Walrath, Jo M; Dang, Deborah; Nyberg, Dorothy
This study investigated registered nurses' (RNs) and physicians' (MD) experiences with disruptive behavior, triggers, responses, and impacts on clinicians, patients, and the organization. Using the Disruptive Clinician Behavior Survey for Hospital Settings, it was found that RNs experienced a significantly higher frequency of disruptive behaviors and triggers than MDs; MDs (45% of 295) and RNs (37% of 689) reported that their peer's disruptive behavior affected them most negatively. The most frequently occurring trigger was pressure from high census, volume, and patient flow; 189 incidences of harm to patients as a result of disruptive behavior were reported. Findings provide organizational leaders with evidence to customize interventions to strengthen the culture of safety.
the personal challenges presented by the disaster. There may be expectations of panic, but what almost always occurs is rational behavior . For many...Similarly, there may be expectations of disorder, but what appears is a great deal of prosocial instead of antisocial behavior . To inexperienced...FEMA 104/July 1986 (5-1 Organizational Behavior in Disasters and IMpliCations for Disaster Planning - ii;~1COPBy Enrico L. Quarante~l , Ph. D
113. PROGRAM ELMNT. PROCJ CT, TASK ISSIS11Graduate School of Business Dr. L. L. Ctinings AC tW0XNTMNSA Uiversity of Wicosn r.R B DnamNR10-9 OtMadison...working life . Organization Studies, edited by David Hickson, is broader in scope and focuses upon multidisciplinary studies of organizations, the...Attitudes as schema for interpreting events in organizational life and as a basis for the construction of personal and shared causal maps has also
Ida Bagus Gede Udiyana
Full Text Available The aims of this study is to find the existence of MAMA (Motivation, Ability, and Moral Awareness model to the commitment and Organizational Citizenship Behavior (OCB. The subject of the research is the five stars hotels at Nusa Dua Bali. Respondents of this study are the operational employees at the hotels who have Hindu religion with 198 samples. The method of collecting data was simple random sampling method with proportional allocation. Structural Equation Modeling (SEM analysis technique was utilized to analyze the data in this research. This research has found that MAMA model (Motivation, Ability, and Moral Awareness influences OCB. Furthermore this research has found a theory that the main variable which is causing the appearance of organizational citizenship behavior is MAMA (motivation, ability, and moral awareness as an intrinsic behavior, and commitment or organizational citizenship behavior function of MAMA, and commitment or to be formulated as OCB f. Info
Hasil penelitian yang telah dilakukan oleh para peneliti tentang organizational citizenship behavior menunjukkan bahwa perilaku sangat penting bagi efektifitas organisasi. Namun masih sedikit penjelasan teoritis tentang bagaimana perilaku tersebut memberikan kontribusi dalam meningkatkan fungsi organisasi. Nahapiet dan Ghoshal (1998) menyatakan bahwa social capital dari perusahaan merupakan sumber keunggulan organisasi yang sangat vital (organizational advantage). Berdasarkan hasil kajian me...
Chowdhury, Dhiman Deb
This article extends literature of Organizational Citizenship Behavior (OCB) in the context of corporate sustainability. The author presents the concept of Organizational Citizenship Behavior towards Sustainability (OCBS) as a variant, contending it's appropriateness for today's much needed behavioral competence to implement sustainability measure at organizational level. The formulation of OCBS espouses Organizational Citizenship Behavior (OCB) with a twist. The viewpoint defended that a for...
Catalia Rafsiah Sari Sari
relationship Perceived Organizational Support on Organizational Citizenship Behavior through Organizational Commitment. Keywords: Perceived Organizational Support, Organizational Citizenship Behavior,Organizational Commitment
Blakely, G.L. [West Virginia Univ., Morgantown, WV (United States). Dept. of Management and Industrial Relations; Fuller, J. [West Virginia Univ., Morgantown, WV (United States). Dept. of Management and Industrial Relations]|[USDOE Morgantown Energy Technology Center, WV (United States); Smith, D.H. [USDOE Morgantown Energy Technology Center, WV (United States)
Organizational citizenship behavior is behavior which is discretionary on the part of the individual, not recognized by the organizational reward system, yet contributes to the effectiveness of the organization. In this study the relationship between self-monitoring and organizational citizenship behavior was examined. Support was found for the hypothesis that individuals high in self-monitoring are also more likely to perform organizational citizenships behaviors. Implications for management and future research are discussed.
De Dreu, Carsten K W; Nauta, Aukje
In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically invalid and may lead to overly narrow models of work behavior. The authors instead propose that self-concern and other-orientation are independent. The authors also propose that job performance, prosocial behavior, and personal initiative are a function of (a) individual-level attributes, such as job characteristics when employees are high in self-concern, and (b) group-level attributes, such as justice climate when employees are high in other-orientation. Three studies involving 4 samples of employees from a variety of organizations support these propositions. Implications are discussed for theory on work behavior and interventions geared toward job enrichment and team-based working.
Guh, Wei-Yuan; Lin, Shang-Ping; Fan, Chwei-Jen; Yang, Chin-Fang
This study investigated the mediating role of institutional trust and affective commitment on the relationship between organizational justice and organizational citizenship behaviors. The study participants were 315 faculty members at 67 public/private universities of technology and vocational colleges in Taiwan. Structural equation modeling was used to analyze the relationships between the variables and assess the goodness of fit of the overall model. Organizational justice was positively related to institutional trust and there was an indirect effect of organizational justice on affective commitment through institutional trust. In addition, the relation between institutional trust and affective commitment was positive and affective commitment was shown to have a positive relation to organizational citizenship behaviors. Institutional trust was found to indirectly affect organizational citizenship behaviors through affective commitment. Most importantly, this study suggested a mediating effect of institutional trust and affective commitment on the relation between organizational justice and organizational citizenship behaviors. Implications, limitations, and future research were also discussed.
Danford, S.; Meindl, J.; Hunt, R.
Issues of crew productivity during design work on space station are discussed. The crew productivity is defined almost exclusively in terms of human factors engineering and habitability design concerns. While such spatial environmental conditions are necessary to support crew performance and productivity, they are not sufficient to ensure high levels of crew performance and productivity on the post-Initial Operational Configurations (IOC) space station. The role of the organizational environment as a complement to the spatial environment for influencing crew performance in such isolated and confined work settings is examined. Three possible models of operation for post-IOC space station's organizational environment are identified and it is explained how they and space station's spatial environment will combine and interact to occasion patterns of crew behavior is suggested. A three phase program of research design: (1) identify patterns of crew behavior likely to be occasioned on post-IOC space station for each of the three models of operation; and (2) to determine proactive/preventative management strategies which could be adopted to maximize the emergence of preferred outcomes in crew behavior under each of the several spatial and organizational environment combinations.
de Dreu, C.K.W.; Nauta, A.
In this article, the authors develop the self-concern and other-orientation as moderators hypothesis. The authors argue that many theories on work behavior assume humans to be either self-interested or to be social in nature with strong other-orientation but that this assumption is empirically
The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB) in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB) S. Reto...
Blanca Giorgiana GRAMA; Daniela Nicoleta BOTONE
This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB). The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an u...
Witt, Ulrich; Schwesinger, Georg
An evolutionary tool kit is applied in this paper to explain how innate social behavior traits evolved in early human groups. These traits were adapted to the particular production requirements of the group in human phylogeny. They shaped the group members' attitudes towards contributing to the group's goals and towards other group members. We argue that these attitudes are still present in modern humans and leave their phylogenetic footprints also in present-day organizational life. We discu...
In this research on the one hand we analyzed the relationship that exists in terms of motivational persistence and the Big Five dimensions and, on the other hand, organizational citizenship behavior (OCB). The results show that the conscientiousness has been identified as being in a significant positive relationship with OCB. This result is consistent with the data provided by previous researchers. The results also indicate that three conscientiousness facets are in a positive relationship wi...
V V Khurtina
Full Text Available The paper describes organizational behavior of Russian professionals at the individual and organizational levels. The characteristics of Russian professionals’ organizational behavior are examined on the basis of the Russian Longitudinal Monitoring Survey of HSE, depending on the qualification level and age.
Gelfand, Michele J; Erez, Miriam; Aycan, Zeynep
This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior, and person-environment fit. Thereafter, we consider how individuals manage their interdependence in organizations, and review research on culture and negotiation and disputing, teams, and leadership, followed by research on managing across borders and expatriation. The review shows that developmentally, cross-cultural research in OB is coming of age. Yet we also highlight critical challenges for future research, including moving beyond values to explain cultural differences, attending to levels of analysis issues, incorporating social and organizational context factors into cross-cultural research, taking indigenous perspectives seriously, and moving beyond intracultural comparisons to understand the dynamics of cross-cultural interfaces.
Blanca Giorgiana GRAMA
Full Text Available This article outlines the Romanian and foreign studies carried on concerning the subject of Organizational Citizenship Behavior (OCB. The help given to a colleague when necessary he/she needs it, giving up to a better job offer made by competing firms, continous training, all of these define the organizational citizenship behavior and support a proper organizational functioning. Nowadays the concept of „organizational citizenship behavior ” known also as „devoted soldier syndrome” is an unfamiliar term for many managers. As far as managers are concerned they consider that organizational citizenship behavior is almost impossible to be applied in Romanian organizations. This article prezents a detailed study about Organizational Citizenship Behavior expressed by employee in health and how much of this behavior may be predicted by the age and gender of the employees from medical organizations.
Ells, Carolyn; MacDonald, Chris
Organizational ethics is an emerging field concerned with the study and practice of the ethical behaviour of organizations. For effective application to healthcare settings, we argue that organizational ethics requires attention to organizations' special characteristics combined with tools borrowed from the fields of business ethics and bioethics. We identify and discuss several implications of this burgeoning field to healthcare organizations, showing how organizational ethics can facilitate policy making, accountability, self-evaluation, and patient and business perspectives. In our conclusion, we suggest an action plan for healthcare organizations to help them respond appropriately to their ethical responsibilities.
Dian Anggraini Kusumajati
Full Text Available Human resources are the most important asset in a company to get success of an organization/company. Many organizations face challenges such as how organizations respond to change from external and adapt to internal environment of organization. In this case OCB can increase organizational performance, because this behavior is the "oil" of social machine of the organization. In other words, with this behavior in social interaction the member from organization can be smooth, reduce disputes, and improve efficiency. OCB is a voluntary behavior that exceeds workers’ basic needs such as helping co-workers and courteous to others, which benefit an organization, and does not relate to the compensation system. The dimensions of OCB consist of altruism, conscientiousness, sportsmanship, courtesy, civic virtue. The factors affect the OCB, namely: culture and climate, personality and mood, organizational support, quality of interaction superiors and subordinates, tenure and gender. Implications of OCB are quality of service, performance groups, and turnover. The benefits from OCB to the company are improving the productivity of co-workers, increasing managers’ productivity, saving management’s and organization’s resources, saving energy resources to maintain the group function, to be an effective facility to coordinate the activities of the working groups, improving the ability from organization to attract and maintain best employees, improving the stability of organizational performance, and enhancing the organization's ability to adapt environmental changes. It can be said that if the company wants to increase employee’s OCB, the company should pay attention to the factors that influence employee’s OCB and OCB implications to the company.
Bond, Frank W.; Hayes, Steven C.; Barnes-Holmes, Dermot
This paper offers organizational behavior management (OBM) a behavior analytically consistent way to expand its analysis of, and methods for changing, organizational behavior. It shows how Relational Frame Theory (RFT) suggests that common, problematic, psychological processes emerge from language itself, and they produce psychological…
Full Text Available Organizational buying behavior is decision making process by which formal organizations establish the need for purchased products and services, and identify, evaluate, and choose among alternative brands and suppliers. Understanding the buying decision processes is essential to developing the marketing programs of companies that sell to organizations, or to 'industrial customers'. In business (industrial marketing, exchange relationships between the organizational selling center and the organizational buying center are crucial. Integrative model of organizational buying behavior offers a systematic framework in analyzing the complementary factors and what effect they have on the behavior of those involved in making buying decisions.
Ozan BÜYÜKYILMAZ; Yahya FİDAN
This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study we...
Full Text Available Therelationship between leader and followers plays a vital role, particularly ineducational institutions where a keen understanding of human character and highlevel of social interaction ought to be facilitated. For this reason, in starkcontrast to contemporary leaders who see people only as units of production orexpendable resources in a profit and loss statement, servant leadership focuseson meeting the needs of followers, making them reach their maximum potentialand so perform optimally in order to achieve organizational goals andobjectives. This study examines theeffects of servant leadership behaviors of private college principals onteachers’ organizationalcitizenship behavior and job performance. Using 300 respondents from theprivate education institutes in Turkey, servant leadership behavior is examinedfor its indirect effects on organizational citizenship behavior and jobperformance by its impact on organizational justice. Organizational justiceacts as a mediator between the variables in question. All the results are insupport of the studied mediation effects. Implications of the findings andsuggestions for future research are discussed
Full Text Available The following article aims to present the results of studies on the relationship of temperament, personality and organizational climate with the occurrence of Organizational Citizenship Behavior (OCB in the organization. The study was qualitative, and correlational. The study group consisted of 42 activists in voluntary organizations aged from 18 to 19 years old, 15 men and 27 women. The following questionnaires were used: The scale measuring Organizational Citizenship Behavior (OCB S. Retowski, Formal Characteristics of Behaviour - Temperament Questionnaire (FCZ-KT B. Zawadzki and J. Strelau, Personality Inventory NEO-PI-Costa Jr. and Mc'Crae Polish Adaptation and Organizational Climate Questionnaire by L. von Rosenstiel and R. Bögel – K. Durniat Adaptation. The study revealed a clear positive correlation with Organizational Citizenship Behavior (OCB with a component of Agreeableness - Trust (A1, with Extraversion (E and its components: Warmth (E1, Excitement Seeking (E5 Activity (E4 and Gregariousness (E2 and the component of Conscientiousness – Self-Discipline (C5, component of Openness to Experience – Actions (O4, and also negative correlations with Neuroticism (N and its components: Vulnerability (N6, Self-Consciousness (N4 and Anxiety (N1. The study also revealed a clear positive correlations Organizational Citizenship Behavior (OCB with Activity (AK, Endurance (WT and Briskness (ŻW and a clear negative correlation with Perseveration (PE, Emotional Reactivity (RE. In the group of volunteers there were also showed positive correlations of Organizational Citizenship Behavior (OCB with a Career (Assessment and Promotion (OA and the Communication and Information (KI. Regression model developed using multiple regression (stepwise regression method takes into account the following variables: Activity (AK - Temperament, Agreeableness component of the Personality - Straightforwardness (A2, and the component of Neuroticism – Self
Bond, Frank W.; Hayes, Steven C.; Barnes-Holmes, Dermot
This paper offers organizational behavior management (OBM) a behavior analytically consistent way to expand its analysis of, and methods for changing, organizational behavior. It shows how Relational Frame Theory (RFT) suggests that common, problematic, psychological processes emerge from language itself, and they produce psychological inflexibility. Research suggests that an applied extension of RFT, Acceptance and Commitment Therapy, has led to new interventions that increase psychological ...
Henley, C E; Magelssen, D
Faculty development is that process that fosters improvement in faculty members' skills in teaching and research and promotes their career advancement. This study investigated the association between organizational behavior in military medical centers and the faculty development of its medical corps officers assigned to teaching positions. Such organizational behaviors as defining tasks clearly and resolving conflicts satisfactorily correlated well with the faculty members' overall satisfaction and other parameters of good faculty development. The results suggest that a strong relationship exists between the organizational behavior of an institution and the sense of identity, productivity, and continued career growth of its individual faculty members.
Park, Junhee; Yun, Eunkyung; Han, Sangsook
This study was conducted to identify the factors that influence nurses' organizational citizenship behavior. A cross-sectional design was used, with a convenience sample of 547 nurses from four university hospitals in Seoul and Gyeonggi province. The data were collected through a questionnaire survey done from September 22 to October 10, 2008. The tools used for this study were scales on organizational citizenship behavior (14 items), self-leadership (14 items), empowerment (10 items), organizational commitment (7 items), job satisfaction (8 items) and transformational.transactional leadership (14 items). Cronbach's alpha and factor analysis were examined to test reliability and construct validity of the scale. The data collected were processed using SPSS Window 15.0 Program for actual numbers and percentages, differences in the dependent variable according to general characteristics, and means, standard deviations, correlation coefficients and multiple regression analysis. The factors influencing nurses' organizational citizenship behavior were identified as self-leadership(beta=.247), empowerment (beta=.233), job satisfaction (beta=.209), organizational commitment (beta=.158), and transactional leadership (beta=.142). Five factors explained 42.0% of nurses' organizational citizenship behavior. The results of this study can be used to develop further management strategies for enhancement of nurses' organizational citizenship behavior.
Dwyer, Sean; Allison, Barbara J.
Presents components of organizational citizenship behavior (OCB): altruism, civic virtue, conscientiousness, courtesy, and sportsmanship. Discusses its impact on students' success, recommends ways to integrate OCB into the curriculum, and provides an OCB rating scale for student teams. (JOW)
financial position, procedural compliance and communication system are considerably .... exchange thus, it is important to understand organizational buying behavior. (Anderson et al. ..... that they have a clear picture of the study. Moreover the ...
Chen, Mo; Chen, Chao C; Sheldon, Oliver J
Drawing on social identity theory and social-cognitive theory, we hypothesize that organizational identification predicts unethical pro-organizational behavior (UPB) through the mediation of moral disengagement. We further propose that competitive interorganizational relations enhance the hypothesized relationships. Three studies conducted in China and the United States using both survey and vignette methodologies provided convergent support for our model. Study 1 revealed that higher organizational identifiers engaged in more UPB, and that this effect was mediated by moral disengagement. Study 2 found that organizational identification once again predicted UPB through the mediation of moral disengagement, and that the mediation relationship was stronger when employees perceived a higher level of industry competition. Finally, Study 3 replicated the above findings using a vignette experiment to provide stronger evidence of causality. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
Lack of existing literature on the correlation among organizational justice, organizational support, and organizational citizenship behaviors has created a research gap in previous evidence-based practice (EBP) studies on nursing personnel. To investigate whether organizational justice among nurses has a moderating effect between their organizational support and organizational citizenship behaviors in order to bridge such a gap of existing literature with the EBP study on nursing personnel. Nursing staff of one large and influential hospital in Taiwan was surveyed. Four hundred questionnaires were distributed, and 386 were collected with a valid response rate of 96.50%. SPSS 17.0 and Amos 17.0 statistical software packages were used for data analysis. Nurses' organizational support positively influences their organizational citizenship behaviors, and their organizational justice perception has a positive moderating effect between organizational support and organizational citizenship behaviors. Results call hospitals' attention to the type of individual behaviors that may improve organizational performance. When nursing staff perceive fair and impartial treatment by the organization and supportive emotional attachment, behaviors beneficial for the organization are expressed in return. Subjective perceptions of nursing staff play an important role in organizational exchange relationship; the higher the degree of nursing staff's perceived organizational justice, the higher the degree of their organizational support, perception, and exhibition of organizational citizenship behaviors such as altruistic behavior and dedication to the work. © 2014 Sigma Theta Tau International.
Two major approaches to the analysis of the organizational structure of schools are described. The rational approach focuses on characteristics that are bureaucratic and relate to the hierarchical exercise of authority. The natural-system approach focuses on the social structure and attempts to identify the power structure through analyses of…
Kernodle, Thomas A.; Noble, Deborah
The purpose of this paper is to support Organizational Citizenship Behavior (OCB) as an essential area of study in the field of business education that is often neglected. OCB has been defined as individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the…
LeBlanc, Cary J.
This study explored the concept of Organizational Citizenship Behavior (OCB) in relation to undergraduate college students. The extensive research on OCB within traditional work environments indicates that while workers who demonstrate OCB usually receive more favorable performance evaluations, those behaviors also help build community and culture…
Full Text Available This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organizational citizenship behavior. Finally, the study has confirmed that there were significant relationships between emotional intelligence and its dimensions with organizational citizenship behavior and organizational commitment of employees.
Ali H. Muhammad
This article examines the relationship among perceived organizational support, affective organizational commitment, and employee citizenship behavior in Kuwaiti business organizations. Employees¡¯ affective organizational commitment is proposed to mediate the relationship between perceived organizational support and employee citizenship behavior. Data were collected from 261 employees affiliated with 9 Kuwait business organizations. These businesses represented firms in the banking, and finan...
Dávila de León, María Celeste; Finkelstein, Marcia A
Organizational citizenship behaviors (OCB) are workplace activities that exceed an employee's formal job requirements and contribute to the effective functioning of the organization. We explored the roles of the dispositional traits of individualism and collectivism in the prediction of OCB. The relationship was examined in the context of other constructs known to influence OCB, specifically, motives and identity as an organizational citizen. A total of 367 employees in 24 organizations completed surveys measuring individualism/collectivism, OCB motives, strength of organizational citizen role identity, and amount of OCB. The results showed collectivism to be a significant predictor of Organizational Concern and Prosocial Values motives, role identity, and OCB. Individualism predicted Impression Management motives and was a significant negative predictor of a role identity as one who helps others. The findings are discussed with regard to previous research in OCB.
Waller, Mary J
Organizational Behavior (OB) is a discipline of social science that seeks explanations for human behavior in organizations. OB draws on core disciplines such as psychology, sociology, anthropology, economics, communication, and law to create and investigate multilevel explanations of why people engage in particular behaviors, and which behaviors under which circumstances lead to better outcomes in organizations. Created using an applied or pragmatic lens and tested with a wide range of both quantitative and qualitative methodologies, most OB theories and research have direct implications for managers and for other organizational participants. Not surprisingly, one focal area of OB research concerns safety in organizations, and a growing body of safety-oriented literature in OB is based on data collected during simulation training across a variety of organizations such as hospitals, airlines, nuclear power plants, and other high reliability organizations. Copyright © 2015 Mosby, Inc. All rights reserved.
Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani
Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one's job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson's correlation coefficient were used for data analysis. There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital's employees (P ≤ 0.05, R = 0.33). This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital's productivity.
Egener, Barry; McDonald, Walter; Rosof, Bernard; Gullen, David
The professionalism behaviors of physicians have been extensively discussed and defined; however, the professionalism behaviors of health care organizations have not been systemically categorized or described. Defining organizational professionalism is important because the behaviors of a health care organization may substantially impact the behaviors of physicians and others within the organization as well as other institutions and the larger community. In this article, the authors discuss the following competencies of organizational professionalism, derived from ethical values: service, respect, fairness, integrity, accountability, mindfulness, and self-motivation. How nonprofit health care organizations can translate these competencies into behaviors is described. For example, incorporating metrics of population health into assessments of corporate success may increase collaboration among regional health care organizations while also benefiting the community. The unique responsibilities of leadership to model these competencies, promote them in the community, and develop relevant organizational strategies are clarified. These obligations elevate the importance of the executive leadership's capacity for self-reflection and the governing boards' responsibility for mapping operational activities to organizational mission. Lastly, the authors consider how medical organizations are currently addressing professionalism challenges. In an environment made turbulent by regulatory change and financial constraints, achieving proficiency in professionalism competencies can assist nonprofit health care organizations to promote population health and the well-being of their workforces.
Randall, Donna M.; And Others
Explored within empirical study context complexity of organizational commitment construct and respondent-generated behavioral manifestations of job attitude among plant workers (N=156). Found each commitment dimension related differently to work outcomes and that none of the dimensions was able to predict absenteeism or tardiness. (Author/CM)
Teacher's organizational citizenship behavior (OCB) is a multifaceted construct that is critical to school effectiveness and to the education enterprise. Four hundred ninety-three teachers in eight different cities on the Chinese mainland were surveyed using the OCB scale developed by Bo Shiuan Cheng, a Taiwanese scholar. The antecedent and outcome variables of OCB were examined in this study. The results showed that the teachers' attitudinal characteristics of career satisfaction and career commitment, and the dispositional characteristic of locus of control, influenced teachers' OCB. In addition, teachers' OCB influenced their work performance as well as their career and organizational turnover intention. The implications of this study suggest a base of knowledge from which school administrators could enhance their school's organizational function and retain teachers. © 2013 The Institute of Psychology, Chinese Academy of Sciences and Wiley Publishing Asia Pty Ltd.
Fox, Eric J.; VanStelle, Sarah E.
In the book "Verbal Behavior," Skinner provided a comprehensive, behavioral account of language. While the impact of Skinner's analysis on empirical research has been examined broadly, this review of the literature focused on studies relevant to organizational behavior management (OBM). Both empirical and nonempirical journal articles in OBM were…
Jones, L C; Guberski, T D; Soeken, K L
The purpose of this article is to examine the relationships of individual nurse practitioners' perceptions of the leadership climate in their organizations and self-reported formal and informal leadership behaviors. The nine climate dimensions (Structure, Responsibility, Reward, Perceived Support of Risk Taking, Warmth, Support, Standard Setting, Conflict, and Identity) identified by Litwin and Stringer in 1968 were used to predict five leadership dimensions (Meeting Organizational Needs, Managing Resources, Leadership Competence, Task Accomplishment, and Communications). Demographic variables of age, educational level, and percent of time spent performing administrative functions were forced as a first step in each multiple regression analysis and used to explain a significant amount of variance in all but one analysis. All leadership dimensions were predicted by at least one organizational climate dimension: (1) Meeting Organizational Needs by Risk and Reward; (2) Managing Resources by Risk and Structure; (3) Leadership Competence by Risk and Standards; (4) Task Accomplishment by Structure, Risk, and Standards; and (5) Communication by Rewards.
van Prooijen, Jan-Willem; de Vries, Reinout E
Belief in conspiracy theories about societal events is widespread among citizens. The extent to which conspiracy beliefs about managers and supervisors matter in the micro-level setting of organizations has not yet been examined, however. We investigated if leadership styles predict conspiracy beliefs among employees in the context of organizations. Furthermore, we examined if such organizational conspiracy beliefs have implications for organizational commitment and turnover intentions. We conducted a survey among a random sample of the US working population ( N = 193). Despotic, laissez-faire, and participative leadership styles predicted organizational conspiracy beliefs, and the relations of despotic and laissez-faire leadership with conspiracy beliefs were mediated by feelings of job insecurity. Furthermore, organizational conspiracy beliefs predicted, via decreased organizational commitment, increased turnover intentions. Organizational conspiracy beliefs matter for how employees perceive their leaders, how they feel about their organization, and whether or not they plan to quit their jobs. A practical implication, therefore, is that it would be a mistake for managers to dismiss organizational conspiracy beliefs as innocent rumors that are harmless to the organization. Three novel conclusions emerge from this study. First, organizational conspiracy beliefs occur frequently among employees. Second, participative leadership predicts decreased organizational conspiracy beliefs; despotic and laissez-faire leadership predict increased organizational conspiracy beliefs due to the contribution of these destructive leadership styles to an insecure work environment. Third, organizational conspiracy beliefs harm organizations by influencing employee commitment and, indirectly, turnover intentions.
Full Text Available This study investigates direct and indirect relationships between perceived organizational support, organizational trust and organizational citizenship behavior. The aim of the study is to determine the effect of employee perceptions of organizational support on the tendency to exhibit organizational citizenship behavior and to determine the mediating role of perceived trust in perceived organizational support and organizational citizenship behavior relationship. The data used in the study were gathered by questionnaire from 228 graduate students studying at the Karabuk University Institute of Social Sciences and at the same time working in state and private institutions. In the process of testing the hypotheses, path analysis was used in the context of structural equation modeling. As a result of the study, it was determined that organizational trust fully mediates the relationship between perceived organizational support and the dimensions of altruism, conscientiousness and sportsmanship of organizational citizenship behavior and partially mediates the relationship between perceived organizational support and the dimensions of courtesy and civic virtue of organizational citizenship behavior.
Shanker, R.; Bhanugopan, R.; Heijden, B.I.J.M. van der; Farrell, M.
Despite a plethora of literature on organizational climate for innovation and the persuasive arguments establishing its link to organizational performance, few studies hitherto have explored innovative work behavior of managers. Specifically, limited attention has been paid to explaining how
Kegans, Loyd; McCamey, Randy B; Hammond, Honor
The authors compared the relationship of elements of the Organizational Citizenship Behavior (OCB) and years of work experience of registered nurses in the state of Texas. Work experience research has shown a relationship between OCB and work experience through mediating roles of various work related characteristics does exist. Work experience is described as the overall length of time in an occupation or workforce. Civic virtue was the only element of organizational citizenship behavior to have a statistically significant correlation with years of work experience in this study. Other elements were found to have no statistically significant correlation with years of work experience. Further research should be undertaken to determine if correlations between these two constructs holds up when the population under study is further refined by job classification, such as management and staff, or industry segment.
