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Journal articles on the topic 'Organizational behavior'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Sadeghi, Ghasem, Masoud Ahmadi, and Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and market orientation in organizations (case study: Agricultural Jihad Organization of Mazandaran Province)." Problems and Perspectives in Management 14, no. 3 (2016): 372–79. http://dx.doi.org/10.21511/ppm.14(3-si).2016.10.

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The main purpose of this study is analyzing the relationship between organizational citizenship behavior and market orientation. This study is an applied research in terms of the purpose based on a descriptive correlational method. The statistical population included all employees of Agricultural Jihad Organization of Mazandaran province consisting of 1923 persons. 391 people (male and female) were selected using random stratified sample. Data were collected through two standard questionnaires: Podsakoff’s (2003) organizational citizenship behavior and Kohli, Jaworski, Narver, and Slater’s (19

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Sadeghi, Ghasem, Masoud Ahmadi, and Maryam Taghvaee Yazdi. "The relationship between organizational citizenship behavior and organizational performance (case study: Agricultural Jihad Organization of Mazandaran Province)." Problems and Perspectives in Management 14, no. 3 (2016): 317–24. http://dx.doi.org/10.21511/ppm.14(3-si).2016.03.

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The main purpose of this study is analyzing the relationship between organizational citizenship behavior and market orientation. This study is an applied research in terms of the purpose based on a descriptive correlational method. The statistical population included all employees of Agricultural Jihad Organization of Mazandaran province consisting of 1923 persons. 391 people (male and female) were selected using random stratified sample. Data were collected through two standard questionnaires: Podsakoff’s (2003) organizational citizenship behavior (24 questions) and Fazel’s (2012) organizatio

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3

GÜVEN, Bülent. "A RESEARCH ON DETERMINATION OF THE RELATIONSHIP BETWEEN ORGANIZATIONAL SUPPORT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Business & Management Studies: An International Journal 6, no. 3 (2018): 275–92. http://dx.doi.org/10.15295/bmij.v6i3.304.

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Organizational support has become an increasingly important issue for organizations to become more productive and reaching targets. Members of the organization provide a significant contribution to the extent they feel they are supported by their organizations. However, an organization member who thinks that organizational support has been provided is one step ahead of their work. Organizational citizenship behavior (OCB) covers a number of factors based on voluntary but non-compulsory behaviors and attitudes of the organization's members. Whether the organizational support that employees perc

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4

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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Yulfiantie Hartono, Syahla, Widya Parimita, and Agung Wahyu Handaru. "Pengaruh Iklim Organisasi, Motivasi Kerja dan Keadilan Organisasi Terhadap Organizational Citizenship Behaviour Pada Karyawan Perusahaan Umum di Jakarta dan Banten." Jurnal Bisnis, Manajemen, dan Keuangan 3, no. 1 (2022): 1–15. http://dx.doi.org/10.21009/jbmk.0301.01.

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The purpose of the study was to find out whether the organization's climate, work motivation, and organizational fairness had an effect on organizational citizenship behavior. This study took a sample of 111 employees of Perum Bulog Kanwil DKI Jakarta and Banten. This study used descriptive and multiple linear regression analysis. The results of this study indicate that organizational climate has a positive and significant effect on organizational citizenship behavior, work motivation has a positive and significant effect on organizational citizenship behavior and organizational justice has a

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Schneider, Benjamin. "Organizational Behavior." Annual Review of Psychology 36, no. 1 (1985): 573–611. http://dx.doi.org/10.1146/annurev.ps.36.020185.003041.

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7

Ilgen, D. R., and H. J. Klein. "Organizational Behavior." Annual Review of Psychology 40, no. 1 (1989): 327–51. http://dx.doi.org/10.1146/annurev.ps.40.020189.001551.

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8

Wilpert, B. "Organizational Behavior." Annual Review of Psychology 46, no. 1 (1995): 59–90. http://dx.doi.org/10.1146/annurev.ps.46.020195.000423.

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9

Ghanayem, Magd. "Exploring Organizational Behavior in Israeli Public Organizations During the War on Gaza." International Journal of Science and Research (IJSR) 13, no. 3 (2024): 269–71. http://dx.doi.org/10.21275/es24306111950.

