scholarly journals Abusive Supervision and Organizational Citizenship Behavior: The Mediating Role of Networking Behavior

2019 ◽  
Vol 12 (1) ◽  
pp. 288 ◽  
Author(s):  
Hyosun Kim ◽  
Yunlu Chen ◽  
Hyewon Kong
Keyword(s):  
Social Capital ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Abusive Supervision ◽  
Citizenship Behavior ◽  
Data Set ◽  
The Sustainable Development ◽  
Networking Behavior

Abusive supervision has been recognized as a serious threat to the health of affected employees and to the sustainable development of organizations. Yet, the mechanism through which abusive supervision affects organizational performance is not well understood. We suggest that abusive supervision restricts important workplace behavior, especially networking behavior and organizational citizenship behavior, which is crucial for building social capital within organizations. We test our hypothesis using a new data set constructed from a questionnaire survey among Chinese employees in various firms. The results show that perceived abusive supervision affects both networking behavior and organizational citizenship behavior. Furthermore, networking behavior partially mediates the relationship between abusive supervision and organizational citizenship behavior. The results provide important insights into the role of abusive supervision in building social capital within organizations.

Impact of organizational citizenship behavior on job performance in Indian healthcare industries

2017 ◽  
Vol 66 (6) ◽  
pp. 780-796 ◽  
Author(s):  
Eeman Basu ◽  
Rabindra Kumar Pradhan ◽  
Hare Ram Tewari
Keyword(s):  
Social Capital ◽  
Job Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Superior Performance ◽  
Citizenship Behavior ◽  
Healthcare Organizations ◽  
Content Type ◽  
The Relationship

Purpose The purpose of this paper is to explore the relationship between organizational citizenship behavior (OCB) and job performance. It also examines the mediating role of social capital in influencing the relationship between OCB and job performance. Design/methodology/approach The study explores the dynamic relationship among the variables of OCB and job performance and social capital. Data were collected from 501 respondents working in 15 healthcare organizations in Kolkata, India, through questionnaire survey. Likert-type rating scales of OCB, job performance and social capital with sound reliability and validity were used to carry out the survey. The data were analyzed using structural equation modeling. Findings The results of the present study show that OCB significantly predicts job performance in healthcare organizations. Social capital found to be a significant mediator between OCB and job performance. Research limitations/implications The findings of the study have a number of implications for organizations in acknowledging and leveraging social capital and encouraging OCB to facilitate superior performance of employees. The generalization of the findings of the study should be restricted to the healthcare organizations in Kolkata due to its own style of functioning, workforce and work environment. The role of demographic variables in influencing the outcome measures has not been considered for the present study. Further research on these aspects may reveal more interesting results with regard to the dynamics among organizational citizenship behavior, social capital and job performance. Practical implications Employee-friendly management practices should be adopted in organizations to facilitate the formation of network building and development of social capital which serves as an asset to organizations and creates competitive advantage. Originality/value The research findings enrich our understanding of voluntary social participation and citizenship behavior of employees for influencing performance at work. The study also provides useful and unique insight on the benefits of networking in healthcare organizations particularly helping employees to cope with emergency situations. The findings as well as methodology used in this study are original and unique.

scholarly journals Role of Organizational Citizenship Behavior (OCB), Perception of Justice and Job Satisfaction on Employee Performance

2018 ◽  
Vol 9 (2) ◽  
pp. 170-178
Author(s):  
Siti Hidayah ◽  
Harnoto Harnoto
Keyword(s):  
Job Satisfaction ◽  
Regression Analysis ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Central Java ◽  
Practical Implications

This study aims to investigate the role of organizational citizenship behavior (OCB) on employee performance through perception of justice and job satisfaction of employees. Sample for the present study consisted of 309 employees working in Baitul Maal Wat Tamwil (BMT) of Central Java. Result of regression analysis indicated that perception of justice was positively and significantly related to job satisfaction and organizational citizenship behavior (OCB), whereas job satisfaction was found to be related positively and significantly with organizational citizenship behavior (OCB). Then, also perception of justice, job satisfaction, and organizational citizenship behavior (OCB) were found to be related positively and significantly with employee performance. Based on these results, it can be interpreted that perception of justice, job satisfaction, and organizational citizenship behavior (OCB) are valuable components of an organization. These components can become important factors to improve employee and organizational performance. Theoretical and practical implications of the result are discussed.

scholarly journals Correlation among Human Resource Flexibility Strategy, Organizational Citizenship Behavior and Organizational Performance in Ecotourism Industry

2021 ◽  
Author(s):  
Ling-Chuan Huang ◽  
Ping-Fu Hsu
Keyword(s):  
Organizational Performance ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
The Sustainable Development ◽  
Personnel Costs ◽  
Work Related ◽  
Resource Flexibility ◽  
Human Resource Flexibility

To satisfy the demands for production peak, reduce personnel costs for labor, limit the increase of employees in enterprises, and focus on corporate specialty to develop the competitive advantage, enterprises would generally apply human resource flexibility strategy to achieve the objectives. The practice of human resource flexibility strategy would change work-related characteristics; besides, the effect of the system on employees would decide the effort, absenteeism, or turnover. Aiming at supervisors and employees in ecotourism, as the research objects, a total of 500 copies of questionnaire are distributed, and 351 valid copies are retrieved, with the retrieval rate of 70%. The research results reveal positive and significant effects of 1. human resource flexibility strategy on organizational citizenship behavior, 2. organizational citizenship behavior on organizational performance, and 3. human resource flexibility strategy on organizational performance. According to the results, suggestions are eventually proposed, expecting to provide essential assistance for the human resource flexibility strategy in ecotourism and assist in the sustainable development.

scholarly journals Does Abusive Supervision Influence Organizational Citizenship Behavior? Testing the Mediation Effects of Organizational Cynicism

2017 ◽  
Vol 9 (3) ◽  
pp. 1146-1154
Author(s):  
Khurram Aziz ◽  
Iram Shahzadi ◽  
Muhammad Awais ◽  
Syed Shahbaz Ul Hasnain ◽  
Qadeer Rahat
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Abusive Supervision ◽  
Citizenship Behavior ◽  
Mediating Role ◽  
Psychological Contract Violation ◽  
Organizational Cynicism ◽  
Contract Violation

This study determines whether abusive supervision can influence the level of organizational citizenship behavior in the mediating role of psychological contract violation and organizational cynicism. A survey conducted from 391 respondents from different service sector organizations of the Pakistan. Specifically, CFA and SEM tests performed to analyze the data. The analysis of their responses supported our model which describes that abusive supervision has an adverse effect on organizational citizenship behavior either directly or indirectly. The mediating role of psychological contract violation and organizational cynicism proved to be significant. Both mediators negatively correlated with organizational citizenship behavior. Implementations mentioned for managers and researchers, and limitations identified.

Sign in / Sign up

Export Citation Format

Share Document