scholarly journals Organisational Justice as a Determinant of Organisational Citizenship Behaviour among Adhoc Lecturers of Delta State Polytechnic Ogwashi Uku, Nigeria

2020 ◽  
Vol 6 (2) ◽  
pp. 9
Author(s):  
Hillary O. Odor ◽  
Josephine N. Martins-Emesom ◽  
Kingsley C. Ugbechie
Keyword(s):  
Organizational Justice ◽  
Survey Research ◽  
Research Design ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Three Dimensions ◽  
Teaching Staff ◽  
Sampled Data ◽  
Significant Positive Relationship ◽  
Organisational Justice

This study aims at investigating the extent to which of perception of organizational justice predict organizational citizenship behaviour (OCB) among Adhoc teaching staff of Delta State Polytechnic, Ogwashi Uku. OCB here is conceptualized as a term that encompasses any positive and constructive action that employees engage in, on their own volition which supports co-workers and benefits the organization. This study adopted the survey research design. The population of the study consisted of 150 Adhoc teaching staff of the Polytechnic, out of which 120 was conveniently sampled. Data was collected through questionnaires. To determine its reliability, Cronbach-alpha was used (organizational citizenship behaviour 0.81 and 0.83 for organizational justice.) The collected data were analyzed using descriptive and inferential statistics. The results showed that mean of OCB are slightly above average. And there is significant positive relationship between the components of organizational justice and OCB. Furthermore, the three dimensions of organizational justice (distributive, procedural and interactional) indicated a positive relationship with the two main dimensions of OCB, namely OCB-interpersonal and OCB-organisational.

scholarly journals Managers and Organizational Citizenship Behavior

2016 ◽  
Vol 21 (1) ◽  
pp. 14-20
Author(s):  
Mihaela Man
Keyword(s):  
Organizational Citizenship ◽  
Big Five ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Citizenship Behavior ◽  
Five Dimensions ◽  
Significant Positive Relationship ◽  
The One ◽  
The Relationship ◽  
Persistence Factors

Abstract In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB). The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship with OCB. These three conscientiousness facets are self-efficacy, cautiousness and orderliness. Agreeableness was not identified as being associated with OCB. At the level of the relationship between motivational persistence factors and OCB, we have identified a significant positive relationship with only one factor: current purpose pursuing. The OCB model has two variables that work best as predictors: high scores with regard to current purpose in terms of the pursuing-motivational persistence factor, and low scores in terms of the imagination-facet of openness to experience.

scholarly journals The Relationship between Creative Capabilities and Cultural Intelligence: Field Study of Amman’s Five-Star Hotels

2015 ◽  
Vol 10 (12) ◽  
pp. 103 ◽  
Author(s):  
Ayad F. Altememi ◽  
Imad A. Hassouneh ◽  
Shaker Jarallah Alkshali
Keyword(s):  
Field Study ◽  
Cultural Intelligence ◽  
Positive Relationship ◽  
Three Dimensions ◽  
Simple Random Sample ◽  
Significant Positive Relationship ◽  
Independent Variable ◽  
And Behavior ◽  
The Relationship ◽  
The City

This study aims to identify the relationship between the creative capabilities of workers in 5-star hotels in the city of Amman and their cultural intelligence. In its measurement of the creative capabilities as an independent variable, the study adopted a scale consisting of three dimensions, namely: fluency, flexibility and originality. Whereas it relied in measuring the cultural intelligence as a dependent variable, on a scale consisting of three dimensions, namely: knowledge (cognition), motivation and behavior. The study was conducted on a sample of (258) workers currently working in these hotels. The required particulars for this study were collected through a specially prepared questionnaire for this purpose after having reviewed multi previous studies. The sample was distributed according to the simple random sample mechanism. The study revealed that there is a significant positive relationship between the dimensions of creative capabilities of workers in such hotels and their cultural intelligence. The study also included a set of recommendations and mechanisms that can be applied by the managements of these hotels to tackle some aspects of the dimensions constituting the cultural intelligence of workers.

scholarly journals AN ANALYSIS OF PSYCHOLOGICAL ORIENTATION, COMMITMENT AND EMPLOYEE PERFORMANCE IN PUBLIC INSTITUTIONS: A CASE STUDY OF KAMPALA CITY COUNCIL AUTHORITY (KCCA), UGANDA

