Examining the Relationship of Organizational Citizenship Behavior with Organizational Commitment and Equity Perception of Secondary School Administrators

In the hospital industry, the performance of nurses is very important in the success in the hospital. It is necessary for the workforce to be able to work optimally and the role of Organizational Citizenship Behavior (OCB). OCB is a behavior of an employee that is not formally regulated and can improve the performance of the organization. Some of the factors that affect OCB are organizational commitment and job satisfaction. Therefore, this study aims to find out the relationship of organizational commitment and job satisfaction with OCB. Data collection in this study used OCB scale, organizational commitment, and job satisfaction. Sampling using total sampling, with a sample number of 100 nurses at the public hospital Wisma Rini Pringsewu. Data analysis using multiple linear regression analysis with the help of SPSS 22.0 for windows. The results showed that Deviation From Linearity between OCB and Organizational Commitment of 0.707 and between OCB and Job Satisfaction of 0.602, where the value of each variable is p>0.05s so that it indicates there is a linear relationship, and can be continued with hypothetical tests. It is known that the first hypothesis is that the relationship between organizational commitment and job satisfaction is positively correlated with ocb variables with the significance of p<0.01 and p<0.05 received. The conclusion is that there is a relationship between organizational commitment and job satisfaction with Organizational Citizenship Behavior (OCB)

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KOMITMEN ORGANISASI, AKUNTABILITAS DAN ORGANIZATION CITIZENSHIP BEHAVIOR INSTITUSI MILITER, (Studi Empiris Di Angkatan Udara Republik Indonesia)

Jurnal Manajemen ◽

10.24912/jm.v19i3.34 ◽

2017 ◽

Vol 19 (3) ◽

pp. 438

Author(s):

Hadi Mahmudah ◽

Supeni A. Mapuasari

Keyword(s):

Organizational Commitment ◽

Organizational Citizenship ◽

Organizational Citizenship Behavior ◽

Citizenship Behavior ◽

Survey Method ◽

Organization Citizenship Behavior ◽

The World ◽

Military Institution ◽

Relationship Of ◽

The Relationship

Riset ini mengevaluasi efek dari komitmen organisasi dan akuntabilitas terhadap perilaku organisasi di organisasi militer di Indonesia. Survei disebarkan kepada Tentara Nasional Angkatan Udara Republik Indonesia yang berlokasi di Yogyakarta. Dari seratus kuesioner yang tersebar, tingkat pengembalian 100%. Hasil penelitian menunjukkan bahwa komitmen organisasi mempengaruhi perilaku kerja. Selain itu, akuntabilitas memediasi hubungan antara komitmen organisasi dan perilaku kerja. Riset ini terinspirasi oleh fenomena sedikitnya riset serupa di dunia kemiliteran yang terkait dengan akuntabilitas, baik di Indonesia maupun di dunia. Oleh sebab itu, riset ini diharapkan dapat memberikan kontribusi literatur yang signifikan, yaitu kontribusi yang berbasiskan bukti empiris yang terjadi di Tentara Nasional Republik Indonesia. This research evaluates the effect of organizational commitment and accountability towards organizational citizenship behavior in Military Institution in Indonesia. Data was collected by survey method in Indonesian Airforce located in Yogyakarta. One hundred questionaires gathered and analized with smart PLS. The result of this research shows that organizational commitment influences organization citizenship behaviour. In addition, accountability mediates the relationship of organizational commitment and organization citizenship behaviour. This research inspired by the phenomenon that there is little research on military area regarding accountability, either in Indonesia or in the world. Thus, this research will give a siginificant literature contribution based on the empirical data analyzes in Military Institution in Indonesia.

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Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

Pakistan Journal of Psychological Research ◽

10.33824/pjpr.2019.34.2.20 ◽

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.

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A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

OPUS HR Journal ◽

10.21863/opus/2015.6.2.007 ◽

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.

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Organizational Support for Professionalism, Organizational Citizenship Behavior (OCB), and Performance

International Journal of Sustainable Economies Management ◽

10.4018/ijsem.2021010101 ◽

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.

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