Journal articles: 'Organizational behavior'

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 (September 15, 2016): 372–79. http://dx.doi.org/10.21511/ppm.14(3-si).2016.10.

Full text

Abstract:

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 (1990) market orientation. Validity of questionnaires was confirmed by experts and reliability of them was confirmed using Cronbach’s coefficient alphabet. Cronbach’s alpha for the organizational citizenship behavior and market orientation was calculated by 0.80 and 0.91. Components of organizational citizenship behavior included civic virtue, altruism, conscientiousness, sportsmanship, and courtesy. Components of market orientation included customer orientation, competitor orientation, and intra-functional coordination. Data were analyzed using descriptive and inferential statistics through SPSS software. The results of the study showed that there is a significant relationship between organizational citizenship behavior and market orientation in organizations. Keywords: organizational citizenship behavior, market orientation, employees, Agricultural Jihad, Mazandaran Province. JEL Classification: D23, M10, M12, M31

APA, Harvard, Vancouver, ISO, and other styles

2

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 (September 15, 2016): 317–24. http://dx.doi.org/10.21511/ppm.14(3-si).2016.03.

Full text

Abstract:

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) organizational performance (13 questions). Validity of questionnaires was confirmed by experts and reliability of them was confirmed using Cronbach’s coefficient alphabet. Cronbach’s alpha for the organizational citizenship behavior and organizational performance was calculated by 0.80 and 0.87. Components of organizational citizenship behavior included civic virtue, altruism, conscientiousness, sportsmanship, and courtesy. Components of organizational performance included customer satisfaction, employee satisfaction, organizational effectiveness, and financial results and the market. Data were analyzed using descriptive and inferential statistics through SPSS software. The descriptive statistics included frequency, percentage, mean, and standard deviation and inferential statistics included Kolmogorov-Smirnov, Spearman’s rank correlation coefficient, Fisher’s z-distribution using SPSS software. Keywords: organizational citizenship behavior, employees, organizational performance, Agricultural Jihad, Mazandaran Province. JEL Classification: D23, M12, M10

APA, Harvard, Vancouver, ISO, and other styles

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 (November 29, 2018): 275–92. http://dx.doi.org/10.15295/bmij.v6i3.304.

Full text

Abstract:

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 perceive affects organizational citizenship behavior or not is subject worth to study. This study on the relationship between organizational citizenship behavior with its dimensions and perceived organizational support was revealed by a survey among glass factory employees operating in Ankara. In the study conducted, it was concluded that there is a positive relationship between organizational citizenship behaviors and perceived organizational support. In this context, as the perceptions of organizational support increase, the exhibitions of organizational citizenship behaviors towards the organization and individual also increase.

APA, Harvard, Vancouver, ISO, and other styles

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 (March 20, 2023): 647–55. http://dx.doi.org/10.59188/eduvest.v3i3.766.

Full text

Abstract:

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 taking time and immersing themselves in the socialization process to build motivation in improving the quality of employee work. Positive Organizational Behavior also brings new and exciting opportunities above and above that are provided by social relationships and networks across individuals, departments, and organizations. Positive Organizational Behavior has triggered a paradigm shift far from just a negative emphasis on pathology that fills handbooks, dictionaries and classification systems of clinical psychologists. Similarly, Positive organizational behaviour offers organizational behaviour and human resource management researchers and practitioners a new positive perspective, far from the 'gloom and doom' focusing on dysfunctional employees, aggression in the workplace, incompetent leaders, stress and conflict, unethical behaviour, ineffective strategies and counterproductive organizational structures and cultures

APA, Harvard, Vancouver, ISO, and other styles

5

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 (October 21, 2022): 1–15. http://dx.doi.org/10.21009/jbmk.0301.01.

Full text

Abstract:

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 positive and significant impact organizational citizenship behavior. Simultaneously organizational climate, work motivation and organizational justice has an impact on organizational citizenship behavior.   Tujuan penelitian ini adalah untuk mengetahui apakah iklim organisasi, motivasi kerja dan keadilan organisasi berpengaruh terhadap organizational citizenship behaviour. Penelitian ini mengambil sampel sebanyak 111 karyawan Perum Bulog Kanwil DKI Jakarta dan Banten Penelitian ini menggunakan analisis deskriptif dan analisis regresi berganda. Hasil penelitian ini menunjukan bahwa iklim organisasi memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior, motivasi kerja memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior, dan keadilan organisasi memiliki pengaruh positif dan signifikan terhadap organizational citizenship behavior. Secara simultan, iklim organisasi, motivasi kerja, dan keadilan organisasi berpengaruh secara signifikan terhadap organizational citizenship behavior.