DAN POPESCU; ALINA DRUCY
The paper contains the results of a research developed by the authors on the organizational behavior in SMEs in Romania and Spain. This research is highlighting the fact that the organizational behavior is highly influenced by the core organizational values and is answering to the questions about how individuals and groups act in organizations and why. The research demonstrated how the core values of an organization are influencing the organizational behavior of the human resources from diffe...
YILMAZ, Kürşad; ALTINKURT, Yahya
This paper examined the relationships between the school administrators’ leadership behavior and teachers’ perceptions of organizational trust, and organizational justice. The sample of the survey model study consists of 271 high school teachers in the province of Kutahya in Turkey. Data is collected by “Organizational Trust Scale”, “Organizational Justice Scale” and “Leadership Behavior Scale”. Data is analyzed through descriptive statistics and Regression Analysis. The research findings sho...
Serdar Öge; Pınar Erdogan
The main objective of this research is to describe the relationship between organizational climate and organizational citizenship behavior. In order to examine this relationship, a research is intended to be carried out in relevant institutions and organizations operating in the health sector in Turkey. It will be researched that whether there is a statistically significant relationship between organizational climate and organizational citizenship behavior through elated ...
Saman Chehrazi; Mehrdad Hoseini Shakib; Mohammad Hosein Askari Azad
This paper presents a casual structure model between emotional intelligence and organizational citizenship behavior by using organizational commitment as mediator variable. The study is accomplished among 324 employees of united bus company in city of Tehran, Iran. Using structural equation modeling, the study has confirmed that emotional intelligence influenced on organizational citizenship behavior and commitment. The study also confirms that organizational commitment influenced on organiza...
Zhao, Hongdan; Peng, Zhenglong; Chen, Hsiu-Kuei
This article examines the psychological mechanism underlying the relationship between compulsory citizenship behavior (CCB) and organizational citizenship behavior (OCB) by developing a moderated mediation model. The model focuses on the mediating role of organizational identification and the moderating role of interactional justice in influencing the mediation. Using a time-lagged research design, the authors collected two waves of data from 388 supervisor-subordinate dyads in 67 teams to test the moderated mediation model. Results revealed that CCB negatively influenced OCB via impairing organizational identification. Moreover, interactional justice moderated the strength of the indirect effect of CCB on OCB (through organizational identification), such that the mediated relationship was stronger under low interactional justice than under high interactional justice.
Dargahi, H; Alirezaie, S; Shaham, G
Organizational Citizenship Behavior (OCB) is defined as "individual behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate, promotes the effective functioning of organization". OCB, enhance job satisfaction among nursing employees. According to several findings, nurses' OCB have a positive and significant influence on job satisfaction. This research is aimed to study OCB among Iranian nurses. A cross-sectional, descriptive and analytical study was conducted among 510 nurses working in 15 teaching hospitals in Tehran, Iran to be selected by stratified random sampling. The respondents were asked to complete Netemeyer's organizational citizenship behavior questionnaire that encompassed four dimensions of OCB including Sportsmanship, Civil Virtue, Conscientiousness, Altruism and selected each item of OCB dimensions and identified their attitudes about OCB items were observed in hospitals of Tehran. The data was analyzed by T-test, ANOVA and Pearson statistical methods. The results of this research showed that most of the nurses who studied in this study, had OCB behaviors. Also, we found that there was significant correlation between Iranian nurses' marriage status, qualifications and gender with sportsmanship, altruism and civic virtue. This research demonstrates the existence of OCB among Iranian nurses that are essential in developing patient - oriented behavior. The results can be used to develop further nursing management strategies for enhancement of OCB. Finally, the present study indicates new possibilities for future researches such as analysis and comparison of OCB between different hospitals and how nursing policy-makers can enhance these behaviors in Iranian hospitals.
Huang, Chun-Chen; You, Ching-Sing; Tsai, Ming-Tien
The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment and thus lead to higher organizational citizenship behaviors. This study uses hierarchical regression to understand which types of ethical climate, facets of job satisfaction, and the three components of organizational commitment influence different dimensions of organizational citizenship behaviors. Questionnaires were distributed to 450 nurses, and 352 usable questionnaires were returned. The findings of the article suggest that hospitals can increase organizational citizenship behaviors by influencing an organization's ethical climate, job satisfaction, and organizational commitment. Hospital administrators can foster within organizations, the climate types of caring, law and code and rules climate, satisfaction with coworkers, and affective commitment and normative commitment that increase organizational citizenship behavior, while preventing organizations from developing the type of instrumental climate and continuance commitment that decreases it.
Podsakoff, Nathan P; Whiting, Steven W; Podsakoff, Philip M; Blume, Brian D
Although one of the main reasons for the interest in organizational citizenship behaviors (OCBs) is the potential consequences of these behaviors, no study has been reported that summarizes the research regarding the relationships between OCBs and their outcomes. Therefore, the purpose of this study is to provide a meta-analytic examination of the relationships between OCBs and a variety of individual- and organizational-level outcomes. Results, based on 168 independent samples (N = 51,235 individuals), indicated that OCBs are related to a number of individual-level outcomes, including managerial ratings of employee performance, reward allocation decisions, and a variety of withdrawal-related criteria (e.g., employee turnover intentions, actual turnover, and absenteeism). In addition, OCBs were found to be related (k = 38; N = 3,611 units) to a number of organizational-level outcomes (e.g., productivity, efficiency, reduced costs, customer satisfaction, and unit-level turnover). Of interest, somewhat stronger relationships were observed between OCBs and unit-level performance measures in longitudinal studies than in cross-sectional studies, providing some evidence that OCBs are causally related to these criteria. The implications of these findings for both researchers and practitioners are discussed. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
Bönigk, Mareike; Steffgen, Georges
Organizational change is a particularly emotional event for those being confronted with it. Anger is a frequently experienced emotion under these conditions. This study analyses the influence of employees' habitual anger reactions on their reported behavior during organizational change. It was explored whether anger reactions conducive to recovering or increasing individual well-being will enhance the likelihood of functional change behavior. Dysfunctional regulation strategies in terms of individual well-being are expected to decrease the likelihood of functional change behavior-mediated by the commitment to change. Four hundred and twelve employees of different organizations in Luxembourg undergoing organizational change participated in the study. Findings indicate that the anger regulation strategy venting, and humor increase the likelihood of deviant resistance to change. Downplaying the incident's negative impact and feedback increase the likelihood of active support for change. The mediating effect of commitment to change has been found for humor and submission. The empirical findings suggest that a differentiated conceptualization of resistance to change is required. Specific implications for practical change management and for future research are discussed.
Park, Wall Yun; Yoon, Sook Hee
This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.
Ng, Thomas W. H.; Feldman, Daniel C.
Utilizing a meta-analytical approach for testing moderating effects, the current study investigated organizational tenure as a moderator in the relation between affective organizational commitment and organizational citizenship behavior (OCB). We observed that, across 40 studies (N = 11,416 respondents), the effect size for the relation between…
Peng, Jei-Chen; Chiu, Su-Fen
Past empirical evidence has suggested that a positive supervisor feedback environment may enhance employees' organizational citizenship behavior (OCB). In this study, we aim to extend previous research by proposing and testing an integrative model that examines the mediating processes underlying the relationship between supervisor feedback environment and employee OCB. Data were collected from 259 subordinate-supervisor dyads across a variety of organizations in Taiwan. We used structural equation modeling to test our hypotheses. The results demonstrated that supervisor feedback environment influenced employees' OCB indirectly through (1) both positive affective-cognition and positive attitude (i.e., person-organization fit and organizational commitment), and (2) both negative affective-cognition and negative attitude (i.e., role stressors and job burnout). Theoretical and practical implications are discussed.
Cui, Lin; Fan, Di; Fu, Gui; Zhu, Cherrie Jiuhua
This study develops an integrative model of safety management based on social cognitive theory and the total safety culture triadic framework. The purpose of the model is to reveal the causal linkages between a hazardous environment, safety climate, and individual safety behaviors. Based on primary survey data from 209 front-line workers in one of the largest state-owned coal mining corporations in China, the model is tested using structural equation modeling techniques. An employee's perception of a hazardous environment is found to have a statistically significant impact on employee safety behaviors through a psychological process mediated by the perception of management commitment to safety and individual beliefs about safety. The integrative model developed here leads to a comprehensive solution that takes into consideration the environmental, organizational and employees' psychological and behavioral aspects of safety management. Copyright © 2013 National Safety Council and Elsevier Ltd. All rights reserved.
Full Text Available This paper presents an empirical study to investigate the effect of organizational climate on organizational citizenship behavior in one of Iranian automakers. The proposed study uses a standard questionnaire for measuring organizational citizenship behavior, which is adopted from Podsakoff et al. (2000 [Podsakoff, P. M., MacKenzie, S. B., Paine, J. B., & Bachrach, D. G. (2000. Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of management, 26(3, 513-563.]. The study also uses another questionnaire, which measures organizational climate, which is adopted from Arabacı (2010 [Arabacı, I. B. (2010. Academic and administration personnel's perceptions of organizational climate (Sample of Educational Faculty of Fırat University. Procedia-Social and Behavioral Sciences, 2(2, 4445-4450.] and both questionnaires are designed in Likert scale. Cronbach alphas for organizational citizenship behavior and organizational climate are measured as 0.78 and 0.84, respectively, which are above the acceptance level of 0.70. Therefore, we can confirm the validity of both questionnaires. The study is implemented among 200 experts in Iranian automaker, randomly and using Spearman correlation ratio as well as stepwise regression techniques, the study has detected a meaningful relationship between components of organizational climate and organizational citizenship behavior.
Muhammad A. Baloch
Full Text Available The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism, perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry.
Baloch, Muhammad A; Meng, Fanchen; Xu, Zefeng; Cepeda-Carrion, Ignacio; Danish; Bari, Muhammad W
The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism), perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry.
Baloch, Muhammad A.; Meng, Fanchen; Xu, Zefeng; Cepeda-Carrion, Ignacio; Danish; Bari, Muhammad W.
The aim of this work focuses on the relationship among the Dark Triad (psychopathy, narcissism, and Machiavellianism), perceptions of organizational politics, political skills, and counterproductive work behavior. This study empirically tests the mediating role of perceptions of organizational politics in the relationship between the Dark Triad and counterproductive work behavior. Furthermore, the study investigates the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. A sample of 149 participants was randomly selected. To analyze the data of the present work, we employed a structural equation model using partial least square and PROCESS. From empirical findings, we imply an inference that perception of organizational politics partially mediates the Dark Triad's influence on the counterproductive work behavior. Moreover, the results identify the moderating role of political skills in strengthening the link between the Dark Triad and the perceptions of organizational politics. Empirical findings suggest important policy implications for the hospitality industry. PMID:29167654
ALEXANDRA MIHAELA POPESCU; ANGELA VLADESCU
Citizenship behavior is an important factor, both in human society and organizational evolution. This is a determinant element due to economical enterprises performances growth, given that, intake staff to achieve desired performances is defining. This paper, analyzing small and medium enterprises performances by organizational citizenship behavior, is, relating to information that we have, the first one at national level. Highlighting the effects of organizational citizenship behavior, on a ...
Cheasakul, Uree; Varma, Parvathy
Abstract: The present research aims to study the direct and indirect influence of passion and empowerment on organizational citizenship behavior of teachers in a private university in Thailand mediated by organizational commitment. The sample comprises 124 teachers teaching in the university and the Organizational Citizenship Behavior Scale, adapted by Podsakoff and Mackenzie (1990), Passion Scale, developed by Vallerand, Carbonneau, Fernet and Guay (2008), School Participant Empowerment Scal...
Arbabisarjou, Azizollah; Hajipour, Reza; Sadeghian, Mahdi
"The correlation between justice and organizational citizenship behavior and organizational identity among the nurses", aimed to correlate different aspects of personal feelings and organizational identity in a population of nurses. The population included all nurses working at hospitals affiliated to administry of health, treatment and medical education in Shahre-Kord (Iran) 2009. A sample consisting of 168 nurses was randomly selected out of the population. The study adopted a descriptive-correlative method. The Organizational Justice Questionnaire (1998), the Organizational Citizenship Questionnaire, and Organizational Identity Questionnaire (1982) were used for gathering data. Data was analyzed through multiple regression analysis. The findings revealed that 4 dimensions of organizational citizenship behavior (altruism, civic virtue, conscientiousness, and self-development) are correlated with organizational identity (R² = 0.612); and loyalty and obedience are correlated with distributional justice (R² = 0.71). Also, loyalty, altruism, and obedience are correlated with procedural justice (R² = 0.69) and loyalty and self-development are correlated with distributional justice (R² = 0.89). A correlation was also detected between interactional justice and organizational identity (R² = 0.89). The findings of the study could serve to identify the factors contributing to the creation and recreation of organizational identity, citizenship behavior and justice among nurses, to promote the performance of the organization, and to achieve organizational goals.
Pipas Maria Daniela
The approach of this paper is based on the concepts of management, communication and organizational behavior that by implementing the appropriate strategies, by taking and prevention of organizational risk that creates a favorable organizational climate that can improve, in time, the image of the organization, leading ultimately to making a synergic organization and to increase the organizational performance. An effective communication, followed by an efficient management provides safety in a...
The Relationship between Organizational Justice and Organizational Citizenship Behavior among Nurses (Examining the Mediating Role of Organizational Commitment, Organizational Trust, and Job Satisfaction
Full Text Available Introduction: Justice has been recognized as the pivot of different organizational research, that the designation of the causal pattern involving the most important variables associated with it was the main objective of the present study. Materials and Methods: This was a descriptive-survey study. The statistical population consisted of all nurses of Imam Khomeini hospital in Urmia (n= 420, of which 201 nurses were selected by using Morgan’s table and by random sampling method. The instruments included questionnaires of organizational justice, organizational commitment, organizational trust, job satisfaction, and Organizational Citizenship Behavior whose reliability and validity were confirmed. The structural equations model method was used to analyze the data. Results:The results showed there was a positive and significant relationship between justice perception with organizational commitment, organizational trust, and job satisfaction. In addition, the mediating role of organizational commitment and trust was acknowledged in the relationship between justice and citizenship behavior in the model; however, the mediating role of satisfaction was not fitted in the relationship between justice and citizenship. Conclusion: According the research results that there was a positive and significant relationship between perception of justice with organizational commitment, organizational trust, and job satisfaction, paying attention to organizational justice for improving the staff’s organizational citizenship behavior is critical and indicates the distinct position of this variable in improving all attitudinal and behavioral variables and consequently in the hospital employees’ performance.
Olguin Olguin, Daniel; Waber, Benjamin N; Kim, Taemie; Mohan, Akshay; Ara, Koji; Pentland, Alex
We present the design, implementation, and deployment of a wearable computing platform for measuring and analyzing human behavior in organizational settings. We propose the use of wearable electronic badges capable of automatically measuring the amount of face-to-face interaction, conversational time, physical proximity to other people, and physical activity levels in order to capture individual and collective patterns of behavior. Our goal is to be able to understand how patterns of behavior shape individuals and organizations. By using on-body sensors in large groups of people for extended periods of time in naturalistic settings, we have been able to identify, measure, and quantify social interactions, group behavior, and organizational dynamics. We deployed this wearable computing platform in a group of 22 employees working in a real organization over a period of one month. Using these automatic measurements, we were able to predict employees' self-assessments of job satisfaction and their own perceptions of group interaction quality by combining data collected with our platform and e-mail communication data. In particular, the total amount of communication was predictive of both of these assessments, and betweenness in the social network exhibited a high negative correlation with group interaction satisfaction. We also found that physical proximity and e-mail exchange had a negative correlation of r = -0.55 (p 0.01), which has far-reaching implications for past and future research on social networks.
Chernyak-Hai, Lily; Waismel-Manor, Ronit
One of the most thoroughly studied aspects of prosocial workplace behavior is organizational citizenship behavior (OCB). Yet, the definition of OCB seems to overlook the fact that help-giving acts may be of different types with different consequences for both giver and recipient. The present research explores workplace help-giving behavior by investigating the importance of gender as a factor that facilitates or inhibits specific types of help that empower and disempower independent coping: autonomy- and dependency-oriented help, respectively. A pilot and two following studies were conducted. The pilot study empirically assessed which acts would be clearly perceived by participants as representing both types of help. Then, using the descriptions of these acts, Study 1 examined which type of help would be perceived as most likely to be given by a male or female employee to a male or female colleague in a sample of 226 participants (78% women). Study 2 explored which type of help participants perceived as one they would rather receive from a male or female helper in a sample of 170 participants (65% women). Our findings indicate that male and female respondents who rated men giving help were more likely to expect them to give autonomy-oriented help, especially to women. There were no significant differences in dependency-oriented help. Further, women preferred to receive more autonomy-oriented help than men did, regardless of the help-giver's gender; no significant results were found for men. Implications for OCB and workplace power relations are discussed.
Full Text Available Combining social exchange and inducement-contribution theory as our overarching theoretical framework, we examine innovative climate as a boundary condition and organizational trust as a mediating mechanism to explain when and how the employee-organization relationship (EOR is associated with workplace innovative behavior. We conducted a field study using multi-source data to test our hypotheses. The results indicated that creativity positively predicted innovative behavior through organizational trust, and an innovative climate moderated the indirect effect of EOR on innovative behavior via organizational trust. The theoretical and practical implications of these findings and directions for future research are discussed.
Barnes, Christopher M; Ghumman, Sonia; Scott, Brent A
We examine sleep as an important factor beyond the work domain that is relevant to organizational citizenship behavior. In a field study of 87 employees from a variety of organizations, an objective measure of sleep quantity predicted organizational citizenship behavior directed toward organizations but not organizational citizenship behavior directed toward individuals. Additionally, job satisfaction mediated this relationship. In a second field study of 85 working college students, we found that natural variation in daily sleep over the course of a work week predicted daily variance in organizational citizenship behavior directed toward both individuals and organizations, and that job satisfaction mediated these relationships. Based on these findings, we discuss theoretical and practical implications of sleep-deprived employees.
Lee, Eun-Suk; Park, Tae-Youn; Koo, Bonjin
Organizational identification has been argued to have a unique value in explaining individual attitudes and behaviors in organizations, as it involves the essential definition of entities (i.e., individual and organizational identities). This review seeks meta-analytic evidence of the argument by examining how this identity-relevant construct functions in the nexus of attitudinal/behavioral constructs. The findings show that, first, organizational identification is significantly associated with key attitudes (job involvement, job satisfaction, and affective organizational commitment) and behaviors (in-role performance and extra-role performance) in organizations. Second, in the classic psychological model of attitude-behavior relations (Fishbein & Ajzen, 1975), organizational identification is positioned as a basis from which general sets of those attitudes and behaviors are engendered; organizational identification has a direct effect on general behavior above and beyond the effect of general attitude. Third, the effects of organizational identification are moderated by national culture, a higher-level social context wherein the organization is embedded, such that the effects are stronger in a collectivistic culture than in an individualistic culture. Theoretical and practical implications of the findings and future research directions are discussed. (c) 2015 APA, all rights reserved).
McKegney, F P; Schwartz, C E
Behavioral medicine is a newly emerging field dating back to the early 1970s. In this short time, a great deal of controversy and confusion has arisen as to even the definition of the term. Similarly, there are now a variety of different operational applications of this concept in patient care, research, and health care system organizations. It is proposed that the title "behavioral medicine" be used in the most general way, consistent with the definition developed by the Institute of Medicine meeting in 1978. In it, behavioral medicine is a term designating a very large field and is not analogous to a profession, medical specialty, or discipline. This term denotes a body of psychologic and social knowledge and a set of techniques applied to research, prevention, and treatment of medical illness, including psychiatric illness. By this definition, behavioral medicine treatment techniques would include psychotherapy, hypnosis, relaxation, behavior therapy, behavior modification, biofeedback, and pharmacotherapy. One of the cardinal principles of behavioral medicine as a field is that well-defined treatment techniques are used for specific target symptoms or signs of illness. It is proposed that individual behavioral medicine treatment programs be called by the name of either the specific treatment utilized or of the target(s) of the intervention. It is important to ensure collaboration between the variety of treatment and research programs that would fall under this general definition of behavioral medicine, which includes consultation-liaison psychiatry. An organizational model is proposed that would combine all such programs within a multidisciplinary division of a department of psychiatry. This division might be entitled with one or both names, e.g., "consultation-liaison psychiatry and behavioral medicine." Perhaps most importantly, this new field should not promise more than it may be able to provide, particularly in trying to achieve the biopsychosocial model
Eka Ruliza Harahap
Full Text Available Tujuan penelitian adalah untuk mengetahui peranan kohesivitas kelompok dan kecerdasan emosional terhadap organizational citizenship behavior. Populasi penelitian adalah karyawan departemen produksi PT. Tanimas Soap Industries dimana seluruh anggota populasi berpartisipasi sebagai subyek penelitian. Data penelitian dikumpulkan dengan menggunakan tiga skala psikologi yaitu skala kohesivitas kelompok, skala kecerdasan emosional, dan skala organizational citizenship behavior. Analisa terhadap data yang terkumpul dilakukan dengan menggunakan uji regresi linear sederhana dan berganda.Hasil penelitian menunjukkan bahwa kohesivitas kelompok dan kecerdasan emosional berperan terhadap organizational citizenship behavior.Kecerdasan emosional diketahui memberikan sumbangan lebih besar terhadap organizational citizenship behavior dibandingkan kohesivitas kelompok. Aspek group integration social dari kohesivitas kelompok dan dimensi self-awareness dari kecerdasan emosional memberikan kontribusi paling besar terhadap organizational citizenship behavior.
Umphress, Elizabeth E; Bingham, John B; Mitchell, Marie S
We examined the relationship between organizational identification and unethical pro-organizational behavior (UPB)-unethical behaviors conducted by employees to potentially benefit the organization. We predicted that organizational identification would be positively related to UPB and that positive reciprocity beliefs would moderate and strengthen this relationship. The results from 2 field studies support the interaction effect and show that individuals who strongly identify with their organization are more likely to engage in UPB when they hold strong positive reciprocity beliefs. Given the nature of reciprocity, our findings may suggest that highly identified employees who hold strong reciprocity beliefs may conduct UPB with an anticipation of a future reward from their organization. Theoretical and managerial implications of our results for understanding unethical behaviors are discussed.
Altuntas, Serap; Baykal, Ulku
This research used a descriptive and explorative design to determine the levels of nurses' organizational trust and organizational citizenship and to investigate relationships between the levels of organizational trust and organizational citizenship behaviors. Nurses who had completed their orientation from a total of 11 hospitals with bed capacities of 100 and located in the European district of Istanbul were included in the sample for this study. Formal, written applications and approval of the ethical committee were obtained from concerned institutions before proceeding with the data collection step. The Organizational Trust Inventory and the Organizational Citizenship Level Scale, a questionnaire form including five questions regarding nurses' personal characteristics, were used in data collection. Data collection tools were distributed to 900 nurses in total, and usable data were obtained from 482 nurses. Number and percentage calculations and Pearson correlation analysis were used to assess research data. The results of the present research showed that nurses had a higher than average level of trust in their managers and coworkers and they trusted more in their managers and coworkers than their institutions. The Organizational Citizenship Level Scale indicated that the behavior most frequently demonstrated by the nurses was conscientiousness, followed by courtesy and civic virtue, whereas sportsmanship was displayed to an average extent. An analysis of relationships between nurses' level of organizational trust and their organizational citizenship behaviors revealed that nurses who trust in their managers, institutions, and coworkers demonstrated the organizational citizenship behaviors of conscientiousness, civic virtue, courtesy, and altruism more frequently. The findings attained in this study indicated that the organizational trust the staff had in their institutions, managers, and coworkers influenced the organizational citizenship behaviors of
Leyla Amin Bandar Cham Khaleh
Full Text Available Organizational commitment has been considered as the most important concept in organizational behavior dimensions and human resources management. In all of the organizations, organizational commitment exerts a positive effect on the staff members’ performance. Therefore, the organizations are in need of committed and responsible workforce. The current study has dealt with the survey of the extent the organizational commitment components relate to the organizational citizenship behavior among the nursing staff in Al-Zahra (May God give her best of regards hospital in 2015. The current study is a descriptive-correlation research and it is an applied research from the objective point of view. The study population includes Al-Zahra (May God give her best of regards nursing hospital staff in 2015 and they were selected based on an availability method and the total study sample volume reaches to about 130 individuals. To collect the demographic characteristics information there was made use of Allen-Mayer organizational commitment questionnaire and Podsakoff’s organizational citizenship behavior questionnaire was also applied. Data analysis was conducted through descriptive statistics includes frequency, mean and percentage and inferential statistics including Mann-Whitney, X2 and Pierson correlation coefficient by taking advantage of SPSS 20. The results of the present study indicated that there is no significant relationship between affective and normative commitment components and the employees’ organizational citizenship behavior. According to the relationship between organizational commitment and nursing staff organizational citizenship behavior staff members should be selected from among the committed and responsible individuals in order for the organizational objectives and goals to be advanced and the managers should set the ground for the staff progress and sublimation.
THE INFLUENCE OF PERCEIVED ORGANIZATIONAL SUPPORT, JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT TOWARD ORGANIZATIONAL CITIZENSHIP BEHAVIOR (A Study of the Permanent Lecturers at University of Lambung Mangkurat, Banjarmasin
Full Text Available The population in this research is all of the permanent lecturers employed at University of Lambung Mangkurat (ULM. The respondents are taken from 4 academic ranks, which are represented by Asisten Ahli (Instructor, Lektor (Assistant Professor, Lektor Kepala (Associate Professor, and Guru Besar (Professor. One hundred and thirty samples were collected by using a proportional-stratified random sampling method. A Partial Least Square (PLS method was used to analyze the data. The results showed that lecturers with a positive perception of the organizational support available to them feel more satisfied with their job, which in turn encourages the creation of a high organizational commitment and results in the emergence of positive organizational citizenship behavior (OCB. These study’s results showed us the application of social exchange theory and organizational support theory in a higher educational institution. The findings of this study are considered to be important, as they provide additional empirical evidence regarding the importance of organizational support as a basis for improving the ULM lecturers' job satisfaction, organizational commitment, and OCB. The implications and further research are also discussed.
Alanoglu, Müslim; Demirtas, Zülfü
The aim of this research is to determine the relationships between organizational learning levels of high schools; organizational citizenship behavior of managers and teachers and effective school characteristics of them based on the opinions of managers and teachers. The population of the research consists of managers and teachers serving at high…
Altinkurt, Yahya; Yilmaz, Kursad
The main purpose of the research was to determine correlation between school administrators' organizational power sources and teachers' organizational citizenship behaviors in primary schools. The research was a correlational survey model study. 275 participants were randomly chosen for the research. The data were collected by…
Bogler, Ronit; Somech, Anit
The present study focuses on the relationship between teacher empowerment and teachers' organizational commitment, professional commitment (PC) and organizational citizenship behavior (OCB). It examines which subscales of teacher empowerment can best predict these outcomes. The data were collected through a questionnaire returned by a sample of…
Dagli, Abidin; Averbek, Emel
The aim of this study is to determine the relationship between the organizational alienation and the organizational citizenship behaviors of primary school teachers. The research population consists of 700 teachers from 90 primary schools in the central district of Mardin/Turkey in the academic year of 2015-2016. The research sample consists of…
Zh V Puzanova
Full Text Available The article considers the peculiarities of the organizational behavior of Russian doctors and conditions of its formation determined by the development of the national health care system in the Russian and Soviet periods. The authors analyze the changes in the national health care system since the Semashko model that was created in the first years of Soviet power and evolved in the post-war period into a multi-level system of medical care with clearly differentiated structure of services and later into the Soviet model focusing on specialized outpatient care and large staff of narrowly focused specialists; from the first private medical clinics in the late 1980s to the decline of the sphere in the 1990s and the reforms of the beginning of the XXI century. All stages of the national health care system evolution are the determinants of the Russian doctors’ organizational behavior changes, the crisis of professional ethics, the transformations of the professional consciousness from the ideas of service and medical care to the principle of providing medical services. The authors also consider some implications of the national project ‘Health’ in the contemporary Russia.
