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Journal articles on the topic 'Organization behaviour'

Author: Grafiati

Published: 4 June 2021

Last updated: 26 July 2025

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1

Rusu, Raluca, and Alexandru Baboş. "Organizational Citizenship Behaviour In Military Organization." International conference KNOWLEDGE-BASED ORGANIZATION 21, no. 1 (2015): 272–76. http://dx.doi.org/10.1515/kbo-2015-0046.

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Abstract This paper is intended to be, first of all a review of theoretical literature on Organizational Citizenship Behavior (OCB) and for that, we tried to define the concept and to separate it from other similar concepts, and to analyze the dimensions of this type of behavior. Secondly, we identified the dimensions of Organizational Citizenship Behavior in military organizations, in order to see how OCB could influence the organizational performance.

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Watkins, M. L., and A. L. Barnard. "A holistic organizational behaviour model for organization renewal." South African Journal of Business Management 20, no. 1 (1989): 32–41. http://dx.doi.org/10.4102/sajbm.v20i1.937.

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There is a need to identify the dependent and independent variables that play a role in organizational renewal. The scientific basis of previous attempts to identify these variables are questionable as they represent the haphazard inclusion of some contextual variables. A holistic view of approaches to organization theory, and its integration with contemporary organization models, makes it possible to scientifically develop and describe a holistic model of organizational behaviour. The model indicates that organizations are composed of human, strategic, technological, control-and-motivation an

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Sunaryono, Sunaryono, Mahben Jalil, and Ahmad Hanfan. "Pengaruh Quality of work life, Person organization fit, dan Karakteristik Individu Terhadap Organizational citizenship behaviour Melalui Komitmen Organisasional Sebagai Mediasi." Jurnal Ekonomi Bisnis, Manajemen dan Akuntansi (JEBMA) 2, no. 3 (2022): 195–216. http://dx.doi.org/10.47709/jebma.v2i3.2628.

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Tujuan dilakukannya pada penelitian ini adalah untuk mengetahui pengaruh quality of work life, person organization fit, karakteristik individu terhadap organizational citizenship behavior, mengetahui pengaruh quality of work life, person organization fit, karakteristik individu terhadap komitmen organisasional, mengetahui pengaruh komitmen organisasional, quality of work life terhadap organizational citizenship behaviour dengan komitmen organisasional sebagai pemediasi, mengetahui pengaruh person organization fit terhadap organizational citizenship behaviour dengan komitmen organisasio

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Mazin, Aledeinat, and Alrfou Hana. "The Effects of Organizational Support and Organizational Commitment on Organizational Citizenship Behaviour: (A conceptual framework)." International Journal of Management Sciences and Business Research 6, no. 5 (2017): 01–09. https://doi.org/10.5281/zenodo.3470708.

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In recent times, organization have been striving to achieve excellence in relation to the effectiveness and efficiency of employees. The behavior of individuals can help organizations to achieve this goal. It has been noted by several researchers that organizational citizenship behavior is a workplace behavior, which is optional because when individuals engage in this kind of behavior they voluntarily do more than is, expected of them for the organization and this in turn increases their performance as well as that of the entire organization. It has been mentioned by many researchers that orga

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Dubbeldam, J. L. "Brain organization and behaviour." Acta Biotheoretica 41, no. 4 (1993): 469–79. http://dx.doi.org/10.1007/bf00709377.

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Faidal, Faidal. "SMEs Employee, Person-Organization Fit, and Organizational Citizenship Behaviour." Journal of Islamic Economics Perspectives 3, no. 1 (2021): 101–13. http://dx.doi.org/10.35719/jiep.v3i1.42.

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SMEs will get the maximum production when their employee get work satisfaction. They will work efficient when their workplace is comfortable. So the objective of this research is to analyze the influence of the workplace and Person-Organization Fit to Organizational Citizenship Behaviour (OCB) through employee satisfaction as a variable intervening at the Indonesia SMEs. This study using a random sampling of employees of Indonesia SMEs with the number 250 employees of SMEs. Instruments that are used in this research is a questionnaire to obtain the primary data needed. The research method is q

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Mazin, Aledeinat, Harith Mohammad, and Shahar Muhammad. "The Effects of Job involvement and Professional Commitment on Organizational Citizenship Behaviour: (A conceptual framework)." International Journal of Management Sciences and Business Research 6, no. 9 (2017): 28–34. https://doi.org/10.5281/zenodo.3472305.