APA, Harvard, Vancouver, ISO, and other styles

6

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

Full text

APA, Harvard, Vancouver, ISO, and other styles

7

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

Full text

APA, Harvard, Vancouver, ISO, and other styles

8

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

Full text

APA, Harvard, Vancouver, ISO, and other styles

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 (March 5, 2024): 269–71. http://dx.doi.org/10.21275/es24306111950.

Full text

APA, Harvard, Vancouver, ISO, and other styles

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 (May 31, 2017): 01–09. https://doi.org/10.5281/zenodo.3470708.

Full text

Abstract:

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 organizational commitment and organizational support are two factors that can significantly affect the sustainability of organizations as well as the organizational citizenship behavior while increasing the competitive advantage of the organization. Based on the fact organizations strive to support their employees as well as strengthen their commitment. In general, findings of past studies have argued that organizational citizenship behaviour is directly determined by organizational commitment and organizational support. By highlighting the effects of organizational support and organizational commitment on the organizational citizenship behaviour, the direct and indirect effects on employee performance are explained in this article.

APA, Harvard, Vancouver, ISO, and other styles

11

Elçin qızı Fərzəliyeva, Ülkər. "Organizational behavior and approaches." SCIENTIFIC WORK 70, no. 09 (September 21, 2021): 68–73. http://dx.doi.org/10.36719/2663-4619/70/68-73.

Full text

Abstract:

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, groups, and the formal structure of the organization on the behavior of organizations to work more effectively is reflected in the study. Key words: organizational behaviour, organization, personality, group, management process

APA, Harvard, Vancouver, ISO, and other styles

12

Elçin qızı Fərzəliyeva, Ülkər. "Organizational behavior and approaches." SCIENTIFIC WORK 70, no. 09 (September 21, 2021): 68–73. http://dx.doi.org/10.36719/2663-4619/70/68-73.

Full text

Abstract:

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, groups, and the formal structure of the organization on the behavior of organizations to work more effectively is reflected in the study. Key words: organizational behaviour, organization, personality, group, management process

APA, Harvard, Vancouver, ISO, and other styles

13

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 (March 30, 2025): 16–28. https://doi.org/10.35631/ijmtss.829002.

Full text

Abstract:

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 collected from a total of 105 respondents. The data were analyzed using Statistical Package for Social Science version 22. Descriptive and inferential statistics were used for data analysis. Findings showed that there was a moderate level of organizational justice and a high level of organizational citizenship behavior among the public librarian. Result also reveals that there is a significant strong positive relationship between all dimension of organizational justice and organizational citizenship behavior among the public librarian with interactional justice was found to have the strongest relationship with organizational citizenship behavior followed by distributive and procedural justice. Therefore, it is necessary to enhance justice in organization by looking into the organizational policy and holding training programs for employees to foster them the tendency to display voluntary behaviors.

APA, Harvard, Vancouver, ISO, and other styles

14

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 (May 10, 2020): 33–48. http://dx.doi.org/10.14738/abr.85.8139.

Full text

Abstract:

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 effect on job satisfaction to employees Distributor Company. Organizational culture that has positive significant effect on job satisfaction. Political organization does not affect organizational citizenship behavior (OCB). Organizational climate that has positive significant effect on organizational citizenship behavior (OCB). Organizationa culture that has positive significant effect on organizational citizenship behavior (OCB). Job satisfaction that has positive significant effect on organizational citizenship behavior (OCB).

APA, Harvard, Vancouver, ISO, and other styles

15

Ge, Jianhua, Xuemei Su, and Yan Zhou. "Organizational socialization, organizational identification and organizational citizenship behavior." Nankai Business Review International 1, no. 2 (June 4, 2010): 166–79. http://dx.doi.org/10.1108/20408741011052573.

Full text

APA, Harvard, Vancouver, ISO, and other styles

16

Safarova, Zuxra. "ORGANIZATIONAL BEHAVIOR AND EMPLOYEES." INNOVATIONS IN ECONOMY 9, no. 3 (September 30, 2020): 75–80. http://dx.doi.org/10.26739/2181-9491-2020-9-10.

Full text

Abstract:

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

APA, Harvard, Vancouver, ISO, and other styles

17

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.

