The Influence of Spirituality in the Workplace and Perceived Organizational Support on Organizational Citizenship Behaviors for Strategic Success

2021 ◽  
pp. 1-25
Author(s):  
Sharon E. Norris ◽  
Tracey H. Porter
Keyword(s):  
Organizational Citizenship ◽  
Metropolitan Area ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Survey Method ◽  
Citizenship Behaviors ◽  
Strategic Leaders ◽  
Spirituality In The Workplace ◽  
Strategic Success

In today's competitive organizational environment, strategic leaders depend upon employees with the capacity to continually change, innovate and improve, making highly engaged workers more valuable than ever (Norris, 2013). These changing conditions require the strategic cultivation of a workforce willing to contribute to the effective functioning of the organization through discretionary organizational citizenship behaviors (OCBs). Using the survey method, we obtained data from 232 working professionals from a large metropolitan area in the Midwest and tested the extent to which spirituality in the workplace and perceived organizational support influenced the exhibition of OCBs. Our findings show that spirituality in the workplace exerts influence on altruism, conscientiousness, and courtesy, which represent interpersonally directed OCBs, and perceived organizational support exerts influence on civic virtue, which is an organizationally directed OCB.

The Influence of Spirituality in the Workplace and Perceived Organizational Support on Organizational Citizenship Behaviors for Strategic Success

2017 ◽  
pp. 1140-1162
Author(s):  
Sharon E. Norris ◽  
Tracey H. Porter
Keyword(s):  
Organizational Citizenship ◽  
Metropolitan Area ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Survey Method ◽  
Citizenship Behaviors ◽  
Strategic Leaders ◽  
Spirituality In The Workplace ◽  
Strategic Success

In today's competitive organizational environment, strategic leaders depend upon employees with the capacity to continually change, innovate and improve, making highly engaged workers more valuable than ever (Norris, 2013). These changing conditions require the strategic cultivation of a workforce willing to contribute to the effective functioning of the organization through discretionary organizational citizenship behaviors (OCBs). Using the survey method, we obtained data from 232 working professionals from a large metropolitan area in the Midwest and tested the extent to which spirituality in the workplace and perceived organizational support influenced the exhibition of OCBs. Our findings show that spirituality in the workplace exerts influence on altruism, conscientiousness, and courtesy, which represent interpersonally directed OCBs, and perceived organizational support exerts influence on civic virtue, which is an organizationally directed OCB.

scholarly journals The Effects of Perceived Organizational Support and Organizational Citizenship Behaviors on Continuance Intention of Enterprise Resource Planning

2014 ◽  
Vol 10 (2) ◽  
pp. 81-102 ◽  
Author(s):  
Sheida Soltani ◽  
Naeimeh Elkhani ◽  
Vahid Khatibi Bardsiri
Keyword(s):  
Organizational Citizenship ◽  
Enterprise Resource Planning ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Civic Virtue ◽  
Resource Planning ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Continuance Intention ◽  
Research Attention

Although perceived organizational support (POS) and organizational citizenship behaviors (OCBs) have long received research attention, little is known of the effects of POS and OCBs in the IS usage context, specifically in the context of enterprise resource planning (ERP) continuance. In this study, the authors integrate three research streams, including POS, OCBs, and ERP continuance intention into one model in order to investigate whether POS and OCBs: altruism, conscientiousness, courtesy, civic virtue, and sportsmanship affect ERP users' continuance intention. Grounded on social exchange theory (SET), this study examined the influence of POS on OCBs, satisfaction, and continuance. In addition, the authors also assessed the mediating effects of OCBs between POS and continuance. A survey utilizing a questionnaire was used to collect data and a total of 250 usable responses were analyzed by using partial least squares (PLS). The authors found that POS indirectly influence continuance intention through satisfaction and OCBs. Conscientiousness, civic virtue, and sportsmanship mediated the relationship between POS and continuance intention, but altruism and courtesy do not. Also, a number of implications for both researchers and managers are proposed.

scholarly journals A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2018 ◽  
Vol 6 (3) ◽  
pp. 275-292
Author(s):  
Bülent GÜVEN
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Number Of Factors ◽  
One Step ◽  
The Relationship

Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

scholarly journals A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Bülent GÜVEN
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Number Of Factors ◽  
One Step ◽  
The Relationship

Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

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