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10

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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11

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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13

Soelton, Mochamad. "The THE IMPLICATION OF JOB SATISFACTION THAT INFLUENCE WORKERS TO PRACTICE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) IN THE WORK PLACE." Archives of Business Research 8, no. 5 (2020): 33–48. http://dx.doi.org/10.14738/abr.85.8139.

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This research aims to examine and analyze the political organization, organizational climate and organizational culture with organizational citizenship behavior (OCB) and job satisfaction as an intervening variable for employees of Distributor Company. The object of this research is 73 employees of Distributor Company. The approach used in this research is Component or Variance Based Structural Equation Model with analysis tool Smart-PLS. The results showed Political organizationa that has positive significant effect on job satisfaction. Organizational climate that has positive significant eff

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Ismail, Fadillah, Shiau Wei Chan, and Nur Azia Hazida Mohamad Azmi. "ORGANIZATIONAL JUSTICE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR AMONG LIBRARIANS." International Journal of Modern Trends in Social Sciences 8, no. 29 (2025): 16–28. https://doi.org/10.35631/ijmtss.829002.

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Organizational justice plays an essential role in affecting extra role behavior which is above and beyond formal role requirements. It is believe that there is a relationship between organizational justice and organizational citizenship behavior. Therefore, this study was aimed to identify the level of organizational justice and the level of organizational citizenship as well as to investigate the relationship between organizational justice and organizational citizenship behavior among librarian at Public Library in the State of Selangor. This study is a cross-sectional study whereby data is c

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15

Ge, Jianhua, Xuemei Su, and Yan Zhou. "Organizational socialization, organizational identification and organizational citizenship behavior." Nankai Business Review International 1, no. 2 (2010): 166–79. http://dx.doi.org/10.1108/20408741011052573.

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16

Safarova, Zuxra. "ORGANIZATIONAL BEHAVIOR AND EMPLOYEES." INNOVATIONS IN ECONOMY 9, no. 3 (2020): 75–80. http://dx.doi.org/10.26739/2181-9491-2020-9-10.

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This article examines organizational behaviors and employee interactions within the organization. The purpose of this study is to study and analyze the organizational behavior and the relevance of the interests and goals of employees to it

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Ahmadi, Soheila, and Farid Ahmadi. "Teachers’ Organizational Commitment and Organizational Citizenship Behavior Is there any Relationship?" New Educational Review 33, no. 3 (2013): 272–83. http://dx.doi.org/10.15804/tner.13.33.3.23.

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This study aimed to explore the level of teachers’ organizational commitment and organizational citizenship behavior and the relationship between them. The data was collected through a questionnaire returned from 322 teachers working in Urmia public high schools. The results of descriptive analysis indicated that the teachers had positive perceptions of organizational commitment and organizational citizenship behaviors. Moreover, they showed a moderate positive relationship between organizational commitment and organizational citizenship behavior, and affective commitment emerged as a signific

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18

Ismail Bakan, Ismail Bakan, Tuba Buyukbese, Burcu Ersahan, and Ilker Kefe Ilker Kefe. "The Effect of Organizational Commitment on Women Employees’ Organizational Citizenship Behavior." Indian Journal of Applied Research 3, no. 2 (2011): 202–4. http://dx.doi.org/10.15373/2249555x/feb2013/70.

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19

TANAKA, Ken'ichiro. "Organizational Citizenship Behavior." Japanese Journal of Administrative Science 15, no. 1 (2001): 1–28. http://dx.doi.org/10.5651/jaas.15.1.

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20

Warner, Malcolm. "Organizational Behavior Revisited." Human Relations 47, no. 10 (1994): 1151–66. http://dx.doi.org/10.1177/001872679404701001.

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21

French, Sandra L., and Tracey Quigley Holden. "Positive Organizational Behavior." Business Communication Quarterly 75, no. 2 (2012): 208–20. http://dx.doi.org/10.1177/1080569912441823.