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Business today has become so competitive that most organizations strive to enhance the efficiency and effectiveness of their employees so that they can achieve excellence. . One of the ways through which these organizations can achieve this is through the behaviors of their employees. It has been noted by several researchers that organizational citizenship behavior is a workplace behavior, which is optional because when individuals engage in this kind of behavior they voluntarily do more than is, expected of them for the organization and this in turn increases their performance as well as that

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Mrs. V. Archana, Dr. S. Hannah Sharon. "Impact of Organizational Citizenship Behaviour on Employee-Organization Relationships in the Hospitality Industry." Tuijin Jishu/Journal of Propulsion Technology 44, no. 4 (2023): 5645–50. http://dx.doi.org/10.52783/tjjpt.v44.i4.1961.

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The term Organizational Citizenship Behaviour is used to show positive workplace employee behaviour and their actions in every work inside and outside the organization which is not a formal role component in their job description. The term Organizational Citizenship Behaviour means that employees can do anything beyond the work that is expected. It’s a volunteer task. To Engage themself in their job with high loyalty, to involve themself in other’s target, help co-workers, and being convenience staff to their customers, and take responsibility for the organization’s problem to solve it. Employ

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Agarwal, Promila. "Redefining the organizational citizenship behaviour." International Journal of Organizational Analysis 24, no. 5 (2016): 956–84. http://dx.doi.org/10.1108/ijoa-12-2014-0826.

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Purpose The purpose of this paper is to highlight the influence of organizational norms and job roles defined by organizations in the performance of organizational citizenship behaviour (OCB). To do so, the research proposes a model of OCB with the following dimensions: normative OCB and rule-bounded OCB on the basis of social exchange theory and role theory, respectively. Norms, roles and responsibilities of the organization vary from organization to organization. This paper reports the operational and empirical indicators of proposed dimensions of OCB, termed as discretionary OCB, normative

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Bharijoo, Surendra Bahadur. "Behaviour Modification: An Efficacious Tool of Shaping Individual Behaviour Productive and Supportive to Organizational Goal Attainment." Journal of Nepalese Business Studies 5, no. 1 (2009): 50–61. http://dx.doi.org/10.3126/jnbs.v5i1.2082.

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This article intends to shed light on the basic concept of Behaviour Modification which is drawing attention increasingly of managers and practioners in shaping behavior of people with whom they are dealing constantly in the organization. Researches and studies revealed that Behaviour Modification can be an efficacious tool in modeling individual behaviours if it is appropriately used with caution. As such, it is also attempted to present here the basic steps and guidelines for its application. In addition to these, the article attempts to point out experiences and limitations of application o

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Elçin qızı Fərzəliyeva, Ülkər. "Organizational behavior and approaches." SCIENTIFIC WORK 70, no. 09 (2021): 68–73. http://dx.doi.org/10.36719/2663-4619/70/68-73.

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The purpose of this article is to identify and analyze the factors that influence the formation of organizational behavior, how to organize organizational behavior in enterprises. This article, which examines organizational behavior, is a qualitative study and has been interpreted using a document analysis approach. Through the analysis of the document, different sources related to organizational behavior were investigated and a number of definitions of organizational behavior were reflected.This article also discusses the importance of the organization in society. The impact of individuals, g

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Elçin qızı Fərzəliyeva, Ülkər. "Organizational behavior and approaches." SCIENTIFIC WORK 70, no. 09 (2021): 68–73. http://dx.doi.org/10.36719/2663-4619/70/68-73.

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The purpose of this article is to identify and analyze the factors that influence the formation of organizational behavior, how to organize organizational behavior in enterprises. This article, which examines organizational behavior, is a qualitative study and has been interpreted using a document analysis approach. Through the analysis of the document, different sources related to organizational behavior were investigated and a number of definitions of organizational behavior were reflected.This article also discusses the importance of the organization in society. The impact of individuals, g

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Nugroho, Arissetyanto, Elyssa Nurulita, and Janfry Sihite. "HOW WORK SATISFACTION AND ORGANIZATION CLIMATE INFLUENCE ORGANIZATIONAL CITIZENSHIP BEHAVIOUR." MIX JURNAL ILMIAH MANAJEMEN 10, no. 3 (2020): 427. http://dx.doi.org/10.22441/mix.2020.v10i3.008.

