Tag Archives: Organizational Citizenship Behavior

The Effect of Organizational Citizenship Behavior on Employee Productivity in Star Rated Hotels in Kenya (Published)

This study aimed at assessing organizational citizenship behavior on employee productivity in star- rated hotels in Kenya.  The target population was 4725 employees, and the sample size was 214 employees. Explanatory design was employed. Stratified sampling was used to select departments, and simple random sampling to select respondents. Structured questionnaires were used to collect data, which was analyzed using Bias corrected Bootstrapping method, of Structural Equation modeling. The study established a significant effect of organizational citizenship behavior on employee productivity.

Keywords: Employee Productivity, Organizational Citizenship Behavior, star-rated hotels

The Role of Servant Leadership in Enhancing Organizational Citizenship Behavior Through Organizational Commitment as Mediator (Published)

The role of organizational citizenship behavior to achieve company objectives is deemed of supreme importance, and this study endeavors to measure the increase of organizational citizen behavior for employees effected by servant leadership through the mediation of commitment to the organization. Data collection utilized Linkert scale questionaires as a research tool, covering 214 respondents of the PT. Pegadaian (Persero). Data processing utilized the  Listrel software program  and The Structural Equation Model (SEM) was used for applied statistical method. The result of the study was that the data, as well as the structural equations built upon it, fitted the hypothese upon which the theoretical model was based, and therefore could be accepted, and consequently it can be concluded that servant leadership has a positive and significant impact, directly and indirectly, on organizational citizenship behavior through organizational commitment mediation.

Keywords: Commitment To The Organization, Organizational Citizenship Behavior, Servant Leadership

Antecedents of Authentic Leadership and Organizational Citizenship Behaviours in Selected Institutions in Brong Ahafo Region (Published)

Leadership seems to be a challenge for organizations, institutions as well as countries specifically, developing countries. This paper investigates the antecedents of one promising remedy for today’s leadership crisis namely, authentic leadership (Bill, 2003 cited in Wang, 2014) in three higher education institutions. The main aim was to examine how social and cognitive intelligence link to authentic leadership, and how organizational citizenship behavior acts as an outcome of authentic leadership. The study was descriptive. The study revealed a significant positive correlation between social intelligence and authentic leadership as well as cognitive intelligence and authentic leadership. Finally, it was discovered that a significant positive relationship existed between authentic leader and organizational citizenship behavior. The study recommended that leaders within institutions in particular and other organizations must focus on ethos like openness, confrontation, trust, authenticity, proactive, autonomy, and collaboration to make authentic leadership effective and successful.

Keywords: Authentic Leadership, Organizational Citizenship Behavior, Social Intelligence, cognitive intelligence

Impact of Human Resource Management on Organizational Performance (Published)

: The objective of all organizations is to improve their performance so the aim of this study is to investigate the organizational performance of 200 employees of ufone & Mobilink franchises in Sargodha city. The population in this study has included all companies in telecommunication in Pakistan. We are conducting the exploratory factor analysis. In analyzing the data the descriptive statistics was used. Software used for data analysis was SPSS version 20.The results shows that the higher level of compensation management, organizational citizenship behavior and employee development practices that will lead to a higher level of organizational performance, also indicate that compensation management, organizational citizenship behavior and employee development is positively associated with organizational performance.0ur result shows that there is positive or significant relationship between independent and dependent variables, so we reject the null hypothesis.  There are some areas that need more development in future including the topics that relate to the study that can be conducted on manufacturing firms with more variables

Keywords: Compensation Management, Employee Development, Organizational Citizenship Behavior, Organizational Performance, Telecommunication Sector.

A Predictor Become Dysfunctional: An Investigation of the Effect of Workload on the Relationship between Personality and OCB (Published)

Organizational citizenship behavior (OCB) is a topic that has been widely addressed in management research during the past decade, as many have suggested that OCB’s have a crucial role in the success of an organization. Further understanding the nature of its relationship to individual and job context factors allow practitioners to facilitate such behaviors within their organizations. Although certain personality traits are more inclined to exhibit OCB, their capacity to do so is likely to depend on their level of workload. Therefore, to further extend the development of the nomological network associated with OCB, personality factors and the moderating role of workload to this relationship was examined. A stratified sample size of two hundred employees from diverse organizations have been selected. Results of the hierarchical regression analysis revealed that personality traits strongly related to OCBs and the workload negatively interacted to significantly predict OCBs. The results support theory that links personality factors and workload would demonstrates the interactive effect of workload and personality traits in predicting OCB, suggesting that these factors are likely important factors that could be examined in job design efforts to enhance OCB. The moderating role of the workload is demonstrated as a new contribution of this study. Implications of findings and areas for future research also discussed.

