HOW HR PRACTICES AFFECT ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

The HRM and effective HR practices play an important role for promoting a committed environment and a culture of citizenship. This study is intended to explore the HRM systems’ dynamics and applied HR practices in Lebanese banks and to find their possible link with employee commitment and citizenship behavior. The primary research selected six most representative Lebanese banks. A questionnaire on employee commitment and citizenship behavior was sent to each bank’s HR officers. The questions were derived from the OCQ, ACS, CCS, NCS, and CBS. Direct positive relationship between HR and organizational commitment was not completely verified in terms of the Lebanese bank institutions. The HR-OCB relationship is much more coherent and noticeable especially when the HR role of employee champion emerges. Commitment has a strong relationship with the OCB. Lebanese banks have very promising examples of serious dynamic HRM initiatives that promote employees’ support and recognize their efforts while trying to capitalize on their competences, commitment, and displayed citizenship behaviors.

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The Role of Organizational Commitment in Improving Organizational Citizenship Behavior

Management Analysis Journal ◽

10.15294/maj.v9i3.36883 ◽

2020 ◽

Vol 9 (3) ◽

pp. 300-309

Author(s):

Udhay Iqbal Wilkanandya ◽

Ketut Sudarma

Keyword(s):

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Descriptive Analysis ◽

Sampling Technique ◽

Work Life ◽

Work Life Balance ◽

Citizenship Behavior ◽

Life Balance

This study aims to examine the effect of work life balance, personality and organizational commitment on organizational citizenship behavior. The sample used in this study was 165 respondents. The sampling technique uses incidental sampling. Data analysis methods use descriptive analysis, regression analysis, and path analysis using IBM SPSS. The results showed that work life balance was not significantly positive effect, while personality and organizational commitment had a positive and significant effect on organizational citizenship behavior and organizational commitment was able to mediate the relationship between work life balance and personality on organizational citizenship behavior. The suggestion from this research is that the company should be able to develop more policies that encourage employees to be eager to contribute. For further research that is examining the same aspects to use respondents who have a position in a relatively high job, such as supervisors and managers. To be compared between employees who have positions and not have positions.

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Organizational Citizenship Behavior on Nurses : The Role of Organizational Climate and Commitment

Jurnal Organisasi dan Manajemen ◽

10.33830/jom.v17i1.1121.2021 ◽

2021 ◽

Vol 17 (1) ◽

pp. 32-41

Author(s):

Abdhy Aulia Adnans ◽

Sherry Hadiyani ◽

Siti Zahreni ◽

Fahmi Fahmi

Keyword(s):

Organizational Commitment ◽

Organizational Climate ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Quantitative Research ◽

Citizenship Behavior ◽

Quality Health ◽

Simultaneous Influence ◽

Quality Health Services

Abstract Hospitals in organizing excellent quality health services require human resources committed to the organization and a positive and conducive organizational climate. This study aims to determine the effect of organizational climate and organizational commitment to organizational citizenship behavior of nurses at USU Hospital. In this study, there are two independent variables: organizational climate and organizational commitment, and one dependent variable: organizational citizenship behavior. This research is quantitative research conducted using samples from the population of nurses at USU Hospital, where a sample of 125 nurses was obtained. The data analysis method used in this study is a statistical analysis with multiple regression analysis methods. Findings. The result of this study indicates a simultaneous influence between organizational climate and organizational commitment to organizational citizenship behavior.

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The Relationship Between Performance Appraisal and Organizational Citizenship Behavior: The Mediating Role of Organizational Commitment

2007 International Conference on Wireless Communications, Networking and Mobile Computing ◽

10.1109/wicom.2007.1592 ◽

2007 ◽

Author(s):

Hai Li ◽

Mian Zhang

Keyword(s):

Organizational Commitment ◽

Performance Appraisal ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Mediating Role ◽

The Relationship

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The role of Job satisfaction, and Organizational commitment as a determinant of organizational citizenship behavior among the workers of welfare organization

International Journal of Economics and Management Studies ◽

10.14445/23939125/ijems-v7i1p113 ◽

2020 ◽

Vol 7 (1) ◽

pp. 102-112

Author(s):

Pouria Motalebi ◽

Akın Marşap

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior

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Job Satisfaction and Job Performance: The Role of Motivation, Organizational Citizenship Behavior and Organizational Commitment

Proceedings of the 5th Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA-5 2020) ◽

10.2991/aebmr.k.201126.091 ◽

2020 ◽

Author(s):

Mochamad Irfan Maulana ◽

Perengki Susanto

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior

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How Organizational Citizenship Behavior affect Employee Job Performance: The Role of Organizational commitment, and Self-Efficacy, complemented by Group Cohesiveness

SSRN Electronic Journal ◽

10.2139/ssrn.3941948 ◽

2021 ◽

Author(s):

Anusha Asim ◽

Danish Ahmed Siddiqui

Keyword(s):

Organizational Commitment ◽

Job Performance ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Self Efficacy ◽

Citizenship Behavior ◽

Group Cohesiveness

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How perception of training impacts organizational citizenship behavior: power distance as moderator

Personnel Review ◽

10.1108/pr-07-2020-0566 ◽

2021 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Khawaja Jehanzeb

Keyword(s):

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Power Distance ◽

Citizenship Behavior ◽

Equation Modeling ◽

Content Type ◽

The Relationship ◽

Moderating Role

PurposeThe purpose of this study is to examine the relationship between perception of training, organizational commitment and organizational citizenship behavior. Moreover, the study examines the moderating role of power distance on the relationship between perception of training and organizational commitment.Design/methodology/approachUsing stratified sampling technique, the data were obtained from 379 employees working at branches of public and private banks located in five metropolitan cities in Pakistan. To test the established hypotheses, structural equation modeling technique was adopted using Analysis of Moment Structures (AMOS) 21.0.FindingsThe findings stated a significant relationship between perception of training and organizational citizenship behavior, but there was no relationship found between perception of training and organizational commitment. Moreover, organizational commitment partly mediated the relationship between perception of training and organizational citizenship behavior. The results also described that power distance moderates the relationship between perception of training and organizational commitment.Practical implicationsThe results of the study can be beneficial for banking sector and strategy makers who have extended vision and anticipate organizational citizenship behavior from their employees. The study also offers the scope and space for the prospective researchers and scholars to carry out further research.Originality/valueThere is extensive literature available on the relationship between perception of training, organizational commitment and organizational citizenship behavior. However, it is observed that very few studies took the opportunity to examine the moderating role of power distance on the relationship between perception of training and organizational commitment, particularly in the context of Pakistan. Therefore, this study can be considered as original and have a great value in understanding the developed relationships in the scenario of Pakistan.

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