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1 – 10 of over 15000Gregory Murphy, James Athanasou and Neville King
The purpose of this study was to examine the role of organizational citizenship behaviour as a component of job performance. Participants comprised 41 human‐service workers, who…
Abstract
The purpose of this study was to examine the role of organizational citizenship behaviour as a component of job performance. Participants comprised 41 human‐service workers, who completed a job satisfaction questionnaire and were rated for their organizational citizenship, as well as being measured on three discretionary organizational participant behaviours. Job satisfaction correlated significantly with organizational citizenship and participation behaviours (correlations ranged from +0.40 to +0.67). Findings were consistent with the view that satisfaction may not be reflected in productivity but is evident in discretionary involvement in the workplace. Implications for monitoring and managing a wide range of employee behaviours are outlined.
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Rajesh Kumar Sharma and Sukhpreet Kaur
The purpose of this paper is to analyse the mediating role of organisational citizenship behaviour between transformational leadership and successful implementation of education…
Abstract
Purpose
The purpose of this paper is to analyse the mediating role of organisational citizenship behaviour between transformational leadership and successful implementation of education 4.0 in higher educational institutes using the PLS-SEM approach.
Design/methodology/approach
The study uses cross-sectional and quantitative approach to decode the relationship amongst the variables. Purposive non-probability sampling technique was used to select the sample size for the study.
Findings
The research findings reveal that transformational leadership has a significant and positive effect on education 4.0. Further, it also indicates that the organisational citizenship behaviour in the study served as a mediating variable between transformational leadership and education 4.0, explaining 40% of the effect of transformational leadership on education 4.0. This highlights the importance of transformational leaders in creating a conducive environment that encourages employees to exhibit organisational citizenship behaviour, thereby facilitating the successful adoption and integration of education 4.0.
Originality/value
The authors recognise a research gap in the existing literature that focusses on the direct effects of transformational leadership on education 4.0 in higher educational institutes of management. Also, there is a lack of inclusive studies that explore the mediating mechanisms through which transformational leadership affects education 4.0, predominantly the role of organisational citizenship behaviour. Thus, this study is first in itself to explore the inter relationship between transformational leadership, organisational citizenship behaviour and education 4.0.
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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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The purpose of this paper is to identify the effect of Islamic work ethics on the organizational citizenship behavior in Jordanian press organizations, and single out the most…
Abstract
Purpose
The purpose of this paper is to identify the effect of Islamic work ethics on the organizational citizenship behavior in Jordanian press organizations, and single out the most significant element of Islamic work ethics.
Design/methodology/approach
The present study adopted the descriptive analytical approach based on field survey. The population of the study consists of seven daily newspapers in Jordan in 2010. A stratified random sample of the top management and executive management was taken, proportionate to the size of each organization. In total, 66 questionnaires were distributed to 30 per cent of the 218 targeted managers, and 175 questionnaires were distributed to 15 per cent of the employees, who totaled 1,163. In total, 204 questionnaires were collected. Frequencies and percentages were used to identify the characteristics of the community, while means and standard deviations were used to answer the questions, along with the multiple regression and the single-factor analysis of variance.
Findings
The study found that the level of commitment on the part of workers in Jordanian press foundations to Islamic work ethics was high. In addition, there was a statistically significant effect of abidance by Islamic work ethics (kindness and forgiveness in dealing with employees and clients, obedience to the people in power and respecting job ethics in organizational citizenship behavior among employees in these organizations. Meanwhile, there was no statistically significant effect of abidance by the Islamic work ethics (proficiency, giving advice to Muslims, sense of responsibility, justice and fairness, integrity and teamwork) in organizational citizenship behavior.
Practical implications
The paper involves a set of components of organizational citizenship behavior derived from Islamic work ethics. These ethics can be integrated into the human resources systems in media organizations, and other types of entities. These ethics can be incorporated into any code of conduct, stating the behaviors expected from every employee.
