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.

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 Perceptions of organizational politics and organizational citizenship behavior: The moderating role of workplace friendship

2017 ◽  
Vol 4 (4) ◽  
pp. 1-9
Author(s):  
Kamil Husain
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Impact ◽  
Organizational Politics ◽  
Citizenship Behavior ◽  
Future Research ◽  
Workplace Friendship ◽  
Perceptions Of Organizational Politics ◽  
Relationship Of ◽  
The Relationship

The objective of this study is to investigate the relationship between workplace friendship, perceptions of organizational politics and organizational citizenship behavior in Pakistan’s public sector organizations. Data has been collected through structured questionnaire from 150 employees. The results of the study show a negative impact of perceptions of organizational politics on organizational citizenship behavior, while workplace friendship affects organizational citizenship behavior positively. The workplace friendship significantly moderates the relationship of perceptions of organizational politics and organizational citizenship behavior. The future research needs to test the relationship of perceptions of organizational politics with other organizational outcomes, and should collect the data from various types of organizations.

Moderating effect of organizational citizenship behavior on the effect of organizational commitment, transformational leadership and work motivation on employee performance

2018 ◽  
Vol 60 (4) ◽  
pp. 953-964 ◽  
Author(s):  
Marcy Rita ◽  
Otto Randa Payangan ◽  
Yohanes Rante ◽  
Ruben Tuhumena ◽  
Anita Erari
Keyword(s):  
Transformational Leadership ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Motivation ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
And Performance ◽  
The Relationship

PurposeThis study aims to examine the relationship between transformational leadership, organizational commitment, motivation, organizational citizenship behavior (OCB) and employee performance.Design/methodology/approachThis research is located in the province of Papua, and more specifically at the District Secretariat Papua Province. The study was conducted in the months from April to June 2016. This study tested the effect of transformational leadership, organizational commitment, work motivation, OCB and performance Officer Regional Secretariat Papua Province, then the variable research is transformational leadership, organizational commitment, work motivation, OCB and performance officer. Structural equation modeling (SEM) calculation tool is commonly used is the program analysis of moment structures.FindingsThe results of studies show that moderating OCB does not significantly affect the relationship between organizational commitment, transformational leadership, work motivation and the performance of employees at the District Secretariat in Papua Province.Originality/valueOriginality of this paper is on the comprehensive study that combines the variables of transformational leadership, organizational commitment, work motivation, OCB and performance into a complete model of study. Originality for this paper shows the moderation effect of OCB on the effect of organizational commitment, transformational leadership and work motivation on employee performance. This research is located in the Province of Papua, and more specifically at the District Secretariat Papua Province.

scholarly journals A study of the influence of workplace ostracism on employees' performance: moderating effect of perceived organizational support

2020 ◽  
Vol 29 (3) ◽  
pp. 333-345 ◽  
Author(s):  
Youngkeun Choi
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Role Performance ◽  
Content Type ◽  
Workplace Ostracism ◽  
The Relationship

PurposeBased on the conservation of resource theory, this study developed and tested the relationship between workplace ostracism and job performance. And it assumes that the direct link between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior is moderated by perceived organizational support.Design/methodology/approachFor this, this study used a survey method and multiple regression analyses with multisource data from 256 Korean employees and their supervisors.FindingsThe results suggest the following. First, workplace ostracism was negatively associated with supervisor-rated in-role performance and organizational citizenship behaviors. Second, there was a stronger negative relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behaviors for employees with low as opposed to those with high levels of perceived organizational support.Originality/valueThis study is the first one to examine the moderating effect of perceived organizational support on the relationship between workplace ostracism and supervisor-rated in-role performance/organizational citizenship behavior.

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