scholarly journals Bureaucratic and humanistic management styles and organizational citizenship behavior

2021 ◽  
Vol 3 (2) ◽  
pp. 73-84
Author(s):  
Damianus Abun ◽  
Theogenia Magallanes ◽  
Libertine G.R. Macaspac ◽  
Artemio P. Seatriz ◽  
T. Nicolas Marlene
Keyword(s):  
Research Design ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Correlational Analysis ◽  
Management Style ◽  
Citizenship Behavior ◽  
Humanistic Management ◽  
Management Styles ◽  
Organizational Citizenship Behaviours ◽  
Correlational Research

This study aimed to determine the effect of bureaucratic and humanistic management styles of administrators on the organizational citizenship behaviours of employees. To deepen the study, literature was reviewed and theories were established. The study used a descriptive correlational research design and used questionnaires to gather the data. The study found that the bureaucratic management style is higher than the humanistic management style. The higher the bureaucratic management style, the lower the humanistic management style becomes. Based on the correlational analysis, it found that management styles of administrators correlate to the organizational citizenship behaviours of employees. Therefore, the hypothesis of the study is accepted.

scholarly journals Work Enjoyment dan Organizational Citizenship Behavior pada Karyawan PT. Petrokimia Kayaku

2015 ◽  
Vol 6 (1) ◽  
pp. 9
Author(s):  
Septiyan Nugroho ◽  
Ni Wayan Sukmawati Puspitadewi
Keyword(s):  
Data Analysis ◽  
Correlation Coefficient ◽  
Research Design ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Random Sampling ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Work Enjoyment ◽  
Correlational Research

Organizational Citizenship Behavior is one form of behavior of employeesthat shows the tendency to be cooperative in an organization.This research holds a purpose to test the correlation between Work Enjoyment and Organizational Citizenship Behavior in PT Petrokimia Kayaku Gresik. This research used quantitative approach which focuses on correlational research design. The number of population in this research was 170 people and the samples obtained were 63 people that was selected using random sampling technique. Questionnaire was chosen as the way to collect the data needed in this research. There were two kinds of questionnaires whichwere developed by the researcher to determine Organizational Citizenship Behavior’s scale and workenjoyment’s scale. The data analysis used was product moment’s correlation. According to the data analysis, there is a significant correlation between work enjoyment and Organizational Citizenship Behavior, with the correlation coefficient 0,861 and p = 0,000 that indicates high and significant correlation. Abstrak: Organizational Citizenship Behavior merupakan salah satu bentuk perilaku dari karyawan yang menunjukkan kecenderungan untuk koperatif dalam suatu organisasi. Penelitian ini bertujuan untuk mengetahui hubungan antara Work Enjoyment dengan perilaku Organizational Citizenship Behavior pada Karyawan PT Petrokimia Kayaku Gresik. Penelitian dilakasanakan dengan pendekatan kuantitatif  dengan rancangan penelitian korelasional. Jumlah populasi pada penelitian ini sebesar 170 orang, sampel diambil dengan menggunakan random sampling sehingga didapat jumlah sampel sebanyak 63 orang. Pengambilan data pada penelitian ini menggunakan kuesioner yang dikembangkan oleh peneliti yaitu skala Organizational Citizenship Behavior dan skala work enjoyment. Analisis data menggunakan korelasi product moment. Berdasarkan hasil analisis data ada hubungan yang signifikan antara work enjoyment dengan Organizational Citizenship Behavior dengan  

scholarly journals Examining the link between organizational citizenship behavior and work performance of employees in the private schools, mediated by workplace environment

2021 ◽  
Vol 10 (4) ◽  
pp. 85-98
Author(s):  
Damianus Abun ◽  
Gladys Jean Q Basilio ◽  
Theogenia Magallanes ◽  
Mary joy Encarnacion ◽  
Micah Sallong
Keyword(s):  
Conceptual Framework ◽  
Work Environment ◽  
Research Design ◽  
Private Schools ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
Workplace Environment ◽  
Correlational Research

The study aimed to determine the organizational citizenship behaviour, work performance and work environment; the correlation between organizational citizenship behaviour and work performance; the correlation between work environment and organizational citizenship behaviour and work performance. Theories were discussed based on the literature and a conceptual framework was established. The study used the descriptive correlational research design and questionnaires were used to gather the data. The population of the study was all employees of the Divine Word Colleges in the Ilocos region, a total of 181 employees. The study found that organizational citizenship, the work performance of employees and the work environment is high and there is a significant correlation between organizational citizenship behaviour and work performance and there is a correlation between work environment and organizational citizenship behaviour and work performance. Therefore, the hypothesis of the study is accepted.

