scholarly journals The Effect of Procedural Justice on Organizational Citizenship Behavior (OCB) with Trust as the Intervening Variable

2020 ◽  
Vol 4 (3) ◽  
pp. 420-428
Author(s):  
Elok Ainur Latif ◽  
Mutia Pamikatsih
Keyword(s):  
Procedural Justice ◽  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Survey Methods ◽  
Citizenship Behavior ◽  
Simple Regression Analysis ◽  
Relationship Of ◽  
The Relationship

This study describes the effect of perceptions of procedural justice that employees feel on the organization and supervisor. Different sources that exist in perceptions of procedural justice will affect different OCB. This influence can be proven through the mechanism of social exchange relations that occur between organizational procedural justice and OCB which is mediated by trust. This research was conducted to determine the role of the target similarity model by examining the relationship of multifoci procedural justice, social exchange, and employee OCB together. The research sample involved nurses who worked at RSI (Islamic Hospital) Fatima Cilacap. Data collection was carried out using survey methods and questionnaires. Data analysis was performed using simple regression analysis through mediation. The results of this study found that the role of procedural justice in an organization is very important. Employees who have a perception of procedural justice will feel highly valued in their role as part of the organization so that the OCB shown to the organization tends to be high. The higher the level of perceptions of procedural justice felt by employees, the motivation of these employees to always show a higher OCB towards the organization and supervisor will also increase.

scholarly journals Pengaruh Kepemimpinan Otentik Terhadap Perilaku Kewargaan Organisasional

2018 ◽  
Vol 3 (3) ◽  
pp. 99-110
Author(s):  
Rizkita Cahya Henviana ◽  
Mamun Sutisna
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Descriptive Statistics ◽  
Citizenship Behavior ◽  
Self Awareness ◽  
Moral Perspective ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the role of Authentic Leadership (AL) and Organizational Citizenship Behavior (OCB) also to analyze the relationship of these variables in Hypermart Bandung. This study consists of 4 dimension of AL (self awareness, relational transparency, internalized moral perspective, and balance processing) and 5 dimensions of OCB (altruism, civic virtue, conscientiousness, courtesy and sportsmanship). Research using linear regression and descriptive statistics. Data collection used questionnaire given to 150 employees of Hypermart Bandung. The results of this study indicate that the role of AL of the leader in Hypermart resulted in good category. Similarly, OCB on employees resulted in good category. It is also known that AL has a positive and significant effect on OCB. The level of AL influence on OCB is 23.7%, while 76.3% is influenced by other factors not explained in this research.

scholarly journals Role of Family Motivation, Workplace Civility and Self-Efficacy in Developing Affective Commitment and Organizational Citizenship Behavior

2020 ◽  
Vol 10 (1) ◽  
pp. 358-374 ◽  
Author(s):  
Humaira Erum ◽  
Ghulam Abid ◽  
Francoise Contreras ◽  
Talat Islam
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Self Efficacy ◽  
Social Exchange Theory ◽  
Affective Commitment ◽  
Citizenship Behavior ◽  
Family Work ◽  
Relationship Of ◽  
The Relationship

The mechanism connecting the antecedents to positive attitudes like affective commitment (AC) and positive behaviors like organizational citizenship behavior (OCB) is an under-researched area in the field of positive organizational scholarship. Drawing on Social Exchange Theory (SET), this study empirically validates family motivation and civility as antecedents of affective commitment and organizational citizenship behavior through the mediating mechanism of self-efficacy. The process by Hayes (2013) was used to analyze time-lagged and multi-source data collected from 335 employees of educational and telecom sector. Results indicate that the relationship of affective commitment with family motivation and civility is partially mediated whereas the relationship of organizational citizenship behavior with family motivation and civility is fully mediated by self-efficacy. This study adds to the literature of family-work enrichment accounts by validating family motivation as a novel antecedent for positive behavioral outcomes. The implications of the study are discussed.

scholarly journals Pengaruh Kepemimpinan Otentik Terhadap Perilaku Kewargaan Organisasional

2018 ◽  
Vol 3 (3) ◽  
pp. 99
Author(s):  
Rizkita Cahya Henviana ◽  
Mamun Sutisna
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Descriptive Statistics ◽  
Citizenship Behavior ◽  
Self Awareness ◽  
Moral Perspective ◽  
Relationship Of ◽  
The Relationship

