Organizational Citizenship Behavior of Information System Personnel

2013 ◽  
pp. 284-299 ◽  
Author(s):  
Tzy-Yuan Chou ◽  
James J. Jiang ◽  
Gary Klein ◽  
Seng-Cho T. Chou
Keyword(s):  
Information System ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Member Exchange ◽  
Is Professionals ◽  
Communication And Coordination

Leader-member exchange (LMX) represents the quality of interaction between leaders and members of a work unit, such as the information system function within an organization. LMX is expected to improve organizational citizenship behavior, beneficial behaviors not explicitly rewarded, but prior research has failed to establish this link satisfactorily. To determine the influence of LMX in the IS environment, a model is developed based on the background in the IS and management literature that considers LMX an important contributor to job satisfaction and organizational commitment. In turn, organizational commitment influences both work quality and organizational citizenship behaviors in a beneficial way. The model is confirmed with a sample of IS professionals in Taiwan. The results show that effective communication and coordination is crucial between leaders and subordinates at levels within the organization not previously considered.

Organizational Citizenship Behavior of Information System Personnel

2011 ◽  
Vol 24 (4) ◽  
pp. 77-93 ◽  
Author(s):  
Tzy-Yuan Chou ◽  
James J. Jiang ◽  
Gary Klein ◽  
Seng-Cho T. Chou
Keyword(s):  
Information System ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Management Literature ◽  
Member Exchange ◽  
Communication And Coordination

Leader-member exchange (LMX) represents the quality of interaction between leaders and members of a work unit, such as the information system function within an organization. LMX is expected to improve organizational citizenship behavior, beneficial behaviors not explicitly rewarded, but prior research has failed to establish this link satisfactorily. To determine the influence of LMX in the IS environment, a model is developed based on the background in the IS and management literature that considers LMX an important contributor to job satisfaction and organizational commitment. In turn, organizational commitment influences both work quality and organizational citizenship behaviors in a beneficial way. The model is confirmed with a sample of IS professionals in Taiwan. The results show that effective communication and coordination is crucial between leaders and subordinates at levels within the organization not previously considered.

scholarly journals The Influence of Work Resources, Demands, and Organizational Culture on Job Satisfaction, Organizational Commitment, and Citizenship Behaviors of Spanish Police Officers

2020 ◽  
Vol 17 (20) ◽  
pp. 7607
Author(s):  
Alexandra Marcos ◽  
Cristina García-Ael ◽  
Gabriela Topa
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Police Officers ◽  
Discriminant Validity ◽  
Structural Model ◽  
Citizenship Behavior ◽  
Citizenship Behaviors

The present study aims to analyze the influence of work demands and resources (support and control) on the attitudes and behaviors (satisfaction, organizational commitment, and organizational citizenship behaviors toward the organization, OCBO) of Spanish police officers, and to examine the potential mediating role of the flexibility-oriented organizational culture. Participants were 182 Spanish police officers. The analysis was carried out using the Smart PLS (Partial Least Squares) program. Firstly, reliability and convergent and discriminant validity were analyzed. Secondly, the structural model was evaluated. Overall, findings support the hypothesized model, except there was not a significant effect of demands and support on OCBO (Organizational Citizenship Behavior Organization-oriented). Results of the importance-performance map analysis also show that, in terms of predicted job satisfaction and organizational commitment, control and support are not so important, but both of them perform relatively well compared to the remaining constructs (demands and flexibility-oriented culture).

Perceived Transformational Leadership, Organizational Commitment, and Citizenship Behavior: A Case Study in Intercollegiate Athletics

2001 ◽  
Vol 15 (2) ◽  
pp. 135-159 ◽  
Author(s):  
Aubrey Kent ◽  
Packianathan Chelladurai
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Intercollegiate Athletics ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Leadership Behaviors ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Member Exchange ◽  
Assistant Athletic Directors

This study tested the propositions that (a) perceived leader-member exchange quality (LMX) between second level managers (e.g., associate, assistant athletic directors) and their subordinates would be associated with perceived transformational leadership behaviors (TL) of the athletic director, and (b) subordinates' organizational commitment (OC) and organizational citizenship behavior (OCB) would be correlated with both perceived TL and LMX. Seventy-five third tier employees of a large Midwestern university responded to the Multifactor Leadership Questionnaire-MLQ (Bass, 1985); LMX-7 (Graen, Novak, & Sommerkamp, 1982), an organizational citizenship scale (MacKenzie, Podsakoff, & Fetter, 1991); and an organizational commitment scale (Meyer & Allen, 1997). Correlational and regression analyses showed that the three dimensions of TL were significantly correlated with LMX. Additionally, the dimensions of TL and LMX were differentially related to OC and OCB.