Full Text Available Organizations are all subject to a diverse and ever changing and uncertain environment. Under this situation organizations should develop a capability which can resist the emergency and recover from the disruption. Base on lot of literature, the paper provides the main concept of organizational resilience; construct the primary theoretical model and some implications for management.
Ludwig, Timothy D.; Frazier, Christopher B.
Engagement is a "buzz" word that has gained popularity in Industrial/Organizational Psychology. Based on a "Positive Psychology" approach, engagement is perceived as a valuable state for employees, because surveys on the construct have found it correlates with some organizational tactics (e.g., human resource policies, procedural justice) and…
Wiegand, Douglas M.; Geller, E. Scott
Positive psychology is becoming established as a reputable sub-discipline in psychology despite having neglected the role of positive reinforcement in enhancing quality of life. The authors discuss the relevance of positive reinforcement for positive psychology, with implications for broadening the content of organizational behavior management.…
Mullangi, Samyukta; Saint, Sanjay
Addressing the mounting primary care shortage in the United States has been a focus of educators and policy makers, especially with the passage of the Affordable Care Act in 2010 and the Medicare Access and CHIP Reauthorization Act in 2015, placing increased pressure on the system. The Association of American Medical Colleges recently projected a shortage of as many as 65,000 primary care physicians by 2025, in part because fewer than 20% of medical students are picking primary care for a career. We examined the issue of attracting medical students to primary care through the lens of organizational behavior theory. Assuming there are reasons other than lower income potential for why students are inclined against primary care, we applied various principles of the Herzberg 2-factor theory to reimagine the operational flow and design of primary care. We conclude by proposing several solutions to enrich the job, such as decreasing documentation requirements, reducing the emphasis on specialty consultations, and elevating physicians to a supervisory role.
Full Text Available A psychological contract is an implicit understanding between a group of employees and their employer that arose as a result of a particular leadership style. Psychological contract violation (PCV is said to occur when there is a perceived breach of promise that leads to an emotional and affective response. The literature on PCV posits a number of antecedents and outcomes of PCV. This study seeks to develop a model of PCV by linking it with justice and organizational citizenship behavior (OCB. It is argued that the antecedents of PCV lead to a sense of injustice. These will then create the emotional response that is indicative of PCV. It is also argued that an outcome of this PCV experience is reduced OCB and the emergence of a new outlook towards employment relationship. Data was collected from a Malaysian company that initiated a voluntary separation scheme as part of an effort to downsize its work force. The finding of this study provides partial support for the model.
Turnipseed, David L; Bacon, Calvin M
The relation of organizational citizenship behavior and locus of control was assessed in a sample of 286 college students (52% men; M age = 24 yr.) who worked an average of 26 hr. per week. Measures were Spector's Work Locus of Control Scale and Podsakoff, et al.'s Organization Citizenship Behavior scale. Hierarchical multiple regressions indicated positive association of scores on work locus of control with scores on each of the four tested dimensions of organizational citizenship, as well as total organizational citizenship behavior.
Lin, Chia-Tzu; Chang, Ching-Sheng
Because nurses deliver care to patients on behalf of hospitals, hospitals should enhance the spontaneous organizational citizenship behaviors of front-line nurses to increase patient satisfaction and, hence, to increase the competitiveness of the hospital. However, a major gap in the literature is the lack of evidence-based studies of the correlations among job satisfaction, organizational commitment, and organizational citizenship behaviors in nursing personnel. Therefore, this study performed a cross-sectional survey of nurses in 1 large hospital in Taiwan; out of 400 questionnaires distributed, 386 valid questionnaires were collected, which was a valid response rate of 96.50%. The survey results revealed that organizational commitment has a significant positive effect on organizational citizenship behaviors (γ11 = 0.57, p organizational commitment and organizational citizenship behaviors (Δχ2 = 26.397, p organizational commitment and organizational citizenship behaviors.
N. Cem-Ersoy (Nevra)
textabstractThis research project explores cultural determinants that facilitate positive employee behavior. In the literature, this behavior is identified as organizational citizenship behavior (OCB). The dissertation also focuses on factors related to counterproductive work behavior (CWB). CWB is
Naghneh, Mohammad Hossein Khalilzadeh; Tafreshi, Mansoureh Zagheri; Naderi, Manijeh; Shakeri, Nehzat; Bolourchifard, Fariba; Goyaghaj, Naser Sedghi
Nursing care encompasses physical, emotional, mental and social needs, in order to improve a patient's health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients' satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior. In this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA. The majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001). In this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses' performance.
Tinjung Desy Nursanti
Full Text Available Study aims to determine and obtain a clear picture of supportive supervisor, empowerment, and organizational citizenship behavior; and to determine the impact of supportive supervisor and empowerment towards organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Research used explanatory survey method, while the sample was taken from employees of the company. Research instrument (questionnaires was used as primary data collection to explain the causal relationship between supportive supervisor and empowerment on organizational citizenship behavior of employees in PT Setia Makmur Cemerlang. Analysis used simple linear regression and multiple linear regression method. Result of this study shows that there is significant influence between supportive supervisor and empowerment towards organizational citizenship behavior.
This paper explores empirically implications of language use for MNCs’ learning from subsidiaries. Drawing on sociolinguistic literature, the article argues that while employing a single corporate language facilitates quick and direct communication of explicit knowledge, such a language design...... is insufficient to leverage contextually specific and culturally embedded knowledge. This indicates the need for disentangling language and culture. The paper further argues for the need to go beyond national language to consider how prevailing kinds of corporate talk may curb headquarters potential for learning...
The purpose of the paper is to examine the policy and organizational implications of gender imbalance in management, which research suggests exists in the NHS. The research in this paper involved a qualitative approach with an analysis of elite interviews conducted with a non-random sample of officials involved in health policy and interviews with a random sample of senior managers in NHS Scotland. The research formed part of a larger study, which explored the enablers and inhibitors to female career progression in various Scottish sectors. The paper finds that gender imbalance in management exists in the NHS. This is manifested in a masculine organizational context, leadership and policy decision-making process, which have implications for female career advancement opportunities and subsequently access to macro policy decisions. The paper involved a sample (30 percent) of senior managers and examined policy processes in NHS Scotland. To improve the external validity of the findings further research should be conducted in NHS organizations in England and Wales. The findings in the paper suggest that gender imbalance in management and a masculine organizational context and leadership style within the NHS create a less than conducive environment for female employees. This has practical implications in terms of levels of part-time employment, career progression and attrition rates. The paper adds to the debate of gender and organizational studies by examining the health sector, which has high levels of female employment but low levels of female representation at senior management levels. The paper therefore adds to an often-neglected area of study, women in leadership and senior managerial positions. The paper is original in its approach by examining the micro and meso organizational dimensions which impact on women's ability to influence macro health policy.
Lepine, Jeffrey A; Erez, Amir; Johnson, Diane E
This article reviews the literature on organizational citizenship behavior (OCB) and its dimensions as proposed by D. W. Organ (1988) and other scholars. Although it is assumed that the behavioral dimensions of OCB are distinct from one another, past research has not assessed this assumption beyond factor analysis. Using meta-analysis, the authors demonstrate that there are strong relationships among most of the dimensions and that the dimensions have equivalent relationships with the predictors (job satisfaction, organizational commitment, fairness, trait conscientiousness, and leader support) most often considered by OCB scholars. Implications of these results are discussed with respect to how the OCB construct should be conceptualized and measured in the future.
Full Text Available Objective: The purpose of this study was to investigate the relationship between organizational citizenship behavior, organizational commitment and its dimensions on the Welfare staff in Tehran 2013. Materials & Methods: In this cross - sectional study, one hundred eight staff of Tehran Welfare were selected by random sample, and the sample size of the previous studies. Data were collected using two standard questionnaires OCB, and Organizational Commitment, which includes the three dimensions, affective commitment, normative commitment and continuance commitment and analyzed by statistical methods such as: Pearson correlation coefficient and ANOVA. Results: The finding showed Between OCB and organizational commitment there was significant and positive correlation (P&le0.01, r=0.325. Also the dimensions of organizational commitment: affective commitment and normative commitment have a significant positive relationship with OCB, but not significant relationship OCB with a continuous commitment. ANOVA results showed that the average OCB in age, type of employment and employee experience is different. And Continuous commitment in hiring employees is different and emotional commitment in Background employees is different. Conclusion: Based on the findings we conclude that the enhancement of organizational citizenship behavior, organizational commitment and staff of Tehran can be increased.
Mohammad Reza Dehghani
Full Text Available Introduction: Organizational citizenship behavior has been linked to overall organizational effectiveness, thus these types of employee behaviors have important consequences in the workplace. One of the important consequences of these types of behaviors is knowledge sharing. Thus, the current study examined the role of organizational citizenship behavior in promoting knowledge sharing. Method: A descriptive correlation design was employed in this study. We collected the data from Kharazmi University employees in city of Tehran in 2014. The statistical population consisted of 484 Kharazmi University employees from which 210 persons were selected randomly (using simple random sampling by the Krejcie and Morgan (1978 sample size determination table. Data werecollected through organizational citizenship behavior questionnaire and knowledge sharing questionnaire. To examine the reliability of the questionnaires, Cronbach alpha coefficient was used. These coefficients were 0.80 for attitude toward knowledge sharing and 0.77 for intention to share knowledge. Also, for organizational citizenship behavior it ranged from 0.71 (courtesy to 0.82 (altruism. To determine the validity, content validity method was applied. All descriptive statistics, t-test, Pearson correlation and multiple regression were performed using SPSS 19. Results: The results of t-test indicated that the means of organizational citizenship behavior (mean=2.50 and all its dimensions (altruism: 2.60, conscientiousness: 2.52, sportsmanship: 2.41, courtesy: 2.49, civic virtue: 2.45 among employees were at the moderate level. The results showed that the correlation between organizational citizenship behavior and knowledge sharing was significant (r=0.50, P<0.001. Other results showed that the correlations between knowledge sharing and organizational citizenship behavior dimensions - Altruism (r=0.35, Conscientiousness (r=0.19, Sportsmanship (r=0.46, Courtesy (r=0.39, Civic virtue (r=0
Li, Ning; Liang, Jian; Crant, J Michael
Drawing from a relational approach, the authors conceptualize the quality of leader-member exchange as a mediator and procedural justice climate as a contextual moderator for understanding the role of proactive personality in job satisfaction and organizational citizenship behavior. Data from a sample of 200 Chinese employees within 54 work groups were used to examine the hypothesized models. Results show that having a proactive personality was associated with employees establishing a high-quality exchange relationship with their supervisors; in turn, the quality of leader-member exchange was associated with greater job satisfaction and more organizational citizenship behaviors. Additionally, the relationship between proactive personality and organizational citizenship behavior was positively moderated by procedural justice climate within the group. Implications for management theory and practice are discussed. 2010 APA, all rights reserved
Walumbwa, Fred O; Hartnell, Chad A; Oke, Adegoke
This study tests the influence of servant leadership on 2 group climates, employee attitudes, and organizational citizenship behavior. Results from a sample of 815 employees and 123 immediate supervisors revealed that commitment to the supervisor, self-efficacy, procedural justice climate, and service climate partially mediated the relationship between servant leadership and organizational citizenship behavior. Cross-level interaction results revealed that procedural justice climate and positive service climate amplified the influence of commitment to the supervisor on organizational citizenship behavior. Implications of these results for theory and practice and directions for future research are discussed. PsycINFO Database Record (c) 2010 APA, all rights reserved.
Livi, Stefano; Theodorou, Annalisa; Rullo, Marika; Cinque, Luigi; Alessandri, Guido
Among relevant consequences of organizational socialization, a key factor is the promotion of organizational citizenship behaviors toward individuals (i.e. OCBI). However, the relation between organizational socialization and OCBI has received little attention. This study tests the validity of a moderated mediation model in which we examine the mediating effect of a decreased interpersonal strain on the relationship between organizational socialization and OCBI, and the moderation role of a positive personal resource in reducing interpersonal strain when an unsuccessful socialization subsists. A cross-sectional study was conducted on 765 new recruits of the Guardia di Finanza-a military Police Force reporting to the Italian Minister of Economy. Findings confirm our hypothesis that interpersonal strain mediates the relationship between organizational socialization and OCBI. The index of moderated mediation results significant, showing that this effect exists at different levels of positivity. Theoretical and practical implications for promoting pro-organizational behaviors are discussed.
Theodorou, Annalisa; Rullo, Marika; Cinque, Luigi; Alessandri, Guido
Among relevant consequences of organizational socialization, a key factor is the promotion of organizational citizenship behaviors toward individuals (i.e. OCBI). However, the relation between organizational socialization and OCBI has received little attention. This study tests the validity of a moderated mediation model in which we examine the mediating effect of a decreased interpersonal strain on the relationship between organizational socialization and OCBI, and the moderation role of a positive personal resource in reducing interpersonal strain when an unsuccessful socialization subsists. A cross-sectional study was conducted on 765 new recruits of the Guardia di Finanza–a military Police Force reporting to the Italian Minister of Economy. Findings confirm our hypothesis that interpersonal strain mediates the relationship between organizational socialization and OCBI. The index of moderated mediation results significant, showing that this effect exists at different levels of positivity. Theoretical and practical implications for promoting pro-organizational behaviors are discussed. PMID:29494621
Organizational culture refers to the beliefs and values that have existed in an organization for a long time, and to the beliefs of the staff and the foreseen value of their work that will influence their attitudes and behavior. Administrators usually adjust their leadership behavior to accomplish the mission of the organization, and this could influence the employees' job satisfaction. It is therefore essential to understand the relationship between organizational culture, leadership behavior and job satisfaction of employees. A cross-sectional study was undertaken that focused on hospital nurses in Taiwan. Data was collected using a structured questionnaire; 300 questionnaires were distributed and 200 valid questionnaires were returned. To test the reliability of the data, they were analyzed by Cronbach's α and confirmatory factors. Correlation analysis was used on the relationships between organizational cultures, leadership behavior and job satisfaction. Organizational cultures were significantly (positively) correlated with leadership behavior and job satisfaction, and leadership behavior was significantly (positively) correlated with job satisfaction. The culture within an organization is very important, playing a large role in whether it is a happy and healthy environment in which to work. In communicating and promoting the organizational ethos to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes. When the interaction between the leadership and employees is good, the latter will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction.
Full Text Available The aim of the present study is to analyze the influence of organizational citizenship behavior (OCB of employees working for the accommodation business on their job satisfaction (JS and subjective well-being (SWB. For this purpose, data were collected from 2,051 employees in various five-star accommodation enterprises located in Antalya, the most important tourism destination in Turkey. The analysis of the data showed that organizational citizenship behavior and its subdimensions correlate positively with job satisfaction and subjective well-being and influence them positively. It was also found that job satisfaction mediates the relationship between organizational citizenship behavior and subjective well-being. Employees with organizational citizenship behavior were found to have higher levels of job satisfaction and subjective well-being. The results showed that organizational citizenship behavior is a stronger predictor for the job satisfaction of the employees than subjective well-being. The findings offer useful and important implications for business managers when hiring employees.
Turnipseed, David L; Vandewaa, Elizabeth A
This study evaluated hypothesized positive linkages between organizational citizenship behavior and the emotional intelligence dimensions of perception, using emotion, understanding emotion, and management of emotion, involving two samples. Sample 1 comprised 334 employed college students, 52% male, with a mean age of 23.4 yr., who worked an average of 29.6 hr. per week. Sample 2 comprised 72 professors, 81% female, with a mean age of 47 yr. Measures were the Emotional Intelligence Scale and the Organizational Citizenship Behavior Scale. Results of hierarchical multiple regressions indicated a positive link between organizational citizenship behavior and emotional intelligence. There were differences between the samples. In Sample 1, each of the emotional intelligence dimensions were positively linked to citizenship behavior: using and managing emotion were the greatest contributors. In Sample 2, managing emotion was the only contributor. Emotional intelligence had the strongest relationship with citizenship behavior directed at individuals.
Apaydin, Çigdem; Sirin, Hüseyin
This study aims to develop a structural model for organizational citizenship behavior, group cohesiveness and workplace deviance behavior. The study group consists of 639 Turkish teachers working in primary and secondary public schools. In the study, the "Organizational Citizenship Behavior Scale" and the "Group Cohesiveness…
Spain, Seth M; Harms, P D
We critically examine the current biological models of individual organizational behavior, with particular emphasis on the roles of genetics and the brain. We demonstrate how approaches to biology in the organizational sciences assume that biological systems are simultaneously causal and essentially static; that genotypes exert constant effects. In contrast, we present a sociogenomic approach to organizational research, which could provide a meta-theoretical framework for understanding organizational behavior. Sociogenomics is an interactionist approach that derives power from its ability to explain how genes and environment operate. The key insight is that both genes and the environment operate by modifying gene expression. This leads to a conception of genetic and environmental effects that is fundamentally dynamic, rather than the static view of classical biometric approaches. We review biometric research within organizational behavior, and contrast these interpretations with a sociogenomic view. We provide a review of gene expression mechanisms that help explain the dynamism observed in individual organizational behavior, particularly factors associated with gene expression in the brain. Finally, we discuss the ethics of genomic and neuroscientific findings for practicing managers and discuss whether it is possible to practically apply these findings in management.
Seth Michael Spain
Full Text Available We critically examine the current biological models of individual organizational behavior, with particular emphasis on the roles of genetics and the brain. We demonstrate how approaches to biology in the organizational sciences assume that biological systems are simultaneously causal and essentially static; that genotypes exert constant effects. In contrast, we present a sociogenomic approach to organizational research, which could provide a meta-theoretical framework for understanding organizational behavior. Sociogenomics is an interactionist approach that derives power from its ability to explain how genes and environment operate. The key insight is that both genes and the environment operate by modifying gene expression. This leads to a conception of genetic and environmental effects that is fundamentally dynamic, rather than the static view of classical biometric approaches. We review biometric research within organizational behavior, and contrast these interpretations with a sociogenomic view. We provide a review of gene expression mechanisms that help explain the dynamism observed in individual organizational behavior, particularly factors associated with gene expression in the brain. Finally, we discuss the ethics of genomic and neuroscientific findings for practicing managers and discuss whether it is possible to practically apply these findings in management.
Spain, Seth M.; Harms, P. D.
We critically examine the current biological models of individual organizational behavior, with particular emphasis on the roles of genetics and the brain. We demonstrate how approaches to biology in the organizational sciences assume that biological systems are simultaneously causal and essentially static; that genotypes exert constant effects. In contrast, we present a sociogenomic approach to organizational research, which could provide a meta-theoretical framework for understanding organizational behavior. Sociogenomics is an interactionist approach that derives power from its ability to explain how genes and environment operate. The key insight is that both genes and the environment operate by modifying gene expression. This leads to a conception of genetic and environmental effects that is fundamentally dynamic, rather than the static view of classical biometric approaches. We review biometric research within organizational behavior, and contrast these interpretations with a sociogenomic view. We provide a review of gene expression mechanisms that help explain the dynamism observed in individual organizational behavior, particularly factors associated with gene expression in the brain. Finally, we discuss the ethics of genomic and neuroscientific findings for practicing managers and discuss whether it is possible to practically apply these findings in management. PMID:24616682
Full Text Available Background The purpose of this study was to investigate the relationship between psychological entitlement (active, passive, and revenge, narcissism and two types of organizational behaviors in employees. Interactions between narcissism and psychological entitlement as predictors of organizational citizenship behaviors (OCB and counterproductive work behaviors (CWB were explored. Predictors were analyzed in an effort to determine whether psychological entitlement plays a more destructive role among narcissistic employees than among non-narcissistic ones and whether the effects of narcissism on OCB and CWB are mediated by entitlement. Participants and procedure Data were obtained from 100 employees (34% men aged 22 to 59 years (M = 37.00, SD = 9.30 from public and private companies. Participants were asked to complete the Organizational Citizenship Behavior Scale (OCBS, the Counterproductive Organizational Behaviors Scale (COBS, the Entitlement Questionnaire, and the Narcissistic Personality Inventory (NPI. Results Positive aspects of entitlement were positively associated with OCB only among narcissistic employees, and active entitlement mediated the effects of narcissism on CWB. Active entitlement was negatively related to CWB. Negative aspects of entitlement were negatively related to OCB and unrelated to CWB. Conclusions This study provides evidence for positive (healthy aspects of entitlement for organizations. The unexpected interaction between narcissism and entitlement in predicting higher levels of OCB suggests that among narcissistic employees, healthy aspects of entitlement are desirable and profitable for an organization. Psychological entitlement was observed to be an important predictor of organizational behaviors beyond narcissism itself.
Song, Xiaochuan; English, Master Thomas M; Whitman, Marilyn V
Cigarette consumption has become global threat to both smokers and organizations. However, little is known about organizational smoking and vaping policies, and their influence to employees' smoking and vaping behavior. We collected data from 456 employed smokers, vapers, and/or dual users. Smoking and/or vaping behavior, along with perceived organizational smoking/vaping policies were examined. Vapers reported perceiving more stringent smoking policy, while vapers who reported having workplace vaping policies perceived having generally more stringent vaping policy. Most smokers and vapers are well informed about smoking policy; however, a considerable portion of them do not have a good understanding about organizational vaping policy. Organizations should not consider smoking and vaping to be the same when setting policy. Employers should ensure that organizational vaping policies are present and clear to all employees.
Problem of Study: Research on social exchange relationships does not take into account another vital component of organizational life--namely an individual's sense of belonging and identity. Organizational identification is one of the most crucial factors holding employees together and keeping them committed to the organization. Many studies…
Seyyed Ebrahim Sadati
Full Text Available The aim of this study is to study the relationship between organizational culture and organizational citizenship behavior (OCB with employees’ empowerment. Empowering employee’s breeds success by providing a suitable framework to utilize the necessary skills in an attempt to realize organizational goals. In this paper, four dimensions of employees’ empowerment including meaningfulness, choice, competence and impact are investigated. We also identify four dimensions for organizational culture including adaptability, consistency, involvement and mission. The paper also specifies five basic dimensions of OCB, which consists of altruism, conscientiousness, sportsmanship, courtesy and civic virtue. These basic dimensions of both independent and dependent variables construct the research conceptual model and the required data is gathered from the Tehran Municipality. This proposed study considers 180 employees who participated in our survey. The investigation of the proposed model is also performed based on the Structural Equation Modeling (SEM.
Full Text Available This paper investigates the relationship between emotional intelligence, organizational communications and organizational citizenship behavior (OCB for a case study of Islamic Azad University, Gorgan Branch, and Sama Institution in Iran. Statistical population includes all heads and assistants and employees of Islamic Azad University and Sama Institution in city of Gorgan, Iran as 300 people. Sample size was determined as 169 people according to Korjesi and Morgan table. This research is operational by goal, and survey and correlation by method. To determine questionnaire reliability and questionnaire validity, Cronbach Alpha coefficient for emotional intelligence questionnaire, organizational communications questionnaire, and OCB questionnaire were calculated as 0.86, 0.86, 0.87 and 0.85, respectively. To analyze data and information, Pearson correlation coefficient by inferential level was used. Results indicate that there was a significant relationship between emotional intelligence and organizational communication and OCB.
The objective of this research is to study information about the effect of organizational climate and organizational citizenship behavior (OCB) on the productivity. Ministry of National Education of Indonesia by using survey method with path analysis applied in testing hypothesis. The sample size in the research was done to 74 headmaster with samples taken using simple random sampling. The data were analyzed by using descriptive analyses, regressive analysis, and line analysis method. T...
Thakur, Geeta R.
The purpose of this study was to study Organizational Behavior of Colleges of Education of Maharashtra state in India. Organizational behavior was studied at three process level i.e. individual process level, team process level and organizational process level. The differences were found out if any, in the Organizational Behavior, in between the…
Ucanok, Basak; Karabati, Serdar
Organizational citizenship behaviors (OCBs) are voluntary contributions of employees not explicitly recognized by the formal reward system and are ultimately critical for sustaining organizational effectiveness (Organ, 1988). The current study aims to investigate the effects of values, work centrality, and organizational commitment on…
Full Text Available Studies on the organizational identity concept hasgained a considerableacceleration in the recent years while, organizational identity strength has beenexamined as a comparatively less studied aspect oforganizational identity. On theother side there are various studies which put forth the positive relation betweenorganizational justice perceptions(OJP and organizational citizenship behavior(OCB. The aim of this study is to reveal the effects of organizational identitystrength(OIS and OJP on the OCB. The sub-goal of the study is to present theimportance of OIS on the informal organizational behaviors. In this study, surveymethod has been conducted with 294 white-collar workers who work in Turkishpharmaceutical industry. Data taken by the questionnaires were analyzed usingSPSS 18.0 program. Hierarchical regression analysishas been implemented to putforward the independent variables’ effects on the dependent variable. Some of thehypothesis of the study has been accepted. The results also show that OIS has aconsiderable effect on the dimensions of OCB when compared to OJP.
Pipas Maria Daniela
Full Text Available The approach of this paper is based on the concepts of management, communication and organizational behavior that by implementing the appropriate strategies, by taking and prevention of organizational risk that creates a favorable organizational climate that can improve, in time, the image of the organization, leading ultimately to making a synergic organization and to increase the organizational performance. An effective communication, followed by an efficient management provides safety in any domain of activity. Organizational communication cannot be seen outside of the management, and represents a fundamental component of it. The lack of communication or poor management of this process leads to alterations in key components of organizational management on one hand, and on the other, the lack of skills and organizational culture regarding these components invalidates the communication process. Today, communication has become increasingly important and more nuanced. At work, employees are faced with an overload of information, but with insufficient or even no communication. Information and communication are two different concepts, but that are interrelated, so information puts people in connection with certain information while communicating puts people in relation with others. Any communication process takes place in a context, which means that it takes place in a specific social, cultural, psychological, physical or temporal space, which is in close interdependence. Any behavioral attitude that we have in this space communicates something about us and determines, consciously or unconsciously, a reaction of positive or negative response from others and may be a factor in sustaining the process of social evolution. In an organizational context, attitudes, behavior can be found as organizational behavior, covering, in turn, a wide range of activities: knowledge and employee satisfaction, understanding group dynamics, accepting and respecting
Full Text Available The hospital acquired infections are becoming common in our hospitals lately. These infections are difficult to treat and maybe life threatening. Hospital acquired infection can be minimized or eradicated by good Infection Prevention and Control guidelines and good hand hygiene practices. The success of Infection Prevention and Control guidelines program in any hospital is largely impacted by the organizational culture. In any health care setting the management is challenged by the organizational culture to change of any kind. Where implementation of Infection Prevention and Control guidelines program is easily implemented in some hospitals it is very difficult in others. Moreover, hand hygiene is not only biomedical practice but also has more behavioral factors.
Full Text Available To achieve organizational effectiveness, every company needs not only qualified human resources, but also employees who perform organizational citizenship behavior (OCB, which is influenced by individual internal factor i.e. big five personality and its external factor i.e. job satisfaction and organizational commitment. PT Harapan Surya Lestari also needs employees with high OCB level to maintain the sustainability of the company. The purpose of this research is to analyse the effects of big five personality, job satisfaction, and organizational commitment of the employees to organizational citizenship behavior and its impact toward organizational effectiveness on PT Harapan Surya Lestari (HSL. The method used in the research is Path Analysis. The data is obtained from questionnaire disseminated to all the employees of PT HSL in order to measure the level of big five personality, job satisfaction, and organizational commitment of the employees and organizational effectiveness from the perception of each employee, using likert scale. Results from the data analysis obtained structural equations Y = 0,240 X1 + 0,166 X2 + 0,502 X3 + 0,6671 ε1 where simultaneously big five personality, job satisfaction, and organizational commitment contribute significantly to organizational citizenship behavior of 55,5% and Z = 0,461 X2 + 0,374 Y + 0,6921 ε2 where simultaneously job satisfaction and organizational commitment contribute significantly to organizational effectiveness of 52,1%.