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The research explores the influence of job satisfaction and organizational climate on organizational citizenship behavior. The object of this research are employees at PT.CCM. The research conducted to 60 respondents by delivering a questionnaire. The data analysis conducted with multiple linear regression tests. The result of this research shows that there is a partially and simultaneously correlation between job satisfaction and organizational climate toward organizational citizenship behavior.

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Fentress, John C. "The organization of behaviour revisited." Canadian Journal of Experimental Psychology/Revue canadienne de psychologie expérimentale 53, no. 1 (1999): 8–20. http://dx.doi.org/10.1037/h0087296.

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Ali, Khairul Ammar Muhammad, Patrick Robert Gau, and Amalina Amirah Abu Bakar. "Study on effect of anti-bribery management system to the quality of authority organization operational management in construction industry." IOP Conference Series: Earth and Environmental Science 1369, no. 1 (2024): 012004. http://dx.doi.org/10.1088/1755-1315/1369/1/012004.

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Abstract Unethical behaviours are quite common in the construction industries. This study aims to assess the impact of unethical behaviours within organization, and the effectiveness of implementing Anti-Bribery Management System (ABMS) within organization. Among many of the government organizations, the main target respondents for this study were workers such as consultants and contractors who had worked with organization ’B’. The organization is called as Organization ’B’ as this topic research might be sensitive. In this study, distribution of questionnaires via online platform was used as

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JAVED, KASHIF, DR. KHALIL UR REHMAN, and DR. ABDUL RASHEED. "THE EFFECT OF ETHICAL LEADERSHIP ON SERVICE SABOTAGE BEHAVIOR: A CASE STUDY OF PAKISTAN MICROFINANCE ORGANIZATIONS." Bulletin of Business and Economics (BBE) 12, no. 2 (2023): 404–9. http://dx.doi.org/10.61506/01.00023.

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The main objective of this study is to estimate the effect of ethical leadership on Service Sabotage Behaviour. Study motivated with Pakistan financial organizational employee’s ethical standard. Study used 203 participant financial organization employees’ data and applied descriptive, correlation, regression and robustness test for estimation. Result of study indicated ethical leadership highly significant effect on Service Sabotage Behaviour, therefore, mediator role of Emotional dissonance, burnout and organizational commitment highly significant impact on enhancing service sabotage behavio

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Fadillah, Silvia Listia, Putri Fatikasari, Ikva Diana Yesta, Farah Fadillah Amru, Lisa Harry Sulistiyowati, and Jay Miguel. "Quality Of the Work Environment Through the Approach of Employee Perceptions in Indonesian Manufacturing Companies." Journal of Business Innovation and Accounting Research 1, no. 1 (2023): 1–12. http://dx.doi.org/10.56442/qrm4d443.

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The purpose of this study is to investigate the relationship between perceptions of quality of work environment, behaviour and organization in PT manufacturing. The research method used was a questionnaire survey distributed to employees from different areas of the company. The variables studied include the perception of the quality of the work environment, the behaviour of the employees in performing their duties and the level of organization within the company. The results of the study show that there is a positive correlation between the perceived quality of the work environment and employe

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Et. al., Dr Gayathri Band,. "Moderation Effect Of Counter Work Productive Behaviour On The Relationship Between Job Satisfaction And Organizational Citizenship Behaviour." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 4 (2021): 938–43. http://dx.doi.org/10.17762/turcomat.v12i4.582.

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OCB ordinarily alludes to practices that decidedly affect the association or its individuals (Poncheri, 2006). OCB can be influenced by imparting in workers an impression of skill in their activity undertakings (Todd, 2003). Bateman and Organ (1983) proposed a noteworthy and solid connection between organizational citizenship conduct and job satisfaction. Bateman and Organ (1983) proposed a critical and strong association between organizational citizenship and occupation fulfillment. Employment fulfillment has been found to have a positive association with work execution and organizational cit

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Pietrzak, Ewelina. "Nurturing organizational behaviour in multicultural companies." Civitas Hominibus. Rocznik Filozoficzno-Społeczny 16, no. 1 (2022): 121–24. http://dx.doi.org/10.25312/2391-5145.16/2021_12ep.