scholarly journals Employee empowerment and organizational citizenship behaviour

2021 ◽  
Vol 3 (3) ◽  
pp. 13-25
Author(s):  
Damianus Abun ◽  
Theogenia Magallanes ◽  
Vanjesryl G. Calaycay ◽  
Melvin, F. Aurelio ◽  
Fredolin P. Julian
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Empowerment ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Delegation Of Authority ◽  
Correlational Research ◽  
Different Dimensions ◽  
The Relationship ◽  
Very High

The study aimed to find out the effect of employee empowerment practices on the organizational citizenship behaviors of employees toward the organization and toward their coworkers (OCBP & OCBO). To support and establish the theory of the study, literature was reviewed. The study used the descriptive correlational research design and it used the questionnaires to gather the data. The study found that the empowerment practices of the Divine Word College of Laoag in terms of delegation of authority, autonomy, and self-efficacy self-management is high and even the different dimensions of organizational citizenship behavior are also high but not very high. Concerning the relationship between empowerment practices and organizational citizenship behavior of employees, the study was found to be significantly correlated. Therefore, the hypothesis of this study is accepted.  

Revisiting of Theory X and Y

2014 ◽  
Vol 52 (10) ◽  
pp. 1888-1906 ◽  
Author(s):  
Sait Gürbüz ◽  
Faruk Şahin ◽  
Onur Köksal
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Affective Commitment ◽  
Management Style ◽  
Citizenship Behavior ◽  
Content Type ◽  
Attitudes And Behaviors ◽  
Individual Outcomes ◽  
Satisfaction With The Leader ◽  
Theory X

Purpose – The purpose of this paper is to investigate the influence of leaders’ Theory X and Y managerial assumptions on subordinates’ attitudes and behaviors. Design/methodology/approach – Military leaders (n=50) completed a questionnaire with Theory X and Y scale and their subordinates (n=150) completed a questionnaire with the scales of satisfaction with leader, affective commitment, and organizational citizenship behavior. The paper used hierarchical linear modeling to test the hypotheses. Findings – The results indicated that the Theory Y management style is significantly and positively associated with subordinates’ satisfaction with the leader, affective commitment, and organizational citizenship behaviors. The Theory X management style had a significantly negative impact on subordinates’ satisfaction with the leader, but no significant impact on affective commitment and organizational citizenship behavior. The findings of the present study suggest that the Theory X and Y managerial assumptions are a worthwhile basis from which to examine several important organizational and individual outcomes. Research limitations/implications – The sample consisted of military personnel and were predominantly male. This may limit the generalizability of the findings. Practical implications – The findings of the present study suggest that the Theory X and Y managerial assumptions are a worthwhile basis from which to examine several important organizational and individual outcomes. Originality/value – Although McGregor's (1960) Theory X and Y have contributed to management and leadership thinking and practice for many years; empirical studies examining the Theory X and Y managerial assumptions in a work environment are very scarce. By examining the effect of leader's Theory X and Y managerial assumptions on follower's attitudes and behaviors, the study provides important insights for leadership literature.

scholarly journals Career Development Opportunity Cures for the Impairment Effect of Careerist Orientation on Organizational Citizenship Behaviours: Empirical Evidences form Project Based Employees Working in Non-profit Making Organization

2020 ◽  
Vol 10 (1) ◽  
pp. 103-127
Author(s):  
Ganesh Bhattarai ◽  
Dhruba Raj Pokharel ◽  
Prem Bahadur Budhathoki
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Interactive Effect ◽  
Citizenship Behavior ◽  
Growth Opportunities ◽  
Non Profit ◽  
Organizational Citizenship Behaviours ◽  
Career Growth ◽  
The Relationship

This study was carried out to examine the direct impact of employees‘ careerist orientation and career growth opportunities on their organizational citizenship behaviours (conscientiousness and altruism) as well as role of career growth opportunities in the relationship between careerist orientation and organizational citizenship behaviours (conscientiousness and altruism). 268employees working in non-profit making projects in Kathmandu valley were surveyed and analyzed. Quantitative analysis of multi-source measured perceptual data revealed that (1)employees‘ careerist orientation negatively impacts on organizational citizenship behavior (conscientiousness and altruism), (2) and career growth opportunities positively impacts on organizational citizenship behaviors (conscientiousness and altruism), and (3) employees career growth opportunities cure their harmful impact of careerist orientation on organizational citizenship behaviour (conscientiousness and altruism). Moreover, this study tested the different forms (effect sizes) of interactive effect of employees‘ careerist orientation and career growth opportunities to predict their organizational citizenship behaviours (conscientiousness and altruism). For example, it was tested that a relatively strong marginal negative prediction of careerist orientation on organizational citizenship behaviours (conscientiousness and altruism)was for those employees who perceive a low level of career growth opportunities. A number of theoretical and practical implications are suggested.