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22

Rose, Kevin, Ann Herd, and Stephanie Palacio. "Organizational Citizenship Behavior." Advances in Developing Human Resources 19, no. 1 (2016): 14–24. http://dx.doi.org/10.1177/1523422316682734.

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The Problem Organizational citizenship behaviors (OCBs) are discretionary employee behaviors, such as helping fellow employees or voluntarily promoting the organization, that are important contributors to several aspects of performance in organizations. One of the defining aspects of OCBs is that these behaviors are offered freely by employees; they are engaged in voluntarily. However, for some employees, these kinds of behaviors may be considered expected or required as part of the employees in-role job prescriptions. This is the case with Soldiers in the United States Army. The Solution In t

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23

Schell, R. M. "Organizational Behavior Management." Journal of Organizational Behavior Management 18, no. 2-3 (1998): 157–71. http://dx.doi.org/10.1300/j075v18n02_08.

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24

Meyer, Ines, Stuart C. Carr, and Lori Foster. "Humanitarian organizational behavior." Journal of Organizational Behavior 39, no. 5 (2018): 543–44. http://dx.doi.org/10.1002/job.2292.

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25

SADI, Journal. "ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Interdisciplinary Journal of Linguistics, Marketing and Communication 10, no. 3 (2023): 31–40. https://doi.org/10.5281/zenodo.8284213.

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The interplay between Psychological Capital (PsyCap), employee commitments, and organizational citizenship behavior (OCB) has been a subject of interest among researchers. However, a critical gap exists in understanding the potential mediating role of employee commitments in the relationship between PsyCap and OCB. Despite prior indications of connections between these three factors, limited research has explored their interconnected dynamics comprehensively. Moreover, there remains a significant research gap concerning the impact of employee commitment on the two-factor model of OCB, encompas

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26

Hidayat, Cecep, Asep Hermawan, and Dita Oki Berliyanti. "The influence of organizational culture, transformational leadership on organizational citizenship behaviors, and organizational commitment through employee engagement." Indonesian Journal of Education and Social Sciences 3, no. 2 (2024): 100–120. http://dx.doi.org/10.56916/ijess.v3i2.635.

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This study evaluates the impact of Organizational Culture and Transformational Leadership on Organizational Commitment and Organizational Citizenship Behavior through Employee Engagement in non-formal educational institutions (PKBM) in West Java. Data from 291 respondents were analyzed using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) method. Results show that Organizational Culture and Transformational Leadership significantly influence Employee Engagement. Organizational Culture and Employee Engagement affect Organizational Citizenship Behavior, while Employee Enga

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27

Margaretha, Meily, Achmad Sudiro, Desi Tri Kurniawati, and Sri Palupi Prabandari. "Enhancing innovative work behavior through perceived organizational support: The mediating role of person-organization fit." Problems and Perspectives in Management 23, no. 2 (2025): 583–94. https://doi.org/10.21511/ppm.23(2).2025.42.

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Recognizing the importance of innovative work behavior in driving organizational success, this study investigates the influence of perceived organizational support to enhance employees’ innovative behavior, with person-organization fit positioned as a mediating factor. In pursuit of this goal, organizations must develop and sustain a competent and adaptable workforce, as human resources play a pivotal role in securing long-term competitive advantage. Consequently, implementing effective and innovative approaches to support employees, particularly by nurturing their capacity for innovation, has

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28

HM, Muhdar, and St Rahma. "The Influence of Spiritual Intelligence,Leadership, and Organizational Culture on Organizational Citizenship Behavior: A Study To Islamic Bank in Makassar City." Al-Ulum 15, no. 1 (2017): 135. http://dx.doi.org/10.30603/au.v15i1.219.

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The aims of this study are to find out and to analys: (1) the influence of spiritual intelligence on organizational citizenship behavior; (2) the influence of leadership on organizational citizenship behavior; (3) the influence of organizationan culture on organizational citizenship behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula. The samples were selected in two stages: proportional and purposive sampling. The data were analyzed by using path analysis with the AMOS 21 program. The results show that: spir

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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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30

Ismail, Samreen, Zafar Iqbal, and Muhammad Adeel. "Impact of Organizational Justice and Organizational Citizenship Behavior on Employees Performance." International Journal of Human Resource Studies 8, no. 2 (2018): 187. http://dx.doi.org/10.5296/ijhrs.v8i2.13070.