2020 ◽  
Vol 8 (1) ◽  
pp. 176-188
Author(s):  
Hasanati Nabayinda ◽  
Musa Matovu
Keyword(s):  
Research Design ◽  
Positive Relationship ◽  
Employee Performance ◽  
City Council ◽  
Public Institutions ◽  
Significant Positive Relationship ◽  
Correlational Research ◽  
Kampala City ◽  
The Relationship

Background: The study intended to analyze the relationship between psychological orientation, commitment and employee performance among staff in public institutions: A case study of Kampala City Council Authority (KCCA). The study tested three hypotheses; (i) there is no relationship between psychological orientation and employee commitment in KCCA; (ii) there is no relationship between commitment and employee performance in KCCA; and (iii) there is no relationship between orientation and employee performance in KCCA. A correlational research design was employed to test the relationship between the variables under study. A closed ended questionnaire was adopted to collect data for this study. Results: From the results obtained it was observed that there is a significant positive relationship between psychological orientation and commitment, r = .668, p = .015, N = 213; statistically significant positive relationship between commitment and employee performance, r = .419, p = .041, N = 213; and statistically significant positive relationship between psychological orientation and employee performance among the staff in KCCA, r = .789, p = .000; N= 213. Recommendations: The study recommends that KCCA put more efforts and resources into psychological orientation because it highly predicts employee performance than any other variable studied. It was also noted that all the variables under study were related to one another, meaning that they have statistical importance, and can be considered when improving performance of the employees at KCCA.

scholarly journals IMPROVEMENT OF TEACHER’S ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH TRANSFORMATIONAL LEADERSHIP DEVELOPMENT AND INTERPERSONAL COMMUNICATIONS

2019 ◽  
Vol 3 (2) ◽  
pp. 76-80
Author(s):  
Nunung Nuryani ◽  
Nandang Hidayat ◽  
Henny Suharyati
Keyword(s):  
Transformational Leadership ◽  
Linear Regression ◽  
Correlation Coefficient ◽  
Interpersonal Communication ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Positive Relationship ◽  
Coefficient Of Determination ◽  
Citizenship Behavior ◽  
Significant Positive Relationship

The purpose of this study is to show Teacher’s Organizational Citizenship Behavior (OCB) that can be improved by examining variables such as Transformational Leadership and Interpersonal Communication. This study uses a survey method with a correlational approach. The number of samples used was 104 people by using proportional random sampling technique. Based on the results of the study it is concluded that: (1) there is a very significant positive relationship between the Principal Transformational Leadership and Organizational Citizenship Behavior of teachers with a simple linear regression equation Ŷ = 99.53 + 0.32 X1 and the correlation coefficient value ry.1 = 0.417. The coefficient of determination r2y.1 = 0.174 means that the Transformational Leadership (X1) contributes to the teacher's Organizational Citizenship Behavior by 17.40%, (2) there is a very significant positive relationship between Interpersonal Communication with Organizational Citizenship Behavior teachers with simple linear regression equations Ŷ = 100.44 + 0.29 X2 and the correlation coefficient ry.2 = 0.349, and the coefficient of determination r2y.2 = 0.116 which means that the contribution of Interpersonal Communication (X2) to the Organizational Citizenship Behavior of the teacher is 19.60%,  (3) there is a very significant positive relationship between Transformational Leadership and Interpersonal Communication together with the Organizational Citizenship Behavior of teachers with the multiple linear regression equation Ŷ = 77.25 +0.27 X1 +0.21 X2 and the correlation coefficient value ry.12 = 0.152. The coefficient of determination r2y.12 = 0.390 means that the Principal Transformational Leadership (X1) and Interpersonal Communication (X2) together contribute to the Organizational Citizenship Behavior of teachers (Y) by 15.20%.

scholarly journals Supervisors’ Active-Empathetic Listening as an Important Antecedent of Work Engagement

2020 ◽  
Vol 17 (21) ◽  
pp. 7976
Author(s):  
Inga Jona Jonsdottir ◽  
Kari Kristinsson
Keyword(s):  
Social Support ◽  
Work Engagement ◽  
Positive Relationship ◽  
Three Dimensions ◽  
Active Listening ◽  
Supportive Leadership ◽  
Significant Positive Relationship ◽  
Key Features ◽  
Employee Work Engagement ◽  
National Representative Sample