Full Text Available Introduction: Contemporary studies of organizational citizenship behavior (OCB are recognized as essential for modern organizations. These studies indicate that organizations with more emphasis on the OCB are healthier and more successful. The results also show that employees, who act beyond their job duties and exert OCB, belong to high productivity workgroup and enterprise with excellent quality in comparison to employees with low level of OCB. Therefore, the investigation of antecedents of organizational citizenship behavior can help the organizations to improve and reinforce it. Thus, the present study aimed at investigating the mediating effect of organizational culture on the relationship between transformational leadership and OCB. Method: A descriptive correlation research method was employed in this study. A total of 160 experts at Shiraz University were selected as the research sample through simple random sampling method using Cochran’s formula. Moreover, the study employed three instruments, namely Bass and Avolio’s transformational leadership questionnaire, Podsakoff’s et al.’s (1990 organizational citizenship behavior scale, and Denison organizational culture survey (2006. It is noted that the reliability of all the scales was obtained through Cronbach’s alpha coefficient. To analyze the research data, Pearson coefficient and structural equation modeling were used through SPSS 22 and Lisrel 8.8 software. Results: The results indicated that of dimensions of transformational leadership, inspirational motivation (β=0.33, and individualized consideration (β=-0.23 directly influenced OCB. Moreover, these two dimensions indirectly influenced OCB through organizational culture (dimension of involvement. The direct and indirect (β=0.16 effect of inspirational motivation on OCB was positive whereas individualized consideration directly had a negative and indirectly (β=0.14 a positive effect on OCB. Two other dimensions of
Full Text Available Purpose : The aim of present study was to investigate the relation between organizational atmosphere and organizational citizenship behavior of Mazandaran province physical education offices staff. Material : This is a correlation and descriptive study, and also a field study. Statistical population of the study was the whole staff of Mazandaran province offices of physical education in 1390 (N=188, that 127 of them were selected randomly and with allocating coordination method. Tools for collecting data were three questionnaires, (1 individual characteristics questionnaire, (2 organizational citizenship behavior questionnaire of Bell and Mangog, and (3 organizational climate questionnaire of Sussman & Deep. To analyze data we used descriptive and inferential statistics (Pearson correlation coefficient and multi-variable regression. Results : Study results showed a significant positive relation between organizational climate and its factors with staff organizational citizenship behavior (p≤0/01. Also step-by-step multi-variable regression analyze showed that goal and communication factors are good predictors of organizational citizenship behavior of physical education headquarters staff, respectively (p≤0/01. Conclusions : According to results we recommend that sport organizations managers through creating positive organizational atmosphere, goal clarity and more staff interactions, can increase the outbreak of organizational citizenship behavior in staff, and finally improve organizational efficiency and effectiveness.
Terry, Bobby K.
This project analyzes the organizational behavior of the University of Texas System. The University of Texas System is comprised of nine academic and six health institutions. The University of Texas System has over 85,000 employees; the student enrollment is 202,240 with a budget of $2.25 billion dollars. This project has a total of four parts and…
Mitus, Jamie S.; Hart, Zachary P.
High unemployment persists among individuals with disabilities in part due to problems with job retention (Gibbs, 1990; Kirsch, 2000; Louis Harris and Associates, 2000). A contributor to the problem may be the lack of academic training offered by rehabilitation counseling programs on organizational behavior and socialization concepts relevant to…
In organizational behavior and management survey courses, students are likely to maximize certain career-appropriate knowledge when their classroom groups are leadered rather than leaderless. Using leadered groups facilitates the learning of the professional and managerial skills associated with formal leadership while reducing some problematic…
R. D. Tregoubova
Full Text Available Main organizational behavior management methods are material incentives, wages, rewards, participation in profits. Motivation andstimulation concepts are specified, components of the mechanism of forming the system of personnel stimulus and motives are discussed along with organization personnel motivation and stimulation forms and methods.
Ren, Feifei; Zhang, Jinghuan
This study attempted to examine the influence of job stressors and organizational innovation climate on employees' innovative behavior. Data were obtained from 282 employees in 4 cities of China. Results indicated that the nature of stressors matters in predicting employees' idea generation. Specifically, stressors that employees tend to appraise…
Regan, Elizabeth A.
This study addressed behavioral and organizational issues related to office automation technology. Data from a national sample of 383 organizations were analyzed to determine if the manner in which organizations designed and managed office support made a difference in the job satisfaction and productivity of support personnel. Research…
J.M.E. Pennings; A. Smidts (Ale)
textabstractBased on measurements with 332 owner-managers, the global shape of the utility function (i.e., S-shaped versus concave or convex over the total range of outcomes) appears to discriminate organizational behavior. Whereas the degree of risk aversion, based on the local shape of the utility
Larsen, K.S.; van der Veer, C.G.; Ommundsen, R.; Krumov, K.
Organizational behavior as a field of study grew out of the history of industrialization and the need to know how to manage workers. The field was historically largely one-sided serving the interests of management as research focused on increasing productivity and efficiency. This book is a response
Dagli, Abidin; Averbek, Emel
The aim of this study is to detect the perceptions of public primary school teachers regarding organizational alienation behaviors in terms of some variables (gender, marital status and seniority). Survey model was used in this study. The research sample consists of randomly selected 346 teachers from 40 schools in the central district of Mardin,…
Organizational behavior, as a theory-developing field of research, is highly questionnaire-based and highly dependent on quantitative methods. In its dominant methodology tradition, variables are measured in a sample of respondents or other units of observation and the calculated relationships
Navarro, José; Rueff-Lopes, Rita
The healthy variability thesis suggests that healthy systems function in a complex manner over time. This thesis is well-established in fields like physiology. In the field of organizational behavior, however, this relation is only starting to be explored. The objective of this article is threefold: First, we aim to provide a comprehensive review of the healthy variability thesis including some of the most important findings across different fields, with a focus on evidences from organizational research in work motivation and performance. Second, we discuss an opposite pattern, unhealthy stability, i.e., the relationship between unhealthy behaviors and lower variability. Again, we provide evidence from diverse areas, from affective processes to disruptive organizational comportments like mobbing. Third, we provide a critical evaluation of current methodological trends and highlight what we believe to be the main factors that are stopping organizational research from advancing in the field. Theoretical, methodological and epistemological implications are discussed. To conclude, we draw a compilation of the lessons learned, which hopefully provide insights for prolific research avenues. Our main purpose is to raise awareness of the healthy variability thesis and to enthuse organizational researchers to consider it in order to advance existing knowledge, revisit old theories and create new ones.
Afsar, Bilal; Shahjehan, Asad; Cheema, Sadia; Javed, Farheen
People differ considerably in the way in which they express and experience their nursing careers. The positive effects associated with having a calling may differ substantially based on individuals' abilities to live out their callings. In a working world where many individuals have little to no choice in their type of employment and thus are unable to live out a calling even if they have one, the current study examined how perceiving a calling and living a calling interacted to predict organizational commitment, organizational citizenship behavior, and job stress with career commitment mediating the effect of the interactions on the three outcome variables. The purpose of the study is to investigate the mediating effect of career commitment between the relationships of calling and (a) nurses' attitudes (organizational commitment), (b) behaviors (organizational citizenship behavior), and (c) subjective experiences regarding work (job stress). Using a descriptive exploratory design, data were collected from 332 registered nurses working in Pakistani hospitals. Descriptive analysis and hierarchical regression analysis were used for data analysis. Living a calling moderated the effect of calling on career commitment, organizational citizenship behavior, and job stress, and career commitment fully mediated the effect of calling on organizational commitment, organizational citizenship behavior, and job stress. Increasing the understanding of calling, living a calling, and career commitment may increase nurses' organizational commitment and organizational citizenship behavior and decrease job stress. The study provided evidence to help nursing managers and health policy makers integrate knowledge and skills related to calling into career interventions and help nurses discover their calling.
Bahrami, Mohammad Amin; Montazeralfaraj, Razieh; Gazar, Saeed Hashemi; Tafti, Arefeh Dehghani
Background: Organizational citizenship behavior just referred to a set of discretionary workplace behaviors that exceed one’s job requirements. The main objective of this study was to determine the relationship between organizational perceived justice and organizational citizenship behavior. Methods: This cross-sectional study was done in Shahid Sadoughi Hospital in Yazd, Iran in 2013. A total of 100 hospital employees contributed in the study. The required data was gathered using 2 valid questionnaires, including the Moorman & Niehoff organizational perceived justice questionnaire and the McKinsey organizational citizenship behavior questionnaire. Data were analyzed using SPSS version 16. Descriptive statistics, Chi square, and Pearson’s correlation coefficient were used for data analysis. Results: There was a significant positive relationship between organizational perceived justice and organizational citizenship behavior among the studied hospital’s employees (P ≤ 0.05, R = 0.33). Conclusion: This study confirmed that any policy that leads to better organizational justice perception will contribute in better organizational citizenship behavior which will increase the hospital’s productivity. PMID:25763156
Joko Suyono; Sinto Sunaryo
The purpose of the study is to observe the influence of organizational citizen behavior to performance. Organizational citizen behavior is affected by three variables namely satisfaction, service quality and behavior intention. The study was conducted on 12 nurses, 128 patients, and 10 nursing supervisor at a private hospital in Surakarta, Jawa Tengah. Stratified random sampling technique was applied to determine the number of sample. The result was based on structural equation modeling (SEM)...
Sinto Sunaryo, Joko Suyono dan
The purpose of the study is to observe the influence of organizational citizen behavior to performance. Organizational citizen behavior is affected by three variables namely satisfaction, service quality and behavior intention. The study was conducted on 12 nurses, 128 patients, and 10 nursing supervisor at a private hospital in Surakarta, Jawa Tengah. Stratified random sampling technique was applied to determine the number of sample. The result was based on structural equation modeling (SEM)...
Kiaei, Mohammad Zakaria; Hasanpoor, Edris; Sokhanvar, Mobin; Mohseni, Mohammad; Ziaiifar, Hajarbibi; Moradi, Mahin
Today, the concept of organizational learning has attracted the attention of many managers and researchers in scientific and research circles as well as those in the organization-related studies. Taking the organizational learning into account might offer a means of organizational effectiveness that has gone unnoticed. Thus the present study aimed at investigating the relationship between the organizational learning in each of its four aspects as independent variables and organizational citizen behavior of the staff as constituting the dependent variable of the study. This was a descriptive-analytical study with a practical approach conducted in 2010. The sample included 167 staff members working in educational health centers affiliated with Qazvin University of Medical Sciences. The data were collected via both the organizational learning questionnaire and organizational citizen behavior questionnaire and analyzed by using SPSS software and Spearman test. The results indicated that the mean of organizational learning indicator was 2.9±0.648 and that of organizational citizen behavior 3.78±0.413. In addition, the spearman correlation coefficient ranging from 0.058 to 0.129 between the elements of the organizational learning and the organizational citizen behavior was not statistically significant (p>0.05). The findings also indicated that the correlation between them was average among the staff of Shahid Raja'ee Educational health center (0.319), thus the relationship between the two sets of variables proved significant (p=0.031). However, the same was not true in other centers. It was concluded that management commitment, open space, transfer of knowledge, and systemic vision could all enhance the level of organizational learning in hospitals which calls for focus on the elements of organizational citizen behavior.
Organizational behaviors are commonly acknowledged as fundamentals of organizational life that strongly influence both formal and informal organizational processes, interpersonal relationships, work environments, and pay and promotion policies. The current study aims to investigate political behavior tendencies among employees of Tehran University of Medical Sciences (TUMS). This cross-sectional, descriptive and analytical study was conducted on 810 TUMS employees at the headquarters of the Tehran University of Medical Sciences, Iran during 2010-2011. The research tool for data collection was a researcher-tailored questionnaire on political behaviors. The validity of the questionnaire was confirmed by seven management professors, and its reliability was tested by a pilot study using test-retest method which yielded a Cronbach's alpha coefficient of 0.71. The respondents were asked to fill the questionnaire and express their perceptions and tendencies to engage in organizational behaviors. The collected data was read to and analyzed by IBM SPSS environment and correlation analytical methods. Overall, 729 respondents filled and returned the questionnaire yielding a response rate of 90%. Most of the respondents indicated that they had no tendency to engage in political behavior. Moreover, we found that there was a significant correlation between sex, higher education degrees, tenure and the employees' tendency to engage in political behavior. The participants were not overtly political because of their personal belief, ethical values, and personal characters. Non-political and overtly political employees are both prejudicial for all organizations. Therefore, it seems that the medium rate of good political behavior is vital and prevalent in Iranian organizations.
The purpose of this study is to assess the buying behavior of the Ethiopian leather footwear exporting companies in terms of supplier selection criteria, buying center, and factors affecting the purchasing process. In order to achieve the objective, a multiple case study approach is used in three case companies.
Full Text Available This paper studies the relationship between workplace Spirituality and Organization Citizenship behavior (OCB in banks located in province of Sari, Iran. The statistical population of research includes the employees of Sari's Banks including Melli, Ghavamin, Saderat, Keshavarzi, Mellat,Tejarat, Saman, Parsian, Sarmaye, Pasargad and Karafarin. We used a questionnaire with 45 questions as an instrument for collecting research data. The questionnaire was designed based on workplace spirituality (Milliman et al., 2003 [Milliman, J., Czaplewski, A., & Ferguson, J. (2003. Workplace spirituality and employee work attitudes, an exploratory empirical assessment. Journal of Organizational Change Management, 16(4, 426-447.] and organizational citizenship behavior (Podsakoff et al., 1990 [Podsakoff, P., MacKenzie, S., Paine, J., & Bachrach, D. (2000. Organizational citizenship behaviors: A critical review of the theoretical and empirical literature and suggestions for future research. Journal of Management, 26(3, 513–563.]. Findings show that there was a meaningful relationship between workplace Spirituality and Organization Citizenship behavior. The results also indicated that there was a positive relationship between work spirituality and Organization Citizenship behavior in Sari's Bank.
Isaacson, Nicole; Roemheld-Hamm, Beatrix; Crosson, Jesse C; Dicicco-Bloom, Barbara; Winston, Carla A
Low rates of influenza immunization among health care workers (HCWs) pose a potential health risk to patients in primary care practices. Despite previous educational efforts and programs to reduce financial barriers, HCW influenza immunization rates remain low. Variation in practice-level organizational culture may affect immunization rates. To explore this relationship, we examined organizational cultures and HCWs' influenza immunization behaviors in three family medicine practices. We used a multi-method comparative case study. A field researcher used participant observation, in-depth interviews, and key informant interviews to collect data in each practice in November-December 2003. A diverse team used grounded theory to analyze text data. Organizational culture varied among practices and differing HCW immunization rates were observed. The most structured and business-like practice achieved immunization of all HCWs, while the other two practices exhibited greater variation in HCW immunization rates. Physicians in the practices characterized as chaotic/disorganized or divided were immunized at higher rates than other members of the practices. In these practices, organizational culture was associated with varying rates of influenza immunization for HCWs, especially among nonphysicians. Addressing elements of organizational culture such as beliefs regarding influenza immunization and office policies may facilitate the immunization of all staff members.
GUCEL, Cem; TOKMAK, Ismail; TURGUT, Hakan
The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational support and organizational citizenship beh...
Kazemipour, Farahnaz; Mohamad Amin, Salmiah; Pourseidi, Bahram
This study aims to investigate the relationships between workplace spirituality, organizational citizenship behavior (OCB), and affective organizational commitment among nurses, and whether affective commitment mediates the relationship between workplace spirituality and OCB. In the present correlational study, a cross-sectional design was employed, and data were collected using a questionnaire-based survey. Based on the random sampling, 305 nurses were chosen and questionnaires were distributed among respondents in four public and general hospitals located in Kerman, Iran. To analyze the data descriptive statistics, Pearson coefficient, simple and multiple regression, and path analyses were also conducted. Workplace spirituality has a positive influence on nurses' OCB and affective commitment. Workplace spirituality explained 16% of the variation in OCB, while it explained 35% of the variation in affective commitment among nurses. Moreover, affective organizational commitment mediated the impact of workplace spirituality on OCB. Workplace spirituality predicts nurses' OCB and affective organizational commitment. It emphasizes benefits from the new perspective of workplace spirituality, particularly among nurses who need to be motivated in their work. This study illustrates that there are potential benefits owing to the positive influence of workplace spirituality on OCB and affective commitment among nurses. Managers of nursing services should consider workplace spirituality and its positive influence on nurses' outcomes in order to improve their performance and, subsequently, the healthcare system. © 2012 Sigma Theta Tau International.
Full Text Available In this study, it was aimed to determine the relationship between organizational silence and organizational citizenship behavior in accommodation establishments. For this purpose, questionnaire was applied to 392 people working in five-star accommodation establishments in Antalya. T-test, ANOVA and correlation analysis was performed by using the data obtained from the questionnaire. As a result of these analyzes, it was determined that most of the employees remained silent concern of not to be supported by the peo ple when he/she speaks clearly, exposure to ill-treatment and losing his/her job. At the same time, it was detected that employees exhibit courtesy behavior most, sportsmanship behavior least among organizational citizenship behaviors. According to correlation analysis, a weak negative relationship was found between organizational silence and organizational citizenship behavio.
Suparjo, Dyah Puspita Rini Rusdarti
This study aimed to determine the effect of organizational commitment on job satisfaction, knowing the influence of organizational culture on job satisfaction, organizational commitment to investigate the effect of Organizational Citizenship Behavior (OCB), determine the influence of organizational culture on Organizational Citizenship Behavior (OCB), and determine the effect of job satisfaction on Organizational CitizenshipBehavior (OCB).The samples consisted 132 respondents. The data was co...
Cerdena, Ernesto A
Individual attitudes, values, personalities, ethics, and cultural differences all have an influence in organizational behavior. The formation of a culturally harmonious organization leads to new levels of management and structure, transcending the distinct cultures of individual team members. Leaders must be able to improve group process by facilitating interaction among group members and by maximizing group dynamics, which can only develop when there is positive interdependence, accountability, constructive interaction, and social skills.
Culig, Kathryn M.; Dickinson, Alyce M.; McGee, Heather M.; Austin, John
This paper presents an objective review, analysis, and comparison of empirical studies targeting the behavior of adults published in Journal of Applied Behavior Analysis (JABA) and Journal of Organizational Behavior Management (JOBM) between 1997 and 2001. The purpose of the comparisons was to identify similarities and differences with respect to…
Full Text Available Nowadays, with increasing service industries, service marketing and service quality have become an important challenge to organizations. The attempts of organizations in this situation are witnesses to this matter. In the past years, the organizations tried to reach service quality appropriation and satisfaction of self-external customers by concepts and approaches of external marketing. One of the important features of service is the direct interaction with customers and having customer-oriented behaviors. Furthermore, with introducing the internal marketing and the important roles of it, an internal customer of organizations, on achievement of organizational plans, was noted to internal marketing more and more than before. So, the study researchers are going to argue about internal marketing and the effect of it on organizational citizenship behaviors and service quality and the important role of it on development and improvement of service quality by using organizational citizenship behaviors. For this purpose, first the researchers have studied internal marketing and its important components and then have done the same to the other items and finally have applied a quantitative study on all of them. It should be mentioned that the researchers have employed SPSS 17.0 and Lisrel 8.54 for data analysis. The findings of the present study illustrated that there is an appropriate interaction among all the items, which has been studied here and the structural equations for the conceptual framework of this study are goodness of fit.
Jahani, Mohammad Ali; Mahmoudjanloo, Shahrbanoo; Rostami, Fatemeh Hoseini; Nikbakht, Hosein Ali; Mahmoudi, Ghahraman
Studying the role of employees as the base of an organization on achieving organizational goals has increased in recent years . To have better organizational citizens, organizations should encourage their staff . As the most powerful form of organizational behavior, organizational citizenship is more influential than organizational cooperation . Studies have shown that cooperative behavior, such as the citizenship behavior results in easier organizational communication, promoting organizational planning, improving inter-personal cooperation and developing better organizational climate, directly influence staff satisfaction, work life quality, service-provision, job commitment and financial output . As the most fundamental organizational behavior, the organizational citizenship behavior (OCB) causes so-called organizational effectiveness. This study Focused on the comparing organizational citizenship behavior components including conscientiousness, courtesy, altruism, sportsmanship and civic virtue among hospitals based on ownership. Research population included all therapeutic and non-therapeutic employees working in the five selected hospital located in Golestan province, Iran in 2016. This study is approved by Ethical committee of Islamic Azad Sari Branch. Based on Cochran׳s sampling formula, 312 employees working in different hospital sections and units (nurses and administrative personnel) were proportionally selected as the research sample. They completed the Persian version of Podsakoff׳s standard scale measuring organizational citizenship behavior. The data were analyzed using SPSS 22 and applying inferential statistics approaches such as t-test, Tukey, and ANOVA in the confidence interval of 95%.
Shahhosseini, Sakineh; Nadi, Mohammad Ali
The present paper aims to study the relationship of organizational trust, organizational culture with knowledge sharing behavior among teachers of Second Intermediate Period in the City of Isfahan. Research method was correlation and statistical population included all teachers of Second Intermediate Period of Isfahan in academic year 2013-2014 (N…
Mourssi-Alfash, Mohamed F.
Most studies in the literature on workplace bullying concentrated on identifying the characteristics of who the bully and the bullied are, bullying behaviors and acts, and the effects of these bullying practices. However, there is not much in the literature about the perception of organizational justice and organizational citizenship behavior…
Waileruny, Hulawa Theresia
Penelitian ini dilakukan untuk menguji Perceived Organizational Support, Job Satisfaction dan Organizational Citizenship Behavior pada PT. Bank Maluku Cabang Utama Kota Ambon. Sampel yang digunakan dalam penelitian ini berjumlah 103 orang karyawan PT. Bank Maluku Cabang Utama Kota Ambon. Penelitian ini menggunakan pendekatan kuantitatif, data penelitian diperoleh melalui kuesioner penelitian yang telah diisi oleh responden. Metode pengolahan data dilakukan dengan menggunakan validitas, relia...
Full Text Available Quality of educational management depends on organizationalbehavior. Therefore, behaviors must be systematically organized. Thisresearch explains about individual, group, and organizational behavior,especially from view of (1 the value system maintained at madrasahdiniyah, (2 the norm that runs among members of madrasah diniyah,(3 policy/rule that is applied at madrasah diniyah, (4 service climateat madrasah diniyah, and (5 performance, in both organizational healthand productivity. This research is designed in the qualitative approach.Data were gathered by using interview, observation, document, andfocusing on group discussion. The validity and reliability were verifiedby credibility, transferability, dependability, and confirmability test.The data were analyzed by using interactive model. The result ofresearch (1 the value system maintained at madrasah diniyah consistsof religious values, social values, and scientific values, (2 the normsthat run among members of madrasah diniyah are to obey the rules,obey the ethics, and social dedication, (3 policy/rule that is applied at madrasah diniyah, namely guidance and supervision, tolerance, and harmony, (4 service climate at madrasah diniyah, such as motivation,communication, team work, commitment of social service, andsatisfaction, dan (5 performance consists of both organizational healthand productivity.Based on the result of this research, finally it is recommended to: (1managers, especially at madrasah diniyah to continuously improvetheir teacher’s competence, (2 community, especially moslem topay more attentions that madrasah diniyah has good teachers to teachtheir students, government, especially education office and religionaffair ministry to make precise decision for improving management ofmadrasah diniyah.Keywords: model, organizational behavior, madrasah diniyah
Bachrach, D G; Bendoly, E; Podsakoff, P M
The purpose of this study was to examine the possibility that feedback regarding team performance may influence team members' reports of organizational citizenship behaviors. Ninety-five teams of business students (N = 412) participated in a labor-scheduling simulation over a local area network. Teams were provided with false negative, false positive, or neutral feedback regarding their performance. Results support the hypothesis that the perception of 2 forms of organizational citizenship behavior (helping behavior and civic virtue) in work groups may, in part. be a function of the nature of the performance feedback that group members receive. However, negative feedback appears to play a more critical role than positive feedback in this attributional process. Possible reasons for these findings, as well as their implications, are discussed.
Özlem BAYRAK; Mehmet Ali HAMEDOĞLU
This study was carried out to investigate the organizational commitment and organizational citizenship levels of preschool teachers on the basis of different variables. 254 preschool teachers were included in the research. “Organizational Commitment Questionnaire” and “Organizational Citizenship Questionnaire” were respectively used for determination of the organizational commitment and organizational citizenship levels of preschool teachers. Statistical analysis of the obtained data was perf...
Rachel G Tabak
Full Text Available The workplace is an important setting for health promotion including nutrition and physical activity behaviors to prevent obesity. This paper explores the relationship between workplace social environment and cultural factors and diet and physical activity (PA behaviors and obesity among employees.Between 2012 and 2013, telephone interviews were conducted with participants residing in four Missouri metropolitan areas. Questions included demographic characteristics, workplace socio/organizational factors related to activity and diet, and individual diet and PA behaviors, and obesity. Multivariate logistic regression was used to examine associations between the workplace socio/organizational environment and nutrition, PA, and obesity.There were differences in reported health behaviors and socio/organizational environment by gender, race, age, income, and worksite size. For example, agreement with the statement the 'company values my health' was highest among Whites, older employees, and higher income workers. As worksite size increased, the frequency of reporting seeing co-workers doing several types of healthy behaviors (eat fruits and vegetables, doing PA, and doing PA on breaks at work increased. In adjusted analyses, employees agreeing the company values my health were more likely to engage in higher PA levels (aOR=1.54, 95% CI: 1.09-2.16 and less likely to be obese (aOR=0.73, 95% CI: 0.54-0.98. Seeing co-workers eating fruits and vegetables was associated with increased reporting of eating at least one vegetable per day (aOR=1.43, 95% CI: 1.06-1.91 and seeing co-workers being active was associated with higher PA levels (aOR 1.56, 95% CI: 1.19-2.05.This research suggests that social/organizational characteristics of the workplace environment, particularly feeling the company values the workers' health and to seeing co-workers engaging in healthy behaviors, may be related to nutrition and PA behaviors and obesity. These findings point to the
Tabak, Rachel G; Hipp, J Aaron; Marx, Christine M; Brownson, Ross C
The workplace is an important setting for health promotion including nutrition and physical activity behaviors to prevent obesity. This paper explores the relationship between workplace social environment and cultural factors and diet and physical activity (PA) behaviors and obesity among employees. Between 2012 and 2013, telephone interviews were conducted with participants residing in four Missouri metropolitan areas. Questions included demographic characteristics, workplace socio/organizational factors related to activity and diet, and individual diet and PA behaviors, and obesity. Multivariate logistic regression was used to examine associations between the workplace socio/organizational environment and nutrition, PA, and obesity. There were differences in reported health behaviors and socio/organizational environment by gender, race, age, income, and worksite size. For example, agreement with the statement the 'company values my health' was highest among Whites, older employees, and higher income workers. As worksite size increased, the frequency of reporting seeing co-workers doing several types of healthy behaviors (eat fruits and vegetables, doing PA, and doing PA on breaks at work) increased. In adjusted analyses, employees agreeing the company values my health were more likely to engage in higher PA levels (aOR=1.54, 95% CI: 1.09-2.16) and less likely to be obese (aOR=0.73, 95% CI: 0.54-0.98). Seeing co-workers eating fruits and vegetables was associated with increased reporting of eating at least one vegetable per day (aOR=1.43, 95% CI: 1.06-1.91) and seeing co-workers being active was associated with higher PA levels (aOR 1.56, 95% CI: 1.19-2.05). This research suggests that social/organizational characteristics of the workplace environment, particularly feeling the company values the workers' health and to seeing co-workers engaging in healthy behaviors, may be related to nutrition and PA behaviors and obesity. These findings point to the potential for
Chen, I-Chi; Ng, Hui-Fuang; Li, Hung-Hui
As health-care organizations endeavor to improve their quality of care, there is a growing recognition of the importance of establishing a culture of patient safety. The main objective of this study was to investigate the cross-level influences of organizational culture on patient safety behavior in Taiwan's hospitals. The authors measured organizational culture (bureaucratic, supportive and innovative culture), patient safety culture and behavior from 788 hospital workers among 42 hospitals in Taiwan. Multilevel analysis was applied to explore the relationship between organizational culture (group level) and patient safety behavior (individual level). Patient safety culture had positive impact on patient safety behavior in Taiwan's hospitals. The results also indicated that bureaucratic, innovative and supportive organizational cultures all had direct influence on patient safety behavior. However, only supportive culture demonstrated significant moderation effect on the relationship between patient safety culture and patient safety behavior. Furthermore, organizational culture strength was shown correlated negatively with patient safety culture variability. Overall, organizational culture plays an important role in patient safety activities. Safety behaviors of hospital staff are partly influenced by the prevailing cultural norms in their organizations and work groups. For management implications, constructed patient priority from management commitment to leadership is necessary. For academic implications, research on patient safety should consider leadership, group dynamics and organizational learning. These factors are important for understanding the barriers and the possibilities embedded in patient safety. Copyright © 2011 John Wiley & Sons, Ltd.
