Impact of Psychological Contract on Employees' Performance

The performance of employees defines the competitive advantage of the company in current ferocious competition, and it affects the long-standing growth of the company. If a company inspires its workforce merely by the means of financial contract, then the company will not be in the position to gain the effective and efficient performances from its employees. Because apart from this financial contract, psychological contract also upsets attitudes and performance of the employees at the workplace. The spirit of the firms is the employees, and the implementation of the psychological contract can effectually decrease the turnover rate of employees and consequently increase their efficiency at the workplace. In the current chapter, first of all an attempt has been made to elucidate the concept and development process of psychological contract. After that it is endeavored to highlight the positive impact of psychological contract on employees' performances such as job satisfaction, organizational commitment, job performance, organization citizenship behavior, and turnover intentions.

The Effect Of Compensation And Employee Empowerment On Organization Citizenship Behavior (OCB) With Job Satisfaction As A Moderating Variable: Case Study On Production Employees PT. Real Glass Semarang

PT. Real GlassSemarang adalah perusahaan yang bergerak di bidang pembuatan kaca hias mengalami permasalahan, dimana organization citizenship behavior (OCB) yang dimiliki oleh karyawan bagian produksi masih rendah, dimana hal tersebut diduga dilatarbelakangi oleh masih rendahnya kompensasi yang diterima oleh karyawan dan minimnya pemberdayaan yang diberikan oleh perusahaan terhadap karyawannya. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh kompensasi dan pemberdayaan karyawan secara parsial dan simultan terhadap organization citizenship behavior (OCB) dan mengetahui apakah kepuasan kerja memperkuat pengaruh kompensasi dan pemberdayaan karyawan secara parsialterhadap organization citizenship behavior (OCB). Populasi dalam penelitian ini seluruh karyawan bagian produksi PT. Real GlassSemarang yang berjumlah80orang. Jumlah sampel yang diambil dalam penelitian ini ditentukan melaluimetode sensus, dengan mengambil sampel sebanyak 75orang atau keseluruhan dari total populasi karyawan yang bekerja di bagian produksi PT. Real GlassSemarang. Teknik analisis data yang digunakan adalah dengan MRA, goodness of fit berupa uji t dan koefisien determinasi. Hasil perhitungan menunjukkan bahwa kompensasi dan pemberdayaan karyawan secara parsial dan simultan berpengaruh positif dan signifikan terhadap organization citizenship behavior (OCB) dan disamping itu itu kepuasan kerja memperkuat pengaruh kompensasi dan pemberdayaan kayawan terhadap organization citizenship behavior (OCB).Sebaiknya manajemen PT. Real Glassmeningkatkan kompensasi serta pemberdayaan yang diberikan kepada karyawannya, sehingga dapat meningkatkan organization citizenship behavior (OCB).

Impact of Career Salience on Employees Job Involvement, Analyzing the Moderating Role of Organization Citizenship Behavior

The current study identifies the factor that affecting the organization citizenship behavior and its employee’s job involvement. The study gives significance value to the literature that it provides compete discussion and information on organization citizenship behavior and its antecedents and consequences. The purpose of the study is to find out the impact of career salience on employees job involvement, analyzing the moderating role of organization citizenship behavior. Questionnaire method is used for data collection. Researcher collects the data from middle and lower level of employees on different organization. The total 44 questions asked from the middle and lower level of employees in Rawalpindi Islamabad Pakistan. The total data was collected through questionnaire from sample of 250 individuals and total 240 of respondent data was used for analysis. The result of this study indicated that there are significance relationship between independent and dependent variables and moderation was checked through (Baron & Kenny, 1986) condition. To test the reliability of the items cronbach’s alpha was used and testing the hypothesis of the study regression analysis was used. Further result show that the career salience, employees job involvement mediating effect of organization citizenship behavior.

Stressors, Organization Citizenship Behavior and Islamic Work Ethics

In response to the need of study fulfilling the interplay between stressors and job outcomes, the present study has been carried out. We also examined the moderating role of Islamic Work ethics in the proposed relationship. Based on the purposive sampling technique, a sample of 287 employees working in Public sector organizations were selected. Results of the study supported the proposed hypotheses, indicating that the challenge stressors have positive and hindrance stressors have negative relation with organizational citizenship behavior. We also found that the Islamic Work Ethics moderates the said relationship in such a way that higher level of Islamic Work Ethics strengthen the relationship between challenge stressors and organization citizenship behavior and weaken the relationship between hindrance stressors and organization citizenship behavior.

A Study to Explore the Relationship between Mindfulness and OCB in IT sector: An Indian Perspective

Background: Mindfulness can positively influence organization citizenship behavior, however work-place stress can negatively impact their relationship. Objective: The present study aims at finding the relationship between mindfulness and organization citizenship behavior and also explore the moderating effect of work-place stress on their relationship. Method: The present study surveyed 116 IT sector employees in India. Correlation and regression analysis are used to analyze the data. Results: The results states that there is an insignificant relation between mindfulness and OCB and workplace stress does not have a moderating effect on the relationship between OCB and mindfulness. Conclusion: Mindfulness has no significant impact on OCB which means that weather or not an employee is mindful he/she will indulge in pro-social behavior.

A Study to Explore the Relationship between Mindfulness and OCB in IT sector: An Indian Perspective

Background: Mindfulness can positively influence organization citizenship behavior, however work-place stress can negatively impact their relationship. Objective: The present study aims at finding the relationship between mindfulness and organization citizenship behavior and also explore the moderating effect of work-place stress on their relationship. Method: The present study surveyed 116 IT sector employees in India. Correlation and regression analysis are used to analyze the data. Results: The results states that there is an insignificant relation between mindfulness and OCB and workplace stress does not have a moderating effect on the relationship between OCB and mindfulness. Conclusion: Mindfulness has no significant impact on OCB which means that weather or not an employee is mindful he/she will indulge in pro-social behavior.

Organizational Citizenship Behavior in the Construction of Islamic Boarding School: A Structural Model

Problems of organizational citizenship behavior among academics, especially teachers in Islamic Boarding Schools, are underrepresented in previous studies. This research was conducted at Islamic Boarding Schools in Kuningan in the context of organizational quality. This study aims to determine the influence of Employee Engagement and Job satisfaction on Organization Citizenship Behavior through Job Organization commitment as an intervening variable. This study includes a type of comparative causal research with a quantitative approach using questionnaires to 130 respondents. The result shows that Employee Engagement and Job satisfaction have a significant effect on Organization Commitment. Employee Engagement, Job Satisfaction, and Organization Commitment have a significant effect on Organizational Citizenship Behavior.