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Artykuły w czasopismach na temat „And organizational citizenship behavior”

Autor: Grafiati

Data publikacji: 3 czerwca 2025

Data aktualizacji: 31 lipca 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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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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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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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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Alfiana, Dhera. "Peran Perceived Organizational Support dan Psychological Empowerment terhadap Kinerja Karyawan melalui Organizational Citizenship Behavior." Jurnal Ilmu Manajemen 8, no. 3 (2020): 839. http://dx.doi.org/10.26740/jim.v8n3.p839-851.

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This research mainly explores the relationship between perceived organizational support and psychological empowerment to employee performance and organizational citizenship behavior as mediation variabel. causality research using census is type this reseacrh total of 50 employees of PT. Angkasa Pura I Juanda Surabaya participants in this study. The statistical analysis used PLS with help of smartpls 3.0 software. The result of this study explain that the perceived organizational support and psychological empowerment has a significant effect and positively to organizational citizenship behavior

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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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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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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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Ubelsa, Afenda, Edward Edward, and Asep Machpudin. "Pengaruh Kualitas Kehidupan Kerja Terhadap Perilaku Kewarganegaraan Dalam Organisasi dan Dampaknya Terhadap Kinerja Pegawai di Sekretariat DPRD Kota Sungai Penuh." Jurnal Ekonomi Manajemen Sistem Informasi 4, no. 3 (2023): 631–40. http://dx.doi.org/10.31933/jemsi.v4i3.1399.

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Penelitian ini bertujuan menganalisis pengaruh Quality of Work Life melalui Organizational Citizenshiip Behavior terhadap kinerja pegawai di Sekretariat DPRD Kota Sungai Penuh. Populasi pada penelitian ini adalah pegawai di Sekretariat DPRD Kota Sungai Penuh yang berjumlah 40 orang pegawai. Dimana teknik penarikan sampel dalam penelitian ini menggunakan Sampling Jenuh (Sampling Sensus). Penelitian ini menggunakan pendekatan kuantitatif dengan metode survey dan menggunakan analisis data Partial Least Square (PLS). Hasil penelitian menunjukkan bahwa Quality of Work Life secara langsung berpengar

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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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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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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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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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Dwiyanti, Retno, Pambudi Rahardjo, Imam Faisal Hamzah, and Junaidah Yusof. "Organizational Citizenship Behavior Among Employees in Indonesian and Malaysian Higher Education Institutions." Journal of Innovation in Educational and Cultural Research 5, no. 2 (2024): 301–8. http://dx.doi.org/10.46843/jiecr.v5i2.1471.

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Organizational citizenship behavior is one of the positive behaviors that employees in higher education need to have because it can have a positive impact on employees and educational institutions beyond what is expected. This research aims to determine the contribution of the organizational citizenship behavior aspect in reflecting/measuring the most dominant organizational citizenship behavior in employees at Indonesian universities and employees at Malaysian universities. The research subjects were lecturers and employees of Universitas Muhammadiyah Purwokerto and Universiti Teknologi Malay

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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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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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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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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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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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Sari, Cindy Permata, and Salman Farisi. "POS (Perceived Organizational Support), Organizational Learning Culture (OLC) Terhadap OCB (Organizational Citizenship Behaviour) Melalui Job Satisfaction." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 3 (2024): 4477–92. http://dx.doi.org/10.31539/costing.v7i3.8534.

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This study aims to determine the effect of POS (perceived Organizational Support), OLC (Organizational Learning Culture) on OCB (Organizational Citizenship Behaviour) through Job Satisfaction on 106 employees at PT Telkom Indonesia Tbk Telkom Medan Region, Indonesia. The data analysis method uses the Partial Least Square (PLS) method. The results showed that Pos (Perceived Organizational Support) and Job Satisfaction had a significant positive effect, Olc (Organizational Learning Culture) and Job Satisfaction had a significant positive effect, Pos (Perceived Organizational Support) and OCB (Or

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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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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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Jufrizen, Jasman Saripuddin Hasibuan, Salman Farisi, and Muslih. "Determinants of employee engagement and organizational citizenship behavior of nurses in public hospitals in Indonesia." Problems and Perspectives in Management 23, no. 1 (2025): 584–96. https://doi.org/10.21511/ppm.23(1).2025.44.