Neves, Paula C; Paixão, Rui; Alarcão, Madalena; Gomes, A Duarte
The present study examines the psychometric properties (including factorial validity) of an organizational citizenship behavior (OCB) scale in a school context. A total of 321 middle and high school teachers from 59 schools in urban and rural areas of central Portugal completed the OCB scale at their schools. The confirmatory factor analysis validated a hierarchical model with four latent factors on the first level (altruism, conscientiousness, civic participation and courtesy) and a second order factor (OCB). The revised model fit with the data, χ 2 /gl = 1.97; CFI = .962; GFI = .952, RMSEA = .05. The proposed scale (comportamentos de cidadania organizacional em escolas- Revista CCOE-R)- is a valid instrument to assess teacher's perceptions of OCB in their schools, allowing investigation at the organizational level of analysis.
Edwards, Ron; Crosling, Glenda; Lim, Ngat-Chin
One significant form of transnational higher education is the International Branch Campus (IBC), in effect an "outpost" of the parent institution located in another country. Its organizational structure is alignable with offshore subsidiaries of multinational corporations (MNCs). The implications of organizational structure for academic…
Rofcanin, Yasin; Las Heras, Mireia; Bakker, Arnold B
Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico (654 subordinates; 134 supervisors) showed that FSSBs influenced work performance through subordinate work engagement. Moreover, the positive association between subordinates' perceptions of FSSBs and work engagement was moderated by family supportive organizational culture. Our results contribute to emerging theories on flexible work arrangements, particularly on family supportive work policies. Moreover, our findings carry practical implications for improving employee work engagement and work performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved).
The purpose of this study is to examine the relationship between work engagement and perceived organizational support and organizational climate. The present study, in which quantitative methods have been used, is carried out in the relational screening model. Perceived organizational support scale, organizational climate scale, and work…
Chen, Chien-Cheng; Chiu, Su-Fen
Past researchers have found that motivating job characteristics can increase employee display of organizational citizenship behavior (OCB). In this study, the authors extended previous research by investigating the mediating process of job involvement in the relationship between job characteristics and OCB. The authors collected data from 323 employees and their supervisors from 7 companies in Taiwan. Results show that, through the mediating process of job involvement, the 3 job characteristics (i.e., task identity, task significance, and autonomy) positively influenced the display of an employee's OCB, whereas skill variety had a negative effect on OCB. The authors discuss implications of their findings, contributions, limitations, and future research directions.
Chen, Chun-Hsi Vivian; Tang, Ya-Yun; Wang, Shih-Jon
The authors investigated the mechanism of group cohesion in the relationship between (a) task interdependence and goal interdependence and (b) individuals' organizational citizenship behavior (OCB). The authors adopted a multilevel perspective to facilitate understanding of the complex relations among variables. They collected data from 53 supervisors and 270 employees from R&D departments in Taiwan. The authors found that group cohesion fully mediated the effects of task interdependence and goal interdependence on employees' OCB. In addition, task interdependence had a greater effect on group cohesion than did goal interdependence. The authors discuss implications and suggestions for future research.
Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen
Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them. PMID:29375434
Pan, Xiaofu; Chen, Mengyan; Hao, Zhichao; Bi, Wenfen
Employees' positive organizational behavior (POB) is not only to promote organizational function but also improve individual and organizational performance. As an important concept in organizational research, organizational justice is thought to be a universal predictor of employee and organizational outcomes. The current set of two studies examined the effects of organizational justice (OJ) on POB of employees with two different studies, a large-sample survey and a situational experiment. In study 1, a total of 2,566 employees from 45 manufacturing enterprises completed paper-and-pencil questionnaires assessing organizational justice (OJ) and positive organizational behavior (POB) of employees. In study 2, 747 employees were randomly sampled to participate in the situational experiment with 2 × 2 between-subjects design. They were asked to read one of the four situational stories and to image that this situation happen to the person in the story or them, and then they were asked to imagine how the person in the story or they would have felt and what the person or they subsequently would have done. The results of study 1 suggested that OJ was correlated with POB of employees and OJ is a positive predictor of POB. The results of study 2 suggested that OJ had significant effects on POB and negative organizational behavior (NOB). Procedural justice accounted for significantly more variance than distributive justice in POB of employees. Distributive justice and procedural justice have different influences on POB and NOB in terms of effectiveness and direction. The effect of OJ on POB was greater than that of NOB. In addition, path analysis indicated that the direct effect of OJ on POB was smaller than its indirect effect. Thus, many intermediary effects could possibly be between them.
In this study, the perceptions related to strategies of conflict management, organizational confidence, organizational justice, organizational commitment and evaluating the manager which are effective on the organizational behavior of teachers are studied. The research is a discretional study in the model of survey. The high-schools in the center…
Conclusion: Considering the undesirable aspects of the research among nurses of Tehran University of Medical Sciences hospitals, It is recommended to improve the quality of work life, preventing burnout and creating an appropriate organizational atmosphere for nurses in the workplace. However, organizational justice, and other organizational variables should be assessed for improving of organizational citizenship behavior.
Magdalene Ang Chooi Hwa
Full Text Available Management researchers have consistently reported the significant role of organizational citizenship behavior (OCB in predicting individual success in organizational settings. This topic, however, has been largely ignored in the business education environment. Given the demonstrable benefits of OCB enactment in terms of influencing performance evaluations and organizational rewards, we emphasize the importance of examining the role of OCB in predicting student performance and their eventual career success. This endeavor holds important implications for students who are on the threshold of entering the industry. Using a self-administered questionnaire, we collected data from a total of 177 undergraduate students from two different schools in a Malaysian public university. Analysis reveals that of the three distinct dimensions of OCB, only one (consisting of altruism and courtesy items has influences on both measures of student performance (i.e., productivity and cumulative grade point average. Implications of these findings are discussed.
Full Text Available Building on previous research on Organizational Citizenship Behavior (OCB and its influence on the performance of SMEs, this article intends to expand the investigation area to the concept of Flow and its relationship with OCB. In this paper we performed an analysis of the two theoretical constructs, we highlighted similarities and complementarities and we formulated arguments supporting the need to implement strategies that promote a state of flow. Our study points out that through these strategies, employees are encouraged to perform an extra role, beyond their formal duties, which generates an increase of OCB and favorable conditions for sustainable development.
Batras, Dimitri; Duff, Cameron; Smith, Ben J
Sophisticated understandings of organizational dynamics and processes of organizational change are crucial for the development and success of health promotion initiatives. Theory has a valuable contribution to make in understanding organizational change, for identifying influential factors that should be the focus of change efforts and for selecting the strategies that can be applied to promote change. This article reviews select organizational change models to identify the most pertinent insights for health promotion practitioners. Theoretically derived considerations for practitioners who seek to foster organizational change include the extent to which the initiative is modifiable to fit with the internal context; the amount of time that is allocated to truly institutionalize change; the ability of the agents of change to build short-term success deliberately into their implementation plan; whether or not the shared group experience of action for change is positive or negative and the degree to which agencies that are the intended recipients of change are resourced to focus on internal factors. In reviewing theories of organizational change, the article also addresses strategies for facilitating the adoption of key theoretical insights into the design and implementation of health promotion initiatives in diverse organizational settings. If nothing else, aligning health promotion with organizational change theory promises insights into what it is that health promoters do and the time that it can take to do it effectively. © The Author 2014. Published by Oxford University Press. All rights reserved. For Permissions, please email: email@example.com.
Full Text Available Leadership and organizational citizenship behavior (OCB stayed at pinnacle in the arena of organizational behavior research since decades and has attained significant consideration of scholars pursuing to define multifaceted dynamics of leadership and their influence on follower’s behavior at work. The voluntary behavior of Organizational citizenship improves organizational effectiveness, and it goes beyond formal job duties. This study attempts to explore the association amongst transformational leadership and organizational citizenship behavior of teachers in public sector higher education institutions in Pakistan. Study of organizational citizenship behavior in educational organizations and academicians is of high value that definitely requires attention. This study examines the direct and indirect influence of transformational leadership through exploring the mediating role of emotional intelligence. The model was tested by employing structural equation modelling technique on survey responses collected from academicians. Results from 220 responses indicated that relationship between transformational leadership and Organizational Citizenship Behavior is statistically significant where Emotional Intelligence plays an important role as a mediator. The results support and add to the positive effects of transformational leadership style interconnected with extra role behavior at work making it more meaningful. The findings make a significant contribution to leadership and organizational behavior literature in higher education sector and propose that organizations should implement practices that help in enhancing the level of organizational citizenship behavior in organizations.
Zaal, Raymond O.S.; Jeurissen, Ronald J.M.; Groenland, Edward A.G.
In this study, we propose and test a model of the effects of organizational ethical culture and organizational architecture on the perceived unethical behavior of employees towards customers. This study also examines the relationship between organizational ethical culture and moral acceptability
Gelfand, Michele J; Aycan, Zeynep; Erez, Miriam; Leung, Kwok
In celebration of the anniversary of the Journal of Applied Psychology ( JAP ), we take a hundred-year journey to examine how the science of cross-cultural industrial/organizational psychology and organizational behavior (CCIO/OB) has evolved, both in JAP and in the larger field. We review broad trends and provide illustrative examples in the theoretical, methodological, and analytic advances in CCIO/OB during 4 main periods: the early years (1917-1949), the middle 20th century (1950-1979), the later 20th century (1980-2000), and the 21st century (2000 to the present). Within each period, we discuss key historical and societal events that influenced the development of the science of CCIO/OB, major trends in research on CCIO/OB in the field in general and JAP in particular, and important milestones and breakthroughs achieved. We highlight pitfalls in research on CCIO/OB and opportunities for growth. We conclude with recommendations for the next 100 years of CC IO/OB research in JAP and beyond. (PsycINFO Database Record (c) 2017 APA, all rights reserved).
Full Text Available Penelitian ini bertujuan untuk mengetahui hubungan antara Kepuasan Kerja dengan Organizational Citizenship Behavior (OCB pada karyawan Universitas Muhammadiyah Purwokerto. Hipotesis yang diajukan dalam penelitian ini adalah ada hubungan antara Kepuasan Kerja dengan Organizational Citizenship Behavior (OCB pada karyawan Universitas Muhammadiyah Purwokerto.Variabel yang digunakan adalah kepuasan kerja untuk variabel bebas dan OCB sebagai variabel terikat. Penelitian ini menggunakan subjek sebanyak 53 karyawan yang bekerja di UMP. Penentuan sampel mengunakan teknik simple random.Pengumpulan data mengunakan skala kepuasan kerja dan skala OCB. Hasil uji validitas pada skala kepuasan kerja dengan 60 aitem bergerak dari 0,356 sampai 0,722 dengan taraf signifikan 5% diperoleh hasil 50 aitem yang valid dengan reliabilitas 0.927, dan skala OCB dengan 45 aitem bergerak dari 0,316 sampai 0,692 dengan taraf signifikan 5% diperoleh hasil 40 aitem yang valid dengan reliabilitas sebesar 0.918. Berdasarkan hasil uji hepotesis diperoleh rxy 0.734 dan p = 0.000 (p rtabel (0.734 > 0.266 maka arah hubungan adalah positif yaitu apabila kepuasan kerja tinggi maka OCB pada karyawan akan tinggi, begitu pula jika semakin rendah kepuasan kerja maka OCB pada karyawan juga semakin rendah. Kata Kunci : Kepuasan kerja, OCB, Karyawan
Full Text Available This study has been made to make clear what are the effects of demographic characteristics on workers’ organizational citizenship behaviors in service business. In this study organizational citizenship behavior was analysed with its subdimenisonals. There are 5 subdimensions as they are, alturism, conscientiousness, courtesy, civic virtue and sportsmanship. To the results of analyses, there are relations between gender, marital status, kids, hierarchical situation in organization, working organization and total organizational citizenship behavior. And also there are relations between these demographic variables and subdimensionals of organizational citizenship behaviors.
Chang, Ching Sheng; Chang, Hae Ching
This study investigates whether organizational citizenship behaviors enhance job satisfaction among nursing personnel, while exploring whether customer-oriented perception has a moderating effect between nursing personnel's organizational citizenship behaviors and job satisfaction.The authors used a cross-sectional survey sent to 500 nurses with 232 valid responses. According to the research findings, nurses' organizational citizenship behaviors have a positive and significant influence on job satisfaction. Results also indicated that the moderating effect of nurses' customer-oriented perception on the relationship between their organizational citizenship behaviors and job satisfaction was stronger for high customer-oriented perception than it was low customer-oriented perception.
Naway, Forry A.; Haris, Ikhfan
The objective of this research is to examine the effect of career development, perception of organizational justice and job satisfaction on teacher’s organizational citizenship behavior of the Public Senior High School in Gorontalo regency, Gorontalo province. This research used the quantitative approach with survey method. The samples of this research were 178 employees selected randomly. The data were obtained by distributing questionnaire and analyzed by using descriptive statistics and pa...
Mai, Ke Michael; Ellis, Aleksander P J; Christian, Jessica Siegel; Porter, Christopher O L H
Although turnover intentions are considered the most proximal antecedent of organizational exit, there is often temporal separation between thinking about leaving and actual exit. Using field data from 2 diverse samples of working adults, we explore a causal model of the effects of turnover intentions on employee behavior while they remain with the organization, focusing specifically on organizational citizenship behaviors (OCBs) and deviance behaviors (DBs). Utilizing expectancy theory as an explanatory framework, we argue that turnover intentions result in high levels of transactional contract orientation and low levels of relational contract orientation, which in turn lead to a decrease in the incidence of OCBs and an increase in the incidence of DBs. We first used a pilot study to investigate the direction of causality between turnover intentions and psychological contract orientations. Then, in Study 1, we tested our mediated model using a sample of employees from a large drug retailing chain. In Study 2, we expanded our model by arguing that the mediated effects are much stronger when the organization is deemed responsible for potential exit. We then tested our full model using a sample of employees from a large state-owned telecommunications corporation in China. Across both studies, results were generally consistent and supportive of our hypotheses. We discuss the implications of our findings for future theory, research, and practice regarding the management of both the turnover process and discretionary behaviors at work. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
Thompson, Jon M
Managing organizational change has become a significant responsibility of managers. Managing the change process within public health organizations is important because appropriately and systematically managing change is linked to improved organizational performance. However, change is difficult and the change process poses formidable challenges for managers. Managers themselves face increased pressure to respond to environmental influences and provide the necessary leadership to their organizations in the change process. In fact, managing organizational change has become a key competency for healthcare managers. This article addresses the important topic of organizational change in public health organizations. It provides a conceptual foundation for understanding organizational change and its relationship to healthcare organizational performance, and then discusses the types and nature of change, using some examples and evidence from those organizations that have successfully managed change. A framework for guiding public health managers in the change management process is provided. The article concludes with suggested management competencies to establish a change-oriented organization with the culture and capacity for change.
Full Text Available 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.
Research Paper: Relationship of Perception of Organizational Politics With Turnover Intentions, Job Performance, and Organization Citizenship Behavior: Emphasis on the Mediating Role of Organizational Justice
Zeynab Seyed Nazari
Conclusion We concluded that any increase in the perception of organizational politics is accompanied by an increase in the staffs’ turnover intention and a decrease in justice, job performance, and organizational citizenship behavior.
Poghosyan, Lusine; Nannini, Angela; Clarke, Sean
The purpose of this review is to investigate literature related to organizational climate, define organizational climate, and identify its domains for nurse practitioner (NP) practice in primary care settings. A search was conducted using MEDLINE, PubMed, HealthSTAR/Ovid, ISI Web of Science, and several other health policy and nursingy databases. In primary care settings, organizational climate for NPs is a set of organizational attributes, which are perceived by NPs about their practice setting, emerge from the way the organization interacts with NPs, and affect NP behaviors and outcomes. Autonomy, NP-physician relations, and professional visibility were identified as organizational climate domains. NPs should be encouraged to assess organizational climate in their workplace and choose organizations that promote autonomy, collegiality between NPs and physicians, and encourage professional visibility. Organizational and NP awareness of qualities that foster NP practice will be a first step for developing strategies to creating an optimal organizational climate for NPs to deliver high-quality care. More research is needed to develop a comprehensive conceptual framework for organizational climate and develop new instruments to accurately measure organizational climate and link it to NP and patient outcomes. ©2012 The Author(s) Journal compilation ©2012 American Association of Nurse Practitioners.
This study aimed to examine the relationship between Spiritual Leadership and the dimensions of Organizational Citizenship Behaviors (OCB) of school principals from the perspectives of primary school teachers. A quantitative survey was performed on a sample of teachers (N = 383) from primary schools to study the influence of spiritual leadership…
May, Douglas R; Chang, Young K; Shao, Ruodan
This research meaningfully connects the literatures on identification and business ethics by proposing the new construct of moral identification. Moral identification is defined here as the perception of oneness or belongingness associated with an organization that exhibits ethical traits (e.g., care, kindness, and compassion), which also involves a deliberate concern of the membership with an ethical organization. Integrating social identity theory with theory on the moral self, this research examines an overall theoretical model where moral identification plays a significant role in explaining employee attraction, motivation, and retention (i.e., 3 components of the overall theoretical framework). These components were examined separately in 3 empirical studies and findings from these studies first revealed that moral identification explained why job seekers with strong (vs. weak) moral identities were more attracted to a socially responsible organization (Study 1). Second, moral identification was associated with lower employee unethical proorganizational behavior (Study 2). Finally, moral identification was negatively related to employees' turnover intentions. Organizations' legal compliance moderated this relation such that it was stronger when organizations have higher (vs. lower) levels of legal compliance (Study 3). Taken together, these studies suggest that moral identification offers new insights in explaining both potential and current employees' behaviors when morality is contextually relevant and subjectively meaningful. Theoretical contributions and practical implications are discussed. (c) 2015 APA, all rights reserved.
Ellis, Allison M; Nifadkar, Sushil S; Bauer, Talya N; Erdogan, Berrin
Separate streams of organizational socialization research have recognized the importance of (a) newcomer proactivity and (b) manager support in facilitating newcomer adjustment. However, extant research has largely focused on the newcomers' experience, leaving the perspectives of managers during socialization relatively unexplored-a theoretical gap that has implications both for newcomer adjustment and manager-newcomer interactions that may serve as a basis for future relationship development. Drawing from the "interlocked" employee behavior argument of Weick (1979), we propose that managers' perception of newcomers' proactive behaviors are associated with concordant manager behaviors, which, in turn, support newcomer adjustment. Further, we investigate a cognitive mechanism-managers' evaluation of newcomers' commitment to adjust-which we expect underlies the proposed relationship between newcomers' proactive behaviors and managers' supportive behaviors. Using a time-lagged, 4-phase data collection of a sample of new software engineers in India and their managers, we were able to test our hypothesized model as well as rule out alternative explanations via multilevel structural equation modeling. Results broadly supported our model even after controlling for manager-newcomer social exchange relationship, proactive personalities of both newcomers and managers, and potential effects of coworker information providing. The implications of our findings for theory and practice are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).
Bolino, Mark C; Hsiung, Hsin-Hua; Harvey, Jaron; LePine, Jeffery A
This study seeks to identify workplace conditions that influence the degree to which employees feel worn out, tired, or on edge attributed to engaging in organizational citizenship behavior (OCB) and also how this phenomenon, which we refer to as citizenship fatigue, is associated with future occurrences of OCB. Using data collected from 273 employees and their peers at multiple points in time, we found that the relationship between OCB and citizenship fatigue depends on levels of perceived organizational support, quality of team-member exchange relationships, and pressure to engage in OCB. Specifically, the relationship between OCB and citizenship fatigue is significantly stronger and positive when perceived organizational support is low, and it is significantly stronger and negative when the quality of team-member exchange is high and pressure to engage in OCB is low. Our results also indicate that citizenship fatigue is negatively related to subsequent acts of OCB. Finally, supplemental analyses reveal that the relationship between OCB and citizenship fatigue may vary as a function of the specific facet of OCB. We conclude with a discussion of the key theoretical and practical implications of our findings. (c) 2015 APA, all rights reserved.
The paper contains the results of a special research developed by the author on the organizational behavior in some multinational companies with branches in Romania. This research is confirming the fact that the organizational behavior is very much influenced by the core organizational values and is answering to the questions about how people, individuals, and groups act in organizations and why. The research demonstrated how the core values of an organization are influencing the organization...
Dorothea Wahyu Ariani
Full Text Available Our research focuses on the impact of supportive leadership and employee engagement on the organizational citizenship behavior (OCB. The research study setting with the individual unit of analysis. A survey was conducted by using questionnaires from previous research. The questionnaires were sent to 300 employees in service organizations in Yogyakarta, Indonesia, 252 completed surveys data were returned anonymously in sealed envelopes. Validity and reliability tests were used to test the questionnaires contents. The structural equation modeling (SEM was used to test the relationship among variables. The result proved that supportive leadership and employee engagement have direct positive relationship with OCB and employee engagement mediated the relationship between supportive leadership and OCB. A thorough discussion on the relationship among the variables as well as on self-rating is presented in this paper.
Osibanjo, Omotayo; Salau, Odunayo P.; Falola, Hezekiah; Oyewunmi, Adebukola E.
This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. The survey method was deployed in sampling one hundred and seventy (170) staff members of the University. The Structural Equation Modelling was adopted using AMOS to establish fitness. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance. This makes it imperative for organizatio...
Sarikaya, Nuray; Erdogan, Çetin
The purpose of the current study is to investigate the relationship between the instructional leadership behaviors of high school principals and teachers' perceptions of organizational commitment and to test the extent to which instructional leadership behaviors predict organizational commitment. The study is designed in relational method. The…
Ingerson, Kati; Bruce, Jackie
The purpose of this study was to understand if selected leadership pedagogy (hands on activities) utilized in an organizational behavior classroom contributed to the development of workplace readiness skills. Since successful organizational behavior classes and hands on learning can lead to successful graduates, the importance of leadership…
Mawhinney, Thomas C.
Perspectives on job satisfaction and its relations with job performance among members of the Industrial/Organizational Psychology (IOP) and Organizational Behavior Management (OBM) cultures are identified and compared. Comparisons include vantage points of each culture on the roles of theory and data regarding the definitions of behavior, job…
Allison, Barbara J.; Voss, Richard Steven; Dryer, Sean
Business students (n=211) rated their organizational citizenship behavior (altruism, courtesy, civic virtue, sportsmanship, conscientiousness). A majority had moderately high levels, but a significant percentage had relatively low levels. Organizational citizenship behavior was significantly and positively related to academic performance. (SK)
Dixon, David L.
This study examined the relationship between servant leadership of the principal with Organizational Citizenship Behavior (OCB) and school climate. Servant leadership, a leadership behavior that emphasizes personal growth of followers, has a useful research history in business but limited exposure in public schools. Organizational Citizenship…
Messick, Penelope Pope
This study examined the relationships among enabling school structures, academic optimism, and organizational citizenship behaviors. Additionally, it sought to determine if academic optimism served as a mediator between enabling school structures and organizational citizenship behaviors. Three existing survey instruments, previously tested for…
Bostanci, Aynur B.
Problem Statement: Defined as the actions that personnel voluntarily take beyond their formal job description, organizational citizenship behavior is regarded as a premise for shared leadership, a management style that is frequently used in organizations today. The relevant literature suggests that organizational citizenship behavior can provide…
Full Text Available This study aims to meliha Relationship Between Corporate Culture and Organizational Commitment With Organizational Citizenship Behavior (OCB in North Sumatra TVRI LPP. In line with the theoretical basis of existing, proposed hypotheses: 1. There was a significant positive relationship between Corporate Culture and Organizational Commitment to Organizational Citizenship Behavior (OCBIn proving the above hypothesis, we used regression analysis method of data analysis two predictors. Based on data analysis of the results obtained: 1. There is a significant relationship between corporate culture and organizational commitment on organizational citizenship behavior (OCB. This is evidenced by the coefficient Freg = 1.952 where p <0.050. This indicates that the better the higher the corporate culture and organizational commitment, organizational citizenship behavior then (OCB will be higher. Instead the worse the lower the corporate culture and organizational commitment, organizational citizenship behavior then (OCB will be lower as well. Based on these results, the hypothesis proposed been accepted.
Martí, Margarita; Gil, Francisco; Barrasa, Angel
Organizational leadership is fundamental for the working and development of current organizations. It helps members of an organization to face transcendental challenges. One of the fundamental aspects of leaders is their personal characteristics and behaviour as perceived by their co-workers. Although research has established a relationship between these components, findings have failed to come up with any congruent evidence and further to this the organizations and contexts used are from several decades ago. This article, which forms part of the international GLOBE project, analyses the relationship between motives and behaviour as perceived by co-workers in organizations, using quantitative and qualitative methods and including technological innovations. Using samples from 40 corporate directors and 84 of their co-workers, from different companies, it confirms how the main motives of leaders (power, affiliation and achievement) are related to different behavioral patterns (power to authoritarian, non-dependent and non-social-skill behaviours; affiliation to relationship and dependent behaviors, and achievement to proactive behaviors). It discusses the results with relation to traditional research and suggests practical measures and proposals for future investigations in this area.
Wu, Jiang; Sun, Duoyong; Hu, Bin; Zhang, Yu
Organizations with different organizational structures have different organizational behaviors when responding environmental changes. In this paper, we use a computational model to examine organizational adaptation on four dimensions: Agility, Robustness, Resilience, and Survivability. We analyze the dynamics of organizational adaptation by a simulation study from a complex perspective of the interaction between tasks and individuals in a sales enterprise. The simulation studies in different scenarios show that more flexible communication between employees and less hierarchy level with the suitable centralization can improve organizational adaptation.
Rosenblatt, Zehava; Inbal, Batia
Investigates effects of skill flexibility on Israeli secondary teachers' work attitudes and job performance. Both role and functional flexibility were associated with improved teachers' work performance; role flexibility is linked to high organizational commitment and low powerlessness. Principals appreciate skill flexibility, but organizational…
Full Text Available Despite the importance of the human/social dimension of organizational sustainability, this area of scholastic endeavor has received relatively little attention when compared to the economic and environmental dimensions of sustainability. On the basis of social exchange theory, this study posited the important role that employee work engagement is a key component for improving human performance for organizational sustainability. In order to do so, it suggests the important role that employee work engagement has on the relationships among various factors in the organization, including organizational procedural justice, knowledge sharing, and innovative work behaviors. A total of 400 complete responses from full-time employees in Korean organizations were used for the purpose of data analysis with structural equation modeling (SEM. The results demonstrated that organizational procedural justice is positively related with employee work engagement, knowledge sharing, and innovative work behavior. In addition, work engagement enhances employee knowledge sharing and innovative work behavior, and knowledge sharing enhances innovative work behavior. With regard to the mechanisms of these relationships, work engagement and knowledge sharing acted as significant mediators. Based on the findings, we suggested relevant research implications and recommendations for future research on sustainable organizations.
Full Text Available The changes in organizational culture and work behavior is an important process for companies to survive in competition. And a change of leadership that is part of the change will pose challenges and reactions to the interests of its human resources. The research approach used quantitative research and included explanatory research to explain the causal relationship among variables through hypothesis testing with partial least squares path modeling (PLS-SEM analysis technique. The results showed the influence of leadership style on positive work behavior but not significant. Reward and punishment no significant effect on work behavior. The organizational culture had a positive and significant effect on work behavior. The leadership style had a positive and significant effect on organizational culture. The reward and punishment had positive and significant effect on organizational culture. The findings of this study showed that participative leadership style model using reward and punishment mechanism could improve work behavior and organizational culture.