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The article deals with the issue of multiculturalism in current companies. The research conducted by the author intended to investigate different ways of dealing with culturally diverse teams in the work organizations. Keywords: multiculturalism, diversity, organization

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Gupta, Bindu, Sahil Joshi, and Mohit Agarwal. "The Effect of Expected Benefit and Perceived Cost on Employees’ Knowledge Sharing Behavior: a Study of It Employees in India." Organizations and Markets in Emerging Economies 3, no. 1 (2012): 8–19. http://dx.doi.org/10.15388/omee.2012.3.1.14272.

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In the increasingly turbulent business environment knowledge is considered to be the most important source of sustainable competitive advantage and to sustain it, an organization must create, share, and utilize the knowledge it possesses. The critical knowledge is only available to the organization as long as employees are willing to cooperate. It can easily be lost if the employees decide to explore other opportunities outside the organization or employees fear to share knowledge with co-workers. To achieve continuous growth, organizations need to understand the factors which motivate and de-

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Khan, Adil Hakeem, and Sheeba Shamim. "ORGANIZATIONAL BEHAVIOUR IN CORPORATES." Journal Of Third World Economics 2, no. 2 (2024): 62–63. https://doi.org/10.26480/jtwe.02.2024.62.63.

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Organization and its behavior is necessary for any Corporate Company and Employees are the key factor’s of any organization. Thus we can conclude the organization success by keeping in view of employee behavior and organization behaviors simultaneously. In corporate world the managers in the middle line help employees of lower management to connect the top management by taking feedback of all the employees in the organization. This really help top management to describe organizational behavior and its target. To meet the deadline of the targets of business, employer should have better communic

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Hidayah, Yayuk, Yusuf Faisal Ali, and Anis Suryaningsih. "Pro-Social Behaviour Analysis of Students through Students’ Organizations." JETL (Journal of Education, Teaching and Learning) 5, no. 2 (2020): 369. http://dx.doi.org/10.26737/jetl.v5i2.1482.

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<p><span>Student organization as a place to develop the talents of the students in the form of aspirations, ideas, and creativity to provide opportunities for students to be able to nurture their sense of organization. In student organizations, students are met with certain conditions that bring on pro-social attitudes. </span><span>The purpose of this study is to analyze, describe, and assess the pro-social behaviour of students through student organizations. This research is descriptive qualitative research. Collecting data through observation, interviews and document

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Irfan, Jafri. "Determinant of Organization Effectiveness: Study in Government Organization of Pidie Jaya." International Journal of Business Management and Technology 3, no. 4 (2023): 137–44. https://doi.org/10.5281/zenodo.7656572.

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t: This study aims to test the effect of employee engagement and organization trust on organization citizenship behaviour and its impact on organization Effectiveness. The object of this research is the government organization of Pidie Jaya with Echelon IV Officers as a respondent. The number of sample is determined by using proportional sampling technique and Slovin equation, and it provides 171 respondents. Data is analyzed using the path analysis with the SPSS program assistance. The findings describes that employee engagement, organization trust, organization citizenship behaviour and orga

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Guslina, Indri. "Impact of Positive Organizational Behavior on Self-Efficacy in Improving The Quality of Work of PT Kareta Sabila Employees." Eduvest - Journal of Universal Studies 3, no. 3 (2023): 647–55. http://dx.doi.org/10.59188/eduvest.v3i3.766.

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Positive Organizational Behavior has a wide reach, from the organization's past buried in by business ideology, through the present with urgent needs and emerging opportunities. This qualitative study aims to find out positive organizational behavior on self-efficacy. Positive Organizational Behavior is not just explicit knowledge, skills, and abilities that can only be built through educational and training programs, or even through work experience. Positive Organizational Behavior is also not equivalent to organization-specific tacit knowledge built by managers and employees over time by tak

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Kang, Sukjin, and Mijeong Kang. "The Giver from the Perspective of Organizational Behaviour and Organization Theory." Korean Society for Teaching English Literature 23, no. 1 (2019): 37–58. http://dx.doi.org/10.19068/jtel.2019.23.1.02.

