scholarly journals Bullying at Workplace affecting Motivation and Organizational Citizenship Behavior of Branch Banking Staff in Major Cities of Pakistan

2021 ◽  
Vol 3 (02) ◽  
pp. 90-97
Author(s):  
Syed Fahad Ali ◽  
Mubeen Butt
Keyword(s):  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Banking Sector ◽  
Pearson Correlation ◽  
Citizenship Behavior ◽  
University Graduates ◽  
Snowball Sampling ◽  
Design Data ◽  
Cross Sectional ◽  
Branch Banking

Banking Sector has been considered as one of the top career priority choices of University Graduates in Pakistan over the past decades. But since the Bank’s got privatized branch banking has mainly observed as one of the most hatred areas of deployment for any employee. The objective of this investigation was to analyze that Bullying affects motivation and employees consider it as part of the routine and stays motivated and committed to their organization, which is possible because of several reasons in which one could be fewer job opportunities and financial issues. Results of this investigation will help the Banks management for decision making in order to improve their working culture and will also trigger future researchers to further investigate these findings. We took Branch Banking Staff from all banks across Pakistan as a population and could manage a sample size of 271 (validated as 248) from different cities and brands of Banks under the snowball sampling technique by using cross sectional research design. Data was collected through structured questionnaires via google forms with help of social media forums. Data Analysis was conducted through SPSS and in initial analysis, we didn’t find any symptoms of multicollinearity in our data therefore the linear relationship between Motivation (IV) and OCB (DV) was found. Further Pearson correlation reflected a significant and positive relationship between motivation and ocb. 71% variation was explained through the regression model of motivation and ocb with positive relationship, whereas Moderation of Bullying was proved with 35% variation explained.

The Effect of Transformational Leadership in promoting Organizational Citizenship Behavior in Higher Education Institutions

2020 ◽  
Vol 8 (2) ◽  
pp. 84-96
Author(s):  
Mahwish Amanat ◽  
◽  
Sobia Sultana ◽  
Keyword(s):  
Transformational Leadership ◽  
Organizational Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Staff ◽  
Pearson Correlation ◽  
Citizenship Behavior ◽  
Target Area ◽  
Intellectual Stimulation ◽  
Cross Sectional

Transformational leadership and organizational citizenship behavior are the valuable components of an organization and these components become a core competency to improve organizational performance now a days. Transformational leadership is different from traditional leadership style in the way that it gives weight to the sensory perception, guides in making decisions and helps followers in developing citizenship behavior. Transformational leadership has a significant role in building up employees organizational citizenship behavior through idealized influence, individualized consideration, inspirational motivation and intellectual stimulation. Keeping in view the importance of organizational citizenship behavior the present contextual framework was established to explain the relationship between the stated variables. The study was explanatory and cross-sectional approach was employed to accumulate data from the academic staff of public sector universities. The target area that was selected for the study was the city of Lahore, Punjab, as most of the well-known universities are present in Lahore. The data collected from teaching faculty have been analyzed by employing SPSS (22.0). Descriptive Statistics, Frequency Analysis, Pearson Correlation, Regression Coefficients and Reliability Analyses were used to examine data. Results of regression analysis show that transformational leadership has significant positive effect on organizational citizenship behavior

scholarly journals How Does Stakeholders Pressure Affect Organization Performance and Employee Wellbeing? Study of Multiple Mediating Roles

2020 ◽  
Vol 6 (1) ◽  
pp. 55-68
Author(s):  
Khawaja Khalid Mehmood ◽  
Rabia Rasheed ◽  
Javeria Jaan
Keyword(s):  
Stakeholder Theory ◽  
Organizational Citizenship Behavior ◽  
Banking Sector ◽  
Initial Point ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Organization Performance ◽  
Cross Sectional ◽  
Employee Wellbeing ◽  
Stakeholder Pressure

Employee satisfaction and high performance is every organization’s goal. When seen through the lens of stakeholder theory, these goals could be achieved by CSR practices through certain ways. Stakeholder theory affords an initial point to assimilate stakeholder pressure and corporate social responsibility practices. This research studies the effect of pressure from stakeholders over organization performance and wellbeing of employees by including the mediating effect of CSR oriented culture, CSR practices, organizational citizenship behavior, organizational commitment, and organizational trust in Pakistan’s banking sector. The study employs quantitative and cross sectional research design. A sample of 180 banks was studied through employing SmartPLS3.0 software using mediation analyses.The findings reveal that CSR oriented culture mediates between stakeholder pressure and CSR practices; CSR practices affect organization performance through organization citizenship behavior. Further, trust is a partial mediator among CSR practices and wellbeing of employees. Serial mediators play their role between stakeholder pressure and organization performance, and also play a role between stakeholder pressure and employee wellbeing. Implications/Originality/Value: The findings suggest Pakistani banks to acknowledge pressure from all stakeholders, and concentrate on CSR practices for their bank performance and staff wellbeing.

