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1 – 10 of over 22000Darren Wishart, Bevan Rowland and Klaire Somoray
Driving for work has been identified as potentially one of the riskiest activities performed by workers within the course of their working day. Jurisdictions around the world have…
Abstract
Driving for work has been identified as potentially one of the riskiest activities performed by workers within the course of their working day. Jurisdictions around the world have passed legislation and adopted policy and procedures to improve the safety of workers. However, particularly within the work driving setting, complying with legislation and the minimum safety standards and procedures is not sufficient to improve work driving safety. This chapter outlines the manner in which safety citizenship behavior can offer further improvement to work-related driving safety by acting as a complementary paradigm to improve risk management and current models and applications of safety culture.
Research on concepts associated with risk management and theoretical frameworks associated with safety culture and safety citizenship behavior are reviewed, along with their practical application within the work driving safety setting. A model incorporating safety citizenship behavior as a complementary paradigm to safety culture is proposed. It is suggested that this model provides a theoretical framework to inform future research directions aimed at improving safety within the work driving setting.
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Jaron Harvey, Mark C. Bolino and Thomas K. Kelemen
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept…
Abstract
For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.
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David L. Turnipseed and Eugene Murkison
This exploratory study describes an empirical comparison of organization citizenship behavior (OCB) between samples from the United States and Romania. The economic and work…
Abstract
This exploratory study describes an empirical comparison of organization citizenship behavior (OCB) between samples from the United States and Romania. The economic and work environment distance between the U.S. and Romania was theorized to result in a dissimilar structure and strength of good citizenship behaviors and differential contributions of OCB to productivity. Data from Romania produced a unique factor structure with lower factor scores than those of the comparable organization in the United States. The citizenship behaviors in both countries were positively related to productivity, but links were stronger in the U.S. There were significant differences in the individual citizenship behaviors and productivity between the U.S. and Romania. National and organizational cultures appear to be significant determinants of OCB. The results are interpreted with respect to the stage of development, histories, and economies of the two countries.
This study aims to investigate the impact of leadership skills (technical, human and conceptual) on organizational citizenship behavior in Vietnamese libraries and the role of…
Abstract
Purpose
This study aims to investigate the impact of leadership skills (technical, human and conceptual) on organizational citizenship behavior in Vietnamese libraries and the role of organizational culture as the mediator.
Design/methodology/approach
A quantitative approach was chosen to gather data from 356 participants working in various libraries in Vietnam. The validity of the measures was assessed through regression analysis and SPSS software.
Findings
The results showed that leadership skills do have a significant impact on organizational citizenship behavior, but only human skills had a significant effect on bureaucracy culture. The study also revealed that bureaucracy culture played a significant role in affecting organizational citizenship behavior of organizations. Furthermore, bureaucracy culture was found to mediate the relationship between human skill and organizational citizenship behavior of organizations.
Originality/value
This study makes a valuable contribution to the field by exploring the influence of three types of leadership skills on organizational citizenship behavior and the role of leadership in promoting organizational culture. The findings of this research can help organizations understand the importance of leadership skills and organizational culture in promoting good citizenship behavior among employees. The research implications are discussed and can be used to inform decision-making and future research in the field.
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Qaisar Iqbal and Katarzyna Piwowar-Sulej
This study examines how sustainable leadership influences organizational citizenship behavior toward the environment, directly and through a green organizational climate. This…
Abstract
Purpose
This study examines how sustainable leadership influences organizational citizenship behavior toward the environment, directly and through a green organizational climate. This study also investigates the moderating effect of person-organization fit on the relationship between green organizational climate and employees' organizational citizenship behavior for the environment.
Design/methodology/approach
Data were collected from 241 employees of manufacturing firms in China with one month's lag. Statistical analyses were conducted with the use of PLS-SEM.
Findings
This study confirmed that sustainable leadership significantly influenced organizational citizenship behavior for the environment, both directly and indirectly through a green organizational climate. It also revealed that the relationship between green organizational climate and employees' organizational citizenship behavior for the environment was contingent on the person-organization fit.