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Organizational Justice has been considered a significant subject in the operative organizations functioning. Whereas Organizational Citizenship Behavior is important to achieve the organizational success therefore organizations encourage and facilitate the OCB in order to produce effectiveness and efficiency in organization functions. The primary aim of this research is to investigate the role of organizational justice and organizational citizenship behavior in enhancing employees’ performance in academic setting. Organizational justice plays a pivotal role in shaping individual behavior and p

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Smith, J. R., Lisa A. Micich, and Douglas L. McWilliams. "Organization Citizenship and Employee Withdrawal Behavior in the Workplace." International Journal of Human Resource Studies 6, no. 3 (2016): 43. http://dx.doi.org/10.5296/ijhrs.v6i3.9916.

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The purpose of this research was to investigate the effect of organizational citizenship behaviors (altruism, courtesy, sportsmanship, generalized compliance and civic virtue) on employee withdrawal behaviors (turnover, absenteeism and tardiness). Most research in the OCB literature focused on the impact of organizational citizenship behaviors on turnover, with minimal attention directed toward absenteeism and tardiness, as negative employee performance behaviors. Data were obtained from employees (N = 334) at a municipal law enforcement agency with (N = 624) employees resulting in a 53.53% us

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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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33

Dibra, Rezart. "Organizational behavior and diversity." CRJ, no. 2 (September 18, 2023): 57–59. http://dx.doi.org/10.59380/crj.v1i2.2739.

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The use of behavioural science in government and policy and regulation has been gaining popularity and momentum over the last five to ten years. Applications have historically been related to individual behaviour – either individuals working within government or citizens themselves. However, there is growing interest among governments and policy institutions to utilize behavioural science to enhance organisational behavior – from government institutions themselves to external organisationsthat interact with and are regulated by governments. Organizational Behavior is the identification, analyz

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Glushchenko, Valery V. "A General Theory of Organizational Behavior: An Educational Perspective." Indonesian Journal of Multidiciplinary Research 2, no. 2 (2021): 453–68. https://doi.org/10.17509/ijomr.v2i2.50332.

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the subject of the article is the general theory of organizational behavior; the object of the work is organizational behavior; the purpose of the article is to develop a methodology for managing organizational behavior; to achieve this goal, the following tasks are solved: studying the evolution of management methods in the process of changing technological orders; methodological provisions of the general theory of organizational behavior are developed; the structure and features of structural elements of organizational behavior are investigated; the influence of the organizational behavior m

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Bucklin, Barbara R., Alicia M. Alvero, Alyce M. Dickinson, John Austin, and Austin K. Jackson. "Industrial-Organizational Psychology and Organizational Behavior Management." Journal of Organizational Behavior Management 20, no. 2 (2000): 27–75. http://dx.doi.org/10.1300/j075v20n02_03.

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36

Geller, E. Scott. "Organizational Behavior Management and Industrial/Organizational Psychology." Journal of Organizational Behavior Management 22, no. 2 (2003): 111–30. http://dx.doi.org/10.1300/j075v22n02_10.

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37

Rousseau, Denise M. "ORGANIZATIONAL BEHAVIOR IN THE NEW ORGANIZATIONAL ERA." Annual Review of Psychology 48, no. 1 (1997): 515–46. http://dx.doi.org/10.1146/annurev.psych.48.1.515.

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38

Mahfudz, Mahfudz, I. Made Sukresna, Rio Dhani Laksana, and Intan Shaferi. "Organizational Citizenship Behavior on Public Organizational Performance." Journal of International Conference Proceedings 2, no. 3 (2019): 129–38. http://dx.doi.org/10.32535/jicp.v2i3.654.

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39

Kapahi, Karishma. "Leadership Management, Organizational Behavior, and Organizational Success." International Journal for Research in Applied Science and Engineering Technology 13, no. 2 (2025): 600–602. https://doi.org/10.22214/ijraset.2025.66907.

