scholarly journals The Demographics’ Effects on Organizational Culture, Organizational Citizenship Behavior and Job Satisfaction: Evidence from Egypt and Mexico

2017 ◽  
Vol 6 (1) ◽  
pp. 28 ◽  
Author(s):  
Tarek A. El Badawy ◽  
Juana Cecilia Trujillo-Reyes ◽  
Mariam M. Magdy
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Demographic Effect ◽  
Two Samples ◽  
Future Research Directions ◽  
Managerial Level

The aim of this study was to examine the effect of several demographic variables on organizational culture, organizational citizenship behavior and job satisfaction. This comparative study extracted two samples from Egypt (127 participants) and Mexico (116 participants). Participants answered a 7-point Likert scale questionnaire and SPSS software was used to analyze the data.  Results showed no demographic effect on the three constructs. From Egypt, differences were only observed in on the managerial level regarding the market organizational culture. Results also showed significant results from Mexico on the managerial level and job satisfaction, organizational citizenship behavior, and clan and adhocracy organizational cultures. Further implications and future research directions are provided.

ANTECEDENTS AND CONSEQUENCES OF ORGANIZATIONAL JUSTICE

2016 ◽  
Vol 12 (02) ◽  
Author(s):  
Reeta Yadav
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Turnover Intentions ◽  
Research Work ◽  
Citizenship Behavior ◽  
Future Research ◽  
Antecedents And Consequences ◽  
And Performance

Employee’s perception regarding fairness in the organization is termed as organizational justice. The objective of this paper is to study the antecedents and consequences of organizational justice on the basis of earlier relevant studies from the period ranging from 1964 to 2015. Previous research identified employee participation, communication, justice climate as the antecedents and trust, job satisfaction, commitment, turnover intentions, organizational citizenship behavior and performance as the consequences of organizational justice. Finding reveals the gaps existing in the literature and gives suggestions for future research work.

Linking leader power use and performance: The mediating role of follower satisfaction and commitment

2019 ◽  
pp. 1-21 ◽  
Author(s):  
Peter J. Reiley ◽  
Rick R. Jacobs
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Air Force Academy ◽  
Mediating Role ◽  
Follower Satisfaction ◽  
And Performance

AbstractThis study examined the intermediate role job satisfaction and organizational commitment play between leaders' perceived use of power and followers' performance. Based on a sample of 365 cadets at the U.S. Air Force Academy, this study found followers' job satisfaction and commitment mediated the positive relationships between their leaders' use of expert, referent, and reward power and the followers' organizational citizenship behavior. Further, while the use of legitimate or coercive power were both related negatively to followers' in-role job performance, these relationships were not mediated by the followers' job satisfaction or organizational commitment. This study then discusses the practical implications of these findings, highlights its theoretical contributions toward understanding power's direct and indirect relationships with performance in the leadership dynamic, and recommends future research avenues to leverage and build upon these findings.

Greater Male Variability in Cooperation: Meta-Analytic Evidence for an Evolutionary Perspective

2020 ◽  
pp. 095679762095663
Author(s):  
Christian Thöni ◽  
Stefan Volk ◽  
Jose M. Cortina
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Strong Support ◽  
Social Dilemma ◽  
Citizenship Behavior ◽  
Future Research ◽  
Evolutionary Perspective ◽  
Research Directions ◽  
Future Research Directions ◽  
Meta Analyses

Do men and women differ systematically in their cooperation behaviors? Researchers have long grappled with this question, and studies have returned equivocal results. We developed an evolutionary perspective according to which men are characterized by greater intrasex variability in cooperation as a result of sex-differentiated psychological adaptations. We tested our hypothesis in two meta-analyses. The first involved the raw data of 40 samples from 23 social-dilemma studies with 8,123 participants. Findings provided strong support for our perspective. Whereas we found that the two sexes do not differ in average cooperation levels, men are much more likely to behave either selfishly or altruistically, whereas women are more likely to be moderately cooperative. We confirmed our findings in a second meta-analytic study of 28 samples from 23 studies of organizational citizenship behavior with 13,985 participants. Our results highlight the importance of taking intrasex variability into consideration when studying sex differences in cooperation and suggest important future research directions.