Social support from supervisors is a job resource that has been found to be an important antecedent to work engagement. However, there is a knowledge gap in understanding one of the key features of social support—i.e., supervisors’ active-empathetic listening—and its relation to employees’ work engagement. To bridge this gap, this study explores how supervisors’ active-empathetic listening is associated with employees’ work engagement. Using a national representative sample (N = 548), the results show that supervisors’ active-empathetic listening has a significant positive relationship with employee work engagement. Additionally, we show that active-empathetic listening does not affect all three dimensions of work engagement equally, with dedication being the most affected by supervisors’ active-empathetic listening. We argue that supportive leadership which uses conscious and active listening-centred communication is highly significant for employees’ work engagement. Therefore, we suggest that organisations experiment in training their supervisors in active-empathetic listening as part of a broader strategy to increase employees’ engagement at work.

scholarly journals Job stress and turnover intention revisited: evidence from Korean firms

2019 ◽  
Vol 17 (4) ◽  
pp. 52-61
Author(s):  
Ji-Young Ahn ◽  
Wang Chaoyu
Keyword(s):  
Job Satisfaction ◽  
Organizational Justice ◽  
Job Stress ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Positive Relationship ◽  
Job Stressors ◽  
Public Companies ◽  
Significant Positive Relationship ◽  
The Relationship

This study revisits the relationship between job stress and turnover intention for employees using a sample of employees in public companies of Korea. The authors investigate both the effect of job stress on turnover and the process by which job stress affects employee turnover. In particular, they prove that job satisfaction mediates the relationship between stress and turnover intention of the employees. Furthermore, the authors explore the job stress-turnover relationship by extending a review of the organizational justice perspective and posit whether an employee perceived organizational justice could mitigate the presumed adverse effects of job stress on turnover intention. They suggest empirical evidence that there is a significant positive relationship between job stress and turnover intention, and that job satisfaction partially mediates this relationship. However, the authors found no strong evidence of moderating roles of perceived organizational justice. Based on the job demands-resources (JDR) model, the relationship between job stress and turnover intention is evidenced. Besides, the study implies that the incidence of perceived organizational justice fails to mitigate the effect of these value-decreasing job stressors on employee turnover.

scholarly journals Organization Justice and Organization Citizenship Behaviour: Employee Trust Acting as Mediator

2016 ◽  
Vol 3 (2) ◽  
pp. 78
Author(s):  
Rezwan Ullah ◽  
Syed Zubair Ahmad ◽  
Sahibzada Yaseen Ahmad
Keyword(s):  
Procedural Justice ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Positive Relationship ◽  
Call Centre ◽  
Informational Justice ◽  
Employee Trust ◽  
Positive Effects ◽  
Justice Perceptions ◽  
The Impact

Justice in the organizations mostly focused on two perspectives, fairness of results and fairness of techniques is used to determine that outcomes and the perspectives were called as distributive justice and procedural justice respectively. The organizational justice covers everything on versatile concept from system of payment to treatment of your boss. Researchers of organizational behaviour recognized four types of organizational justice that is procedural, distributive, interactional and informational justice. Procedural justice perceptions considered to be one of the most crucial variables of organizational justice perceptions. The effect of different level of organizational justice on organizational citizenship behaviour is a widespread researched topic and explains the importance of organizational justice in an organization. The purpose of this quantitative study is to investigate the impact of employee trust on the relationship between organizational justice and organizational citizenship behaviour in the perspective of call centre industry in Pakistan. The sample size covered 160 employees of different call centres of Islamabad. A total of 38 questions were asked based on a 5 point Likert scale responses. For accurate data processing, SPSS Statistics software package is used for statistical analysis. Regression is used to test the hypothesis. The results show that there is a positive relationship between Organizational Justice and OCB (Accepted), there is a positive relationship between Procedural Justice and OCB (Rejected), there is a positive relationship between Distributional Justice and OCB (Accepted), there is a positive relationship between Interactional Justice and OCB (Accepted) and employee trust does not mediate the associations between Organizational Justice and OCB, which is a positive effects on OCB.