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Agustinus Sihombing, Fahmi Amrico, and Eko Murti Saputra. "PENGARUH KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIORS (OCB) PEGAWAI." Journal of Innovation Research and Knowledge 2, no. 10 (2023): 3901–6. http://dx.doi.org/10.53625/jirk.v2i10.5232.

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Tujuan penelitian ini untuk mengetahui pengaruh Komitmen Organisasi Terhadap Organizational Citizenship Behavior (OCB) Pegawai. Adapun metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Populasi dan sampel dalam penelitian ini adalah berjumlah 45 orang, dengan teknik sampel jenuh. Berdasarkan hasil penelitian yang dilakukan dapat diketahui kesimpulan sebagai berikut: Komitmen Organisasi sudah dengan baik untuk berpengaruh terhadap Organization Citizenship Behaviour. Komitmen Organisasi secara parsial berpengaruh terhadap Organization Citizenship Behaviour. Hal ini berarti ad

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Eromafuru, E. G., A. A. Kifordu, Uche Mary Nweike-Ikeji, and O. H. Olannye. "Exploring the person-organization fit and organizational citizenship behavior of academic staff working in the south-west Nigerian public universities." Journal of Global Social Sciences 4, no. 14 (2023): 223–49. http://dx.doi.org/10.58934/jgss.v4i14.163.

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The study examined the effect of person-organization fit and organizational citizenship behavior of academic staff working in southwest Nigerian Public Universities. The study adopted a cross-sectional survey research design method. A sample size of 400 employees of the selected universities in South-West Nigeria was chosen from a total population of 8,540 employees. The stratified random sampling technique was adopted for the study. The Work Engagement Scale (WES), Organizational Citizenship Behaviour Checklist (OCBC), Personal Values Scale (PVS), and Value Congruence Scale were used to colle

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Ranat Mulia Pardede, Herman Herman, and Armansyah Armansyah. "PENGARUH KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIORS (OCB)." Journal of Innovation Research and Knowledge 2, no. 10 (2023): 3879–86. http://dx.doi.org/10.53625/jirk.v2i10.5231.

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Tujuan penelitian ini untuk mengetahui pengaruh Kepuasan Kerja Terhadap Organizational Citizenship Behavior (OCB). Adapun metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Populasi dalam penelitian ini adalah pegawai yang berjumlah 45 orang dan sekaligus dijadikan sebagai sampel, dengan tekinik sampel yaitu sampel jenuh. Metode dalam penelitian ini adalah kuantitatif. Berdasarkan hasil penelitian yang dilakukan dapat diketahui kesimpulan sebagai berikut: Kepuasan Kerja sudah dengan baik untuk berpengaruh terhadap Organization Citizenship Behaviour. Artinya Kepuasan Pegawai

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Herman and Armansyah Armansyah. "PENGARUH KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIORS (OCB) PADA CV. MULIA ABADI." MBISKU: Jurnal Manajemen Bisnis dan Keuangan 2, no. 1 (2025): 1–7. https://doi.org/10.56633/mbisku.v2i1.790.

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ABSTRACT. Tujuan penelitian ini untuk mengetahui pengaruh Kepuasan kerja Terhadap Organizational Citizenship Behavior (OCB) pada CV. Mulia Abadi. Adapun metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Populasi dalam penelitian ini adalah pegawai yang berjumlah 35 orang karyawan dan sekaligus dijadikan sebagai sampel, dengan tekinik sampel yaitu sampel jenuh. Metode dalam penelitian ini adalah kuantitatif. Berdasarkan hasil penelitian yang dilakukan dapat diketahui kesimpulan sebagai berikut: Kepuasan kerja sudah dengan baik untuk berpengaruh terhadap Organization Citizens

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COWAN, D. P., and D. J. BELL. "Leporid social behaviour and social organization." Mammal Review 16, no. 3-4 (1986): 169–79. http://dx.doi.org/10.1111/j.1365-2907.1986.tb00039.x.

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Abernethy, Margaret A., and Emidia Vagnoni. "Power, organization design and managerial behaviour." Accounting, Organizations and Society 29, no. 3-4 (2004): 207–25. http://dx.doi.org/10.1016/s0361-3682(03)00049-7.