Full text

Abstract:

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 significant predictor of organizational citizenship behaviors.

APA, Harvard, Vancouver, ISO, and other styles

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 (October 1, 2011): 202–4. http://dx.doi.org/10.15373/2249555x/feb2013/70.

Full text

APA, Harvard, Vancouver, ISO, and other styles

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.

Full text

APA, Harvard, Vancouver, ISO, and other styles

20

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

Full text

APA, Harvard, Vancouver, ISO, and other styles

21

French, Sandra L., and Tracey Quigley Holden. "Positive Organizational Behavior." Business Communication Quarterly 75, no. 2 (April 12, 2012): 208–20. http://dx.doi.org/10.1177/1080569912441823.

Full text

APA, Harvard, Vancouver, ISO, and other styles

22

Rose, Kevin, Ann Herd, and Stephanie Palacio. "Organizational Citizenship Behavior." Advances in Developing Human Resources 19, no. 1 (December 27, 2016): 14–24. http://dx.doi.org/10.1177/1523422316682734.

Full text

Abstract:

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 this conceptual paper, we juxtapose the treatment and conceptualization of OCBs in Army work culture with that in civilian work culture and posit that individuals transitioning from a career in military service to a civilian career may encounter a need for reframing these behaviors in their new work contexts. The Stakeholders For Soldiers, OCB-like behaviors are expected as part of their role and are measured in evaluations of performance. Because these behaviors are required of service members, but discretionary for most civilian employees, dissonance can be created for Soldiers transitioning from a military career to the civilian workforce.

APA, Harvard, Vancouver, ISO, and other styles

23

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

Full text

APA, Harvard, Vancouver, ISO, and other styles

24

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

Full text

APA, Harvard, Vancouver, ISO, and other styles

25

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

Full text

Abstract:

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, encompassing behaviors towards individuals and organizations. This study aims to address these gaps by examining the mediating influence of employee commitments between PsyCap and OCB. This investigation holds particular significance for economies like India, where a mere 2% of the workforce is skilled, despite intense market competition. Recognizing the crucial role of human resources in fostering competitive advantage, it is imperative to decipher the mechanisms that drive positive workplace attitudes and behaviors. Drawing from recent studies conducted in India, it is evident that factors such as personal accountability, justice, supervisory support, trust, and employee-company identification contribute to workplace engagement, while organizational commitment emerges as an outcome of this engagement. This suggests a complex interrelationship between engagement, commitment, and behaviors that contribute to organizational effectiveness. By exploring the mediating effect of employee commitments and its relationship with the two facets of OCB, this study contributes to both theoretical understanding and practical implications. It underscores the importance of nurturing Psychological Capital as a means to enhance employee commitments, thereby fostering a conducive environment for organizational citizenship behaviors. Such insights are essential for cultivating a skilled and engaged workforce, crucial for the success of economies striving for growth and competitiveness

APA, Harvard, Vancouver, ISO, and other styles

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 (May 7, 2024): 100–120. http://dx.doi.org/10.56916/ijess.v3i2.635.

Full text

Abstract:

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 Engagement influences Organizational Commitment. Employee Engagement serves as a mediator between Organizational Culture and Transformational Leadership and Organizational Commitment and Organizational Citizenship Behavior. However, Organizational Culture and Transformational Leadership do not directly impact Organizational Commitment, and Transformational Leadership does not significantly influence Organizational Citizenship Behavior. Practical implications suggest enhancing institutional performance for the well-being of educators. The study contributes to the Integrative Organizational Behaviors Model, rooted in Social Exchange Theory, providing insights for future research on Organizational Behavior.

APA, Harvard, Vancouver, ISO, and other styles

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 (June 2, 2025): 583–94. https://doi.org/10.21511/ppm.23(2).2025.42.

Full text

Abstract:

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 become increasingly essential. To accomplish the research objectives, data were collected from 251 employees from different sectors in Indonesia between November 2024 and February 2025. The collected data were subsequently examined using the SEM-PLS analysis tool, and the obtained findings highlighted that perceived organizational support possessed a clear and substantial effect on innovative work behavior (p = 0.012) as well as person-organization fit (p = 0.000). The results also reflected that person-organization fit significantly influenced innovative work behavior (p = 0.000) and partially mediated the relationship between innovative work behavior and perceived organizational support (p = 0.000). The investigation emphasized the importance of organizations providing a conducive work environment for employees and adopting activities that could increase the level of employee satisfaction with their respective jobs in the organization. This emphasis is especially crucial because the proper implementation of favorable work environments and adoption of relevant activities invariably can significantly enhance employees’ innovative work behavior.