Full Text Available Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional dan budaya organisasi terhadap organizational citizenship behavior. Penelitian ini menggunakan metode deskriptif kuantitatif. Populasi penelitian adalah karyawan Politeknik LP3i Medan dengan masa kerja lebih dari dua tahun yang kemudian diketahui berjumlah 53 orang. Teknik pengambilan sampel adalah total sampling dikarenakan jumlah populasi yang tidak terlalu banyak. Data penelitian dikumpulkan dengan menggunakan skala persepsi kepemimpinan transformasional, skala budaya organisasi, observasi dan dokumentasi untuk menilai budaya organisasi, dan skala organizational citizenship behavior. Analisis regresi linier berganda digunakan untuk menguji hipotesis penelitian.Analisa data menunjukkan adanya pengaruh yang positif dan signifikan antara persepsi kepemimpinan transformasional dan budaya organisasi terhadap organizational citizenship behavior, adanya pengaruh yang positif dan signifikan antara persepsi kepemimpinan transformasional terhadap organizational citizenship behavior, sertaadanya pengaruh yang positif dan signifikan dari budaya organisasi terhadap organizational citizenship behavior.
Kooshki Abedi Sara
Full Text Available The aim of this study was to test the direct and indirect effect of organizational virtuousness in organizational citizenship behaviors of teachers and propose a model with a causal connection. The population consisted of all secondary school teachers of Karaj metropolitan areas where by cluster method sampling and Morgan table 403 people selected. The aim of this study is functional and in terms of methodology is survey. Standard questionnaires used to collect data and all of them had good reliability and validity. To analyze the data confirmatory factor analysis and structural equation modeling techniques used. The results showed that schools organizational virtuousness directly affect Less and non-significant on organizational citizenship behavior of teachers. The assumed test pattern suggests that organizational virtuousness with the mediation of job satisfaction can affect the behavior of teachers' organizational citizenship behavior. The findings of this study emphasis the importance of reinforcement of schools as well as teachers' job satisfaction and organizational virtuousness.
Full Text Available The objective of the study was to examine the direct and indirect influences of Islamic work ethics on employees behavior toward organization change with organizational commitment as mediation. The population of the study was Public Civil Servants of the general inspectors of finance ministry. The samples were taken by Solvin method. It was a purposive sampling with 87 respondents. The results of the study showed that there was a direct influence of Islamic work ethics on organizational commitment, there was not any direct influence of organizational commitment on employees behavior toward organizational change, there was an indirect influence of Islamic work ethics on employees behavior toward organization change with organizational commitment as the mediation. It is concluded that there were a direct and an indirect influences of Islamic work ethics on employees behavior toward organizational commitmen as the mediation. Tujuan penelitian ini untuk menguji pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Populasi dalam penelitian ini adalah karyawan Pegawai Negeri Sipil di Itjen Kementerian Keuangan RI sebanyak 87 responden, menggunakan metode Slovin dengan teknik Purposive Sampling. Berdasarkan hasil penelitian menunjukkan, bahwa terdapat pengaruh langsung etika kerja Islami pada komitmen organisasional, tidak terdapat pengaruh langsung komitmen organisasional pada perilaku karyawan terhadap perubahan organisasi, terdapat pengaruh langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dan terdapat pengaruh etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai mediasi. Penelitian ini menyimpulkan, bahwa ada pengaruh langsung dan tidak langsung etika kerja Islami pada perilaku karyawan terhadap perubahan organisasi dengan komitmen organisasional sebagai
Burns, William R. Travis
An emergent research base suggests that teacher perceptions of fairness with respect to interactions with school administrators, decision-making processes, and decision outcomes have much to contribute to our understanding of effective schools. This study focused on the relationship between organizational justice and organizational citizenship…
Arif Partono Prasetio
Full Text Available The service quality is always the main factor for organization which focuses on the customer satisfaction to enhance their business and their performance. In order to have the great quality, they depend on their human resources. They need human resources who perform well. The employee who shows strong Organizational Citizenship Behavior believed can be performs better. That is why it is important for the organization to create employee with the strong OCB. OCB influenced by various factors. Job satisfaction and organization commitment are two important factors among them, which can predict the OCB. Organization should maintain the level of their employee’s satisfaction and commitment in order to develop the strong OCB. The research analyzed the effect of the job satisfaction and organization commitment on OCB at the PLN Distribution Office for Wet Java and Banten. Research conducted towards 100 participants using the multiple regression and descriptive analysis method. Through the analysis we found that job satisfaction and organization commitment has significance relation toward OCB (0.516. This finding is in line with previous research which promotes positive relation between these variables, eventhough only a mild percentage (0.266.The organization should place detail attention when applying the treatment. We suggest that the both job satisfaction and organization commitment should apply simultaneously in order to get better result. Further research needed to identify others factor which might be important to enhance the OCB.
HM, Muhdar; Rahma, St
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...
M.N. Elstak (Mirdita)
textabstractIt is especially during times of uncertainty or change in an organization, that a major concern for organizational management is how to elicit and maintain a high degree of identification and desired behavior from their members. Traditionally, scholars have taken a "bottom-up approach"
Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and…
Talachi, Rahil Kazemi; Gorji, Mohammad Bagher; Boerhannoeddin, Ali Bin
Job satisfaction, as an integral part of organizational environment, can affect organizational citizenship behavior. Therefore, the present paper aimed at determination of the relationship between these two factors among the employees to provide an appropriate model. The population of this study consisted of all employees of Golestan Province industry, mine and trade organization (Iran), the number of whom is 154, out of which, 120 employees were selected as a sample by the simple random sampling method. For collecting the data, two questionnaires of job satisfaction and organizational citizenship behavior were applied, and the obtained data was analyzed using the statistical methods of Kolmogorov-Smirnov test, Spearman's correlation, Pearson's correlation coefficient, Regression analysis, F-test and T-test. From the results, it was found that the variable of job satisfaction had a significant positive relationship with organizational citizenship behavior and one unit increase in organizational citizenship behavior is resulted from 0.622 unit increase in job satisfaction.
Çavuş, Mustafa Fedai
The aim of the present study is to investigate the effects of organizational socialization levels of employees on organizational citizenship behavior (OCB). A total of 185 (70 female, 115 male) teachers were sampled at 27 primary and secondary schools. Their ages ranged from 23 to 55 years, with a mean (SD) of 36 (5.1). In this sample, 100 (54.1%) worked in primary schools, and 85 (45.9%) worked in secondary schools. A three-part questionnaire was designed for the study. The research scales were self-report measures of organizational socialization, OCB, and demographic variables. The hypothesized model was tested using Pearson correlation analyses and multiple regression analyses. The teachers demonstrated high level socialization (Mean 4.2, SD 0.7) and OCB (Mean 4.0, SD 0.54). Understanding, coworker support, and performance proficiency explained significant variance in organizational citizenship behavior; however, there was no relationship (p=0.286) between the organizational goals and values and OCB. The findings contribute to our understanding of the relationship between the level of organizational socialization and organizational citizenship behavior in educational settings. These findings suggest that high level organizational socialization supports organizational citizenship behavior in primary and secondary school teachers.
Goltz, Sonia M.
Decision fiascoes such as escalation of commitment, the tendency of decision makers to “throw good money after bad,” can have serious consequences for organizations and are therefore of great interest in applied research. This paper discusses the use of behavior analysis in organizational behavior research on escalation. Among the most significant aspects of behavior-analytic research on escalation is that it has indicated that both the patterns of outcomes that decision makers have experienced for past decisions and the patterns of responses that they make are critical for understanding escalation. This research has also stimulated the refinement of methods by researchers to better assess decision making and the role reinforcement plays in it. Finally, behavior-analytic escalation research has not only indicated the utility of reinforcement principles for predicting more complex human behavior but has also suggested some additional areas for future exploration of decision making using behavior analysis. PMID:22478347
Jerry Marcellinus Logahan
Full Text Available This research was conducted in PT. Stannia Binekajasa, a company engaged in apartment leasing and sport facilities service. The purpose of this study is to determine the effect of Innovative Behavior and Self -Esteem on Organizational Citizenship Behavior both partially and simultaneously. The data obtained by survey, using questionnaire through cross sectional method. The data is processed using simple regression and multiple regression analysis as a method analysis. The result of this study indicates that the Innovative Behaviour in the company, have a significant influence on Organizational Citizenship Behavior by 79.5%, and Self-Esteem have a significant influence on Organizational Citizenship Behavior by 89.5%. Variable Innovative Behavior and Self- Esteem in the company have a significant influence on Organizational Citizenship Behavior by 89.2%.
Melisa Erdilek Karabay
Full Text Available With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In this context, organizational commitment and organizational citizenship behavior in the literature emerges as the most coveted concept in the business world. The employees that have organizational commitment and organizational citizen ship behavior may lead to the creation of more efficient work environment . In this study, the relationship between organizational commitment , job stress, and organizational citizenship behavior is investigated in banking sector. As a result , it has been fo und that, bank employees' organizational commitment and organizational citizenship behavior affect courtesy, altruism, civic virtue , onscientiousness and sportsmenship, positively. On the other hand, bank employees’ organizational citizenship behavior with work stress has a negative effect on courtesy and consciousness.
Muhammad Irfan Syaebani
Full Text Available Deviant workplace behavior is not something unusual and is prevalent in organizational dynamics. It is found in all types of organizations and in all levels of positions. This deviance is costly not only in financial, but also in social and psychological terms. This research aims to reveal whether there is any association between organizational justice perception and engagement in deviant workplace behavior since so many scholars argue that organizational injustice can serve as one of the causes to workplace deviance. Three forms of organizational justice are used in this research; they are: distributive, procedural, and interactional justice. Additionally, two dimensions are used to classify deviant workplace behavior, which are severity and target. Putting these two dimensions into low-high continuum, it helps to develop a typology of deviant workplace behavior into four classifications: production, political, property, and personal aggression. Result findings show us that organizational justice perception play important role in the occurrence of deviant workplace behavior. However, it is not the sole predictor since only one deviant workplace behavior (out of twelve which correlates significantly with one form of organizational justice.Keywords: Deviant workplace behavior, organizational justice, distributive justice, procedural justice, interactional justice, production deviance, political deviance, property deviance, personal aggression
Suh, Chan S; Brashears, Matthew E; Genkin, Michael
How does adolescent organizational membership in general, and simultaneous membership in distinct types of organizations in particular, impact drinking behavior? While past studies have focused either on the learning effect of involvement with gangs or on the constraining influence of conventional organizations on adolescent problem behavior, we explore the possibility that conventional school clubs can serve as socializing opportunities for existing gang members to engage in drinking behavior with non-gang club members. Using the Add Health data, we show that gang members drink more often, and engage in more binge drinking, than non-members. More importantly, individuals who are members of both gangs and school clubs drink alcohol at greater levels than those who are solely involved in gangs. In addition, non-gang adolescents who are co-members with gang members in the same school club are more likely to drink alcohol than non-members. This result has important implications for understanding the role of organizations in adolescent behavior and suggests that the study of delinquent behaviors would benefit from devoting more attention to individuals who bridge distinct types of organizations. Copyright © 2016 Elsevier Inc. All rights reserved.
Page, Nadine C; Nilsson, Viktor O
Objective: This paper describes a behavior change intervention that encourages active commuting using electrically assisted bikes (e-bikes) for health promotion in the workplace. This paper presents the preliminary findings of the intervention's impact on improving employee well-being and organizational behavior, as an indicator of potential business success. Method: Employees of a UK-based organization participated in a workplace travel behavior change intervention and used e-bikes as an active commuting mode; this was a change to their usual passive commuting behavior. The purpose of the intervention was to develop employee well-being and organizational behavior for improved business success. We explored the personal benefits and organizational co-benefits of active commuting and compared these to a travel-as-usual group of employees who did not change their behavior and continued taking non-active commutes. Results: Employees who changed their behavior to active commuting reported more positive affect, better physical health and more productive organizational behavior outcomes compared with passive commuters. In addition, there was an interactive effect of commuting mode and commuting distance: a more frequent active commute was positively associated with more productive organizational behavior and stronger overall positive employee well-being whereas a longer passive commute was associated with poorer well-being, although there was no impact on organizational behavior. Conclusion: This research provides emerging evidence of the value of an innovative workplace health promotion initiative focused on active commuting in protecting and improving employee well-being and organizational behavior for stronger business performance. It considers the significant opportunities for organizations pursuing improved workforce well-being, both in terms of employee health, and for improved organizational behavior and business success.
Cappelli, Peter; Rogovsky, Nikolai
Organizational citizenship--behavior that promotes organizations without explicit reward--was measured in a survey of 512 employees and 91 supervisors. Involvement in work organization increased citizenship behavior indirectly by changing job characteristics. Involvement in decisions about employment practices had little or no effect. (SK)
Hui, Chun; Lee, Cynthia; Rousseau, Denise M
This study examined the generalizability of psychological contract forms observed in the West (D. M. Rousseau, 2000) to China. Using 2 independent samples, results confirmed the generalizability of 3 psychological contract forms: transactional, relational, and balanced. This study also examined the nature of relationships of psychological contracts with organizational citizenship behavior (OCB). In particular, this study explored the role of instrumentality as a mediating psychological process. The authors found evidence that instrumentality mediates the relationship of relational and balanced forms with OCB; however, the transactional contract form is directly related to OCB. The authors discuss the implications of these results for the meaning of psychological contracts and OCB in China and raise issues for future research.
Xiao Deng; Zhishuang Guan
As leader creativity is found to be effective at promoting outcomes for organizations,more and more organizations select creative individuals as leaders.However,the influence of leader creativity has not received enough attention.Thus,this research seeks to focus on the potential influences of leader creativity in organizations.Based on social cognitive theory,we explore the relationship between leader creativity and subordinate organizational citizenship behavior (OCB).We find that leader creativity is positively related to subordinate OCB,and perceived team creative efficacy mediates the relationship.Moreover,creative self-efficacy moderates the relationships between perceived team creative efficacy and subordinate OCB.We then discuss implications and limitations,and suggest directions for future research.
Cheung, Francis Yue-Lok; Cheung, Ray Yu-Hin
In this study, the stressor-strain-outcome (SSO) model developed by Koeske and Koeske was adopted to examine the mediating effect of burnout between emotional dissonance and organizational citizenship behavior (OCB). The study involved 264 full-time Chinese school teachers (82 men, 16 women, and 22 individuals whose genders were not specified; mean age = 34.4 years and SD = 8.09 years). Correlation analysis showed that emotional dissonance is positively related to all three burnout dimensions (i.e., emotional exhaustion, depersonalization, and lack of personal accomplishment). Emotional dissonance is also negatively related to OCB toward individuals. Results from structural equation modeling support the SSO model, which states that emotional dissonance first leads to burnout and then to lower OCB. The limitations and implications to the school management, such as provision of emotional regulation training and strengthening of the social network system, were also discussed.
Full Text Available This study investigate the impact of organizational justice and job motivation on organizational citizenship behavior and its impact on satisfaction and loyalty of taxpayers. The statistical population of this study was formed by 7191 tax affairs of Tehran employees. Exploratory and confirmatory factor analysis method was used to evaluate the construct validity and standardization of research. Cronbach's alpha coefficient of questionnaire that calculated 0/97 was used to achieve Reliability of study. Therefore in this study, based on previous research and literature, the conceptual model and hypotheses were developed and tested on a sample of 401 person. Results of data analysis using structural equation modeling showed that all job related characteristics (except for feedback on all aspects of job motivation, job motivation and organizational justice (except interactional justice on OCB and Finally OCB is significant because of the satisfaction and loyalty of taxpayers and were confirmed.
Full Text Available The concept of organizational citizen behaviour (OCB has grown in popularity in the literature, and has received a great deal of theoretical and empirical study. However, various authors have emphasized the need of gaining a greater understanding of the antecedents of each dimension that makes up this construct, as few authors have focused on these aspects (Podsakoff et al., 2000. Hence, this study aims at analyzing the individualized consideration of leadership, the innovative organizational climate and the proactive personality, as possible antecedents of change-oriented and altruist organizational citizenship behaviors, by means of a revision and extension of the main studies that have dealt with such constructs. In this sense, the present study develops various propositions, derived from a conceptual model, whose aim is to advance the understanding related with OCB antecedents, so that future research can test them from an empirical point of view, using qualitative or quantitative methods.
Bacharach, Samuel B., Ed.; Mundell, Bryan, Ed.
This book brings together different analytical perspectives from organizational theory and applies them to examinations of schools. The editors maintain that the current debate over school restructuring is essentially a debate over which strategy of organizing will achieve the best results. Organizational theory suggests that there are two primary…
French, Sandra L.; Holden, Tracey Quigley
Most communication research on bad news messages focuses on crisis communication, where attention is often limited to image repair strategies. The authors argue that a key indicator of an organization's effectiveness in communicating "bad news" messages is its organizational culture. Developing an organizational culture that values positive…
Employee engagement has been understood from various academic and practical perspectives, mainly due to its recent popularity. This study explores not only positive movements--positive psychology, positive organizational scholarship (POS), and positive organizational behavior (POB)--as a background of engagement but also the conceptualization,…
Yildiz, Suleyman M.
Due to their important roles in organizational performance, internal marketing and organizational citizenship behavior have become more interesting subjects among researchers and practitioners. However, empirical research is limited in the literature, and the relationship between these two variables in higher educational institutions is not clear.…
This study examined the relation between multiple commitments (organizational commitment, occupational commitment, job involvement, and group commitment), ethnicity, and cultural values (individualism/collectivism, power distance, uncertainty avoidance, and masculinity/femininity) with organizational citizenship behaviors (OCB) and in-role…
Current Organizational Behavior Management (OBM) research and practice may be characterized as either behavior focused or results focused. These two approaches stem from different origins and have different characteristics. The behavior-focused approach stems from applied behavior analysis (ABA) methods and emphasizes direct observation of and…
Nazirul Hasnain; Zuby Hasan; Sehal Chorath
Background: The components of Psychological capital as well as Organizational citizenship behavior and Work motivation are so influential for an individual especially for their performance in organizational setting. Aims: The main objectives of the study were: (1) to study the contributions of organizational citizenship behavior and work motivation in psycap of public school teachers; (2) to study the contributions of organizational citizenship behavior and work motivation in psycap of privat...
Full Text Available Service-dominant (S-D logic is a service science framework that is more robust than the traditional goods-dominant (G-D logic. It emphasizes the importance of operant resources and value Cocreation. This study employs social cognitive theory to explore the triple reciprocity of organizational value Cocreation behavior. Further, this study uses DEMATEL-based ANP to examine the dynamic nature of organizational value Cocreation behavior. The major results of this study can be described as follows. First, the triadic reciprocity of personal, environmental, and behavioral factors are validated. Second, the dominant influencing trends are clearly identified. From a dimensional point of view, environmental factors affect personal factors and behavioral factors, and personal factors affect behavioral factors. Similarly, in terms of organizational value Cocreation behavior, organizational identification affects altruistic behavior and knowledge-sharing behavior, and altruistic behavior affects knowledge-sharing behavior. These findings may provide helpful guidance in effectively promoting organizational value cocreation behavior, enabling organizations to leverage operant resources to their maximum potential.
Lub, X.D.; Blomme, R.J.; Bal, P.M.
This research aims to shed light on organizational citizenship behaviors (OCBs) of different generations of hospitality workers in relation to their psychological contract. The psychological contract, which describes employees' implicit expectations of their employer, is related to a range of
Dent, Eric B.
Explains how television programs such as "Seinfeld" illustrate the organizational behavior concepts of the social psychological contract and the interdependence aspect of systems thinking. Describes to use "Seinfeld" in the management classroom. (Contains 18 references.) (SK)
Andrew Adi Saputra
Full Text Available PT Prima Graphia Digital is a company engaged in the area of digital printing, locates at Kalibaru Timur Street IV No 5-7, Senen, Central Jakarta, Indonesia, 10460. The purpose of this research is to analyze the effect of job involvement and work satisfaction towards Organizational Citizenship Behavior in PT. Prima Graphia Digital. Research used associative method. Data used were primary and secondary data obtained through observation, interview and questionnaire distribution to 86 staffs of the company as respondents. After obtaining the data, then data were processed using Pearson correlation, simple and multiple regression. Results showed that job involvement has positive effect and is significant towards Organizational Citizenship Behavior. Similarly, work satisfaction does also have a positive effect and is significant towards Organizational Citizenship Behavior. Furthermore, job involvement and work satisfaction simultaneously have a significant effect towards Organizational Citizenship Behavior.
Van der Vegt, GS; Van de Vliert, E; Oosterhof, A
A questionnaire study of 129 members of 20 multidisciplinary project teams examined the relationship between informational dissimilarity and both team identification and organizational citizenship behavior (OCB) for individuals working under different interdependence configurations. Results revealed
Omotayo A. Osibanjo
Full Text Available This study investigated the implications of workplace stress on organizational performance in a Nigerian Public University. The survey method was deployed in sampling one hundred and seventy (170 staff members of the University. The Structural Equation Modelling was adopted using AMOS to establish fitness. Results of the analyses indicate that role congruence, equity, recognition, and distance, have significant influence on organizational performance. This makes it imperative for organizations to invest necessary resources in developing strategies and interventions to reduce workplace stress. If this is achieved, there will be endless opportunities in terms of increased performance and overall sustainability.
KUBİLAY ÖZYER; UFUK ORHAN; DEMET DÖNMEZ ORHAN
This study has been made to make clear what are the effects of demographic characteristics on workers’ organizational citizenship behaviors in service business. In this study organizational citizenship behavior was analysed with its subdimenisonals. There are 5 subdimensions as they are, alturism, conscientiousness, courtesy, civic virtue and sportsmanship. To the results of analyses, there are relations between gender, marital status, kids, hierarchical situation in organization, working org...
decentralization, and specialization of function or task.15 The neoclassical theory era started with the Hawthorne studies in 1927. A group of...discussed further in Chapter 3, theories of organizational behavior combined with models that help to affect change positively, can potentially mean...What this paper intends to solve, is how today’s formal and informal leaders can use the principles of organizational behavior theories and change
Full Text Available In this study, conducted on 96 employees from production sector in a pharmaceutical company, the effect of transformational leadership behavior on organizational culture is investigated to determine statistically significant relations. The results of the study support the hypotheses. Transformational leadership behavior has a positive and significant correlation between the components of organizational culture such as long / short term orientation, masculinity / feminity, power distance, individualism / collectivisim and uncertainity avoidance.
The aim of this study is to test the "work values" inventory developed by Tevruz and Turgut and to utilize the concept in a model, which aims to create a greater understanding of the work experience. In the study multiple effects of work values, work-value congruence and work centrality on organizational citizenship behavior are examined. In this respect, it is hypothesized that work values and work-value congruence predict organizational citizenship behavior through work...
Pratista Arya Satwika
Full Text Available Globalization era demands high organization’s performance to survive. There are some human resource problems in Indonesia that indirectly influence individuals’ performance in the organization. This research aimed to determine openness to experience, organiza¬tional citizenship behavior (OCB and employee-oriented organizational culture as employee per-formance predictor. Ths was a field study that used a quantitative methodology. A questionnaire was used to collect data about open¬ness to experience, organizational citizenship behavior, employee-oriented organizational culture, and employee performance. Hypothesis test done with regression analysis toward 166 respondents resulted in the value of F=52,971 (p
Muhammad Irfan Syaebani
Full Text Available Deviant workplace behavior is not something unusual and is prevalent in organizational dynamics. It is found in all types of organizations and in all levels of positions. This deviance is costly not only in financial, but also in social and psychological terms. This research aims to reveal whether there is any association between organizational justice perception and engagement in deviant workplace behavior since so many scholars argue that organizational injustice can serve as one of the causes to workplace deviance. Three forms of organizational justice are used in this research; they are: distributive, procedural, and interactional justice. Additionally, two dimensions are used to classify deviant workplace behavior, which are severity and target. Putting these two dimensions into low-high continuum, it helps to develop a typology of deviant workplace behavior into four classifications: production, political, property, and personal aggression. Result findings show us that organizational justice perception play important role in the occurrence of deviant workplace behavior. However, it is not the sole predictor since only one deviant workplace behavior (out of twelve which correlates significantly with one form of organizational justice.
Full Text Available Employee empowerment and organizational citizenship behavior have very important roles in the process of accomplishment and continuous development of organizational performance. Therefore, the purpose of this article is to determine the relationship between these two variables in employees of Qom province pedagogical organization. Ninety nine statistical samples were selected from the population through classified sampling. The researcher-made questionnaire was used to measure the empowerment and its components and the Moorman and Black‟s standardized questionnaire was employed to measure organizational citizenship behavior and its components.The components of empowerment are expertise, courage in action, work ethics, communicative skills, thinking, and experience gaining. The results of t-test showed that the situation of empowerment and organizational citizenship behavior were relatively desirable. But the results of Spearman‟s correlation coefficient and partial correlation coefficient showed that there was no relationship between empowerment and organizational citizenship behavior of employees (p<0.05. However, the relation of communicative and behavioral skills to organizational citizenship behavior was significant.
Williams, Don E.; Grossett, Deborah L.
We used an organizational behavior management (OBM) approach to increase behavior intervention plans and decrease the use of mechanical restraint. First, recipients were tracked as a member of the priority group if they engaged in frequent self-injurious behavior or physical aggression toward others and/or if they had been placed in mechanical…
Hewitt, Elizabeth L.
Buildings may be stationary, but they are not static; they are dynamic and active collectives of agents and actors, and play an important cultural and social role in shaping norms and influencing outcomes in the built environment. This research develops and applies a unique framework that conceptualizes the urban multifamily residential building as an organization, and seeks to use this lens to better understand the role of organizational characteristics in influencing energy efficiency in buildings. This work finds that an organizational analogy is a fruitful approach for understanding buildings, and that buildings in many ways can and do function successfully as organizations. In particular, eight organizational characteristics are explored here that extend well to buildings. These eight organizational characteristics are also explored more deeply to support an argument that some buildings have an organizational advantage that well positions them to undertake energy efficiency initiatives. One organizational characteristic -- the ownership type of the building -- is determined to be particularly important in driving energy outcomes in multifamily buildings in New York City. In particular, it was found that cooperative buildings in the New York City housing market consume less energy citywide than other types of multifamily properties, holding all else equal. Conversely, it was also found that rental buildings tend to consume more energy citywide. Subsequent qualitative case study work in a small Brooklyn cooperative building offers a deeper understanding of organizational decentralization and its role in driving decision-making and outcomes in the building. Additional comparative work in two rental properties -- one high-income and one low-income -- adds additional context and understanding to economic considerations such as the influence of income in overriding centralized efforts to operate the building efficiently. Ultimately, this research develops an analogy
Full Text Available Penelitian ini bertujuan untuk menguji pengaruh motivasi kerja dan keadilan organisasi terhadap organizational citizenship behaviour (OCB. Populasi penelitian adalah karyawan tetap/organikPT. Summit Oto Finance dengan masa kerja lebih dari dua tahun. Jumlah anggota populasi adalah 61 orang. Dikarenakan jumlah subyek yang terbatas, maka seluruhnya dilibatkan sebagai sampel penelitian (teknik total sampling. Data penelitian dikumpulkan dengan menggunakan skala motivasi kerja, skala persepsi keadilan organisas,i dan skalaorganizational citizenship behaviour (OCB. Analisis regresi linier berganda digunakan untuk menguji hipotesis penelitian. Analisa data menunjukkanadanya pengaruh yang signifikan antara motivasi kerja dan keadilan organisasi terhadap organizational citizenship behavior pada karyawan PT. Summit Oto Finance. Variabel motivasi kerja dan keadilan organisasi memiliki kontribusi terhadap organizational citizenship behavior sebesar 54.7%. Secara spesifik diketahui bahwa karyawan PT. Summit Oto Finance memiliki motivasi kerja, persepsi mengenai keadilan organisasi, serta organizational citizenship behavior yang berada di kategori sedang.
Full Text Available This research was conducted with the purpose of studying the structural model of the relationships of psychological contract violation with organizational commitment, turnover, job satisfaction and deviant behaviors. Research method was correlation and the statistical population were male employees of an industrial company in Shiraz city, from among which 300 employees were selected using convenience sampling. Assessment instruments consisted of Psychological Contract Violation Questionnaire (Tekleab etal, 2005, Organizational Commitment Questionnaire (Speier & Vankatesh, 2002, Job Satisfaction Questionnaire (Spector, 1985, Turnover Questionnaire (Tekleab etal, 2005 and Deviant Behavior Questionnaire (Bennett & Robinson, 2000. Data was analyzed using Pearson’s correlation coefficient, structure equation modeling (SEM and mediation analysis. Findings showed that psychological contract violation explained 7.1 percent of organizational commitment variance, organizational commitment and job satisfaction explained 16.7 percent of turnover variance, organizational commitment explained 20.3 percent of job satisfaction variance and turnover explained 4.3 percent of deviant behavior variance. Mediation analysis showed that organizational commitment played the complete mediator variable in the relation of psychological contract violation with job satisfaction and job satisfaction was the partial mediator variable in the relation of organizational commitment with turnover. Finally with regard to the limitation of generalization of current research results it is suggested to industrial organizations that they should not violate their obligations to employees in anyway.
