reliability was then tested prior to using them for data collection. Direct and indirect influences and mediators were analyzed with the Hayes Model 81 using the PROCESS Program. Results revealed that self-efficacy had a direct influence on organizational citizenship behavior with statistical significance, with an indirect influence transmitted through employee engagement, organizational commitment and job satisfaction. Employee engagement, organizational commitment and job satisfaction functioned as partial mediators between self-efficacy and organizational citizenship behavior with statistical significance. The model was based on the theory of self-efficacy to express organizational citizenship behavior. However, the study results showed that employee engagement, organizational commitment and job satisfaction play roles as mediators in transmission of effective organizational citizenship behavior. Therefore, these mediators are important factors that can accurately explain organizational citizenship behavior.

scholarly journals Pengaruh Kepuasan Kerja Dan Komitmen Organisasi Terhadap Organizational Citizenship Behavior Pada PT. Pegadaian Cabang Tenggarong

2021 ◽  
Vol 21 (1) ◽  
pp. 67-83
Author(s):  
Iskandar Iskandar ◽  
Agustina Liana
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Multiple Regression Model ◽  
Positive Influence ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Test Results

Abstract:                The purpose of this study was to determine the effect of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior at PT. Pegadaian (Persero) Cabang Tenggarong either partially or simultaneously. Respondents in this study were drawn from all employees of PT. Pegadaian Tenggarong Branch, totaling 25 employees. The analytical tool used is a Multiple Regression model. The results of the calculation of the F test (simultaneous), the variable Job Satisfaction and Organizational Commitment simultaneously affect the Organizational Citizenship Behavior. Job Satisfaction (X1) and Organizational Commitment variable has a positive influence on Organizational Citizenship Behavior. From the two partial correlation test results above, it can be seen that the value of the Big Five Personality (X1) variable is the largest compared to with the organizational commitment variable (X2), so the Big Five Personality (X1) variable is the biggest, the dominant variable affecting the Organizational Citizenship Behavior of PT. Pegadaian (Persero) Branch of Tenggarong.   Keywords: Big Five Personality, Organizational Commitment, Organizational Citizenship Behavior  

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