This study aims to determine the role of Authentic Leadership (AL) and Organizational Citizenship Behavior (OCB) also to analyze the relationship of these variables in Hypermart Bandung. This study consists of 4 dimension of AL (self awareness, relational transparency, internalized moral perspective, and balance processing) and 5 dimensions of OCB (altruism, civic virtue, conscientiousness, courtesy and sportsmanship). Research using linear regression and descriptive statistics. Data collection used questionnaire given to 150 employees of Hypermart Bandung. The results of this study indicate that the role of AL of the leader in Hypermart resulted in good category. Similarly, OCB on employees resulted in good category. It is also known that AL has a positive and significant effect on OCB. The level of AL influence on OCB is 23.7%, while 76.3% is influenced by other factors not explained in this research. Penelitian ini bertujuan untuk mengetahui peran Authentic Leadership (AL) dan Organizational Citizenship Behavior Behavior (OCB) juga untuk menganalisis pengaruh variabel-variabel ini di Hypermart Bandung. Penelitian ini terdiri dari 4 dimensi AL (kesadaran diri, transparansi relasional, perspektif moral yang diinternalisasi, dan pemrosesan keseimbangan) dan 5 dimensi OCB (altruisme, kebajikan kewarganegaraan, perhatian, sopan santun dan sportivitas). Penelitian menggunakan regresi linier dan statistik deskriptif. Pengumpulan data menggunakan kuesioner yang diberikan kepada 150 karyawan Hypermart Bandung. Hasil penelitian ini menunjukkan bahwa peran AL pimpinan Hypermart termasuk dalam kategori baik. Demikian pula, OCB pada karyawan termasuk dalam kategori baik. Juga diketahui bahwa AL memiliki pengaruh positif dan signifikan terhadap OCB. Tingkat pengaruh AL terhadap OCB adalah 23,7%, sedangkan 76,3% dipengaruhi oleh faktor lain yang tidak dijelaskan dalam penelitian ini.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Ginu George ◽  
Binoy Joseph
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Research ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

scholarly journals The Effect of Self-concept and Organizational Identity on Organizational Citizenship Behavior ( A Case Study in Social Security Organization of Isfahan city)

2012 ◽  
Vol 2 (1) ◽  
pp. 175
Author(s):  
Sayyed Mohsen Allameh ◽  
Saeed Alinajimi ◽  
Ali Kazemi
Keyword(s):  
Social Security ◽  
Organizational Behavior ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identity ◽  
Self Concept ◽  
Citizenship Behavior ◽  
Isfahan Province ◽  
The Relationship

During the two recent decades, researchers of organizational behavior have paid special attention to extra-social behavior in organizations, and there has been specific focus on employees' affairs which are developed beyond formal job demands. Globalization era has created increased inter-individual mutual dependencies among organizations and groups. Thus, it has made more need for extra-social cooperation and interaction inside and outside the organizations. Therefore, organizational citizenship behavior plays a role in increasing the effectiveness and durability of the organization. The main purpose of this survey is to study the manner of impact of self-concept, and organizational identity on organizational citizenship behavior of employees of Social Security Corporation in Isfahan province and also to examine the existence of the balancing role of self-concept variable in the relationship between organizational identity and organizational citizenship behavior. This survey was conducted using descriptive-metrical method. Obtained results of this survey reveal that organizational citizenship behavior is affected by organizational identity, and self-concept; and each variable of organizational identity has positive correlation with organizational citizenship behavior. It means that by strengthening and improving the above variables it is possible to enhance organizational citizenship behavior. Also, results demonstrate that self-concept balances the relationship between organizational identity and organizational citizenship behavior.

Organizational Support for Professionalism, Organizational Citizenship Behavior (OCB), and Performance

2021 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Noviana Norrohmat ◽  
Umar Nimran ◽  
Kusdi Raharjo ◽  
Hamidah Nayati Utami ◽  
Endang Siti Astuti
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Citizenship Behavior ◽  
Research Approach ◽  
The Difference ◽  
And Performance ◽  
Relationship Of ◽  
Descriptive Survey ◽  
The Relationship

The purpose of this research is to determine the organizational support for professionalism that has never been done before. The research approach is to conceptualize the structure of the relationship of variables from a study. Verification research is to test the hypothesis through data collection in the field using two methods, namely descriptive survey and explanatory survey. The use of both methods aims to analyze the causality relationship between research variables in accordance with the hypothesis quantitatively. There is significant influence between the variables of organizational support to professional variables. However, different results are found on the influence of organizational support variables on OCB and performance that have no significant effect. There is also an indirect influence between organizational support variables on OCB and performance through intermediary intervening professionalism variables. The difference between this research and the previous research are the use of constructs and the measurement in the unit of analysis being used.

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