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Zeil, Jochen, Norbert Boeddeker, and Jan M. Hemmi. "Vision and the organization of behaviour." Current Biology 18, no. 8 (2008): R320—R323. http://dx.doi.org/10.1016/j.cub.2008.02.017.

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Dr, Amol Gawande Dr. Ila Sharma. "Origin, Meaning & Definition of Organization behaviour." Journal of Emerging Technologies and Innovative Research 7, no. 9 (2020): 932–39. https://doi.org/10.5281/zenodo.7578828.

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Martí, Margarita, Francisco Gil, and Angel Barrasa. "Organizational Leadership: Motives and Behaviors of Leaders in Current Organizations." Spanish journal of psychology 12, no. 1 (2009): 267–74. http://dx.doi.org/10.1017/s1138741600001670.

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Organizational leadership is fundamental for the working and development of current organizations. It helps members of an organization to face transcendental challenges. One of the fundamental aspects of leaders is their personal characteristics and behaviour as perceived by their co-workers. Although research has established a relationship between these components, findings have failed to come up with any congruent evidence and further to this the organizations and contexts used are from several decades ago.This article, which forms part of the international GLOBE project, analyses the relati

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Sabahattin, Cetin, Merve Davarci, and Ayhan Karakas. "The impact of organizational justice and trust on knowledge sharing behaviour." Upravlenets 13, no. 3 (2022): 30–45. http://dx.doi.org/10.29141/2218-5003-2022-13-3-3.

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The spread of knowledge sharing provides advantages to organizations in developing new solutions to problems along with a broader informational infrastructure. For this reason, it is important to know the factors affecting the knowledge sharing behaviour of individuals. The study examined the impact of employees’ perceptions of organizational justice and trust on knowledge sharing behaviour. The theories of organizational justice, organizational trust and knowledge sharing behavior constitute the methodological framework of the research. Within the scope of the study, data were collected from

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Nugroho, Stefanie Maria Natasha, and Niluh Putu Dian Rosalina Handayani Narsa. "The Role of Leadership Function as A Mediating Variable Between Leadership Behaviour and Organizational Performance." Jurnal Akuntansi dan Keuangan 25, no. 2 (2023): 79–90. http://dx.doi.org/10.9744/jak.25.2.79-90.

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This study examined the relationship between leadership behaviour and organizational performance and the relationship between leadership behaviour and leadership functions. It also analyzed the relationship between leadership functions and organizational performance and the relationship between leadership behaviour and organizational performance using leadership functions as mediating variables. The research data was obtained from 282 state apparatus staff from Surabaya's 62 Regional Working Unit Organizations. The results of this study identified a positive relationship between leadership beh

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Nnah Ugoani, John Nkeobuna. "Organizational Behaviour and its Effect on Corporate Effectiveness." International Journal of Economics and Financial Research, no. 66 (June 25, 2020): 121–29. http://dx.doi.org/10.32861/ijefr.66.121.129.

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Organizational behaviour involves the design of work as well as the psychological, emotional and interpersonal behavioural dynamics that influence organizational performance. Management as a discipline concerned with the study of overseeing activities and supervising people to perform specific tasks is crucial in organizational behaviour and corporate effectiveness. Management emphasizes the design, implementation and arrangement of various administrative and organizational systems for corporate effectiveness. While the individuals, and groups bring their skills, knowledge, values, motives, an

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Etikariena, Arum, and Shanindya Bias Imaji Kalimashada. "The Influence of Organizational Climate on Innovative Work Behaviour." Jurnal Psikologi 20, no. 1 (2021): 22–34. http://dx.doi.org/10.14710/jp.20.1.22-34.

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This study discusses about the effect of organization climate on innovative work behaviour. The respondents ofthis study were 124 employees who work in a mining company which implement innovation. This research wasa quantitative research and used Innovative Work Behaviour Scale by Janssen (2000) and Organizational ClimateMeasurement by Patterson et al. (2005). The data analysis technique used multiple regression analysis. The resultshowed that there was an influence of organizational climate on innovative behavior in the workplace by 12.1%,R2 = .121; F(1, 122) = 16,721, p < .05.The results

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Quan, Dongmei, Leyao Tian, and Wenqi Qiu. "The Study on the Influence of Green Inclusive Leadership on Employee Green Behaviour." Journal of Environmental and Public Health 2022 (October 11, 2022): 1–12. http://dx.doi.org/10.1155/2022/5292184.