scholarly journals Managers and Organizational Citizenship Behavior

2016 ◽  
Vol 21 (1) ◽  
pp. 14-20
Author(s):  
Mihaela Man
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Five Dimensions ◽  
Significant Positive Relationship ◽  
The One ◽  
The Relationship ◽  
Persistence Factors

Abstract In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB). The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship with OCB. These three conscientiousness facets are self-efficacy, cautiousness and orderliness. Agreeableness was not identified as being associated with OCB. At the level of the relationship between motivational persistence factors and OCB, we have identified a significant positive relationship with only one factor: current purpose pursuing. The OCB model has two variables that work best as predictors: high scores with regard to current purpose in terms of the pursuing-motivational persistence factor, and low scores in terms of the imagination-facet of openness to experience.

scholarly journals Hubungan Antara Perilaku Kewargaan Organisasional Dan Kinerja Tugas

2011 ◽  
Vol 4 (1) ◽  
Author(s):  
D. Wahyu Ariani
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Response Rate ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Analysis Techniques ◽  
And Task

The main purpose of this study is to find out relationship between organizational citizenship behavior and task performance in banking industries in Indonesia. Organizational citizenship behavior is composed of four components: altruism, civic virtue, and sportsmanship. To analyzed results mean, standard deviation, and correlation analysis techniques are used. 636 questionnaires were received and response rate 95 percent. Results prove that organizational citizenship behaviors do not have positive relationship with task performance.

scholarly journals Employees’ Perceptions of CSR, Work Engagement, and Organizational Citizenship Behavior: The Mediating Effects of Organizational Justice

2019 ◽  
Vol 16 (10) ◽  
pp. 1731 ◽  
Author(s):  
Tahir Farid ◽  
Sadaf Iqbal ◽  
Jianhong Ma ◽  
Sandra Castro-González ◽  
Amira Khattak ◽  
...  
Keyword(s):  
Procedural Justice ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Social Exchange Theory ◽  
Banking Sector ◽  
Citizenship Behavior ◽  
Individual Level ◽  
The Individual

Corporate social responsibility (CSR) at the individual level has emerged as an important field of research. However, a more comprehensive understanding of how CSR affects employee work engagement and organizational citizenship behavior (OCB) is still lacking. Based on social exchange theory, we examine the effects of employees’ perceptions of CSR on OCB and work engagement as well as the mediating mechanism of distributive and procedural justice, based on data collected from 350 employees working in the banking sector of Pakistan. Our study suggests that employees’ perceptions of CSR positively predict OCB and work engagement, and that work engagement is positively related to OCB. Both distributive and procedural justice positively mediate the effects of employees’ perceptions of CSR on OCB and work engagement.

Strategic human resource practices, emotional exhaustion and OCB: the mediator role of person-organization fit

2020 ◽  
Vol 7 (3) ◽  
pp. 275-295
Author(s):  
Francis Kasekende ◽  
Sentrine Nasiima ◽  
Sam Omuudu Otengei
Keyword(s):  
Emotional Exhaustion ◽  
Organizational Citizenship Behavior ◽  
Manufacturing Sector ◽  
Employee Development ◽  
Citizenship Behavior ◽  
Cross Sectional ◽  
Content Type ◽  
Mediator Role ◽  
Person Organization Fit