Originality/value
To the best of the authors' knowledge, this study is the first to analyze how sustainable leadership reinforces employees' organizational citizenship behavior for the environment by providing insight into the mediating role of green organizational climate and person-organization fit as a moderator. Moreover, through a combination of three theoretical perspectives (social learning theory, social exchange theory and the theory of person-organization fit), this study advances the academic knowledge on how organizational citizenship behavior for the environment develops, thus providing a more complex explanation of the relationship between the examined variables.
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Simin Ghavifekr and Adebayo Saheed Adewale
The purpose of this paper is to explore the impact of change leadership on staff organizational citizenship behavior in a university setting. Moreover, the study aims to explore…
Abstract
Purpose
The purpose of this paper is to explore the impact of change leadership on staff organizational citizenship behavior in a university setting. Moreover, the study aims to explore forces that influencing on staff organizational citizenship behavior in higher education institutions.
Design/methodology/approach
The study adopts a qualitative research design. An interview protocol along with field notes were used as major approaches for collecting in-depth data. Coding and categorizing approach were used to analyze interview transcriptions to help for emerging the study’s themes.
Findings
The findings reveal that change leadership builds confidence of staff, motivate them and helps to ensure trust. Moreover, results show that staff organizational citizenship behavior is influenced by personal, organizational, social-cultural and economic forces. To increase the organizational citizenship behavior of staff in higher education institutions, there is a need for leaders to use appropriate change-oriented style in leading their organizations. Findings also revealed that change leaders must serve as role-model to their subordinates as a way on enhancing staff organizational citizenship behavior.
Research limitations/implications
Academic leaders are the pivot of change in higher education institutions. Accordingly, the effectiveness of higher education institution, staff and students are depending on the effectiveness of the leadership. In this regard, academic leaders’ willingness to change is the most effective factor that not only sets the credibility of the organization, but, more importantly, influence on staff organizational behavior.
Practical implications
It is hoped that the outcome of this research will contribute to the current knowledge of change leadership and organizational behavior in universities.
Originality/value
This is an original research and makes a great contribution to higher education in Asian countries.
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Ana Rosario Núñez, Eulalia Marquez, María Zayas and Evelyn López
The aim of this study was to analyse the relationship between organizational citizenship and commitment in a sample of employees of banking branches in Puerto Rico. The specific…
Abstract
Purpose
The aim of this study was to analyse the relationship between organizational citizenship and commitment in a sample of employees of banking branches in Puerto Rico. The specific objectives were to identify the practices of organizational citizenship and determine the relationship of altruism, awareness, courtesy, tolerance and civil virtue with organizational commitment.
Design/methodology/approach
The research design was quantitative, descriptive, correlational and transversal. The research instrument was validated and obtained high coefficients.
Findings
The results confirm a significant statistical relationship between awareness, civil virtue, tolerance and altruism with organizational commitment.
Research limitations/implications
This research has a positive impact on companies in increasing their finances with intangible strategies, and leadership styles can evolve towards civility. It suggests modifying the university curricula to prepare managers with intangible supervisory and performance management strategies through workshops, seminars and professional conferences.
Practical implications
Organizations and employees develop their own traits and establish patterns of citizenship behaviour that allow them to create passionate and committed employees.
Social implications
The research was able to predict that citizenship is related in a positive way to reach operational goals and fostering an atmosphere and image of cordiality as a success strategy. The contribution to the organizational policy can be established in the development processes among partners, in training, regulations and policies. It provides the academic contribution of the model.
Originality/value
This is the first attempt to evaluate citizenship behaviour in the banking industry in Puerto Rico.
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Arash Shahin, Javad Shabani Naftchali and Javad Khazaei Pool
The purpose of this paper is to investigate the influence of employees’ perception of organizational climate on organizational citizenship behaviour outbreak and the impact of…
Abstract
Purpose
The purpose of this paper is to investigate the influence of employees’ perception of organizational climate on organizational citizenship behaviour outbreak and the impact of both of them on organizational performance.