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As a result of the implementation of the “double carbon” strategy, the issue of how to encourage green behaviour has become a prominent one in society. According to the cognitive-affective processing system theory, this study constructs two paths through which green inclusive leadership influences employee green behaviours: the cognitive pathway mediated by pro-environmental goals clarity and the affective way mediated by green organization identification. Data analysis of 372 employees in chemical enterprises reveals that first, employees’ perception of green inclusive leadership positively a

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Blomme, Robert J., and Kirsten Bornebroek‐Te Lintelo. "Existentialism and organizational behaviour." Journal of Organizational Change Management 25, no. 3 (2012): 405–21. http://dx.doi.org/10.1108/09534811211228120.

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PurposeThis article aims to develop a conception consisting of insights from complexity theory and additional notions from Weick's sense‐making theory and existentialism for examining organization behaviour.Design/methodology/approachThis paper carries out a literature review of Karl Weick's theory of sense‐making and some notions from existentialism to discuss the possible contributions to complexity theory and with this a further comprehension of organizational behaviour.FindingsFour existential conditions, namely death, freedom, existentialism and meaninglessness, give a further comprehensi

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Ullah, Rezwan, Syed Zubair Ahmad, and Sahibzada Yaseen Ahmad. "Organization Justice and Organization Citizenship Behaviour: Employee Trust Acting as Mediator." Sukkur IBA Journal of Management and Business 3, no. 2 (2016): 78. http://dx.doi.org/10.30537/sijmb.v3i2.100.

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Justice in the organizations mostly focused on two perspectives, fairness of results and fairness of techniques is used to determine that outcomes and the perspectives were called as distributive justice and procedural justice respectively. The organizational justice covers everything on versatile concept from system of payment to treatment of your boss. Researchers of organizational behaviour recognized four types of organizational justice that is procedural, distributive, interactional and informational justice. Procedural justice perceptions considered to be one of the most crucial variable

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Graf, R. P. "Social organization of snowshoe hares." Canadian Journal of Zoology 63, no. 3 (1985): 468–74. http://dx.doi.org/10.1139/z85-066.

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Snowshoe hares, Lepus americanus, showed various stereotyped agonistic behaviours in both penned and wild populations. Male hares were involved more frequently and in more intense interactions than females. Hares displayed dominance hierarchies in pens, at feeding stations in the wild, and in a completely natural situation. Males were most dominant in the winter, but females were most dominant during the summer breeding season. It is suggested that the switch in dominance occurred because of changes in the approach behaviour of males towards females. In view of the aggression exhibited by this

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Setyawan, Agustinus, and Agnes Triyanti. "THE EFFECT OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND COUNTERPRODUCTIVE BEHAVIOR ON EMPLOYEE PERFORMANCE WITH EMPLOYEE ENGAGEMENT AS AN INTERVENING VARIABLE IN BPR." Journal of Business Studies and Mangement Review 4, no. 1 (2020): 7–11. http://dx.doi.org/10.22437/jbsmr.v4i1.11675.

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Banking is the one that provides services to customers, in order to create a good image of a businessman. This research aims to analyse the impact of organizational citizenship behavior, counterproductive work behavior, with employee engagement as variable intervening through the impact of employee performance in Bank Perkreditan Rakyat in Batam. The difference in behaviour of each employee is a determinant of their performance in the company. Increased the competition in the banking sector, which continues to compete to create better services. The behaviour of employee has positive and

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S, Praveen, and Sivakanni S. "A Study on Organization Culture and it Impact on Employees Behaviour." International Journal of Research Publication and Reviews 5, no. 3 (2024): 6207–12. http://dx.doi.org/10.55248/gengpi.5.0324.0856.

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Sharma, Tripti. "RELATIONSHIP BETWEEN ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AN ANALYSIS OF INDIAN OIL CORPORATION LIMITED, (PANIPAT)." YMER Digital 21, no. 07 (2022): 788–95. http://dx.doi.org/10.37896/ymer21.07/63.