APA, Harvard, Vancouver, ISO, and other styles

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 (December 21, 2017): 135. http://dx.doi.org/10.30603/au.v15i1.219.

Full text

Abstract:

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: spiritual intelligence has a positive and significant influence on organizational citizenship behavior; leadership has a positive and significant influence on organizational citizenship behavior; organizational culture has a positive and significant influence on organizational citizenship behavior.

APA, Harvard, Vancouver, ISO, and other styles

29

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

Full text

Abstract:

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 suggests that there is a positive relation of organizational commitment and organizational citizenship behavior in Indian Oil Corporation limited, Panipat. Keywords: Organizational commitment, Organizational Citizenship Behaviour,. Dimensions of Organizational commitment and Organizational Citizenship Behaviour.

APA, Harvard, Vancouver, ISO, and other styles

30

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 (August 18, 2016): 43. http://dx.doi.org/10.5296/ijhrs.v6i3.9916.

Full text

Abstract:

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% usable response rate. Data analysis indicated that job satisfaction was directly related to organizational citizenship behavior; and organizational citizenship behavior was inversely related to overall employee withdrawal behavior. Study findings did not lend support for organizational commitment being directly related to organizational citizenship behavior. The authors specified study limitations and future research opportunities.

APA, Harvard, Vancouver, ISO, and other styles

31

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 (April 28, 2018): 187. http://dx.doi.org/10.5296/ijhrs.v8i2.13070.

Full text

Abstract:

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 particularly extra role behavior such organizational citizenship behavior. To answer the research question, the cross sectional data were collected through a questionnaire from 190 employees working in different universities of Azad Kashmir Pakistan. Our findings reveal that there is a significant positive association among organizational justice (OJ), organizational citizenship behavior (OCB) and Employees performance (EP). The results indicated that Organizational Justice and Organization Citizenship Behaviors was significant predictor of Employees performance. This research contributes to the managerial literature by identifying and applying theoretical concepts into a different sample and organizational settings.

APA, Harvard, Vancouver, ISO, and other styles

32

Khan, Adil Hakeem, and Sheeba Shamim. "ORGANIZATIONAL BEHAVIOUR IN CORPORATES." Journal Of Third World Economics 2, no. 2 (September 11, 2024): 62–63. https://doi.org/10.26480/jtwe.02.2024.62.63.

Full text

Abstract:

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 communication and transparent organization behavior and provide training to employees to expertise their knowledge and skills.

APA, Harvard, Vancouver, ISO, and other styles

33

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

Full text

Abstract:

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, analyzing and application ofknowledge about howindividuals and groups act in organizations. It interprets people-organization relationships in terms of the person, group, organization, and whole social system. Objective of it is to build better relationships by achieving people objectives, organizational objectives, and social objectives. It encompasses a wide range of areas, such as human behavior, Training and development, change management, leadership, teams, Group behavior etc. In the study of organizational behavior and diversity, the use of models, theories, and past experience are each helpful in gaining a complete understanding. Individuals within an organization behave as they do as a result of the context in which they are immersed. This short article seeks to examine this context in order to further the cause of helping managers deal with issues in their organizations from a standpoint of knowledge and understanding, rather than guesswork andout-dated methods. First, the organization as a system will be discussed, including its interdependence upon other systems. Next, the importance of relationships as a vital part of the operation of organizations will be mentioned. Then, the management of diversity will be outlined, leading to a discussion of the importance of culture in influencing values. This paper is a theoretical paper with some concept in the behavior organizational as a important part of management.

APA, Harvard, Vancouver, ISO, and other styles

34

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 (April 5, 2019): 5–13. http://dx.doi.org/10.9756/sijasree/v7i2/03050170201.

Full text

APA, Harvard, Vancouver, ISO, and other styles

35

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 (September 15, 2000): 27–75. http://dx.doi.org/10.1300/j075v20n02_03.

Full text

APA, Harvard, Vancouver, ISO, and other styles

36

Geller, E. Scott. "Organizational Behavior Management and Industrial/Organizational Psychology." Journal of Organizational Behavior Management 22, no. 2 (July 17, 2003): 111–30. http://dx.doi.org/10.1300/j075v22n02_10.