Rapp, Adam A; Bachrach, Daniel G; Rapp, Tammy L
In this research we integrate resource allocation and social exchange perspectives to build and test theory focusing on the moderating role of time management skill in the nonmonotonic relationship between organizational citizenship behavior (OCB) and task performance. Results from matching survey data collected from 212 employees and 41 supervisors and from task performance metrics collected several months later indicate that the curvilinear association between OCB and task performance is significantly moderated by employees' time management skill. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2013 APA, all rights reserved.
Pierce, Heather R.; Maurer, Todd J.
The authors examined "perceived beneficiary" of employee development (self, organization) for relationships with employee development activity. Perceived organizational support served as a moderator. The authors conclude that employees may engage in development activities to partly benefit their organization to the extent that a positive exchange…
Hirschhorn, Larry; Gilmore, Tom
Explores, through an action research project, the possible contributions--in theory, diagnosis, and intervention--of structural family therapy to organizational change. Reports that successful transfer of family therapy techniques to organizations is contingent on understanding four differences between organizations and families. (Author/IRT)
Full Text Available The purpose of this study is to examine the relationship between whistleblowing and organizational citizenship behaviors in high school teachers. The research was conducted using the screening model. A total of 381 teachers participated in the research from general and vocational high schools. 216 (56.7% of them were male and 165 (43.3% were female. The "Whistleblowing Scale" and "Organizational Citizenship Scale" were used to collect the data. Descriptive statistics, t-test and ANOVA were used in the data analysis. The Scheffe test was used for the comparison of multiple tests in order to determine the source of the difference for the F values. Pearson correlation analysis was used to determine the relation between the level of organizational citizenship behavior and whistleblowing. The results were tested at the level of p<.01 and p<.05. The survey findings indicate that the teachers’ level of whistleblowing behavior is moderate and that males are whistleblowers significantly more than females, and that there is no significant difference between the groups in terms of the type of school. The teachers’ level of organizational citizenship behavior was high and does not differ according to gender, but significantly differs according to the type of school in favor of vocational schools. In addition, correlation analysis indicates a positive and significant relationship between teachers' whistleblowing behavior and organizational citizenship behavior at a low level.
In this research, it is aimed to examine the effect of organizational justice behaviors on organizational silence and cynicism based on the opinions of academics who serve in Schools of Physical Education and Sports, and Faculties of Sports Sciences. Research group consisted of academics from 22 different universities in Turkey. There are 320…
Meglino, Bruce M; Korsgaard, Audrey
In contrast with major theories of attitudes and behavior, the authors propose that individuals are not equally motivated to pursue their self-interests. The authors show that differences in other orientation affect the extent to which actions and attitudes reflect self-interested calculation (instrumental rationality) and the extent to which beliefs represent their external environment (epistemic rationality). These differences have consequences for processes underlying a wide range of attitudes and behavior typically assumed to be rationally self-interested. Thus, the authors' model exposes a common explanation for diverse organizational phenomena. It also clarifies inconsistencies surrounding the validity of certain attitudinal and motivational models, the relationship between job attitudes and actions, cross-cultural differences in attitudes and behavior, escalation of commitment, and the relationship between chief executive officer characteristics and organizational performance. 2004 APA, all rights reserved
Full Text Available The success of banking institutions in providing excellent service to the customer was inseparable from theperformance of employees. This research aimed to study the influence of organizational citizenship behaviorand empowerment to organizational commitment and the influence to employee performance. Primary datawas taken by using questionnaires given to 128 employees by using Slovin formula. Path analysis model wasused to test the research hypothesis. The results showed that the level of employee performance positivelyinfluenced by organizational citizenship behavior, and employee empowerment and also comitment organizationalhad significant influence to employee performance. Improving the performance of employees was achallenge for banking institutions because employees were the important assets for the company.
Telecommunication organization needs to more seriously improve its employee???s Organizational Citizenship Behavior (OCB) so that the employee more successfully performs his/her dual role, i.e. facilitating growth and serves the public; since OCB relates positively to the overall performance of the organization. This research examines the effect of extrinsic and intrinsic motivation on employee???s OCB through the mediating role of organizational commitment. This researc...
Ana Cristina Passos Gomes Menezes
Full Text Available Abstract This study aimed to construct and validate the Behavioral Intentions of Organizational Citizenship Scale (BISOC. Organizational citizenship consists of measures of voluntary behaviors, which are beneficial to organizations and are not explicit in employment contracts. To investigate the psychometric properties of BISOC, we selected 767 employees in different cities from the states of Bahia and Pernambuco (Brazil. The validation procedures adopted, which used techniques from both Classical Test Theory and Item Response Theory, showed that the BISOC has a unidimensional structure. From the initial set of 42 items, 35 items met the validation criteria. By presenting suitable psychometric parameters, BISOC is the first measure of organizational citizenship behaviors developed and validated to assess behavioral intentions.
Gan, Yiqun; Cheung, Fanny M
The objective of the present study was to examine the moderating role of interpersonal harmony in the relation of proactive personality with organizational citizenship behavior. 158 employees in Chinese state-owned companies completed the Proactive Personality Scale (Bateman & Crant, 1993), Harmony scale, and Organizational Citizenship Behavior Questionnaire. Proactive personality had insignificant correlation with job dedication. The correlation between interpersonal facilitation and proactive personality was significant but quite low. Results of the hierarchical regression analyses indicated that when demographic variables were controlled, Harmony had significant moderating effects on the relations of proactive behavior and job dedication/interpersonal facilitation. In the high Harmony group, the correlation between proactive personality and organizational citizenship behavior was significant; whereas in the low Harmony group, this correlation was not significant.
Bagus Tri Pratikto
Full Text Available The purpose of this study is : 1 To know the description of job satisfaction and the leadership style on Organizational Citizenship Behavior (Study at PT Ide Jaya Kreasindo 2 To know the effect of job satisfaction on Organizational Citizenship Behavior 3 To know the effect of the leadership style on Organizational Citizenship Behavior 4 To know the effect of job satisfaction and the leadership style on Organizational Citizenship Behavior simultaneously. Research methods using simple random sampling. Sampling technique using simple random sampling technique and of questionnaires of 77 observations from PT Ide Jaya Kreasindo’s employees using SPSS 16.0.The empirical result shows that job satisfaction and the leadership style has positive and significant effect on organizational citizenship behavior. Simultaneously test shows that job satisfaction and the leadership style effects organizational citizenship behavior.
McMullen, Rebecca C.; Shippen, Margaret E.; Dangel, Harry L.
The purpose of this pilot study was to investigate the specific classroom organizational behaviors that middle school inclusive teachers report as expectations for students with learning disabilities. Practicing middle school science and social studies teachers (n = 12) responded to a survey about organization behaviors of students with learning…
Podsakoff, Nathan P.; Whiting, Steven W.; Podsakoff, Philip M.; Mishra, Paresh
This article reports on an experiment examining the effects of job candidates' propensity to exhibit organizational citizenship behaviors (OCBs) on selection decisions made in the context of a job interview. We developed videos that manipulated candidate responses to interview questions tapping task performance and citizenship behavior content in…
Nagashekhara, Molugulu; Agil, Syed Omar Syed
Study of ethical behavior among medical representatives in the profession is an under-portrayed component that deserves further perusal in the pharmaceutical industry. The purpose of this study is to find out the influence of organizational culture on ethical behavior of medical representatives. Medical representatives working for both domestic and multinational companies constitutes the sample (n=300). Data is collected using a simple random and cluster sampling through a structured questionnaire. The research design is hypothesis testing. It is a cross-sectional and correlational study, conducted under non-contrived settings. Chi-square tests were shows that there is an association between the organizational culture and ethical behavior of medical representatives. In addition, the strength of the association is measured which report to Cramer's V of 63.1% and Phi Value of 2.749. Results indicate that multinational company medical reps are more ethical compared to domestic company medical representatives vast difference in both variance and in t test results. Through better organizational culture, pharmaceutical companies can create the most desirable behavior among their employees. Authors conclude that apart from organizational culture, the study of additional organizational, individual and external factors are imperative for better understanding of ethical behavior of medical representatives in the pharmaceutical industry in India.
This paper is concerned with organizational information systems. Examples of such systems include intelligence systems, communications systems, management information systems, decision support systems, and administrative control systems. Systems such as these are critical to an organization's functioning; indeed to its survival. The paper is intended to be of use to three types of professionals: those who study organizations; those who design information systems; and those who manage. This fa...
Since future space missions are likely to be beyond Earth's protective atmosphere, a potentially significant hazard is radiation. The following behavioural situations are addressed in this paper: (1) space radiations are more effective at disrupting behaviour; (2) task demands can aggravate the radiation-disruption; (3) efforts to mitigate disruption with drugs or shielding are not satisfactory and the drugs can be behaviourally toxic; and (4) space- and radiation-induced emesis combined may be synergistic. Thus future space travel will be a demanding, exciting time for behavioral toxicologists, and while the circumstances may seem insurmountable at first, creative application of scientific expertise should illicit solutions, similar to demanding situations confronted before. (author)
The findings of behaviorally oriented research regarding the importance of cognitive-motivational variables in hypnosis are examined and some clinical and theoretical implications are explored. Hypnosis seems usefully conceptualized as a complex configuration or gestalt of interacting variables on several different levels, for example, cognitive, motivational, social, physiologic.
Full Text Available Under the intense competition conditions of our era, the real power that businesses need to survive, stands out as the quality of human resources working within the business instead of the financial resources they have. And in parallel with this, the concepts of organizational justice and organizational citizenship behavior take place as two of the most popular topics of organizational behavior by means of their positive effect on employee productivity and due to the importance and value they have on subjects of ensuring the organizations’ adaptation to changes in business environment. The main goal of the present study is to determine whether or not perception of organizational justice affect employees’ organizational citizenship behavior. In accordance with these stated purposes, developement of managerial strategies that increase levels of employees’ organizational citizenship behaviors by organizing and improving the structure of organizational justice in businesses is intended.Under this study carried out in defence sector company on 341 employees, according to the results of correlation analyses between organizational justice and organizational citizenship behavior, it has been determined that there are statistically positive and meaningful correlations between all the dimensions of these two concepts. In addition, according to the analyses which are carried out with St ructural Equation Modelling, it has also been found that employees’ distributive justice perceptions positively affect conscientiousness, sportsmanship and courtesy dimensions of organizational citizenship behavior
Full Text Available In order to create sustainable competitive advantages, organizations are embedded in dyadic exchange relationships, which depend on the coordination of the behavior of the actors involved. Often, coordinated behavior is explained by trust. Since trust develops in a process of reciprocal responses to presumed trustworthy behavior, it is a reciprocity-based concept. While inter-organizational exchange relationships can appear in different stages (forming, establishing, broken, different reciprocity types (direct, indirect, negative can be distinguished. The study links reciprocal behavior to different stages of inter-organizational exchange relationships in order to investigate reciprocity as a possible coordination mechanism of behavior and thus explore the basis of coordination of trust-based behavior. Qualitative Comparative Analysis as a set-theoretic approach is applied to analyze the empirical data consisting of 78 qualitative semi-structured interviews with managers of small-, medium- and large-sized companies. The results show that different reciprocity types become effective in different stages of an inter-organizational exchange relationship: For forming inter-organizational exchange relationships indirect reciprocal behavior, besides direct reciprocity, becomes effective while in establishing inter-organizational exchange relationships, direct reciprocal behavior is evident. Negative reciprocal behavior leads to a break up of relationships. Using these results, on the one hand, the concept of trust can be sharpened by deepening the understanding of the trust-building mechanisms and on the other hand, reciprocity can be seen as coordination mechanism in exchange relationships of different stages. In doing so, with this knowledge, relationships can be coordinated towards a long-term orientation in order to create sustainable advantages.
Full Text Available Abstrak: Pengaruh Kepemimpinan Transformasional dan Transaksional Terhadap Kepuasan Kerja dan Organizational Citizenship Behavior. Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan transformasional, gaya kepemimpinan transaksional, kepuasan kerja terhadap organizational citizenship behavior (OCB. Penelitian ini merupakan penelitian deskriptif kuantitatif dengan jumlah sampel 87 karyawan FIS dan FE UNY. Teknik pengumpulan data menggunakan kuesioner. Uji hipotesis menggunakan analisis regresi. Uji variabel mediasi menggunakan metode Baron and Kenny. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional berpengaruh positif dan signifikan terhadap kepuasan kerja, kepemimpinan transaksional berpengaruh positif dan signifikan terhadap kepuasan kerja, kepuasan kerja berpengaruh positif dan signifikan terhadap OCB, dan kepuasan kerja berperan sebagai mediator pengaruh kepemimpinan transformasional dan kepemimpinan transaksional pada OCB karyawan. Kata kunci: Gaya kepemimpinan, Kepuasan Kerja, Organizational Citizenship Behavior Abstract: The influence of Transformational and Transactional Leadership to Job Satisfaction and Organizational Citizenship Behavior. The purpose of the study was to analyze the influence and the relationship among transformational leadership style, transactional leadership style, and job satisfaction on organizational citizenship behavior (OCB of Social Science Faculty and Economics Faculty Yogyakarta State University employees. This study was classified as descriptive qualitative research with a sample of 87 participants. The data were collected through the distribution of questionnaires. Hypothesis test was using the regression analysis with a significance level of 0.05. Variable meditation test was using the method of Baron and Kenny. The result showed that transformational leadership had a positive effect on the job satisfaction, transactional leadership had a positive effect on job
Full Text Available The aim of this study is to examine the effectsofservant leadershiponorganizational citizenship behaviors. For this aim,firstly, theservant leadership,then organizational citizenship behaviorsare explained. In the application part,aquestionnaire including the measures of theservant leadership andorganizationalcitizenship behaviors is distributed to employees of one of the leadingprivateuniversitiesinTurkey and the data were assessed by statistical analysis methods.Finally, it isfoundthat there is a positive relationshipbetweenservant leadershipandorganizational citizenship behaviors.
Cem Harun MEYDAN
Full Text Available This research discovers predictive effect of employees’ organizational citizenship behaviors on impression management strategies as well as moderation effect of power distance on this interaction. To that end data was collected from 178 schoolteachers, who work at three different public elementary schools in Turkey, through questionnaire and analyzed with multifarious statistical methods. The results from hierarchical multiple regression analysis indicated that individuals engaged in organizational citizenship behaviors in order to form expected impressions of themselves in others’ minds and perception of power distance has moderating effect on this process.
Full Text Available This study empirically examines the relationship between altruism, conscientiousness, and civic virtue, three of the antecedents of organizational citizenship behavior, in higher education institutes in the Khyber Pakhtonkhuwa Province (KPK of Pakistan. The study is based on primary data collected from ninety-five employees of various institutes in Pakistan. The data is analyzed using the techniques of rank correlation coefficient and multiple regression analysis. All the findings are tested at 0.01 and 0.05 levels of significance. The result concludes that altruism, conscientiousness, and civic virtue have strong positive impacts on the organizational citizenship behavior in the context of higher education institutes in Pakistan.
Full Text Available In this study conducted to research the relationship between leadership behaviors of managers between organizational commitment of employees, a survey has been applied to 155 employees who work in 3 companies in Istanbul province. To measure organizational commitment of employees: "Organizational Commitment Scale" developed by Meyer, Allen ve Smith ; to measure leadership behaviors:" Leadership Behaviors Inventory" of Kent and "Multidimensional Leadership Problems" titled survey forms have been examined and leadership behavior scale which is often used in researches and has been created developing leadership behavior questions based on "Behavioral Repertoire of Leaders" of Goleman. The data collected by the survey were evaluated by entering into SPSS 22 software. As a result of the application; it has been found that, as autocratic, visionary, participating and leadership behaviors of managers strengthen, attendance to corporation and normative commitment of employees increase, as educational and relationship oriented behaviors of managers strengthen, attendance to corporation and normative commitment of employees strengthens. As overall satisfaction level of employees with leadership behavior of managers increases, their attendance and normative commitment to organization increased as well.
Dhar, Rajib Lochan
This study aims to explore the employee's perception of organizational politics, the phase that they go through while working and the ways they adopt to cope with it. Participants were working as employees in three automobile manufacturing companies having offices in Pune, India. They were selected via randomized quota sampling to reflect a mix of age, positions, genders and experience within the organization. Data collection was done through qualitative methods which included in-depth interviews with 26 employees. Analysis of the data was done using the coding process. Findings of this study led to the emergence of four major themes i.e. (a) The Perceived threat, (b) Attitude towards players, (c) Coping Strategies and (d) Intentions to leave. Based on the study findings, the researcher concludes that politics is being perceived as an evil and is negatively affecting the morale of the employees. Hence, it is imperative that the organizational forerunners and department heads continue to use research findings to get to know the culture prevailing in the organization and understand the emotional status and feelings that employees develop while working in such an environment.
Full Text Available This paper investigates political behavior in organization context. In the first section, it studies inappropriate terminology in political behavior arena and recommends that political behaviors are neither positive nor negative in nature. The study also demonstrates that ends and means for influencing others are two criteria for determining faces of political behavior. In the second section, related and important research are reviewed and categorized in terms of content. Finally, we present the dominant paradigm of political behavior as a philosophical infrastructure. The study also presents some guidelines for further research the limitations are discussed in conclusion part.
Full Text Available The innovative behavior of individuals in the workplace is the foundation of any high-performance organization, and thus a study on the factors that motivate or enable individuals’ innovative behavior is critical (Scott, & Bruce, 1994. Therefore, the aim of this research was to find the relationship between organizational culture and innovative work behavior (IWB in tourism enterprises that market sports services. Considering the fact that IWB is crucial for tourism enterprises, exploring the factors that influence IWB could be beneficial. Correlation analysis revealed that IWB was found to be significantly correlating with cooperativeness (r=0.442, p<0.05, innovativeness (r=0.510, p<0.05, consistency (r=0.522, p<0.05, and effectiveness (r=0.554, p<0.05. Additionally, stepwise regression analysis, which was conducted to discover whether organizational culture predicts IWB, showed a significant model: F(2-131=33.775, p<0.05. The model explained 33% of the variance in IWB (Adjusted R2=0.33. In general, our findings suggest that there is a relationship between organizational culture and IWB and that organizational culture significantly predicts IWB. As IWB is crucial for the enhanced performance and success of any organization, organizational culture should be organized in order to encourage employees in terms of IWB.
Miller, Travis V; Caldwell, Heather K
Oxytocin (Oxt) is a neurohormone known for its physiological roles associated with lactation and parturition in mammals. Oxt can also profoundly influence mammalian social behaviors such as affiliative, parental, and aggressive behaviors. While the acute effects of Oxt signaling on adult behavior have been heavily researched in many species, including humans, the developmental effects of Oxt on the brain and behavior are just beginning to be explored. There is evidence that Oxt in early postnatal and peripubertal development, and perhaps during prenatal life, affects adult behavior by altering neural structure and function. However, the specific mechanisms by which this occurs remain unknown. Thus, this review will detail what is known about how developmental Oxt impacts behavior as well as explore the specific neurochemicals and neural substrates that are important to these behaviors.
Veronika Agustini Srimulyani
Full Text Available Keadilan organisasional memiliki potensi untuk menciptakan manfaat besar bagi organisasi dan karyawan, dan salah satu manfaatnya adalah menumbuhkan extra-role behavior (ERB atau organizational citizenship behavior (OCB. Tujuan dari penelitian ini untuk menganalisis konsekuensi keadilan organisasional (keadilan distributif, keadilan prosedural, dan keadilan interaksional pada organizational citizenship behavior guru SMA dan guru SMK di Kota Madiun. OCB dibagi menjadi dua jenis yaitu citizenship behaviors directed toward individuals (OCB-I dan citizenship behaviors directed towards the organisation (OCB-O. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Sampel penelitian ini adalah 409 guru, yang dipilih secara non-acak. Data diperoleh dengan menyebarkan kuesioner. Analisis data menggunakan analisis regresi. Hasil penelitian disimpulkan: keadilan distributif dan keadilan interaksional berpengaruh positif signifikan terhadap OCB-I dan OCB-O; keadilan prosedural tidak berpengaruh signifikan terhadap OCB-I tetapi keadilan prosedural berpengaruh positif signifikan terhadap OCB-O.
Tofighi, M; Tirgari, B; Fooladvandi, M; Rasouli, F; Jalali, M
Several factors including emotional intelligence affect the efficiency of people. It seems that organizational behavior of each person is strongly influenced by emotional intelligence. Therefore, the present study is aimed to examine the relationship between emotional intelligence and organizational citizenship behavior in critical and emergency nurses in teaching hospitals supervised by Kerman Medical University in Southeast of Iran. This study employed a descriptive cross sectional design. A census sample consisted of 150 critical and emergency nurses working in teaching hospitals supervised by Kerman Medical University participated in this study. Emotional intelligence and organizational citizenship behavior questionnaire was used to assess nurses' emotional intelligence and organizational citizenship behavior by available sampling method. The results showed that the mean age of the participants was 35 years. Most participants (94%) were females and belonged to the age group of 26-30 years. Overall mean score of organizational citizenship behavior scale was 88.21 (±10.4). In the organizational citizenship behavior categories, altruism mean score was higher than the other mean scores. Overall mean score of emotional intelligence was (121.08 ± 17.56). In the subgroups of emotional intelligence, mean score of the relationship management, was higher than the average of other factors. Pearson's correlation coefficient showed no significant relationship between emotional intelligence and organizational citizenship behavior (p ≥ 0.05). The study suggests that health care managers should organize systematic and dynamic policies and procedures in dealing with emotional intelligence and organizational citizenship behavior to assist critical and emergency nurses.
Euwema, M C; Van de Vliert, E; Bakker, A B
In this observation study the theory of conglomerated conflict behavior is tested. The impact of seven conflict behaviors on substantive and relational conflict outcomes is examined through multiple independent observations of 103 Dutch nurse managers handling a standardized conflict. Results show
Yesilkaya, Mukaddes; Aydin, Peruzet
The aim of this study is to analyze the relationship between employees' perceptions on authentic leadership and organizational citizenship behavior. In this context, it was carried out a research on four-hundred public employees. The data from this study were analyzed via an appropriate statistical program and evaluated. Based on the findings from…
Yaylaci, Ali Faruk
In recent years, the number of studies on the organizational citizenship behaviors (OCBs) that reflect the mainstream tendencies has dramatically increased especially in the field of business and educational sciences in Turkey. On the other hand, there is a need for a new conceptualization of the OCBs better suited to educational organizations. An…
Somech, Anit; Khotaba, Soha
Purpose: The purpose of this paper is to use a model to broaden the understanding of the organizational citizenship behavior (OCB) phenomenon in educational teams and examines team OCB's mediating role in the relation of the contextual variables of team justice climate (distributive justice, procedural justice, interpersonal justice) to team…
The aim of this study is to investigate teachers' perceptions of organizational citizenship behaviors and to evaluate them in terms of educational administration. Descriptive survey model was used in the research. The data of the research were obtained from 1,613 teachers working in public and private schools subjected to Ministry of National…
Yangin, Demet; Elma, Cevat
The purpose of this study was to determine the relationship between the manager trust and interactional justice perceptions and organizational silence behaviors of those teachers who work in primary and secondary schools. The research is based on the survey model and the population consists of 4761 teachers who worked in Samsun, Turkey. The sample…
Brown, Kenneth G.; Charlier, Steven D.; Rynes, Sara L.; Hosmanek, Andrew
This study examines the syllabi of 241 required organizational behavior (OB) related classes in full-time U.S. MBA programs. Syllabi were coded for information about course title, topics, readings, cases, teaching methods, and learning assessment methods. Results revealed that the most frequent topics listed across courses are leadership and…
Penelitian ini difokuskan pada Komitmen Organisasional yang mempunyai tiga dimensi yaitu, Komitmen Afektif, Komitmen Berkelanjutan dan Komitmen Normatif dimana penelitian ini digunakan untuk mengetahui pengaruh Komitmen Organisasional terhadap Organizational Citizenship Behavior di Hotel Gunawangsa Manyar Surabaya. Responden dalam penelitian ini adalah semua karyawan dari Hotel Gunawangsa Manyar Surabaya dengan menggunakan teknik sensus dengan populasi. Hasil penelitian yang diperoleh menunju...
The aim of this research is to investigate the relationship between the leadership styles of principals and organizational citizenship behaviors of teachers according to teachers' perceptions. In this research, a relational survey model was used. Data for the research were obtained from 1,723 teachers working in public and private schools which…
Full Text Available Transformational leadership has drawn extensive attention in management research. In this field, the influence of transformational leadership on employee performance is an important branch. Recent research indicates that organizational citizenship behavior plays a mediating role between transformational leadership and employee performance. However, some of these findings contradict each other. Given the background where greater attention is being paid to transformational leadership in the construction industry, this research aims to find the degree of the influence of transformational leadership on employee sustainable performance, as well as the mediating role of organizational citizenship behavior. A total of 389 questionnaires were collected from contractors and analyzed via structural equation modeling. The findings reveal that employee sustainable performance is positively influenced by transformational leadership. In addition, more than half of that influence is mediated by their organizational citizenship behavior. These findings remind project managers of the need to pay close attention to transformational leadership, to cultivate organizational citizenship behavior, and thereby to eventually improve employee’s sustainable performance.
Adams, John W.; Srivastava, Abhishek; Herriot, Peter; Patterson, Fiona
This study had three objectives. First, we examined the relationship between careerist orientation and organizational citizenship behavior (OCB). Second, we investigated the mediating role of life satisfaction in the relationship between careerist orientation and OCB. Third, we examined whether expatriate employees (those sent abroad on full-time…
Full Text Available Islamic banking had a market share that is still low if compared with conventional banks,so it has a big challenge to improve the performance and competitive advantage. Employeeswho were willing to have extra work for their organization will lead to the improvementof their performance and their organization. Several studies have examined multiplefactors that affect organizational citizenship behavior (OCB, but it was still slightlystressing on the importance of psychological aspects of meaning in life and meaning ofwork. The purpose of this study was to examine the importance of meaning in life andmeaning of work factors in improving OCB in the organization. The sample in this studywas employees of the Islamic banks in Central Java, amounted to 100 people. The datacollections were conducted by using questionnaires and in-depth interviews. Meanwhile,to analyze the data, the structural equation model with Partial least squares software wasused. The results of data analysis showed that meaning in life had a significant effect onsatisfaction and organizational citizenship behavior. Meaning of work also had a significanteffect on satisfaction and organizational citizenship behavior. An employee’sjob satisfaction significantly affects the improvement of organizational citizenship behavior.
Vigoda-Gadot, Eran; Beeri, Itai; Birman-Shemesh, Taly; Somech, Anit
Purpose: Most writings on Organizational Citizenship Behavior (OCB) to date have focused on analysis at the individual level and paid less attention to other analytical frameworks at the group level (i.e., team, unit, or organization). This article approaches OCB from the less conventional perspective of group-level activities and uses it to…
Addressing numerous calls for future research on understanding the theoretical mechanisms that explain the relationship between organizational citizenship behaviors (OCBs) and job performance, this study focused on how an employee's relationships with coworkers mediate the relationship between his or her OCBs and his or her job performance. It…
van den Oever, Koen
This dissertation contributes to organization theory and strategy literatures by taking a behavioral perspective on exploring when, why, and which organizational changes are adopted. It consists of four empirical essays that consider: (1) which tactics middle managers employ to gain support from top
Kenworthy-U'Ren, Amy; Erickson, Anthony
In this article, the Eco Challenge race video is presented as a teaching tool for facilitating theory-based discussion and application in organizational behavior (OB) courses. Before discussing the intricacies of the video series itself, the authors present a pedagogically based rationale for using reality TV-based video segments in a classroom…
Purpose: The purpose of this study was to identify which of the motivators of organizational citizenship behavior (OCB) present in the literature are reported as applicable to community college faculty and to examine the nature of those motivators. Methodology: A mixed-methods design was selected for this study. Emphasis was on the qualitative…
The purpose of this study was to examine the relationship among academic optimism, Organizational Citizenship Behaviors (OCBs), and student achievement in college preparatory charter schools. A purposeful sample of elementary school teachers from college preparatory charter schools (N = 226) in southeast Texas was solicited to complete the…
Steinberg, Esther R.; And Others
This research studied the effects of computer-presented organizational/memory aids on problem solving behavior. The aids were either matrix or verbal charts shown on the display screen next to the problem. The 104 college student subjects were randomly assigned to one of the four conditions: type of chart (matrix or verbal chart) and use of charts…
Purba, D.E.; Oostrom, J.K.; Van der Molen, H.T.; Born, M.P.