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).

scholarly journals PENGARUH KEPUASAN KERJA, KOMITMEN ORGANISASI DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2020 ◽  
Vol 9 (2) ◽  
pp. 229
Author(s):  
Nisa Mutia Dinniaty ◽  
Dyah Fitriani
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Linear Regression ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Permanent Employees ◽  
Two Stages ◽  
Test Result

This research aims to examine the effect of job satisfaction, commitment organization and organizational culture of organizational citizenship behavior partially at PT. Telkom Indonesia Yogyakarta, this research conducted in 2 places, namely PT. Telkom Indonesia Kota Baru and PT. Telkom Indonesia Pugeran. For the distribution of questionnaires as many as 98 respondents consisting from permanent employees through two stages, namely, the first to do the distribution of validity test questionnaires of 30 respondents, and the second did the distribution of analysis test questionnaires of 68 respondents. Sampling technique in this study using Multiple Linear Regression. Validity and realibility test of the questionnaire which was used as a tool showed that the questionnare is valid and reliable for use. Test result shows the variable Job Satisfaction has a significant effect on Organizational Citizenship Behavior for PT. Telkom Indonesia. Variable Organizational Commitment has a significant effect on Organizational Citizenship Behavior for PT. Telkom Indonesia. Organizational Culture Variable significant effect on Organizational Citizenship Behavior on employees PT. Telkom Indonesia.

scholarly journals The THE IMPLICATION OF JOB SATISFACTION THAT INFLUENCE WORKERS TO PRACTICE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN THE WORK PLACE

2020 ◽  
Vol 8 (5) ◽  
pp. 33-48
Author(s):  
Mochamad Soelton
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Political Organization ◽  
Citizenship Behavior ◽  
Work Place ◽  
Analysis Tool

This research aims to examine and analyze the political organization, organizational climate and organizational culture with organizational citizenship behavior (OCB) and job satisfaction as an intervening variable for employees of Distributor Company. The object of this research is 73 employees of Distributor Company. The approach used in this research is Component or Variance Based Structural Equation Model with analysis tool Smart-PLS. The results showed Political organizationa that has positive significant effect on job satisfaction. Organizational climate that has positive significant effect on job satisfaction to employees Distributor Company. Organizational culture that has positive significant effect on job satisfaction. Political organization does not affect organizational citizenship behavior (OCB). Organizational climate that has positive significant effect on organizational citizenship behavior (OCB). Organizationa culture that has positive significant effect on organizational citizenship behavior (OCB). Job satisfaction that has positive significant effect on organizational citizenship behavior (OCB).

scholarly journals The effect of company climate, organization citizenship behavior, and transformational leadership on work morale through employee job satisfaction

2021 ◽  
pp. 1197-1204 ◽  
Author(s):  
Noer Soetjipto ◽  
Nugroho Dwi Priyohadi ◽  
Sulastri Sulastri ◽  
Ari Riswanto
Keyword(s):  
Job Satisfaction ◽  
Transformational Leadership ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Employee Morale ◽  
Organization Citizenship Behavior ◽  
Managerial Level

Contemporary businesses usually pay considerable attention to improve their employee work abilities, by paying attention to aspects of human resources. This study analyzes the effect of organizational climate, organizational citizenship behavior and transformational leadership as aspects that are predicted to increase job satisfaction and work morale. Sampling was taken using a non-probability sampling method, and through a Likert Scale with the questionnaire being distributed to 96 employees. The results of regression analysis show that there are significant effects of job satisfaction on work morale (t=2.706 and p=0.008 ≤ 0.05), organizational climate on job satisfaction (t=6.701; p=0.000≤0.05), and organizational citizenship behavior on job satisfaction (t=3.295; p=0.001≤0.05). In examining the mediating effect, the findings showed that there were significant effects of organizational climate on work morale through job satisfaction (t=2.492; p=0.015≤0.05), organizational citizenship behavior on work morale with job satisfaction interventions (t=2.311; p=0.023≤0.05). However, the study found that there was neither any significant effect of transformational leadership on job satisfaction nor transformational leadership on work morale with job satisfaction mediation. In theoretical term, the findings emphasize the importance of job satisfaction in forming company climate and employee morale. In practical side, this study found a basis for managerial level to pay more attention to job satisfaction in workplace as it also reflects an atmosphere that provides a combination of inside and outside work.

Entitlement at work: Linking positive behaviors to employee entitlement

2018 ◽  
Vol 26 (1) ◽  
pp. 75-94 ◽  
Author(s):  
Dan H Langerud ◽  
Peter J Jordan
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Future Research ◽  
Affective Organizational Commitment ◽  
Self Monitoring ◽  
Positive Behaviors ◽  
Future Research Directions ◽  
Employee Entitlement ◽  
The Relationship

AbstractPerceptions of employee entitlement are reported to be increasing in organizations and have been linked to negative outcomes at work. Employee entitlement is an employee’s belief in deserving preferential treatment or reward without regard to performance. Arguments, however, are emerging that entitlement may also be linked to positive behaviors. In this article, we outline a study that examines the moderating effect of self-monitoring on the relationship between employee entitlement and organizational citizenship behavior and affective organizational commitment. Based on survey data collected from 167 individuals, we found that self-monitoring moderated the relationship between the specific subscales of employee entitlement and organizational citizenship behavior but had no relationship to commitment. Although previous studies have addressed entitlement perceptions as a negative outcome for the organization, in this article we outline the potential for positive outcomes. Limitations and future research directions are outlined.

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