Idiosyncratic Deals and Organizational Performance

Productivity Growth ◽

Structural Equation ◽

Citizenship Behavior ◽

Employee Outcomes ◽

Idiosyncratic Deals ◽

Core Self ◽

The purpose of this study is to examine the mediating mechanism of idiosyncratic deals (i-deals) content (e.g., task, career, flexibility) in the relationship between core self-evaluations - CSE (e.g., efficacy, esteem, stability, locus of control), employee outcomes (e.g., motivation, commitment, work engagement and organizational citizenship behavior), and the mediating mechanism of employee outcomes in the relationship between i-deals and organizational performance (e.g., productivity, growth, creativity). The hypotheses of the study were tested with the application of structural equation modelling on data collected from 141 employees working in 17 companies operating in the Indian travel intermediaries industry. The findings show that i-deals content positively and partially mediate the relationship between CSE and employee outcomes, and employee outcomes positively and fully mediate the relationship between i-deals content and organizational performance. Implications of the findings for both research and practice are discussed.

How Is Cultural Intelligence Related to Human Behavior?

Journal of Intelligence ◽

10.3390/jintelligence10010003 ◽

2022 ◽

Vol 10 (1) ◽

pp. 3

Author(s):

Moh. Alifuddin ◽

Widodo Widodo

Keyword(s):

Interpersonal Communication ◽

Junior High School ◽

Structural Equation ◽

Cultural Intelligence ◽

Citizenship Behavior ◽

Equation Modeling ◽

Junior High School Teachers ◽

Cultural intelligence is an individual’s ability to recognize, understand, and adapt to cross-cultural contexts in order to change his or her self-capacity. Hence, this study explores the relationship between cultural intelligence and interpersonal communication, psychological capital (PsyCap), and organizational citizenship behavior (OCB) among teachers in Indonesia and investigates the possibility of finding relevant new models. A Likert questionnaire was used to collect research data. The research participants included 450 Indonesian junior high school teachers selected by accidental sampling. Structural equation modeling (SEM) was used for data analysis, supported by descriptive statistics and correlational matrices. The results indicate that cultural intelligence is significantly related to teachers’ interpersonal communication, PsyCap, and OCB. Additionally, this study also produces a new model regarding the relationship between cultural intelligence and a teacher’s OCB, mediated by interpersonal communication and PsyCap. Therefore, researchers and practitioners can discuss and adopt a new empirical model to increase cultural intelligence.

Transformational leadership and employee outcomes: the mediating role of psychological empowerment

Leadership & Organization Development Journal ◽

10.1108/lodj-05-2020-0189 ◽

2020 ◽

Vol ahead-of-print (ahead-of-print) ◽

Author(s):

Saira Saira ◽

Sadia Mansoor ◽

Muhammad Ali

Keyword(s):

Transformational Leadership ◽

Turnover Intention ◽

Psychological Empowerment ◽

Mediating Effect ◽

Citizenship Behavior ◽

Employee Outcomes ◽

Content Type ◽

PurposeThe purpose of this study is to empirically test the mediating effect of psychological empowerment in the relationship between transformational leadership and two employee outcomes: organizational citizenship behavior and turnover intention.Design/methodology/approachThe data were collected from 316 employees working in the textile industry to empirically test the proposed model.FindingsThe findings of this study indicate that psychological empowerment mediates the relationship between transformational leadership and both employee outcomes of organizational citizenship behavior and turnover intention.Research limitations/implicationsThis study suggests that organizations aiming to minimize turnover intention among employees should develop a transformational leadership style at the managerial level to enhance psychological empowerment among employees, which, in turn, will also improve organizational citizenship behavior.Originality/valueThis study proposes and tests the indirect effect of transformational leadership on organizational citizenship behavior and turnover intention via psychological empowerment.

