scholarly journals Organizational climate, organizational support and citizenship behavior in the army

2020 ◽  
Vol 197 (3) ◽  
pp. 698-713
Author(s):  
Andrzej Piotrowski ◽  
Ole Boe ◽  
Samir Rawat ◽  
Abhijit P. Deshpande
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Armed Forces ◽  
Citizenship Behavior ◽  
Future Research ◽  
Military Officers ◽  
Citizenship Behaviors ◽  
Using Data

The main aim of this study is to determine how citizenship behaviors may be shaped in the Armed Forces. The presented study is by far the first that thoroughly examines connections between all aspects of organizational climate (OC), perceived organizational support (POS), and organizational citizenship behavior (OCB) in the Polish Army. Research hypotheses were examined using data collected from a sample of 139 military officers from the Polish Land Forces. Results showed that some of the OC parameters and POS, especially those coming from other soldiers were positively connected with OCB. Implications of OCBs and practical management are discussed, and directions for future research are suggested.

Exemplary followership. Part 1: refining an instrument

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Tim O. Peterson ◽  
Claudette M. Peterson ◽  
Brian W. Rook
Keyword(s):  
Factor Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Content Type ◽  
The Usa ◽  
The Impact

Purpose The overall purpose of this paper is to determine to what extent organizational citizenship behaviors predict followership behaviors within medical organizations in the USA. This is the first part of a two-part article. Part 1 will refine an existing followership instrument. Part 2 will explore the relationship between followership and organizational citizenship. Design/methodology/approach Part 1 of this survey-based empirical study used confirmatory factor analysis on an existing instrument followed by exploratory factor analysis on the revised instrument. Part 2 used regression analysis to explore to what extent organizational citizenship behaviors predict followership behaviors. Findings The findings of this two-part paper show that organizational citizenship has a significant impact on followership behaviors. Part 1 found that making changes to the followership instrument provides an improved instrument. Research limitations/implications Participants in this study work exclusively in the health-care industry; future research should expand to other large organizations that have many followers with few managerial leaders. Practical implications As organizational citizenship can be developed, if there is a relationship between organizational citizenship and followership, organizations can provide professional development opportunities for individual followers. Managers and other leaders can learn how to develop organizational citizenship behaviors and thus followership in several ways: onboarding, coaching, mentoring and career development. Originality/value In Part 1, the paper contributes an improved measurement for followership. Part 2 demonstrates the impact that organizational citizenship behavior can play in developing high performing followers.

scholarly journals PENGARUH IKLIM ORGANISASI DAN KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) (STUDI PADA GURU NON PNS SMKN SE-KABUPATEN SUMBAWA BARAT)

2015 ◽  
Vol 4 (3) ◽  
Author(s):  
Rahmawati Rahmawati
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Civil Servant ◽  
Citizenship Behavior ◽  
Citizenship Behaviors ◽  
Analysis Technique

This study aimed to observe the significant influence of Organizational Climate andJob Satisfaction on the Organizational Citizenship Behavior of non-civil teacher in WestSumbawa Regency, either simultaneously or partially, and to determine which dominantvariables that influence theirOrganizational Citizenship Behaviours. The current studybelonged to an associative type of research using saturation sampling technique. The studyinvolved 65 participant whose status were non-civil servant teachers of Vocational HighSchools. The data analysis technique employed was multiple linier regression.Results of the study showed that Organizational Climate and Job Satisfactionsimultaneously had a significant influence on Organizational Citizenship Behavior on thenon-civil servant vocational school teachers in West Sumbawa Regency. The variables ofOrganizational Climate showed to have a significant influence, either partially ordominantly, on Organizational Citizenship Behaviors. However, the Job Satisfaction showedto have no significant influence on Organizational Citizenship Behavior.Keywords: Organizational Climate, Job Satisfaction, Organizational CitizenshipBehaviors (OCB).

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.

The Influence of Work Discipline, Organizational Climate, and Perceived Organizational Support on Organizational Citizenship Behavior Employees of PT Citra Baru Steel

2021 ◽  
Vol 9 (2) ◽  
pp. 279-288
Author(s):  
Samrotul Janiah ◽  
Setyo Riyanto
Keyword(s):  
Organizational Climate ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Sampling Method ◽  
Citizenship Behavior ◽  
Private Company ◽  
Steel Making

This study examines the effect of work discipline, organizational climate, and perceived organizational support on Organizational Citizenship Behavior. This study's population were employees of PT Citra Baru Steel, a private company engaged in the steel-making industry in Serang City, Banten. By using the nonprobability sampling method obtained 269 samples. The results showed that work discipline had a significant effect on Organizational Citizenship Behavior. Organizational climate has a significant effect on Organizational Citizenship Behavior. Perceived Organizational Support has no significant effect on Organizational Citizenship Behavior, while Work Discipline, Organizational Climate, and Perceived Organizational Support simultaneously positively affect Organizational Citizenship Behavior.

scholarly journals Organizational Connections: The Moderation of Subordinate POS in the Relationship between LMX and Work Outcomes