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A lot of people have done numerous researches on the organization behavior. This study attempts fill the gap by studying the relationship between organizational citizenship behavior and organizational commitment. The sample derived from questionnaire survey of 390 respondents of Indian Oil Corporation limited, Panipat. The aim of the study is to find out the relationship between organizational commitment and organizational citizenship behaviour in Indian Oil Corporation limited, Panipat. Primary data collected through quantitative as well as qualitative procedure. The result of the study sugge

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Paudel, Sajita, Bhupal Krishna Thapa, Sumer Gurung, and Tasi Jangmu Lama. "Implication of Organizational Citizenship Behaviour in Nepalese Commercial Banks." International Journal of Atharva 1, no. 1 (2023): 48–61. http://dx.doi.org/10.3126/ija.v1i1.58842.

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Organizations serve people by working with and for them. Both organizations and their employees are interdependent on each other. Organizational Citizenship Behavior (OCB) plays a vital role in the success of any organization. It encompasses discretionary behaviors exhibited by employees that go beyond their formal job descriptions, contributing to the overall effectiveness and functioning of the organization. This study focused on examining the perspective of employees regarding OCB in the banking industry of Nepal. The study adopted a quantitative research approach through a survey design to

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SunniyaWaheed and Manzoor Saima. "ORGANISATIONAL CITIZENSHIP BEHAVIOUR IN PRIVATE AND GOVERNMENT SCHOOLS: A COMPARATIVE STUDY IN KASHMIR PERSPECTIVE." International Journal of Marketing & Financial Management 3, no. 3 (2015): 27–35. https://doi.org/10.5281/zenodo.10807740.

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<strong>ABSTRACT </strong> <em>                           As the present changing world is facing a fierce competition all over organizations are now becoming more conscious about the positive work behaviours and even want their employees to go beyond the formal level of job description that is required to perform a job consistently (Lavelle et al, 2009).Organizational citizenship behaviour (OCB),which is the work behaviour that contributes indirectly to the organiz

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Sesar, Vesna, and Anica Hunjet. "THE PRACTICE OF CONTINUOUS IMPROVEMENT BEHAVIOURS IN MANUFACTURING COMPANIES WITH ISO 9001." DIEM: Dubrovnik International Economic Meeting 6, no. 1 (2021): 147–55. http://dx.doi.org/10.17818/diem/2021/1.15.

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Continuous improvement gained much attention in the literature as one of the principles in total quality management and practice under methodologies such as Lean or Six Sigma. Continuous improvement in organizations represents a comprehensive process that includes involvement of all people on all organizational levels to make improvements throughout the whole organization. Therefore, building and sustaining the organizational CI capability through practicing the CI behaviours leads to achieving better efficiency, effectiveness and business results of the organization. Also applying CI behaviou

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Hadiati, Ritman, Demina Demina, Edar Hael, and Sealry Adolt. "The Importance of Individual Behaviour on Organization." Al-Hijr: Journal of Adulearn World 1, no. 4 (2022): 158–66. http://dx.doi.org/10.55849/alhijr.v1i4.66.

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This study aims to comprehensively explore the behaviour of individuals for their involvement in an organization and the extent to which their role is able to influence the organization in achieving its goals and objectives of the organization. In this study, the research method used is qualitative research, in collecting data and sources related to research results obtained through journals and related books and other relevant sources. While the data processing techniques used are based on sources obtained through descriptive analysis, the last conclusion is drawn. The expected result of indi

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Hendra, Ritman, Demina Demina, Edar Hael, and Sealry Adolt. "The Importance of Individual Behaviour on Organization." Al-Hijr: Journal of Adulearn World 1, no. 4 (2023): 217–30. http://dx.doi.org/10.55849/alhijr.v1i4.528.

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This study aims to comprehensively explore the behavior of individuals for their involvement in an organization and the extent to which their role is able to influence the organization in achieving the goals and objectives of the organization. In this study the research method used is qualitative research, in collecting data and sources related to research results obtained through journals and related books and other relevant sources. While the data processing techniques used are based on sources obtained through descriptive analysis, the last conclusion is drawn. The expected result of indivi

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