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This research explores the intricate relationship between leadership management, organizational behavior, and organizational success. Leadership plays a pivotal role in shaping organizational behavior, which in turn impacts overall success. The study critically analyzes various leadership styles, their influence on employee motivation and performance, and how organizational culture and behavior affect long-term sustainability. A combination of qualitative and quantitative methodologies is employed to assess leadership effectiveness in different organizational contexts. The findings suggest tha

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40

Nosratabadi, Saeed, Hamid Khedry, and Parvaneh Bahrami. "A Survey on the Relationship of Organizational Commitment and Organizational Citizenship Behavior." SIJ Transactions on Advances in Space Research & Earth Exploration 7, no. 2 (2019): 5–13. http://dx.doi.org/10.9756/sijasree/v7i2/03050170201.

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41

Xiang, Ling, and Yi-Chun Yang. "Factors influencing green organizational citizenship behavior." Social Behavior and Personality: an international journal 48, no. 9 (2020): 1–12. http://dx.doi.org/10.2224/sbp.8754.

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We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants w

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Luthans, Fred, and Carolyn M. Youssef. "Emerging Positive Organizational Behavior." Journal of Management 33, no. 3 (2007): 321–49. http://dx.doi.org/10.1177/0149206307300814.

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Although the value of positivity has been assumed over the years, only recently has it become a major focus area for theory building, research, and application in psychology and now organizational behavior. This review article examines, in turn, selected representative positive traits (Big Five personality, core self-evaluations, and character strengths and virtues), positive state-like psychological resource capacities (efficacy, hope, optimism, resiliency, and psychological capital), positive organizations (drawn from positive organization scholarship), and positive behaviors (organizational

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Илья Олегович, Задоренко, and Головина Татьяна Александровна. "Organizational and managerial approaches to the development of organizational behavior in the HR management system." STATE AND MUNICIPAL MANAGEMENT SCHOLAR NOTES 1, no. 2 (2024): 25–33. http://dx.doi.org/10.22394/2079-1690-2024-1-2-25-33.

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The article substantiates the relevance of modern organizational and management approaches to the development of organizational behavior of personnel. The role of behavior types and work values of the organization's employees, which resulted in the motivational model of organizational behavior of the staff, is revealed. Taking into account the identified motivational types of personnel, a set of methods for the development of organizational behavior of employees, including scientific-methodological, informational, andragogical and socio-communicative approaches is proposed. The study shows tha

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44

Arquimino Ramos and Lena Ellitan. "Organizational Citizenship Behavior and Organizational Performance: A Literature Review." J-CEKI : Jurnal Cendekia Ilmiah 2, no. 4 (2023): 354–62. http://dx.doi.org/10.56799/jceki.v2i4.1709.

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This paper is to explore the relationship between Organizational Citizenship Behaviour and organizational performance in both private and public organization. OCB has significant impact on organization performance as its shows in several researches and literature review by schoolar. Research in the field of business and management confirms that employees are activators of organizational resources and, therefore, are considered an important asset of the organization. Other available literature confirms the assumption that high employee citizenship behavior is the most influential factor and con

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45

Alamsyah, M. Galang Nur, Muhamad Azis Firdaus, and Rachmatullaily Tinakartika Rinda. "PENGARUH ORGANIZATIONAL TRUST DAN ORGANIZATIONAL COMMITMENT TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Manager : Jurnal Ilmu manajemen 3, no. 3 (2020): 413. http://dx.doi.org/10.32832/manager.v3i3.3906.

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Tujuan penelitian ini untuk mengetahui Pengaruh Organizational Trust dan Organizational Commitment Terhadap Organizational Citizenship Behavior Karyawan BPJS Ketenagakerjaan Kota Bogor. Peneliti memperoleh data dengan penyebaran kuesioner. Jumlah sampel yang diambil 48 karyawan. Metode data yang digunakan yaitu validitas, reabilitas, deskriptif, inferentif, regresi ganda, korelasi, koefisien determinasi, uji t, uji f, dengan menggunakan aplikasi komputer. Diketahui R=0.708 terletak pada interval (0.60-0.799) hal ini menunjukan bahwa hubungan antara variabel Organizational Trust (X1) Organizati

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46

Ampol, Chayomchai. "Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior." International Journal of Current Science Research and Review 07, no. 05 (2024): 2639–45. https://doi.org/10.5281/zenodo.11161498.