2016 ◽  
Vol 8 (4) ◽  
pp. 100
Author(s):  
Shingirayi M. Mushonga
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Work Outcomes ◽  
Citizenship Behavior ◽  
Future Research ◽  
Dyadic Relationship ◽  
Member Exchange ◽  
Moderation Model ◽  
The Relationship

Previous research on leader-member exchange (LMX) has often viewed the supervisor as the primary recipient of organizational resources. These resources often serve as incentives or catalysts for the subordinates to enter a dyadic relationship with the supervisor. However, this research has overlooked the salient role that subordinates play in the initiation of these relationships and their contributions to the organization. The aim of the present study was to examine LMX and perceived organizational support (POS) simultaneously from the subordinate’s perspective and its impact in the development of LMX and work outcomes. Hayes’ process macro (2013) was used to test the moderation model using a sample of 111 subordinates. Results confirm that subordinate POS moderates the relationship between (LMX) and various work outcomes (job satisfaction, organizational commitment, and organizational citizenship behavior (OCB)). Furthermore, the relationship between LMX and work outcomes was stronger when subordinates had high POS. The implications, limitations, and direction for future research are discussed. 

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.

scholarly journals The Employee–Organization Relationship and Organizational Citizenship Behavior

2016 ◽  
Author(s):  
Jacqueline A-M. Coyle-Shapiro ◽  
Marjo-Riitta Diehl ◽  
Chiachi Chang
Keyword(s):  
Social Exchange ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Psychological Contracts ◽  
Citizenship Behavior ◽  
Future Research ◽  
Theoretical Ground ◽  
Economic Exchange ◽  
Idiosyncratic Deals

Drawing upon social exchange theory and the norm of reciprocity, we review the employee–organization relationship (EOR). A number of EOR frameworks share common theoretical ground yet have developed independently: psychological contracts, perceived organizational support, employment relationship, social and economic exchange, and idiosyncratic deals. We examine the empirical evidence linking each of the frameworks to employees’ organizational citizenship behavior (OCB). Relationships based on minimal investment (quasi-spot contracts and transactional psychological contracts) and psychological contract breach are negatively related to OCB. Economic exchange is unrelated to OCB. Relationships that demonstrate investment, support, fulfillment of obligations, and granting of idiosyncratic deals are positively related to OCB because they signal a trusting and benefit conferring relationship. We outline challenges and future research directions that address the “value addedness” of the EOR frameworks.

scholarly journals Exploring the Impact of Responsible Leadership on Organizational Citizenship Behavior for the Environment: A Leadership Identity Perspective

2019 ◽  
Vol 11 (4) ◽  
pp. 944 ◽  
Author(s):  
Hongdan Zhao ◽  
Qiongyao Zhou
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Social Identity Theory ◽  
Citizenship Behavior ◽  
Future Research ◽  
Responsible Leadership ◽  
Leadership Identity ◽  
Mediating Role ◽  
Using Data ◽  
The Impact

Drawing on social identity theory, the authors demonstrated how and when responsible leadership might relate to employee’s organizational citizenship behavior for the environment (OCBE). Using data collected from 302 subordinates from one service chain hotel in China across 2 phases, this study discussed the influence mechanism of responsible leadership on OCBE, as well as the roles of leader identification and the perceived role of ethics and social responsibility (PRESOR). Empirical results revealed that responsible leadership was positively related to OCBE, and that leader identification played a mediating role between responsible leadership and OCBE. The relationship between leader identification and OCBE was positively moderated by PRESOR, which also moderated the indirect effect of responsible leadership on OCBE through leader identification, such that this relationship was stronger when PRESOR was high. Finally, we outlined the theoretical and practical implications and proposed some promising aspects and value variables for future research.

scholarly journals Organization Citizenship and Employee Withdrawal Behavior in the Workplace

2016 ◽  
Vol 6 (3) ◽  
pp. 43
Author(s):  
J. R. Smith ◽  
Lisa A. Micich ◽  
Douglas L. McWilliams
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Employee Performance ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behavior ◽  
Future Research ◽  
Citizenship Behaviors ◽  
Withdrawal Behavior ◽  
Employee Withdrawal ◽  
The Impact

The purpose of this research was to investigate the effect of organizational citizenship behaviors (altruism, courtesy, sportsmanship, generalized compliance and civic virtue) on employee withdrawal behaviors (turnover, absenteeism and tardiness).   Most research in the OCB literature focused on the impact of organizational citizenship behaviors on turnover, with minimal attention directed toward absenteeism and tardiness, as negative employee performance behaviors.  Data were obtained from employees (N = 334) at a municipal law enforcement agency with (N = 624) employees resulting in a 53.53% usable response rate.  Data analysis indicated that job satisfaction was directly related to organizational citizenship behavior; and organizational citizenship behavior was inversely related to overall employee withdrawal behavior.  Study findings did not lend support for organizational commitment being directly related to organizational citizenship behavior. The authors specified study limitations and future research opportunities.

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