PurposeThe paper examines the mediator role of person-organization fit on the relationships between reward management, employee training, emotional exhaustion and organizational citizenship behavior (OCB) among employees in the manufacturing sector in Uganda.Design/methodology/approachThe study took a cross-sectional descriptive and analytical design. Using a sample of 380 respondents, data were obtained in two studies, the 2nd study being carried out after 8 months from the 1st. Using statistical program for social scientists (SPSS) and analysis of moment structures (AMOS), six hypotheses were tested and analyzed.FindingsResults indicate that employee development and person-organization fit were significant predictors of OCB. The influence of Reward Management and Emotional Exhaustion on OCB was inconclusive since in the 1st study it was positive and significant while non-significant in the 2nd study. Person-organization fit emerged as a full mediator of the Reward Management, Emotional Exhaustion–OCB relationships; and a partial mediator of the Employee Development–OCB relationship.Practical implicationsManufacturing firms will be able to implement HR policies and practices that are relevant for increased employee exhibition of extra role activities. They will be able to adhere to efforts that increase person-organization fit in order to reduce emotional exhaustion for OCB exhibition.Originality/valueThe study demonstrates that person-organization fit acts as a conduit for the translation of all the inputs of reward management and employee exhaustion and, part of the inputs of employee development into increased worker exhibition of extra role activities.

scholarly journals Impact of Organizational Justice and Organizational Citizenship Behavior on Employees Performance

2018 ◽  
Vol 8 (2) ◽  
pp. 187 ◽  
Author(s):  
Samreen Ismail ◽  
Zafar Iqbal ◽  
Muhammad Adeel
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Research Question ◽  
Positive Association ◽  
Citizenship Behavior ◽  
Significant Positive Association ◽  
Cross Sectional ◽  
Theoretical Concepts ◽  
Azad Kashmir

Organizational Justice has been considered a significant subject in the operative organizations functioning. Whereas Organizational Citizenship Behavior is important to achieve the organizational success therefore organizations encourage and facilitate the OCB in order to produce effectiveness and efficiency in organization functions. The primary aim of this research is to investigate the role of organizational justice and organizational citizenship behavior in enhancing employees’ performance in academic setting. Organizational justice plays a pivotal role in shaping individual behavior and particularly extra role behavior such organizational citizenship behavior. To answer the research question, the cross sectional data were collected through a questionnaire from 190 employees working in different universities of Azad Kashmir Pakistan. Our findings reveal that there is a significant positive association among organizational justice (OJ), organizational citizenship behavior (OCB) and Employees performance (EP). The results indicated that Organizational Justice and Organization Citizenship Behaviors was significant predictor of Employees performance. This research contributes to the managerial literature by identifying and applying theoretical concepts into a different sample and organizational settings.

scholarly journals IMPROVEMENT OF TEACHER’S ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH TRANSFORMATIONAL LEADERSHIP DEVELOPMENT AND INTERPERSONAL COMMUNICATIONS

2019 ◽  
Vol 3 (2) ◽  
pp. 76-80
Author(s):  
Nunung Nuryani ◽  
Nandang Hidayat ◽  
Henny Suharyati
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Correlation Coefficient ◽  
Interpersonal Communication ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Coefficient Of Determination ◽  
Citizenship Behavior ◽  
Significant Positive Relationship

The purpose of this study is to show Teacher’s Organizational Citizenship Behavior (OCB) that can be improved by examining variables such as Transformational Leadership and Interpersonal Communication. This study uses a survey method with a correlational approach. The number of samples used was 104 people by using proportional random sampling technique. Based on the results of the study it is concluded that: (1) there is a very significant positive relationship between the Principal Transformational Leadership and Organizational Citizenship Behavior of teachers with a simple linear regression equation Ŷ = 99.53 + 0.32 X1 and the correlation coefficient value ry.1 = 0.417. The coefficient of determination r2y.1 = 0.174 means that the Transformational Leadership (X1) contributes to the teacher's Organizational Citizenship Behavior by 17.40%, (2) there is a very significant positive relationship between Interpersonal Communication with Organizational Citizenship Behavior teachers with simple linear regression equations Ŷ = 100.44 + 0.29 X2 and the correlation coefficient ry.2 = 0.349, and the coefficient of determination r2y.2 = 0.116 which means that the contribution of Interpersonal Communication (X2) to the Organizational Citizenship Behavior of the teacher is 19.60%,  (3) there is a very significant positive relationship between Transformational Leadership and Interpersonal Communication together with the Organizational Citizenship Behavior of teachers with the multiple linear regression equation Ŷ = 77.25 +0.27 X1 +0.21 X2 and the correlation coefficient value ry.12 = 0.152. The coefficient of determination r2y.12 = 0.390 means that the Principal Transformational Leadership (X1) and Interpersonal Communication (X2) together contribute to the Organizational Citizenship Behavior of teachers (Y) by 15.20%.

Sign in / Sign up

Export Citation Format

Share Document