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Abstract : Organizations that are going to prosper and grow, particularly in the area of human resource management, must be able to recognize new opportunities in order to be ready for the future. The researcher is eager to look at the interactions between three important factors: organizational culture, organizational commitment, and organizational citizenship behavior, based on a survey of relevant literature. Organizational culture is the social glue that keeps workers united and fosters a feeling of community within the company. Previous research has shown that indicators of organizational

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Abbasi, Ali, Wan Khairuzzaman Wan Ismail, Fatemeh Baradari, Qasim Zureigat, and Fakhrul Zaman Abdullah. "Can organizational justice and organizational citizenship behavior reduce workplace deviance?" Intangible Capital 18, no. 1 (2022): 78. http://dx.doi.org/10.3926/ic.1816.

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Purpose: This manuscript investigates the impact of organizational justice on organizational citizenship behaviour and workplace deviance and examines the mediator effect of organizational citizenship behaviour between organizational justice and workplace deviance.Design/methodology/approach: This study utilizes a quantitative method to investigate four hypotheses using PLS3-SEM on 185 respondents from five research universities in Malaysia.Findings: Findings of this study reveal the positive impact of organizational justice on organizational citizenship behaviour and the negative effects of o

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Rinanto, Rofi, Alfato Yusnar Kharismasyah, Akhmad Darmawan, and Muchammad Agung Miftahuddin. "Organizational Justice and Quality of Work Life as a Pushing of Organizational Citizenship Behavior (OCB): The Mediating Effect of Organizational Commitment." Journal of Economics, Management and Trade 31, no. 7 (2025): 107–22. https://doi.org/10.9734/jemt/2025/v31i71315.

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Objective: This study aims to analyze the influence of Organizational Justice and Quality of Work Life on Organizational Citizenship Behavior (OCB) with Organizational Commitment as a Mediation Variable, using the Education Office of Ciamis Regency, West Java, Indonesia, West Java, Indonesia as a case study. Study Design: This research uses a quantitative approach with data collection using questionnaires. All of these research items were measured using a likert scale of 1 to 5. This study uses saturated sampling techniques. Place of Study: The population of this study is members of the Educat

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Wang, Ruinan. "Investigating the Impact of Socially Responsible Human Resource Management on Employees' Organizational Citizenship Behavior." International Journal of Multidisciplinary Research and Growth Evaluation 4, no. 6 (2023): 718–37. http://dx.doi.org/10.54660/.ijmrge.2023.4.6.718-737.

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Socially responsible human resource (HR) management is a sustainable development-focused model that emphasizes stakeholder coordination and significantly influences a company's development. Employees voluntarily participate in corporate citizenship, which enhances the internal environment, enterprise functions, operational efficiency, and interpersonal relationships. Organizational citizenship behavior, carried out spontaneously by employees for the organization's benefit, reflects the company's attitude towards its employees and is closely tied to HR management. Thus, exploring HR management'

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Khan, Muhammad Asad, Fadillah Binti Ismail, Altaf Hussain, and Basheer Alghazali. "The Interplay of Leadership Styles, Innovative Work Behavior, Organizational Culture, and Organizational Citizenship Behavior." SAGE Open 10, no. 1 (2020): 215824401989826. http://dx.doi.org/10.1177/2158244019898264.

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Leadership stains affect the follower’s performances regarding innovative work behavior, and a gap is found in leadership research in higher education, specifically in Pakistan. The basic purpose of this research is to point out the effect of leadership styles on innovative work behavior under the mediating and moderating roles of organizational culture and organizational citizenship behavior among the Head of the Departments (HODs) in higher education institutions (HEIs). A survey method has been carried out to collect data from 160 respondents to, further, verify how leadership styles of aca

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