Full text

APA, Harvard, Vancouver, ISO, and other styles

37

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

Full text

APA, Harvard, Vancouver, ISO, and other styles

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 (December 7, 2019): 129–38. http://dx.doi.org/10.32535/jicp.v2i3.654.

Full text

APA, Harvard, Vancouver, ISO, and other styles

39

Kapahi, Karishma. "Leadership Management, Organizational Behavior, and Organizational Success." International Journal for Research in Applied Science and Engineering Technology 13, no. 2 (February 28, 2025): 600–602. https://doi.org/10.22214/ijraset.2025.66907.

Full text

Abstract:

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 that transformational leadership significantly enhances employee engagement and innovation, contributing to organizational success. Statistical data indicates that organizations with strong leadership development programs report a 15% higher employee retention rate and 20% increased productivity. Future research directions include exploring the impact of digital leadership in remote work environments and the role of artificial intelligence in leadership decision-making

APA, Harvard, Vancouver, ISO, and other styles

40

Glushchenko, Valery V. "A General Theory of Organizational Behavior: An Educational Perspective." Indonesian Journal of Multidiciplinary Research 2, no. 2 (September 5, 2021): 453–68. https://doi.org/10.17509/ijomr.v2i2.50332.

Full text

Abstract:

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 management process on the effectiveness and risks of the organization's activities is studied; the scientific methods in the article are: philosophy and methodology of management; historical and logical analysis of management methods, organization theory, management psychology, theory of organizational behavior, expert methods; scientific novelty the work is related to the development of the methodology of the scientific theory of organizational behavior in the conditions of the tenth technological order (structure).

APA, Harvard, Vancouver, ISO, and other styles

41

Xiang, Ling, and Yi-Chun Yang. "Factors influencing green organizational citizenship behavior." Social Behavior and Personality: an international journal 48, no. 9 (September 2, 2020): 1–12. http://dx.doi.org/10.2224/sbp.8754.

Full text

Abstract:

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 were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

APA, Harvard, Vancouver, ISO, and other styles

42

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

Full text

Abstract:

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 citizenship and courageous principled action). This review concludes with recommendations for future research and effective application.

APA, Harvard, Vancouver, ISO, and other styles

43

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 (June 29, 2024): 25–33. http://dx.doi.org/10.22394/2079-1690-2024-1-2-25-33.

Full text

Abstract:

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 that organizational behavior is one of the key elements of the personnel management system, the effectiveness of which determines the management result and the financial success of the enterprise.

APA, Harvard, Vancouver, ISO, and other styles

44

Arquimino Ramos and Lena Ellitan. "Organizational Citizenship Behavior and Organizational Performance: A Literature Review." J-CEKI : Jurnal Cendekia Ilmiah 2, no. 4 (May 21, 2023): 354–62. http://dx.doi.org/10.56799/jceki.v2i4.1709.

Full text

Abstract:

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 contributes a lot to the success of company performance. The contribution of fundamentally effective leadership to employee commitment and citizenship cannot be ignored.

APA, Harvard, Vancouver, ISO, and other styles

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 (December 15, 2020): 413. http://dx.doi.org/10.32832/manager.v3i3.3906.

Full text

Abstract:

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) Organizational Commitment (X2) terhadap Organizational Citizenship Behavior (Y) adalah kuat dan positif. Hal ini dibuktikan oleh hasil analisis F hitung 23,662 &gt;F tabel 3,19 sehingga dapat disimpulkan bahwa H3 diterima yang berarti terdapat pengaruh X1 (Organizational Trust) dan X2(Organizational Commitment) secara simultan terhadap Y (OCB).

APA, Harvard, Vancouver, ISO, and other styles

46

Ampol, Chayomchai. "Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior." International Journal of Current Science Research and Review 07, no. 05 (May 9, 2024): 2639–45. https://doi.org/10.5281/zenodo.11161498.

Full text

Abstract:

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 success are significantly impacted by organizational commitment. An organization’s efficacy can also be significantly increased by practicing organizational citizenship. Current study indicates that employees’ organizational commitment is positively impacted by organizational culture. Furthermore, the results demonstrated that organizational culture has a discernible impact on organizational citizenship behavior. Based on the results of the aforementioned investigations, the researcher concludes that organizational commitment has a considerable impact on organizational citizenship behavior. The study’s results, according to the researcher, should eventually provide light on significant variables affecting organizational development. The final result of this study is that the researcher presents a model of the relationship between three important human resource factors: organizational culture, organizational commitment, and organizational citizenship behavior, as a guideline for organizational administration and human resource management development in the future.