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Organizational citizenship behavior describes employees’ voluntary behaviors that enhance organizational efficiency and productivity. The purpose of this paper is to examine the relationships between employee engagement, organizational justice, organizational citizenship behavior, and perceived organizational support. The population comprised employees from 11 public hospitals in Medan, North Sumatra, Indonesia. This quantitative analysis employed a Likert scale questionnaire to collect the data from nurses in public hospitals. The sample consisted of 175 nurses with at least one year of work

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R, Uma, and Radhamani R. "Job Satisfaction as Antecedent of Organizational Citizenship Behavior: An Empirical Study Among Academicians." NMIMS Management Review 30, no. 04 (2022): 42–63. http://dx.doi.org/10.53908/nmmr.300403.

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Purpose: Organizational citizenship behavior is significant for enhancing organizational effectiveness. Due to the importance of employee citizenship behaviors for organizations, it is necessary to analyze the impact of the antecedents of citizenship behaviors for promoting such behaviors among employees. This research work has examined the predictive ability of the different dimensions of job satisfaction in eliciting organizational citizenship behaviors among academicians working in private arts and science colleges. The dimensions of job satisfaction taken up for analysis include – salary,

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Rihayana, I. Gede. "The Role of Organizational Commitment Mediates The Effect of Work-Life Balance On Organizational Citizenship Behaviour." International Journal of Review Management Business and Entrepreneurship (RMBE) 4, no. 2 (2024): 47–57. https://doi.org/10.37715/rmbe.v4i2.5515.

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Organizational Citizenship Behaviour (OCB) is voluntary employee behavior outside of their formal duties that supports the organization, increases effectiveness, and creates a positive work environment without direct reward. This study aims to analyse the role of organizational commitment mediating the effect of work-life balance on organizational citizenship behaviour. Using 98 employees as the Denpasar Primary Tax Service Office. Data collection using a questionnaire and analysed using the SmartPLS 3.0 application. The results indicate that work-life balance has no significant effect on orga

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OJO,, Solomon Yinde, Rafiu Akanji BANKOLE, and Toluwalope ADEBOLA. "ORGANIZATIONAL JUSTICE, ORGANIZATIONAL COMMITMENT AND TRUST IN MANAGER AS PREDICTORS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOUR AMONG BANK EMPLOYEES." LASU Journal of Employment Relations & Human Resource Management 2, no. 1 (2020): 248–66. http://dx.doi.org/10.36108/ljerhrm/0202.02.0171.

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This study investigated the influence of perceived organizational justice, organizational commitment and trust in manager as predictors of organizational citizenship behaviour among bank employees. Essentially, the issue of organizational justice, trust in managers and organizational commitment are subjects of interest in organizational behaviour and human resource management and as such this could be investigated in the banking industry in order to assess how they influence organizational citizenship behaviour. The study was a survey which employed Ex-Post Factor design. The design was found

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U. Putra, Ida Bagus, and Ida Bagus Gede P. Putra. "Organizational Citizenship Behavior Determinants." International Journal of Business 27, no. 2 (2022): 1–16. http://dx.doi.org/10.55802/ijb.027(2).002.

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The hotel is developing very rapidly, but the occupancy rate fluctuates and decreases. This study investigates job satisfaction, organizational commitment, and OCB on employee performance with moderated spiritual leadership. The research was conducted at 185 non-star hotels in 4 sub-districts of Denpasar city. The sampling method was multistage sampling so that a sample of 127 hotels in Denpasar was determined. The data analysis tool was performed using the SEM-PLS program. The results showed that job satisfaction, OCB, and commitment significantly affect employee performance. Meanwhile, satis

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Badaruddin, Badaruddin. "DIMENSI ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Jurnal Manajemen STIE Muhammadiyah Palopo 8, no. 1 (2022): 59. http://dx.doi.org/10.35906/jurman.v8i1.1077.

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Sun, Wenmei, Xubo Liu, Yiwen Liu, Sasa Ding, Yan Jiang, and Ziyan Lv. "The Relationship Between School Organizational Climate and Teachers’ Organizational Citizenship Behaviors: The Mediating Role of Teaching Efficacy and Moderating Role of Optimistic Traits." Behavioral Sciences 14, no. 12 (2024): 1130. http://dx.doi.org/10.3390/bs14121130.

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This study examined the relationship between school organizational climate and teachers’ organizational citizenship behavior, as well as the mediating role of teaching efficacy and the moderating role of optimistic traits. This study was based on social information processing theory, resource conservation theory, and the broaden-and-build theory of positive emotions. We conducted a comprehensive survey of 500 educators from Chinese primary and secondary schools using the Organizational Citizenship Behavior Questionnaire, School Organizational Climate Scale, Sense of Teaching Efficacy Scale, an

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Novita Nurfitriyana and Muafi Muafi. "The effect of green organizational culture, green transformational leadership, and job satisfaction on organizational citizenship behavior: the role of mediating organizational commitment." International Journal of Research in Business and Social Science (2147- 4478) 12, no. 3 (2023): 594–606. http://dx.doi.org/10.20525/ijrbs.v12i3.2488.