Originality/value
The researcher conducted a comparative study based on related literature. Obviously, previous studies addressed work ethics generally, but they did not address the specific components of ethics which this study did). It is also worth indicating that all previous studies were conducted in foreign contexts, whereas this study has been conducted in an Arab context. Additionally, there are studies on organizational citizenship behavior, but this one linked between Islamic work ethics and organizational citizenship behavior.
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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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Ji Wen, Yina Li and Pingping Hou
This study mainly aims to examine the mediating effect of perceived organizational support (POS) and the moderating effect of locus of control and job autonomy on the relationship…
Abstract
Purpose
This study mainly aims to examine the mediating effect of perceived organizational support (POS) and the moderating effect of locus of control and job autonomy on the relationship between customer mistreatment behavior and organizational citizenship behavior.
Design/methodology/approach
Through a questionnaire survey of 231 employees and their direct supervisors of five hotels in Guangzhou. This paper analyzed five variables (customer mistreatment, POS, locus of control, job autonomy and organizational citizenship behavior) relationships through a variety of data analysis.
Findings
Results indicate that customer mistreatment behavior has a negative effect on employees’ organizational citizenship behavior. The relationship between customer mistreatment behavior and employees’ organizational citizenship behavior is partially mediated by employees’ POS. Staffs’ locus of control and job autonomy can modulate the relationship between customers’ mistreatment behavior and POS. Furthermore, the indirect mediating effect of POS on customer mistreatment behavior is revealed. The organizational citizenship behavior linkage is significant only to staff who perceived they have a high level of job autonomy and a high locus of control.
Practical implications
Hotels are advised to provide organizational support and the management of customer mistreatment behavior so as to reflect their employees’ value, seek service innovation and promote production efficiency in practice. Furthermore, it maintains and promotes operational efficiency for service organizations and means the organization pays more attention to meet the social, emotional and psychological needs of its employees.
Originality/value
This article reveals the mechanism relationship between customer mistreatment behavior and employee organizational citizenship behavior. First, it defines the concept of customer mistreatment in the hotel industry and enriches the related research. Second, the study, from the perspective of customer mistreatment, has opened up a new view of organizational citizenship behavior research. Third, we built a research model and it is helpful to grasp the inner mechanism between customer mistreatment and employees’ organizational citizenship behavior. Fourth, this research benefits service organizations so as to maintain and improve their operation efficiency. Furthermore, it can have theoretical guidance for service-oriented organizations to develop a harmonious consumption culture and organizational culture.
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Patricia Yin Yin Lau, Gary N. McLean, Bella Ya-Hui Lien and Yen-Chen Hsu
The purpose of this paper is to determine if self-rated and peer-rated organizational citizenship behavior mediated the relationship between affective commitment and intention to…
Abstract
Purpose
The purpose of this paper is to determine if self-rated and peer-rated organizational citizenship behavior mediated the relationship between affective commitment and intention to leave in Malaysia.
Design/methodology/approach
A survey yielded 516 responses from multiple locations in Malaysia across varied industries for a response rate of 64.5 percent. Validity based on confirmatory factor analysis and reliability were confirmed.
Findings
Affective commitment influenced self- and peer-rated organizational citizenship behavior and intention to leave. Only self-rated organizational citizenship behavior partially mediated affective commitment and intention to leave. While self-rated organizational citizenship behavior increased intention to leave positively, peer-rated organizational citizenship behavior did not influence intention to leave.
Practical implications
The findings confirm earlier research that self-ratings and peer-ratings are different, and, surprisingly, organizational citizenship behavior is not a factor supporting talent retention. Human resource practitioners need to shift their focus to affective commitment that reduces intention to leave and increases organizational citizenship behavior.
Originality/value
Past studies on organizational citizenship behavior relied on self-ratings, supervisor-ratings, or both ratings used in Western contexts. Little was known about the assessment of organizational citizenship behavior from peer perspectives and its relationship between affective commitment and intention to leave. Moreover, the relationships between affective commitment and self-rated and peer-rated organizational citizenship behavior were inconsistent. This study responded to those gaps by integrating affective commitment, self-rated, and peer-rated organizational citizenship behavior, and intention to leave into a single hypothesized model.
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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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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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