APA, Harvard, Vancouver, ISO, and other styles

47

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 (March 28, 2022): 78. http://dx.doi.org/10.3926/ic.1816.

Full text

Abstract:

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 organizational justice on workplace deviance. Further, the study confirms the mediating effect of organizational citizenship behaviour between organizational justice and workplace deviance significate, especially in higher education. These findings will be helpful guidance for decreasing deviance and eventually increasing employees’ efficiency.Research Limitation: This research focuses on organizational justice and organizational citizenship behaviour on workplace deviance. Future study should research some other unique factors relevant to reducing workplace deviance. Although data was collected only once and took almost two months, unequal distribution during the sixty days may affect the accuracy of findings. Future studies should collect data over a period longer than two months to analyze the different reactions of employees to managers’ decisions or behaviorsPractical implications: This study guides and supports managers and employees in putting organizational mechanisms towards improving organizational citizenship behaviors.Originality/value: These research findings expand knowledge on workplace deviance behavior by providing evidence for the different impact of organizational justice and organizational citizenship behaviour on workplace deviance.Keywords: Social exchange theory (SET), workplace deviance (WD), organizational justice (OJ), human resource (HR), organizational citizenship behaviour (OCB).

APA, Harvard, Vancouver, ISO, and other styles

48

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.

Full text

Abstract:

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's role based on corporate social responsibility is crucial for enterprises. This study develops a questionnaire with human resource management, organizational identity, organizational citizenship behavior, and group behavior as key indicators. Through empirical research, the following findings emerge: 1) Socially responsible HRM positively impacts corporate employees' organizational citizenship behavior; 2) Socially responsible HRM positively influences corporate identity; 3) Organizational identity correlates positively with organizational citizenship behavior; 4) Organizational identity's impact on HR management and corporate citizenship behavior; 5) Collective orientation positively correlates with organizational identity.

APA, Harvard, Vancouver, ISO, and other styles

49

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 (January 2020): 215824401989826. http://dx.doi.org/10.1177/2158244019898264.

Full text

Abstract:

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 academic leaders affect employees’ performances in universities. The statistical study exposes a substantial positive effect of leadership styles on innovative work behaviors of employees highlighting mediating and moderating effects of organizational culture and OCB on such a relationship. This study carries various implications for prior research in both theoretical and practical fields, and its scope may also be enlarged, geographically or institutionally, to another context. This research uncovers the relationship of leadership styles and innovative work behavior in academic research, which has been ignored before in higher education of Pakistan.

APA, Harvard, Vancouver, ISO, and other styles

50

Wira Saputra, Putu Enda, and I. Wayan Gede Supartha. "PENGARUH BUDAYA ORGANISASI DAN DUKUNGAN ORGANISASI TERHADAP OCB DIMEDIASI OLEH KOMITMEN ORGANISASIONAL." E-Jurnal Manajemen Universitas Udayana 8, no. 12 (December 3, 2019): 7134. http://dx.doi.org/10.24843/ejmunud.2019.v08.i12.p12.

Full text

Abstract:

The success of an organization is not only determined by natural resources but human resources (HR) depending on the quality and behaviors that arise within the organization. Expected behavior is behavior that can improve the quality of the organization, namely Organizational Citizenship Behavior (OCB). The purpose of the study was to explain and analyze the influence of organizational culture and organizational support for OCB mediated by organizational commitment. This research was conducted in the Department of Manpower and Energy and Mineral Resources of Bali Province as many as 100 civil servants using non probability sampling methods, collected through questionnaires using descriptive statistical analysis techniques, path analysis and sobel test. The results showed that Organizational Culture, Organizational Support and Organizational Commitment each had a significant positive effect on Organizational Citizenship Behavior (OCB) as well as the mediating role of Organizational Commitment to OCB that strengthened the relationship between organizational culture and organizational support. The Department of Manpower and Energy and Mineral Resources must pay attention to the existing organizational culture within the organization and organizational support that must be improved so that OCB behaviors can be improved for better quality employees. Keywords: organizational culture; organizational support; organizational commitment;  Organizational Citizenship Behavior (OCB)

APA, Harvard, Vancouver, ISO, and other styles

Journal articles on the topic 'Organizational behavior'

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles