scholarly journals Influence of Leader-Member Exchange, Perceived Organizational Support, Papua Ethnic Culture and Organizational Citizenship Behavior toward Employee Performance of Workers in Papua Provincial Secretary Office

2012 ◽  
Vol 5 (4) ◽  
pp. 31-38
Author(s):  
Arius Kambu
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Ethnic Culture ◽  
Member Exchange

scholarly journals Pengaruh kualitas interaksi atasan-bawahan dan dukungan organisasional persepsian terhadap organizational citizenship behavior foci supervisor dan organisasi

2018 ◽  
Vol 7 (1) ◽  
Author(s):  
Syahrizal Syahrizal ◽  
Hendri Andi Mesta ◽  
Fadhilatul Fitria B
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Positive Relationship ◽  
Secondary Data ◽  
Primary Data ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Member Exchange

The purpose of this research is to analyze (1) the influence of leader member exchange on Organizational Citizenship Behavior Foci Supervisor (2) the influence of perceived organizational support on Organizational Citizenship Behavior Foci Supervisor (3) the influence of leader member exchange on Organizational Citizenship Behavior Foci organizational (4) the influence of perceived organizational support on Organizational Citizenship Behavior Foci organizational. The populations in this research are the employees of PT. Telekomunikasi Padang which consist of 128 employees. The samples were selected using Clustered Proportional Sampling which the total of the samples are 97 employees. The data used are primary data and secondary data. The data was analyzed using multiple reggression analysis. The result of this research shows (1) leader member exchange has a positive relationship on  Organizational Citizenship Behavior Foci Supervisor (2) perceived organizational support has a positive relationship on  Organizational Citizenship Behavior Foci Supervisor (3) leader member exchange has a positive relationship on Organizational Citizenship Behavior Foci organizational (4) perceived organizational support has a positive relationship on  Organizational Citizenship Behavior Foci organizational.Keywords: Organizational citizenship behavior foci supervisor (OCBS); perilaku kewarganegaraan organisasi foci organisasional (OCBO), pertukaran anggota pemimpin; dukungan organisasi persepsi

scholarly journals Peran Perceived Organizational Support dan Psychological Empowerment terhadap Kinerja Karyawan melalui Organizational Citizenship Behavior

2020 ◽  
Vol 8 (3) ◽  
pp. 839
Author(s):  
Dhera Alfiana
Keyword(s):  
Statistical Analysis ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Psychological Empowerment ◽  
Employee Performance ◽  
Citizenship Behavior ◽  
Insignificant Effect ◽  
The Relationship

This research mainly explores the relationship between perceived organizational support and psychological empowerment to employee performance and organizational citizenship behavior as mediation variabel. causality research using census is type this reseacrh total of 50 employees of PT. Angkasa Pura I Juanda Surabaya participants in this study. The statistical analysis used PLS with help of smartpls 3.0 software. The result of this study explain that the perceived organizational support and psychological empowerment has a significant effect and positively to organizational citizenship behavior, perceived organizational and psychological empowerment has insignificant effect and positively to employee performance, organizational citizenship behavior has significant effect and positively to employee performance, organizational citizenship behavior as mediation has insignificant effect and positively between perceived organizational citizenshp behavior and psychological empowerment to employee performance.

The influence of reward and feedback toward task Performance and the mediation

2019 ◽  
Vol 1 (4) ◽  
pp. 19-26
Author(s):  
Ignatius Soni Kurniawan ◽  
Lusia Tria Hatmanti Hutami
Keyword(s):  
Task Performance ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Work Experience ◽  
Perceived Organizational Support ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Purposive Sampling

This research aims to test the mediation of organizational citizenship behavior between rewards and recognition toward task performance and the mediation of perceived organizational support between feedbacks from job toward task performance. This research performed on SMEs craft employee in Kasongan, Bantul, with total of 114 respondents. The sampling technique used purposive sampling only to employee with two years work experience and concurrently did not work as an owner. The result showed that organizational citizenship behavior did not mediate rewards and recognition toward task performance, but only perceived organizational support mediated between feedbacks from job toward task performance.