Keywords: Moderation, Organizational Citizenship Behavior, Personality Traits, Workload

Two Sides of the Same Coin: Harmful or Helpful? A Critical Review of the Consequences of Organizational Citizenship Behavior (Published)

This paper critically examines the literature on the consequences of organizational citizenship behavior (OCB). More specifically it explores and summarizes the helpful and harmful effect of OCB identified in the literature. Based on the theoretical and empirical literature review the author developed a framework for understanding consequences of OCB research. Framework identifies four areas of emphasis of OCB consequences; the organizational level positive consequences, organizational level negative consequences, individual level positive consequences, and individual level negative consequences. For each emphasis area the paper discusses the theoretical frameworks used, different arguments by various scholars and summarizes the empirical research results. Although the review has found few negative outcomes of OCB, positive outcome seems to be very significance. Therefore, negative outcomes seem to be offset by positive ones. Study suggests that reducing in engagement in OCBs is not advisable, future research should focus in findings ways to reduce the negative outcomes while increasing engagement of OCBs. HR practitioners also can bring their consideration to deal with the negative effects of OCBs at workplace. The paper concludes with a discussion of emerging issues, new research directions, and practical implications of OCB consequences research. This review highlighted that although there is a growing multidisciplinary literature on OCB, much remains to be studied.

Keywords: Consequences, Future Directions, Organizational Citizenship Behavior, Review

INVESTIGATION THE RELATIONSHIP BETWEEN ORGANIZATIONAL CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG STAFF IN HOSPITAL. (Published)

Nearly thirty years ago, the subject of safe climate was introduced and to establish conditions which make health and safety for individuals, As well as refers to a condition which desired of individuals behavior, industry events and predict impacts on physical health. Also it is related to an understanding of the management staff, commitment and implementation of safety policies, processes and practices. Therefore In this study, the effect of the relationship between organizational climate and organizational citizenship behavior among hospital staff was investigated. The sample size was 130. Information was collected with using a standard questionnaire. 29 questions in the questionnaire used in the study, 8 questions about organizational climate retrieved from Jav and Liu organizational climate questionnaire, And 20 questions retrieved from Bell citizenship behavior and organizational citizenship behavior questionnaires. Questions are based in the Likert-scale. The results show that situation of the organizational climate and organizational citizenship behavior among staff at the Imam Khomeini Hospital is above average. Other findings revealed that there is a significant positive relationship between organizational climate and it’s characteristics with Organizational Citizenship Behavior.Finally, the results showed that factor of aim clearness and agreement is most important impact prediction of Organizational Citizenship Behavior.

Keywords: Hospital, Organizational Citizenship Behavior, Organizational Climate

INVESTIGATION THE RELATIONSHIP BETWEEN ORGANIZATIONAL CLIMATE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG STAFF IN HOSPITAL. (Published)

Nearly thirty years ago, the subject of safe climate was introduced and to establish conditions which make health and safety for individuals, As well as refers to a condition which desired of individuals behavior, industry events and predict impacts on physical health. Also it is related to an understanding of the management staff, commitment and implementation of safety policies, processes and practices. Therefore In this study, the effect of the relationship between organizational climate and organizational citizenship behavior among hospital staff was investigated. The sample size was 130. Information was collected with using a standard questionnaire. 29 questions in the questionnaire used in the study, 8 questions about organizational climate retrieved from Jav and Liu organizational climate questionnaire, And 20 questions retrieved from Bell citizenship behavior and organizational citizenship behavior questionnaires. Questions are based in the Likert-scale. The results show that situation of the organizational climate and organizational citizenship behavior among staff at the Imam Khomeini Hospital is above average. Other findings revealed that there is a significant positive relationship between organizational climate and it’s characteristics with Organizational Citizenship Behavior.
Finally, the results showed that factor of aim clearness and agreement is most important impact prediction of Organizational Citizenship Behavior.

Keywords: Hospital, Organizational Citizenship Behavior, Organizational Climate

RELATIONSHIP BETWEEN ORGANIZATIONAL BASED SELF-ESTEEM AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG SELECTED SECONDARY SCHOOL TEACHERS IN ADO EKITI, NIGERIA. (Published)

The study was carried out to investigate the relationship between organizational Based Self-Esteem (OBSE) and Organizational Citizenship Behavior (OCB) among selected secondary school teachers in Ado-Ekiti, Nigeria. A sample of 150 participants, 67 males and 83 females, who were selected using the random sampling technique from the population of 3 selected private secondary teachers in Ado-Ekiti participated in the study. A questionnaire comprising of the 10-items Organizational Based Self-Esteem measure developed by Pierce et. al (1989) and the 20 items Organizational Citizenship Behaviour Scale extracted by Belogolovsky and Somech (2010) from the original 24 items scale developed by Somech and Zahavy (2000) was used to gather data. It was hypothesized that: (a) there will be a significant relationship between OBSE and OCB among secondary school teachers, (b) there will be a significant effect of gender on levels of OBSE and OCB, (c) there will be significant effect of marital status on levels of OBSE and OCB, and (d) there will be a significant interaction effect of gender, age and marital status on OBSE and OCB. The result showed a positive relationship between OBSE and OCB while there is no significant effect of gender on levels of OBSE but on levels of OCB. There is a significant effect of age on levels of OBSE and OCB. Also, there is no significant interaction effect of marital status, gender and age on OBSE and OCB. Results were discussed in line with previous literature and it was recommended that teachers should be encouraged to develop a personal self-worth and identification with the teaching profession by according them respect and recognition; as it will automatically help them to provide quality services to the student, school and fellow colleagues.

Keywords: Ekiti State, Nigeria, Organizational Based Self-Esteem, Organizational Citizenship Behavior, Teachers