Design/methodology/approach
This survey has been performed using structural equation modelling (SEM). The statistical population composed of the managers of Mazandaran small- to medium-sized enterprises. The analysis of the data obtained from distributed survey questionnaire has been performed by SPSS18 and AMOS18 software.
Findings
Findings imply that positive perception of organizational climate influences on increasing organizational citizenship behaviour outbreak and performance of enterprise, and organizational citizenship behaviour in turn has positive and significant impact on organizational performance. Results of this survey also indicate that organizational citizenship behaviour impacts on sub-criteria of enterprise performance (i.e. financial, customer, learning and growth, internal processes). Moreover, the influence of organizational climate on all sub-criteria of performance except internal processes has been confirmed.
Research limitations/implications
Lack of sufficient information concerning organizational climate in internal resources, and in some external ones, and low number of surveys performed in this field, limits the possibility of comparing the results of this survey with other similar surveys.
Originality/value
This survey can be considered as an innovative survey, since there is no similar survey conducted in which three variables of organizational climate, performance, and citizenship behaviour studied, considering their specified sub-criteria.
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Noriah Abdul Malek and Fatt Hee Tie
Organizational citizenship behavior involves behaviors that support an organization. However, such behaviors are not normally set out in an individual's job description. These…
Abstract
Organizational citizenship behavior involves behaviors that support an organization. However, such behaviors are not normally set out in an individual's job description. These behaviors normally exceed the minimum role requirements of the job and are not easily enforceable, thus performing them is usually at the discretion of the individual (Organ, 1997). This study seeks to examine the relationship between the demographic variables and organizational citizenship behavior among lecturers in community colleges that have been established by the Ministry of Higher Education in Malaysia. The variables consist of gender, age, educational level, recruitment status, length of service with the organization, tenure, job classification, and intention to leave the service.
A review of literature produced a list of 59 organizational citizenship behaviors. This list was then sent to 10 educational experts in the community colleges. After identifying the most important organizational citizenship behaviors, the experts then ranked the importance of each of the behaviors. This resulted in 36 organizational citizenship behaviors being selected for the formulation and development of the questionnaire. A pilot test of the questionnaire showed a Cronbach's alpha value of .93. The questionnaire was then distributed to 762 lecturers in 14 community colleges throughout Malaysia. A factor analysis showed three important dimensions of organizational citizenship behaviors emerged from the study. It includes: helping behavior, sportsmanship, and organizational compliance. Next, the study examined the impact of demography on organizational citizenship behavior. The findings of the study are discussed along with implications and directions for future research.
Kursad Yılmaz and Yahya Altınkurt
This chapter examined the relationships between organizational justice, organizational trust, and organizational citizenship behaviors in Turkish secondary schools. Specifically…
Abstract
This chapter examined the relationships between organizational justice, organizational trust, and organizational citizenship behaviors in Turkish secondary schools. Specifically, the study investigated whether, and to what extent, organizational justice and organizational trust predict variation in the organizational citizenship behaviors of teachers. A survey research methodology was employed in the study. The sample included 466 secondary school teachers in Kutahya, a city in western Turkey. The study adopted pre-developed respective scales for gathering the data. The data gathering instrument of the study incorporated the Organizational Justice Scale (Hoy & Tarter, 2004), the Organizational Trust Scale (Yılmaz, 2006), and the Organizational Citizenship Behavior Scale (DiPaola, Tarter, & Hoy, 2005). Analysis of the data through the use of hierarchical multiple regression analysis yielded a significant effect of organizational justice and significant effects for two of the three types of organizational trust. There is a positive and moderate level relationship between organizational citizenship on the one hand, and organizational justice, trust in the principal, trust in colleagues, and trust in stakeholders on the other. Predictor variables are ranked in terms of the size of their effect on organizational citizenship as trust in colleagues, trust in the principal, trust in stakeholders, and organizational justice. Organizational justice is a significant predictor of organizational citizenship behavior when considered in isolation, but becomes insignificant when organizational trust is controlled for. Organizational trust and organizational justice explain around two fifths of the total variance in organizational citizenship behavior.