scholarly journals Peran Personal Development Competitive Attitude dan Organizational Citizenship Behavior Terhadap Manajemen Konflik pada Karyawan Event Organizer

2021 ◽  
Vol 5 (1) ◽  
pp. 20-30
Author(s):  
Natalie Puspita ◽  
Jimmy Ellya Kurniawan
Keyword(s):  
Conflict Management ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Personal Development ◽  
Sampling Technique ◽  
Attitude Scale ◽  
Management Style ◽  
Citizenship Behavior ◽  
Regression Design ◽  
Communication Conflict

The dynamic phenomenon of EO requires collaboration between members to run events, especially when facing conflicts that arise. The collaborative conflict management style can be referred to as a solution-orientation conflict management. In connection with this phenomenon, personal development competitive attitude and organizational citizenship behavior is known to play a role in improving conflict management solution-orientation among EO employees. This research is a quantitative study with multiple regression design. The population of this study were event organizer employees in Surabaya. The sample in this study amounted to 114 event organizer employees obtained through online surveys. The sampling technique used accidental sampling. This study uses a personal development competitive attitude scale (PDCA) designed by Ryckman et al. (1996), Organizational Citizenship Behavior Scale (OCB) designed by Podsakof et al. (1990), and the Organizational Communication Conflict Instrument (OCCI) designed by Putnam et al. (1982). The results of hypothesis testing state the role of personal development competitive attitude and organizational citizenship behavior in conflict management solution-orientation. In this study the variable organizational citizenship behavior has a bigger role than personal development competitive attitude. The results of the research can be used as knowledge and input for the company and EO employees.

HUBUNGAN BIG FIVE PERSONALITY DENGAN OCB PADA PNS GEN Y DI INSTANSI X

2020 ◽  
Vol 6 (1) ◽  
pp. 13-30
Author(s):  
Kurniyadi Kurniyadi ◽  
Seta Aryawuri Wicaksana ◽  
Aisyah Pia Asrunputri
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Quantitative Research ◽  
Citizenship Behavior ◽  
Big Five Personality ◽  
Gen Y ◽  
Correlational Research ◽  
The Relationship ◽  
Research Type

This study aims to determine the relationship between Big Five Personality with Organizational Citizenship Behavior (OCB). This research uses a quantitative research method with a correlational research type. The population in this research were 90 civil servants working at X Agency. Big Five Personality in this study was measured by the Big Five Inventory (BFI) and Organizational Citizenship Behavior (OCB) was measured by the Organizational Citizenship Behavior Scale (OCBS). Data analyzed by the Pearson Product Moment correlation. The results of this study showed that there is positive and significant correlation between agreeableness with OCB, there is positive and significant correlation between conscientiousness with OCB, there is positive and significant correlation between openness to experience with OCB, whereas neuroticism showed negative and significant correlation with OCB, but extraversion did not show significant correlation with OCB. The implication of this study is that organization can choose between training its employees to suit with the organizational culture or developing people management that suits with the character of its employees.

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.

scholarly journals Stimulating Organizational Citizenship Behavior by Applying Organizational Commitment and Satisfaction

2020 ◽  
pp. 20-27
Author(s):  
Aram H. Massoudi ◽  
Alaa S. Jameel ◽  
Abd Rahman Ahmad
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Contract ◽  
Citizenship Behavior ◽  
Human Resource Managers ◽  
Hotel Employees ◽  
Organizational Citizenship Behaviours ◽  
Resource Managers

Purpose of the study: This study aims to apply organizational commitment and job satisfaction as an indicator to stimulate organizational citizenship behaviours. Methodology: The data collected by a questionnaire survey conducted among a group of hotel employees in Baghdad, Iraq. The 200 questionnaires distributed, the researchers received 149, were valid responses. The data were analyzed by AMOS software after ensuring validity, Reliability, and model fit. Main Findings: The results revealed that organizational commitment and job satisfaction play a positive and influential role in changing the organizational citizenship behaviours among hotel employees. Also, organizational commitment has a stronger impact on improving the behaviour of employees than job satisfaction. Research limitations/implications: The study contributes to human resource managers as it reveals the influential role of firms' commitment and job satisfaction on altering staff behaviours towards organizational citizenship. Therefore, it is understood that more variables need to be considered, such as psychological contract and employees' empowerment. Novelty/Originality of this study: The finding can fill the gap in the literature related to this article in the Iraqi setting, where studies about organizational citizenship is not existing in this context.

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