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This study explores the relationship between organizational commitment and specific aspects of green human resources management to organizational citizenship behaviour. In its implementation, it explores green human resources management at the Ministry of Environment and Forestry as an institution directly related to macro and micro environmental conservation. This study uses quantitative methods, using SEM-PLS. The results of this study: (1) There is no significant effect of the Green Organizational Culture construct on Organizational Commitment. (2) The Green Organizational Culture construct

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Lee, Ye Hoon, Boyun Woo, and Yukyoum Kim. "Transformational leadership and organizational citizenship behavior: Mediating role of affective commitment." International Journal of Sports Science & Coaching 13, no. 3 (2017): 373–82. http://dx.doi.org/10.1177/1747954117725286.

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The purpose of this study was to examine the relationships between transformational leadership style, affective commitment, and organizational citizenship behavior in the athletic director–coach relationship. This study particularly focused on the mediating effect of affective commitment on the relationship between transformational leadership and organizational citizenship behavior. Athletic head coaches in NCAA Division II programs ( N = 244) completed the questionnaires measuring perceptions of the transformational leadership style of their athletic directors, their affective commitment, and

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Arie, Zuky, Matin Fuadi Febrian, and Netania Emilisa. "The Influence of Job Satisfaction, Organizational Trust, and Effective Leadership on Organizational Citizenship Behavior among PT Ardita Dwi Mitra Employees in DKI Jakarta." Management Journal of Binaniaga 9, no. 01 (2024): 35–46. http://dx.doi.org/10.33062/mjb.v9i01.62.

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This research is intended to identify the effect of Job Satisfaction, Organizational Trust and Effective Leadership on Organizational Citizenship Behavior at PT Ardita Dwi Mitra. This research is a descriptive quantitative research through the distribution of questionnaires in the form of google form. The method implemented is hypothesis testing. Hypothesis testing utilises simple regression analysis with SPSS 27.0 software. The data collected in this research are employees of PT Ardita Dwi Mitra. Data samples were collected from 100 employee participants of PT Ardita Dwi Mitra. The independen

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

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

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Lowery, Christopher M., N. A. Beadles, and Thomas J. Krilowicz. "Note on the Relationships among Job Satisfaction, Organizational Commitment, and Organizational Citizenship Behavior." Psychological Reports 91, no. 2 (2002): 607–17. http://dx.doi.org/10.2466/pr0.2002.91.2.607.

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Previous research which has established a relationship between organizational citizenship behavior and job satisfaction has involved primarily white collar workers. This study extends the prior research to a different sample—blue collar workers—and investigates the relations of organizational citizenship behavior to the various facets of job satisfaction as measured by the Job Descriptive Index. We also examine the relative effects of organizational commitment and job satisfaction on citizenship behaviors. Analysis of responses from a sample of 91 machine operators employed by a clothing manuf

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Annisa, Nur, and Tintin Suhaeni. "PENGARUH BUDAYA ORGANISASI TERHADAP PERILAKU KEWARGAAN ORGANISASI KARYAWAN." Jurnal Riset Bisnis dan Investasi 2, no. 2 (2016): 31. http://dx.doi.org/10.35697/jrbi.v2i2.72.

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Organizational culture is one of the important things that must be considered by a company because it causes the appearance of organizational citizenship behavior in the employee. Positive organizational culture cause the employees felt like to do more work than what was required in the job description. This research aims to figure out the organizational culture, citizenship behavior, and how much influence from organizational culture into citizenship behavior employees in PT X. The method research is using quantitative research method. The data analysis method was used that classic assumption

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Lie, Darwin, Titien Agustina, Desi Susanti, Agustin Basriani, and Acai Sudirman. "Reflection on Teacher Organizational Citizenship Behavior: Antecedents of Perceived Organizational Support, Organizational Commitment and Job Satisfaction." Journal of Education Research and Evaluation 6, no. 1 (2022): 36–43. http://dx.doi.org/10.23887/jere.v6i1.38701.

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Organizational citizenship behavior has recently received much attention among researchers, given its practical importance and implications for organizations. The importance of organizational citizenship behavior in teachers is because to achieve the school's vision and mission, organizational citizenship behavior is needed to make it happen. The primary purpose of this study was to analyze the contribution of perceived organizational support, organizational commitment and job satisfaction to organizational citizenship behavior. This research used a quantitative approach-oriented research desi

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Amilia, Amilia, and Evita Sandra. "PENGARUH KEPUASAN KERJA DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) PADA CV. DAMAR LAND." MANAJERIAL DAN BISNIS TANJUNGPINANG 7, no. 2 (2024): 129–34. https://doi.org/10.52624/manajerial.v7i2.2441.