scholarly journals Increasing Organizational Citizenship Behavior Through Quality of Work Life and Organizational Commitment

2021 ◽  
Vol 6 (1) ◽  
pp. 45
Author(s):  
Endang Susilawati ◽  
Shofia Amin ◽  
Musnaini Musnaini
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Life ◽  
Partial Least Square ◽  
Least Square ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Quality Of Work

<p>This study aims to examine the effect of Quality of Work Life on Organizational Citizenship Behavior through Organizational Commitment as a mediating variable. The population in this study were all permanent employees of PT. Petro China International Jabung Ltd with a sample of 120 respondents. The data collection method uses questionnaire method which is measured using Likert scale and the hypotheses was tested by  using the PLS (Partial Least Square) program. The results showed that the quality of work life has positive and significant effect on Organizational Citizenship Behavior, the quality of work life is proven to have positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on Organizational Citizenship Behavior, and organizational commitment partially mediates the relationship between the quality of work life and Organizational Citizenship Behavior. The implication of this research is that the increasing quality of work life will increase organizational commitment so that it can improve Organizational Citizenship Behavior. The company must continuously improve the quality of work life program to increase the employee performance with objective and systematic procedures.</p><p><strong><em> </em></strong></p>

Compulsory Citizenship Behavior and Organizational Commitment

2020 ◽  
pp. 162-178
Author(s):  
Kemal Köksal ◽  
Ali Gürsoy
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Role Behavior ◽  
Member Exchange ◽  
Role Description ◽  
The Relationship ◽  
Compulsory Citizenship Behavior

Organizational citizenship behavior means the extra role behavior of employee that is not in the role description. Managers expect from employees to show organizational citizenship behavior for benefits to the organization. This expectation may become an obligation over time, and an employee can perceive managers and co-workers' expectations for extra role behavior as a compulsory that will affect an employee's organizational attitudes and behaviors. This study's aim is to investigate the relationship between compulsory citizenship behavior and organizational commitment and, the mediating role of leader-member exchange in Turkey's cultural context. The data were gathered from the 222 employees in a public organization by convenience sample method at two points in time. Regression-based path analyses were conducted to explore the relationship between the variables. According to the results, compulsory citizenship behavior had a negative effect on organizational commitment and leader-member exchange fully mediated this effect.

Quality of Work Life and Employee Outcomes: A Survey of Employees in Hotel Business

2010 ◽  
Vol 171-172 ◽  
pp. 433-436 ◽  
Author(s):  
Yan Ma ◽  
Qin Hai Ma ◽  
Hao Yu ◽  
Jin Jin Hao
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Reliability And Validity ◽  
Work Life ◽  
Quality Of Work Life ◽  
Citizenship Behavior ◽  
Employee Outcomes ◽  
Quality Of Work

In this paper, we discussed the relationship between Quality of Work Life and employee outcomes in China. We used organizational commitment and organizational citizenship behavior (OCB) to reflect employee outcomes. By employing several statistics techniques, such as factor analysis, reliability and validity analysis, the data of questionnaires has been analyzed. The results show that there is a significant positive relationship between QWL and all the indicators of employee outcomes (Organizational Commitment and OCB).

scholarly journals PENGARUH BUDAYA ORGANISASI DAN DUKUNGAN ORGANISASI TERHADAP OCB DIMEDIASI OLEH KOMITMEN ORGANISASIONAL

2019 ◽  
Vol 8 (12) ◽  
pp. 7134
Author(s):  
Putu Enda Wira Saputra ◽  
I Wayan Gede Supartha
Keyword(s):  
Organizational Culture ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Mineral Resources ◽  
Citizenship Behavior ◽  
Mediating Role

The success of an organization is not only determined by natural resources but human resources (HR) depending on the quality and behaviors that arise within the organization. Expected behavior is behavior that can improve the quality of the organization, namely Organizational Citizenship Behavior (OCB). The purpose of the study was to explain and analyze the influence of organizational culture and organizational support for OCB mediated by organizational commitment. This research was conducted in the Department of Manpower and Energy and Mineral Resources of Bali Province as many as 100 civil servants using non probability sampling methods, collected through questionnaires using descriptive statistical analysis techniques, path analysis and sobel test. The results showed that Organizational Culture, Organizational Support and Organizational Commitment each had a significant positive effect on Organizational Citizenship Behavior (OCB) as well as the mediating role of Organizational Commitment to OCB that strengthened the relationship between organizational culture and organizational support. The Department of Manpower and Energy and Mineral Resources must pay attention to the existing organizational culture within the organization and organizational support that must be improved so that OCB behaviors can be improved for better quality employees. Keywords: organizational culture; organizational support; organizational commitment;          Organizational Citizenship Behavior (OCB)  

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