Group organizational citizenship behavior and knowledge sharing

VINE Journal of Information and Knowledge Management Systems ◽

10.1108/vjikms-12-2018-0117 ◽

2019 ◽

Vol 50 (1) ◽

pp. 117-135 ◽

Cited By ~ 2

Author(s):

Yasha Afshar Jalili ◽

Farideh Salemipour

Keyword(s):

Knowledge Sharing ◽

Structural Equation ◽

Civic Virtue ◽

Citizenship Behavior ◽

Equation Modeling ◽

Emotional Climate ◽

Content Type ◽

Purpose This study aims to examine the influence of organizational citizenship behavior’s sub-constructs including altruism, civic virtue, sportsmanship, conscientiousness and courtesy on knowledge sharing behavior (KSB). It also pays attention to the effects of group emotional climate on the relationship between organizational citizenship behavior and knowledge sharing. Design/methodology/approach This research was conducted based on the quantitative research strategy by applying structural equation modeling. Using a random sampling method, this research surveyed 116 participants and analyzed the data via partial least equation modeling. Findings The results claim that altruism, conscientiousness and civic virtue have a significant effect on KSB, while the relationship between courtesy and sportsmanship with KSB were not significant. Furthermore, the findings depict that positive and negative workgroup emotional climate would impede or enhance KSB among people with a high level of altruism, conscientiousness and civic virtue. Practical implications Given the importance of knowledge sharing in the today knowledge economy, by comprehending the influence of group organizational citizenship behavior’s sub-constructs on knowledge sharing, managers would improve organizational knowledge sharing by developing a culture encouraging altruism, conscientiousness and civic virtue as a substitute for incentive pay. Moreover, promoting an emotionally supportive climate fosters knowledge sharing within people. Originality/value This study makes three distinct additions to the knowledge sharing literature. First, although there are little studies that investigate the relationship between organizational citizenship behaviors (OCB) and KS, a few of them examine the effects of OCB’s sub-constructs on KS behavior. Second, this is one of the first studies that examined the moderating role of workgroup emotional climate regarding knowledge sharing. Finally, examining the effect of OCB’s sub-constructs on KS in an Iranian public sector would contribute to the literature by broadening the examination of the constructs in a different context.

The effects of perceived authentic leadership and core self-evaluations on organizational citizenship behavior

Leadership & Organization Development Journal ◽

10.1108/lodj-11-2015-0254 ◽

2017 ◽

Vol 38 (3) ◽

pp. 463-481 ◽

Cited By ~ 19

Author(s):

Baek-Kyoo Joo ◽

Sung Jun Jo

Keyword(s):

Authentic Leadership ◽

Psychological Empowerment ◽

Citizenship Behavior ◽

Equation Modeling ◽

Personality Factor ◽

Content Type ◽

Core Self ◽

Purpose The purpose of this paper is to investigate the effect of the perceived authentic leadership of supervisors and employees’ core self-evaluations on their organizational citizenship behavior (OCB) and to examine the role of psychological empowerment as a partial mediator of those relationships. Design/methodology/approach A cross-sectional survey was used to obtain individual perceptions from employees working in one of the biggest companies in Korea. Data from 374 samples was analyzed. Construct validity of each measurement model is examined using confirmatory factor analysis and the hypothesized structural model is tested by structural equation modeling. Findings The authors found that perceived authentic leadership, core self-evaluation, and employees’ psychological empowerment had significant impact on employees’ OCB, accounting for 58 percent of the variance in OCB. In addition, 54 percent of the variance in psychological empowerment was explained by authentic leadership and core self-evaluations, partially mediating the relationship between authentic leadership and OCB and the relationship between core self-evaluations and OCB. Originality/value Positivity is instrumental in driving intrinsic motivation for work and voluntary devotion to colleagues and organizations. This study contributed to the emerging research branch of management and organizational psychology such as positive organization scholarship and positive organizational behavior by exploring the relationship among the relevant constructs. More specifically, the authors found that positive contextual factor (i.e. authentic leadership), positive personality factor (i.e. core self-evaluations), and positive work experience (i.e. psychological empowerment) do have positive influence on employees’ extra-role performance (i.e. OCB).

Do psychological contract and organizational citizenship behavior affect organizational performance in non-profit organizations?

Chinese Management Studies ◽

10.1108/cms-05-2013-0090 ◽

2014 ◽

Vol 8 (3) ◽

pp. 397-417 ◽

Cited By ~ 4

Author(s):

Tracy Tsui-Hsu Tsai ◽

Arthur Jing Lin

Keyword(s):

Psychological Contract ◽

Citizenship Behavior ◽

Full Time ◽

Content Type ◽

Non Profit ◽

Non Profit Organizations ◽

Purpose – The purpose of this paper is to survey volunteers and full-time employees in international non-profit organizations (NPOs) and explore the relationships among psychological contract (PC), organizational citizenship behavior (OCB) and organizational performance (OP). Design/methodology/approach – Using 573 usable responses, a linear structural equation model (SEM) was developed to examine the relationships. Findings – The results demonstrate significant positive relationships between PC and OCB, OCB and OP and PC and OP. They also show the mediating effect of OCB on the relationship between PC and OP. Research limitations/implications – Beside mediation effect, OCB and other variables might exert significant moderation effect on the relationship between PC and OP. Companies could conduct longitudinal studies to examine the changes of PC and OCB impacts on OP. Practical implications – Companies pursuing Chinese market should cooperate with NPOs in multiple ways including marketing for philanthropic purposes, supporting volunteer services and sponsoring the NPO. This way the company’s image will improve and its business will expand among its Chinese clientele. Originality/value – Budget concerns often force NPOs to downsize full-time staff, making considerable portion of their operations rely on a large number of volunteers. This study offers practical guidelines for NPOs to effectively entice and support both volunteers and employees for achieving its organizational goals.

PENGARUH KEPUASAN KERJA DAN KOMPENSASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL INTERVENING PADA KANTOR KECAMATAN DI WILAYAH BARAT KABUPATEN ACEH UTARA

J-MIND (Jurnal Manajemen Indonesia) ◽

10.29103/j-mind.v6i2.5136 ◽

2021 ◽

Vol 6 (2) ◽

pp. 1

Author(s):

Misbahuddin Misbahuddin ◽

Mohd Heikal ◽

Naufal Bachri

Keyword(s):

Job Satisfaction ◽

Organizational Commitment ◽

Structural Equation ◽

Equation Model ◽

Primary Data ◽

Citizenship Behavior ◽

District Office ◽

This study aims to determine the effect of job satisfaction and compensation on organizational commitment and job satisfaction, compensation and organizational commitment to organizational citizenship behavior and organizational commitment to mediate the relationship between job satisfaction and compensation on organizational citizenship behavior. The data used in this study are primary data of 135 respondents at the District office in the West Region of North Aceh Regency. The data analysis method in this study uses a structural equation model with the help of analysis of moment structure. The results of the study found that job satisfaction has a positive and significant effect on organizational commitment. Meanwhile, compensation has no effect on organizational commitment. Another finding is that organizational commitment and job satisfaction have a positive and significant effect on organizational citizenship behavior. Furthermore, compensation has a negative and significant effect on organizational citizenship behavior. Organizational commitment fully mediates the effect of job satisfaction on organizational citizenship behavior, but organizational commitment does not mediate the relationship between compensation and organizational citizenship behavior.

Attributions of the "causes" of group performance as an alternative explanation of the relationship between organizational citizenship behavior and organizational performance.

Journal of Applied Psychology ◽

10.1037/0021-9010.86.6.1285 ◽

2001 ◽

Vol 86 (6) ◽

pp. 1285-1293 ◽

Cited By ~ 45

Author(s):

Daniel G. Bachrach ◽

Elliot Bendoly ◽

Philip M. Podsakoff

Keyword(s):

Alternative Explanation ◽

Group Performance ◽

Citizenship Behavior ◽

Psychological Capital and Organizational Citizenship Behavior among Staff Nurses

Evidence-Based Nursing Research ◽

10.47104/ebnrojs3.v1i4.75 ◽

2019 ◽

Vol 1 (4) ◽

pp. 7

Author(s):

Samah M. Elsayed ◽

Fawzia M. M. Badran ◽

Shimaa S. Adam

Keyword(s):