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Tujuan penelitian ini adalah apakah kepuasan kerja berpengaruh terhadap Organizational Citizenship Behavior (OCB) pada CV. Damar Land, apakah komitmen organisasi berpengaruh terhadap Organizational Citizenship Behavior (OCB) pada CV. Damar Land ,apakah kepuasan kerja dan Komitmen Organisasi secara simultan berpengaruh terhadap Organizational Citizenship Behavior (OCB) pada CV. Damar Land. Berdasarkan hasil penelitian menunjukkan variabel kepuasan kerja diperoleh thitung (4,963) > t tabel (1,693) dan mempunyai nilai signifikansinya lebih kecil dari 0,05 yaitu 0,000 (0,000 < 0,05), variabe

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Yang, Shuo, Lanxia Zhang, and Lele Wang. "Key Factors of Sustainable Development of Organization: Bibliometric Analysis of Organizational Citizenship Behavior." Sustainability 15, no. 10 (2023): 8261. http://dx.doi.org/10.3390/su15108261.

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Organizational citizenship behavior is the key factor to promote the sustainable development of an organization, and it is of great significance to explore the research status, hotspots, and trends of organizational citizenship behavior to promote the sustainable development of the organization. Therefore, the purpose of this study is to explore the knowledge structure and dynamic evolution trend of organizational citizenship behavior more comprehensively and objectively by using bibliometrics, in order to promote the development of theoretical research on organizational citizenship behavior a

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Yoon, Donghwan, Jichul Jang, and JungHoon (Jay) Lee. "Environmental management strategy and organizational citizenship behaviors in the hotel industry." International Journal of Contemporary Hospitality Management 28, no. 8 (2016): 1577–97. http://dx.doi.org/10.1108/ijchm-10-2014-0498.

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Purpose Recently, the hotel industry has increased its adoption of environmental management practices. Because the research on hotel environmental management often overlooks organizational factors, this study aims to investigate the effects of an environmental management strategy (EMS) on organizational citizenship behavior and tested the mediating roles of organizational trust and commitment in explaining those effects. Design/methodology/approach An online survey of US hotel employees yielded 373 complete responses. Data were analyzed with structural equation modeling. Findings EMS positivel

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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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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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Wiryateja, Jocelin, Michelle Michelle, Evangelyn Grafany Cuangga, Eirene Ratushyinkaya Siahaan, Angelina Chandra, and Rianda Elvinawanty. "Hubungan Antara Cultural Values Dengan Organizational Citizenship Behaviour Pada Karyawan Etnis Tionghoa." Metta : Jurnal Ilmu Multidisiplin 4, no. 1 (2024): 1–11. http://dx.doi.org/10.37329/metta.v4i1.3022.

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Organizational efficiency depends on high-quality human resources. Employee human resources difficulties often occur. However, there are some problems arising in relation to the human resources of employees where there are behaviors that indicate that there are activities that impede the performance of the organization and indicate the presence of some inappropriate staff. Corporate culture affects organizational citizenship behavior. The study examines and tests the relationship between cultural values and Organizational Citizenship Behavior (OCB) in ethnic Chinese workers. PT Capella Dynamic

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Jrad, Majida. "HOW HR PRACTICES AFFECT ORGANIZATIONAL COMMITMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR." Volume 8, Issue 2 v8, no. 2 (2020): 130–60. http://dx.doi.org/10.37708/ep.swu.v8i2.12.

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The HRM and effective HR practices play an important role for promoting a committed environment and a culture of citizenship. This study is intended to explore the HRM systems’ dynamics and applied HR practices in Lebanese banks and to find their possible link with employee commitment and citizenship behavior. The primary research selected six most representative Lebanese banks. A questionnaire on employee commitment and citizenship behavior was sent to each bank’s HR officers. The questions were derived from the OCQ, ACS, CCS, NCS, and CBS. Direct positive relationship between HR and organiza

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Fuad, Ahmad, Woro Utari, and Nugroho Mardi W. "PENGARUH BUDAYA ORGANISASI, KEMAMPUAN KERJA DAN KOMITMEN ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PEGAWAI BAPPEDA KABUPATEN BOJONEGORO." Jurnal Mitra Manajemen 4, no. 3 (2020): 408–20. http://dx.doi.org/10.52160/ejmm.v4i3.364.