scholarly journals Knowledge Management Capability in Nepalese Commercial Banks

2020 ◽  
Vol 23 (2) ◽  
pp. 63-74
Author(s):  
Dilliram Bhandari
Keyword(s):  
Knowledge Management ◽  
Knowledge Sharing ◽  
Survey Research ◽  
Research Design ◽  
Commercial Banks ◽  
The State ◽  
Three Dimensions ◽  
Study Objective ◽  
Management Capability ◽  
Knowledge Management Capability

This study focuses on exploring the state of knowledge management capability (KMC) in Nepalese commercial banks and develop as well as validate its dimensions. A survey research strategy was adopted to achieve the study objective and the descriptive research design was followed to explore the state of KMC in Nepalese commercial banks. The population of this study was comprised of all 27 commercial banks of Nepal. To achieve sufficient sample size and generalization of the result, the sample frame for this study included 9 commercial banks. At least 20 employees from each organization were approached to respond about the existence of KMC in their respective organizations. Altogether 250 questionnaires were distributed, out of this 180 questionnaires were returned, the response rate was 72%, which may be taken highly satisfactory in survey research design. The exploratory factor analysis (EFA) of KMC was done to extract the latent factors or dimensions from the measured items. All three dimensions of KMC were found in unsatisfactory state. The private sector banks were found to have a better position in all three dimensions of KMC than the public sector banks. Further, the EFA of KMC items revealed for dimensions of KMC: knowledge acquisition, knowledge sharing-employees, knowledge sharing-management and knowledge utilization.

scholarly journals Organisational Justice and Organisational Commitment among Secondary School Teachers

2020 ◽  
Vol 4 (1) ◽  
pp. 1-6 ◽  
Author(s):  
Alaa S. Jameel ◽  
Yazen N. Mahmood ◽  
Swran J. Jwmaa
Keyword(s):  
Developing Countries ◽  
Organizational Commitment ◽  
Secondary School ◽  
Organizational Justice ◽  
Secondary School Teachers ◽  
Interactional Justice ◽  
Three Dimensions ◽  
School Teachers ◽  
Organisational Justice ◽  
Highly Correlated

Given the importance of teachers ' understanding of organizational justice and its effect on their organizational commitment, the literature of teachers and schools lacks evidence about the relations between these factors in developing countries. This research seeks to investigate the direct influence of organizational justice on teachers committed to their schools. the study consists of three dimensions of Organizational justice namely: distributive, procedural, and interactional justice as a dependent variables and organizational commitment as an independent variable. The study conducted among eight official secondary schools. However, Stratified random sampling choice depending on the total of teachers at each school, Data Collection Method was using a structured questionnaire by self-administrative. SPSS has analysed the 92 valid surveys. The results indicated there is a positive and significant relationship between Organizational justice dimensions and organizational commitment, distributive justice  found highly correlated with organizational commitment. However, the three dimensions of Organizational justice positively and significantly predicted organizational commitment among secondary school teachers. The study could provide some significant literature contributions on the Organizational justice and organizational commitment of secondary school teachers in developing countries.

scholarly journals Hubungan Pola Asuh Orangtua dengan Motivasi Belajar Remaja

2018 ◽  
Vol 6 (1) ◽  
pp. 25
Author(s):  
Cindy Marisa ◽  
Evi Fitriyanti ◽  
Sri Utami
Keyword(s):  
Data Analysis ◽  
Research Design ◽  
Significant Relationship ◽  
Positive Relationship ◽  
Learning Motivation ◽  
Motivation To Learn ◽  
Pattern Of Care ◽  
Significant Positive Relationship ◽  
The Family ◽  
Adolescent Learning

This research is based on parents' thinking is an important learning motivator for children, including in adolescence, because the family is the first and main environment. Provision of appropriate parenting patterns should also follow a good child's learning motivation. This study aims to determine whether there is a significant positive relationship between the pattern of care with motivation in learning, and knowing where old parenting patterns have the motivation to learn. The research design used herein is correlative with the method. Data taken by using closed questionnaires. Data were analyzed using Spearman's rho test. With this method researchers collect as much data as possible about the dimensions of motivation to learn, then do the analysis of these dimensions to get the complete data and as objective as possible with the pattern of care and motivation to learn adolescents. Testing is done by t test. Based on the data analysis can be concluded there is a significant relationship between the pattern of care with adolescent learning motivation with a contribution of 18.8%, where again increased adolescent learning motivation caused by other factors.

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