Organizational Behavior ◽

Psychological Capital ◽

Staff Nurses ◽

Citizenship Behavior ◽

Hospital Administrators ◽

Correlational Design ◽

Context: Psychological capital is among new study aspects of interest to researchers of human capital, organizational behavior and psychology. On the other hand, Organizational Citizenship Behavior (OCB) has been a focused subject by researchers due to increasing empirical evidence of OCB's impact on individual and organizational performance. Aim: This study aimed to investigate the relationship between psychological capital and organizational citizenship behavior among staff nurses. Methods: Design: A descriptive correlational design was used to conduct this study at Obstetrics and Gynecological Hospital on one hundred and nine nursing staff. Data collection tools include psychological capital Scale and organizational citizenship behavior scale. Results: The present study showed that the mean dimensions of self-efficacy 3.60±0.48 and optimism 3.25±0.45 had the highest and the lowest mean, respectively, of psychological capital. The results revealed that as for the dimensions of organizational citizenship behavior, the dimension of altruism (4.06±0. 62) while Civic virtue (civilized behavior had the lowest mean (3.80±0.52) and shows that the total mean score of organizational Citizenship Behavior were 3.91±0.41. Conclusions: There is a highly statistically significant positive correlation between total staff nurses' perspectives regarding psychological capital and their total organizational citizenship behavior. The study recommended that hospital administrators should promote organizational citizenship behavior and, consequently, psychological capital by involving employees in decisions, consult with them, and intervention programs for nurses should be carried out to enhance their level of psychological capital.

Perception of the Controllability Principle and its Consequences for Budgetary Control

Asia-Pacific Management Accounting Journal ◽

10.24191/apmaj.v16i3-14 ◽

2021 ◽

Vol 16 (3) ◽

pp. 359-381

Author(s):

Ryota Machida ◽

◽

Tomoki Oshika ◽

Keyword(s):

Structural Equation ◽

Citizenship Behavior ◽

Equation Modeling ◽

Altruistic Behavior ◽

Managerial Performance ◽

Budgetary Control ◽

Managerial Perception ◽

In this study, we empirically examined the following three relationships through quantitative analysis of web-based survey data collected from managers of Japanese firms. First, we examined the relationship between managers’ perceptions of controllability and budget use. Second, we examined the relationship between budget use and altruistic behavior. Third, based on managers’ perceptions of controllability, we examined the relationship between altruistic behavior and managerial performance. Structural equation modeling revealed that not only did perception of low controllability by managers promoted the use of budgeting, it also promoted organizational citizenship behavior through increased trust in superiors, which subsequently enhanced managerial performance. Keywords: managerial perception, controllability principle, altruistic behavior, organizational citizenship behavior, trust, managerial performance

Emotional Intelligence as a Moderator in the Relationship between Occupational Stress and Organizational Citizenship Behavior among Nigerian Graduate Employees

Journal of Economics and Behavioral Studies ◽

10.22610/jebs.v10i6a.2671 ◽

2019 ◽

Vol 10 (6A) ◽

pp. 152-163

Author(s):

John K. Aderibigbe ◽

Themba Q. Mjoli

Keyword(s):

Emotional Intelligence ◽

Occupational Stress ◽

Psychological Intervention ◽

Pearson Correlation ◽

Citizenship Behavior ◽

Validated Questionnaire ◽

The study investigated emotional intelligence as a moderator in the relationship between occupational stress and organizational citizenship behavior among graduate employees in Nigeria. The purpose of the study was in twofold: firstly, to empirically examine the relationship between occupational stress and organizational citizenship behavior. Secondly, to empirically investigate if emotional intelligence would moderate the relationship between occupational stress and organizational citizenship behavior. The study was conducted to demonstrate whether the presence of emotional intelligence could result in a better level of employee performance, even as employees experience a certain level of occupational stress. In view of the above, the study has contributed to the formation of a new model of psychological intervention for occupational stress and organizational citizenship behavior. The study adopted the positivist explanatory cross-sectional (survey) research design to systematically sample opinions of 1,532 male and female graduate employees across. The various sectors of the Nigerian economy, using a structured and validated questionnaire and version 20 of the Statistical Package for the Social Sciences (SPSS), two hypotheses were stated and analyzed using Pearson Correlation Analysis and Multiple Regression Analysis while the percentage, mean, standard deviation and the frequency of the biographical and occupational data were also determined by the descriptive statistics. The results showed that there was a weak positive relationship between occupational stress and organizational citizenship behavior. Emotional intelligence significantly moderated the relationship between occupational stress and organizational citizenship behavior. Human resource managers should develop emotional intelligence in employees in order to increase the level of organizational performance, and reduce the negative impact of occupational stress. This could be achieved through training and seminar participation. Recommendations of the study could assist in training and developing effective manpower capacity towards improving the economy of the nation.