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Organizational citizenship behavior (OCB) dibutuhkan oleh suatu organisasi. Terutama pada dunia kerja yang dinamis dimana tingkat fleksibilitas menjadi sangat kritis. OCB adalah peran pegawai diluar job deskripsinya sehingga mendukung keefektifan kegiatan organisasi (Rose dan Liu, 2015). Penelitian ini bertujuan untuk : 1) mengetahui deskripsi variabel budaya organisasi, kemampuan kerja, komitmen organisasi, dan organizational citizenship behavior, 2) mengetahui pengaruh budaya organisasi, kemampuan kerja dan komitmen organisasi terhadap organizational citizenship behavior, 3) mengetahui penga

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Ilyas, Muhammad, Syahir Natsir, and Rosida P. Adam. "The Influence of Servant Leadership, HR Competence, Organizational Commitment and Organizational Citizenship Behavior (OCB) on the Supervision Performance of Infrastructure Project Managers in Tojo Una-Una Regency." International Journal of Research and Innovation in Applied Science 07, no. 03 (2022): 84–100. http://dx.doi.org/10.51584/ijrias.2022.7305.

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The purpose of this study was to measure, analyze and explain (1) the influence of Servant Leadership on Organizational Citizenship Behavior (OCB) of the Supervisor of the Infrastructure Project Manager in Tojo Una-Una Regency; (2) the influence of HR Competence on Organizational Citizenship Behavior (OCB); (3) the effect of Organizational Commitment on Organizational Citizenship Behavior (OCB); (4) the influence of Organizational Citizenship Behavior (OCB) on Performance; (5) the influence of Servant Leadership on Supervisory Performance; (6) the influence of HR Competence on Supervisory Perf

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Amah, Okechukwu Ethelbert. "Organizational Citizenship Behavior Across Cultures: Are Organizational Citizenship Behavior Scales Transferable Across Cultures?" Research Journal of Business Management 11, no. 2 (2017): 56–66. http://dx.doi.org/10.3923/rjbm.2017.56.66.

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Salsabila, Azahra. "Pengaruh Self Efficacy, Organizational Justice, Dan Perceived Organizational Support Terhadap Organizational Citizenship Behavior Pada Karyawan Perusahaan Uno.Co." IKRAITH-EKONOMIKA 7, no. 2 (2024): 122–33. http://dx.doi.org/10.37817/ikraith-ekonomika.v7i2.3341.

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ABSTRAKPenelitian ini merupakan penelitian kuantitatif yang bertujuan untuk mengetahui pengaruhself efficacy, organizational justice, dan perceived organizational support terhadap organizationalcitizenship behavior. Penelitian ini menggunakan 55 karyawan tetap perusahaan Uno.Co sebagaisampel, dengan teknik pengambilan sampel menggunakan sampel jenuh. Teknik analisis data yangdigunakan adalah SEM berbasis PLS. Hasil penelitian menunjukkan (1) self efficacy berpengaruhpositif terhadap organizational citizenship behavior, (2) organizational justice berpengaruh positifterhadap organizational citiz

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Dimitrov, Yasen. "Behavioral aspects of organizational effectiveness: Emotional intelligence, organizational citizenship behavior, and their relationship roles." VUZF Review 5, no. 4 (2020): 15–31. http://dx.doi.org/10.38188/2534-9228.20.4.03.

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The article examines the constructs of emotional intelligence and organizational citizenship behavior and their role in practicing behaviors that increase organizational effectiveness. After outlining these terms and the connection between them a study is presented covering a group of 110 operational managers from eight different manufacturing companies. For this purpose, psychometric questionnaires 3D ECI (3-Dimensional Emotional Competencies Inventory) and organizational citizenship behavior (OCB) – C Scale (Organizational Citizenship Behavior – Checklist Scale) were used. The results of the

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Muawanah. "Korelasi Kinerja Dosen Dengan Organizational Citizenship Behaviour (OCB) di IAIN Kediri." JoIEM (Journal of Islamic Education Management) 4, no. 1 (2023): 84–98. http://dx.doi.org/10.30762/joiem.v4i1.911.

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Organizational commitment is personal responsibility and involvement in the organization, which includes trust, support for organizational objectives and values, and sincerity for the organization's formed interests. Through emotional and ongoing commitment, OCB is a unique aspect of individual functioning at work, such as the desire to cooperate, assist each other, advise, actively participate, provide additional services for those who use services, and make efficient use of one's working time. This study examines the relationship between organizational commitment and organizational citizensh

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