scholarly journals New Work: Die Effekte von Leader-Member Exchange auf psychologisches Empowerment, extraproduktives Verhalten und Fluktuationsabsicht der Mitarbeitenden

2020 ◽  
Author(s):  
Jana Lorra ◽  
Hannah Möltner
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
New Work ◽  
Member Exchange

ZusammenfassungNew Work ist aktuell fraglos ein Trendthema, wobei darunter je nach Façon jedoch unterschiedlichste neue Formen der Arbeitsgestaltung verstanden werden. Trotz der Unterschiedlichkeit steht die Demokratisierung von Unternehmen und die Ermächtigung der darin arbeitenden Menschen im Fokus von New Work. Der vorliegende Beitrag stellt daher Bezüge zwischen New Work und der Literatur zum psychologischen Empowerment her. Letzteres beschreibt einen Zustand, in dem Mitarbeitende Macht und Selbstbestimmung erleben. Dafür ist die Beziehung zwischen Führung und Mitarbeitenden besonders relevant, da die neuen Arbeitsformen darauf abzielen Hierarchien abzubauen. Anhand einer quantitativen Erhebung (N = 150) an zwei Erhebungszeitpunkten wird untersucht, ob der Zusammenhang zwischen Leader-Member Exchange (LMX) und Organizational Citizenship Behavior (OCB) bzw. der Fluktuationsabsicht über psychologisches Empowerment mediiert wird. Die Ergebnisse des Strukturgleichungsmodells stützen die angenommen indirekten Zusammenhänge zwischen LMX und OCB als auch zwischen LMX und Fluktuationsabsicht, vermittelt jeweils durch das psychologische Empowerment. Der direkte Effekt zwischen LMX und OCB und zwischen LMX und Fluktuationsabsicht erreichte keine statistische Signifikanz. Somit mediiert psychologisches Empowerment die beiden Zusammenhänge vollständig.Praktische Relevanz: Die Ergebnisse unterstreichen die Bedeutung von psychologischem Empowerment im Führungskontext. Somit ist die Förderung von psychologischem Empowerment für Führungskräfte ein zentraler Ansatzpunkt zur Verringerung der Fluktuationsabsicht der Mitarbeitenden und zur Aufrechterhaltung und Stärkung von OCB.

Influence of Perceived Organizational Support, Organizational Commitment on Organizational Citizenship Behavior among Marketing Executives

2016 ◽  
Vol 4 (1) ◽  
Author(s):  
S. DeviMageshkumar
Keyword(s):  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Significant Relationship ◽  
Perceived Organizational Support ◽  
Citizenship Behavior ◽  
Marketing Department ◽  
Ex Post ◽  
Marketing Executives

Organizational citizenship behavior is considered as one of the vital element needed in the organizational to increase organizational effectiveness and productivity. The present study aims to study the influence of organizational commitment and perceived organizational support on organizational citizenship behavior among marketing executives. The study is Ex post facto in nature and the sample consists of 113 Male marketing executives from the sales and Marketing department in a Retail Organization with more than one year experience. The age group ranges from 19-32. The tools used in study include Organizational Commitment Questionnaire (Mowday, Porter & Steers, 1979), Perceived Organizational Support Questionnaire (Rhoades & Eisenberger, 2002) and Organizational Citizenship Behavior Questionnaire (Karunanidhi & Manimala, 2009). The statistical method used for the present study is Pearson’s Product Moment Correlation to find out the relationship among variables. Results of the study indicate that there is significant relationship between organizational commitment and organizational citizenship behavior; there is no significant relationship between perceived organizational support and organizational citizenship behavior and there is no significant relationship between perceived organizational support and organizational commitment. From the present study it is concluded that organizational commitment influence organizational citizenship behavior among marketing executives.

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