This study aims to investigate the mediating effect of affective commitment on the relationship between personality and organizational citizenship behavior (OCB) in a non-Western culture. We attempt to increase understanding of how personality and work attitudes affect OCB in a culture where
Akdemir, Öznur Atas; Ayik, Ahmet
This study aims to investigate the effect of school principals' distributed leadership behaviors on teachers' organizational commitment. For this purpose, correlational survey model has been used in this study. The study group consists of 772 teachers working at secondary schools of Erzurum. The data of the study has been collected by using…
Van Buskirk, William; London, Michael
In this article, the authors argue that poetry provides a valuable if overlooked resource to the organizational behavior professor. The authors describe a workshop designed to evoke students' innate poetic metaphors to enable a more lively engagement with course material. Because many of students' personal, private, and emotionally charged…
Chance, Patti L.
Like the bestselling first edition, this introductory textbook succinctly presents concepts and theories of educational leadership and organizational behavior and immediately applies them to problems of practice. It includes practical case studies, real-world scenarios and analyses, reflection questions, and straightforward explanations of…
Buttner, E. Holly
Attributes of relational theory, based on women's development, include preventive connecting, mutual empowering, achieving, and team building. These attributes are compatible with the practices of high performance work organizations. Relational practices should be integrated into management and organizational behavior courses. (Contains 53…
Valencic-Miller, Olivia V.
Within the educational arena today, leaders face many problems ranging from shifts in governmental mandates and regulations, to increased expectations for teachers and administrators in order to improve academic outcomes. Combining facets of leadership behaviors with organizational changes, the educational arena has become more complex compared to…
Blanchard, Gayle A.
This study used a correlational design that allowed the researcher to examine the relationship among communication satisfaction, organizational citizenship behaviors (OCB) and student achievement. High school teachers were surveyed from a convenience sample of 12 school districts in Arizona. Established instruments were used to survey teachers'…
Mawhinney, Thomas C.
The history and main features of organizational behavior management (OBM) are compared and integrated with those of total quality management (TQM), with emphasis on W.E. Deming's 14 points and OBM's operant-based approach to performance management. Interventions combining OBM, TQM, and statistical process control are recommended. (DB)
Tindle, Jennifer A.
This research was designed with the primary purpose of identifying the dimensions of principal support perceived by public high school teachers in Virginia and identifying the relationship between principal support and organizational citizenship behaviors. In addition, this study also examined the relationship between principal support and student…
The objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB). The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For t...
The article is to introduce author's research results in recent years in the field of leadership behavior. The main researches conducted in this field include competency model of senior executives in communication industry and family firms; transformational leadership and its relationship with leadership effectiveness, the impact of supervisor's feedback on employees' behavior and the cross-culture study of supervisor's feedback. Theoretical and practical contributions of these researches are explained. Directions for future research are discussed.
Nagashekhara, Molugulu; Agil, Syed Omar Syed
Study of ethical behavior among medical representatives in the profession is an under-portrayed component that deserves further perusal in the pharmaceutical industry. The purpose of this study is to find out the influence of organizational culture on ethical behavior of medical representatives. Medical representatives working for both domestic and multinational companies constitutes the sample (n=300). Data is collected using a simple random and cluster sampling through a structured question...
Podsakoff, P M; Ahearne, M; MacKenzie, S B
Despite the widespread interest in the topic of organizational citizenship behaviors (OCBs), little empirical research has tested the fundamental assumption that these forms of behavior improve the effectiveness of work groups or organizations in which they are exhibited. In the present study, the effects of OCBs on the quantity and quality of the performance of 218 people working in 40 machine crews in a paper mill located in the Northeastern United States were examined. The results indicate that helping behavior and sportsmanship had significant effects on performance quantity and that helping behavior had a significant impact on performance quality. However, civic virtue had no effect on either performance measure.
Giang Thi Huong Vu
Full Text Available In this study, the relationship between high performance work system (HPWS and organizational citizenship behavior (OCB in multinational corporations (MNCs in Vietnam, a fast-developing country with highly economic growth in Asia, was investigated. Besides, the underlying mechanism of this relationship was also explored. From the social exchange approach, an underlying mediated mechanism of career success in the relationship between HPWS and OCB was hypothesized. Data collected from individual employees working in multinational companies in Vietnam was used to test the hypotheses. The research findings supported the partial mediating role of career success in the positive relationship between HPWS and OCB. In addition, research implications as well as suggestions for future research were also presented. Bahasa Indonesia Abstrak: Dalam studi ini, hubungan antara high performance work system (HPWS dan organizational citizenship behavior (OCB di multinational corporations (MNC di Vietnam, negara cepat berkembang dengan pertumbuhan ekonomi yang sangat tinggi di Asia, ditelliti. Selain itu, mekanisme yang mendasari hubungan ini juga dieksplorasi. Dari pendekatan pertukaran sosial, mekanisme mediasi yang dimediasi dari kesuksesan karir dalam hubungan antara HPWS dan OCB dihipotesiskan. Data yang dikumpulkan dari masing-masing karyawan yang bekerja di perusahaan multinasional di Vietnam digunakan untuk menguji hipotesis. Temuan penelitian mendukung peran mediasi parsial dari kesuksesan karir dalam hubungan positif antara HPWS dan OCB. Selain itu, implikasi penelitian serta saran untuk penelitian masa depan juga disajikan.
Full Text Available Universities and institutions of higher education with a professional, special, educational and cultural environment play important roles in the direction towards the effective management of knowledge and space provision for the sharing of knowledge. Faculty members are known as the main elements of the university and they are the mental and intellectual investment banks who share their knowledge under certain conditions. In addition, their knowledge sharing behaviors lead to the success and improvement of individual and organizational operations. Moreover, organizational intelligence is the capacity of the organization to create knowledge and to use it in a strategic way to coordinate and to conform itself to its surroundings. This study examines the impact of organizational intelligence on faculty members' knowledge sharing behaviors. Data collection for qualitative research includes interviews with experts and quantitative research is performed using a questionnaire. The research results show that there was a significant relationship between organizational intelligence and faculty members' knowledge sharing behaviors. Among these dimensions, “knowledge application” influenced other dimensions. On the other hand, “common outcome” had a significant relationship with the “behavioral” dimension and “special and professional activities”.
Sun, Shuhua; Chen, Huaizhong
[Correction Notice: An Erratum for this article was reported in Vol 102(10) of Journal of Applied Psychology (see record 2017-34254-001). In the article, Table 1 contained a formatting error. Correlation coefficient values in the last four cells of column 6 were misplaced with correlation coefficient values in the last four cells of column 7. All versions of this article have been corrected.] We conduct a theory-driven empirical investigation on whether political behavior, as a coping strategy to perceived organizational politics, creates resource trade-offs in moderating the relationship between perceived organizational politics and task performance. Drawing on conservation of resources theory, we hypothesize that political behavior mitigates the adverse effect of perceived organizational politics on task performance via psychological empowerment, yet exacerbates its adverse effect on task performance via emotional exhaustion. Three-wave multisource data from a sample of 222 employees and their 75 supervisors were collected for hypothesis testing. Findings supported our hypotheses. Our study enhances understandings of the complex resource dynamics of using political behavior to cope with perceived organizational politics and highlights the need to move stress-coping research from a focus on the stress-buffering effect of coping on outcomes to a focus on the underlying competing resource dynamics. (PsycINFO Database Record (c) 2017 APA, all rights reserved).
Newton Fernandes de Ávila
Full Text Available This article provides a study on the behavior and communication, and takes care not only to inform, but to reflect the actions and reactions in a contemporary universe. Thus, to achieve the proposed objective, it sought as methodology, the theoretical framework related to knowledge and communication in organizations. Thus, there was the need of the individual to be constantly learning in order to create and establish close between the action and the ability to push boundaries, not limited knowledge at the thought, but the practical application of communication, permeating the perception and modifying behaviors.
Upenieks, Valda V
What constitutes successful leadership in today's healthcare environment and what are the principal components of an organization that supports the role of the nurse leader? To answer these questions, 16 nurse leaders from four acute care hospitals were interviewed for their perception of leadership traits that are effective in the inpatient hospital setting and types of organizational infrastructures that create conditions for job effectiveness. Kanter's theory of organizational behavior provided the conceptual framework for this study. Leadership effectiveness is linked to having access to opportunity, resources, information, and formal and informal power in the work setting. Nurse leaders with access to these structures are empowered and successful, which leads to enhanced worth and overall organizational achievement. Also, strong central beliefs and business astuteness are considered vital attributes in today's economically oriented environment.
Güçel, Cem; Tokmak, İsmail; Turgut, Hakan
The aim of this study is to examine the effects of locus of control on organizational citizenship behaviors and the mediating effect of the perceived organizational support. For this aim, firstly, the locus of control, then organizational citizenship behaviors and, finally, the mediating effect of the perceived organizational support are explained. In the application part, a questionnaire including the measures of the locus of control, organizational support and organization...
satisfaction and performance in relatively relaxed, nonstressful work environments, while formalized leader structure was more conducive to effective...leader behavior and subordinate satisfaction and performance : A test of some situational moderators. Journal ofApplied Psychology, 1976, 61, 634-641...Stogdill, 1974; Vroom , 1976). Studies have focused on such varying issues as relationships between quality of military life and perceived leader attributes
Full Text Available This paper studies the effect of organizational citizenship behavior on perceptions of service quality in city of Tehran, Iran in 2013. The study considers the behavior of citizens in terms of five perspectives including altruism, generosity, loyalty, social customs and courtesy. The study selects 229 regular employees of this municipality organization and applies a questionnaire designed in Likert scale. The results of Pearson correlation test as well as stepwise regression technique indicate that there were positive and meaningful relationships between organizational citizenship behavior including Altruism, (β = 0.445, Sig. =0.043, Social Customs, (β = 0.395, Sig. = 0.000, Generosity (β = 0.299, Sig. = 0.000, Loyalty (β = 0.193, Sig. =0.000 and Courtesy (β = 1.221, Sig. =0.000 and perceptions of service quality.
Ng, Thomas W H; Feldman, Daniel C; Lam, Simon S K
This study examined the relationships among psychological contract breaches, organizational commitment, and innovation-related behaviors (generating, spreading, implementing innovative ideas at work) over a 6-month period. Results indicate that the effects of psychological contract breaches on employees are not static. Specifically, perceptions of psychological contract breaches strengthened over time and were associated with decreased levels of affective commitment over time. Further, increased perceptions of psychological contract breaches were associated with decreases in innovation-related behaviors. We also found evidence that organizational commitment mediates the relationship between psychological contract breaches and innovation-related behaviors. These results highlight the importance of examining the nomological network of psychological contract breaches from a change perspective.
Takeuchi, Riki; Bolino, Mark C; Lin, Cheng-Chen
Prior research indicates that employees engage in organizational citizenship behaviors (OCBs) because of prosocial values, organizational concern, and impression management motives. Building upon and extending prior research, we investigate all 3 OCB motives by developing a categorization scheme to differentiate their distinctiveness and by building a contextualized argument regarding their interactive effects on OCB in a more collectivistic culture. In a sample of 379 Chinese employee-supervisor dyads from Taiwan, we found that the relationship between prosocial values motives and OCBs directed at individuals was strengthened by organizational concern motives; likewise, the relationship between organizational concern and OCBs directed at the organization was strengthened by prosocial values motives. However, in contrast to prior research (Grant & Mayer, 2009), the relationship between prosocial values motives and OCBs directed at individuals was weakened by impression management motives. A 3-way interaction between all 3 motives further suggests that, in Asian cultures, impression management motives may undermine the positive effects of prosocial values and organizational concern motives on OCBs directed at individuals but not OCBs directed at the organization. (c) 2015 APA, all rights reserved).
Kambiz Heidarzadeh Hanzaee
Full Text Available The objective of this study is to investigate the effect of employees’ Emotional Intelligence (EI, Job Satisfaction (JS and Organizational Citizenship Behavior (OCB on Employee's Performance (EP in Iranian hotel industry. The proposed study of this paper designs a questionnaire and distributes it among 225 employees who have a high interaction with customers in hotel industry. In order to describe the data, the frequency distribution tables have been used and the structural equations model (SEM has been used to describe the data. The results of this survey have confirmed all the proposed hypotheses of this survey except the one, which was associated with the relationship between OCB on EP. Therefore, EI have positive impacts on JS, OCB and EP in Iranian hotel industry. Conclusion and Managerial implications have been offers.
Ahmad Nizan Mat Noor
Full Text Available The aim of this study is to scrutinize the impact of employees’ perceptions of their organization’s human resource diversity management (HRDM practices on their organizational citizenship behavior (OCB level. The influence of diversity receptiveness as a mediator in the proposed relationship is also examined. Survey data were gathered from operational employees attached to large hotel in Malaysia. 430 usable questionnaires were used in statistical analyses. The results indicated that the hypothesized linkage between HRDM practices and diversity receptiveness as well as between HRDM practices and OCB were partially supported. The mediating role of diversity receptiveness in the relationship was also partially supported. Implications and limitations of the findings are specified. Finally, directions for future research are suggested.
Jenaabadi, Hossein; Okati, Ehsan; Sarhadi, Aliyavar
This research investigated the gender differences in job satisfaction, organizational commitment and organizational citizenship behavior in sample included 200 male and 200 female teachers and 80 male managers in boy elementary schools in Zahedan. Data was collected by means of questionnaires and was analyzed through Factorial Analysis of…
Islam, Talat; Khan, Mubbsher Munawar; Bukhari, Fida Hussain
Purpose: The purpose of this paper is to examine the association among organizational learning culture (OLC), psychological empowerment (PE), affective commitment (AC), organizational citizenship behavior and turnover intention. Design/Methodology/Approach: This study was undertaken via a questionnaire conducted among Malay-Chinese working in…
Borum, Randy; Gelles, Michael
Al-Qaeda is widely regarded by the military, law enforcement, diplomatic, and intelligence communities as being the foremost threat to U.S. national security and safety. The nature of this threat, however, has changed since al-Qaeda first emerged in the late 1980s. This article describes the emergence of a new form of transnational terrorism and details al-Qaeda's progression from being an organization to an ideological movement. Drawing on a theory of social movements, we analyze its trajectory and the levels of influence. We also offer a behavioral perspective in explaining how al-Qaeda has adapted as a learning organization with new leadership, tactics, and patterns of recruitment and training.
Bradshaw, Catherine P.; Koth, Christine W.; Bevans, Katherine B.; Ialongo, Nicholas; Leaf, Philip J.
Positive Behavioral Interventions and Supports (PBIS) is a universal, school-wide prevention strategy that is currently implemented in over 7,500 schools across the nation to reduce disruptive behavior problems through the application of behavioral, social learning, and organizational behavioral principles. PBIS aims to alter school environments…
Khan, Samir; Phillips, Paul; Jennions, Ian; Hockley, Chris
This paper presents the first part of a state of the art review on the No Fault Found (NFF) phenomenon. The aim has been to compile a systematic reference point for burgeoning NFF literature, and to provide a comprehensive overview for gaining an understanding of NFF knowledge and concepts. Increasing systems complexities have seen a rise in the number of unknown failures that are being reported during operational service. Units tagged as ‘NFF’ are evidence that a serviceable component was removed, and attempts to troubleshoot the root cause have been unsuccessful. There are many reasons on how these failures manifest themselves and these papers describe the prominent issues that have persisted across a variety of industrial applications and processes for decades. This article, in particular, deals with the impact of NFF from an organizational culture and human factors point of view. It also highlights recent developments in NFF standards, its financial implications and safety concerns
Toytok, Esef Hakan; Kapusuzoglu, Saduman
Problem Statement: Frequently researched, organizational effectiveness is influenced by leadership, organizational culture and climate, organizational commitment, and job satisfaction; additionally, for effective, sustainable management, ethical leadership, which also influences organizational culture, is emphasized. To our knowledge, no previous…
Kroon, D.P.; Noorderhaven, N.G.; Leufkens, A.S.; Cooper, C.; Finkelstein, S.
Postmerger integration processes have been studied from the perspectives of organizational identity and organizational culture, but these two perspectives have rarely been integrated. We argue that organizational identification and organizational culture differences give rise to two different sets
Desselle, Shane P; Semsick, Gretchen R
Objective. Identify behaviors that can compose a measure of organizational citizenship by pharmacy faculty. Methods. A four-round, modified Delphi procedure using open-ended questions (Round 1) was conducted with 13 panelists from pharmacy academia. The items generated were evaluated and refined for inclusion in subsequent rounds. A consensus was reached after completing four rounds. Results. The panel produced a set of 26 items indicative of extra-role behaviors by faculty colleagues considered to compose a measure of citizenship, which is an expressed manifestation of collegiality. Conclusions. The items generated require testing for validation and reliability in a large sample to create a measure of organizational citizenship. Even prior to doing so, the list of items can serve as a resource for mentorship of junior and senior faculty alike.
Semsick, Gretchen R.
Objective. Identify behaviors that can compose a measure of organizational citizenship by pharmacy faculty. Methods. A four-round, modified Delphi procedure using open-ended questions (Round 1) was conducted with 13 panelists from pharmacy academia. The items generated were evaluated and refined for inclusion in subsequent rounds. A consensus was reached after completing four rounds. Results. The panel produced a set of 26 items indicative of extra-role behaviors by faculty colleagues considered to compose a measure of citizenship, which is an expressed manifestation of collegiality. Conclusions. The items generated require testing for validation and reliability in a large sample to create a measure of organizational citizenship. Even prior to doing so, the list of items can serve as a resource for mentorship of junior and senior faculty alike. PMID:28179717
Sharar, David A; Huff, Stan; Ackerson, Barry
Managed behavioral health care (MBHC) is frequently criticized on ethical grounds for the way it undermines classical ideals of professionalism in mental health and addiction treatment. There is an implied assumption that practitioners who are executives and leaders in MBHC companies have moved away from clinical ethics to the adoption of business and financial models. This qualitative study explores perceptions of organizational ethical issues from the point of view of leaders working in MBHC settings and how their perspectives contribute to our current schemas for analyzing the ethical complexities of MBHC. Twenty-seven participants from across the United States were interviewed using an interview guide that relied on open-ended questions and probes. Inquiry findings present four major themes and describe participant material in a way that enhances sensitivity and understanding to organizational ethics in MBHC and behavioral health services and research.
Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun
This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ DWB. PMID:28536550
Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun
This study investigated the relationship between authoritarian leadership and employees' deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees' DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees' DWB.
Full Text Available This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors (DWB, as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ DWB.
Yar Ali METE
Full Text Available The aim of this study is to determine the effect of perceived organizational justice and organizational trust on organizational commitment. The sample of the study in the survey model is composed of 566 primary school teachers working in the province and the districts of Edirne during the 2010-2011 educational year. The data of the study was collected using three different scales administered simultaneously. In the study, two basic results were obtained through using Beugre’s “Organizational Justice Scale”, Nyhan and Marlowe’s (1997 “Organizational Trust Scale” and Meyer and Allen’s (2004 “Organizational Commitment Scale”. First, it was determined that there was a positive and high relationship between the predictive variables of organizational justice and organizational trust and the predicted variable of organizational commitment. Second, the feeling of organizational trust was determined statistically to have higher accountability for the organizational commitment when compared to the feeling of organizational justice. As a result of the Path analysis, it was observed that the sub-dimensions of the organizational trust and organizational justice behaviors predicted the organizational commitment behavior in the positive direction. In conclusion, it can be stated that employees’ high organizational trust and organizational justice perceptions will result in an increased organizational commitment.
The aim of this research is to investigate the relationship between the leadership styles of principals and organizational citizenship behaviors of teachers according to teachers' perceptions. In this research, a relational survey model was used. Data for the research were obtained from 1,723 teachers working in public and private schools which were subject to Ministry of National Education in the Kadikoy district of Istanbul province in 2014. In this research, data were collected...
Moosapour, Sodeif; Feizi, Dr. Mohammad; Alipour, Dr. Hosein
The present study is a survey method and terms of the target is practical and has done to explain the spiritual intelligence (Existential Intelligence, Personal intelligences, Transcendental Awareness and Conscious State Expansion) relationships with Organizational Citizenship Behavior (Sportsmanship, Courtesy, Conscientiousness, Civic Virtue and Altruism). The population was high school teachers in Germi City that were 400 peoples. We determined the amount of the sample size with the used of...
Gunawan, Hendra; Santosa, T. Elisabeth Cintya
Politic is a life reality in an organization. Political organization is a social reality that must be faced by the member of organization it self where they involve interaction one to another. Some of literatures mention that when the members of one organization have perception that there is a political sense in a organization, that must have a relationship and will give influence to the organization commitment, job satisfaction, job performance, and organizational citizenship behavior (OCB)....
Rofcanin, Yasin; Heras , Mireia Las; Bakker, Arnold B
Informed by social information processing (SIP) theory, in this study, we assessed the associations among family supportive supervisor behaviors (FSSBs) as perceived by subordinates, subordinate work engagement, and supervisor-rated work performance. Moreover, we explored the role of family supportive organizational culture as a contextual variable influencing our proposed associations. Our findings using matched supervisor-subordinate data collected from a financial credit company in Mexico ...
Full Text Available Enterprise Resource Planning (ERP systems are becoming a mature infrastructure in many organizations. Organizations purchase these systems to integrate, improve internal business processes, serve their customers better and fulfill their needs. The buying process of these systems is more complicated and it requires a lot more consideration as it can have long term effects and consequences for the organization as well as for its stakeholders. Acquisition (purchasing of ERP systems is a complex behavior for organizations and has a lot to consider, from motives all the way to goals being pursued. Buying organizations consider several components that make up its business entity: like vendors, consumers, competitors, and regulations (Harris, 2013. Importance and relevance should be given to each one of these components as they all play key essential roles in sales organizations and their success. Typical organizations treat the purchasing process as a problem solving situation and rely on consultants or sometimes miss out on systematic buying process and the success factors to be considered vary from technicality, price, risk aversion, reputation, all the way to ethical decisions and legal regulations (Bellizzi, 2009. This research paper describe the current acquisition processes, critical success factors literature and propose integrated ERP systems acquisition model for organizations interested in buying similar systems in future.
Full Text Available Purpose: One of the main activities in the field of knowledge management, is knowledge sharing, because employees can play an important role in organizational competitive advantages. Effective knowledge sharing can improve the quality of R&D activities. On the other hand it seems that, knowledge sharing behavior improvs organizational performances and competitive advantages for the organization. The aim of this study is to investigate the effects of knowledge sharing (with regards to attitude, intention and behavior on organizational performances. Methodology: The research method is based on descriptive - survey and questionnaire methods that uses partial least squares by “SMARTPLS” software. Result and findings: Studying of 85 collected questionnaire showed that " attitude " has positive and significant effect on " intention " and " intention "has a significant positive impact on "behavior". Also the knowledge sharing affects strongly on the performance of the Iranian Space Agency. Remarkably, the results indicate that all financial performance, processes performance and internal performance have positive impact on Iranian Space Agency performance.
Uddin, Shahadat; Murshed, Shahriar Tanvir Hasan; Hossain, Liaquat
Communication networks can be described as patterns of contacts which are created due to the flow of messages and information shared among participating actors. Contemporary organizations are now commonly viewed as dynamic systems of adaptation and evolution containing several parts, which interact with one another both in internal and in external environment. Although there is limited consensus among researchers on the precise definition of organizational crisis, there is evidence of shared meaning: crisis produces individual crisis, crisis can be associated with positive or negative conditions, crises can be situations having been precipitated quickly or suddenly or situations that have developed over time and are predictable etc. In this research, we study the power-law behavior of an organizational email communication network during crisis from complexity perspective. Power law simply describes that, the probability that a randomly selected node has k links (i.e. degree k) follows P(k)∼k, where γ is the degree exponent. We used social network analysis tools and techniques to analyze the email communication dataset. We tested two propositions: (1) as organization goes through crisis, a few actors, who are prominent or more active, will become central, and (2) the daily communication network as well as the actors in the communication network exhibit power-law behavior. Our preliminary results support these two propositions. The outcome of this study may provide significant advancement in exploring organizational communication network behavior during crisis.
Full Text Available Organizational Citizenship Behavior (OCB merupakan perilaku positif yang dapat dimunculkan dengan faktor religiusitas dan kualitas kehidupan kerja organisasi. Tujuan penelitian ini ingin melihat pengaruh Religiusitas dan Kualitas Kehidupan Kerja terhadap Perilaku baik warga organisasi (OCB. Subjek dalam penelitian ini adalah karyawan yang bekerja di Universitas Islam Negeri Sultan Syarim Kasim Riau Pekanbaru pada empat fakultas sebanyak 69 orang. Data hasil penelitian ini dikumpulkan menggunakan beberapa skala, diantaranya skala Organizational citizenship behavior (OCB dari Podsakoff (2001. skala Religiusitas yang berdasarkan teori Glock dan Stark (1994, skala kualitas kehidupan kerja dari Cascio (2003. Teknik yang digunakan untuk menganalisa data adalah teknik analisis regresi ganda. Hasil pengujian hipotesis penelitian ini menghasilkan nilai F sebesar F=3,220 dengan nilai signifikansi p=0,047, p ≤ 0,05 artinya religiusitas dan kualitas kehidupan kerja dapat memprediksi OCB karyawan. Berdasarkan hal ini dapat disimpulkan bahwa Organizational Citizenship Behavior (OCB dapat berkembang dengan adanya religiusitas dan kualitas kehidupan kerja yang baik dari karyawan. Kata Kunci : OCB, religiusitas, kualitas kehidupan kerja.
The Effect of Personal Values, Organizational Values, and Person-Organization Fit on Ethical Behaviors and Organizational Commitment Outcomes among Substance Abuse Counselors: A Preliminary Investigation
Thomas, Tammara Petrill
Numerous research studies have concluded that values drive perceptions, responses to situations, judgments, interactions among people, and behaviors. In addition, studies have found that congruence or agreement between individual values and organizational values can increase job satisfaction and commitment. Minimal research has explored the…
Full Text Available The problem studied in this research is whether self-efficacy has direct effect on Organizational Citizenship Behavior. The research method was done by using quantitative approach through survey method by collecting data through research instrument, and spreading questionnaire to the employee which the result then processed through SPSS program to know the influence between variables. The population in this study amounted to 103 people and a sample of 82 employees and lecturers who received additional duties as structural officials IAIN Kendari. Based on the results of this study, it is found that there is a direct positive effect of self-efficacy on IAIN Kendari organizational Citizenship Behavior (OCB of 0.471 or self-efficacy had an effect on Organizational Citizenship Behavior (OCB IAIN employees Kendari with 47.1%. Therefore, it is concluded that empowerment and self-efficacy have a direct positive and significant impact on IAIN Kendari Organizational Citizenship Behavior (OCB.
Full Text Available The important managerial decision-making and the development of policies, strategies, internal normative acts and procedures must be solid grounded for efficient achieving of their objectives. To this end, the evidence-based approach uses various types of evidence, a leading role having those scientific, and the critical thinking. The evidence from behavioral sciences is especially important when the decisions objectives involve behavioral elements. They also help to ensure the rationality of any decision-making process. The concern for the use of behavioral sciences research in the decision-making preceded the occurrence of evidence-based approach. The increased knowledge fund of organizations, the access to the best practices and to the relevant scientific research findings represent only the initial stages of the evidence-based approach implementation and functioning. The ensuring of their effective use calls for special skills training among staff, the creation of tools and organizational mechanisms and of a facilitating organizational culture. This paper argues the need to integrate two approaches that promote the decision-making based on scientific evidence, the evidence-based approach and the use of behavioral and social sciences in the decision-making, to potentiate the contribution of the behavioral sciences to the increasing of the decision-making efficiency. The efforts made in this paper had overall objective to prepare and facilitate the use of research evidence provided by behavioral sciences in the organizational decision-making process by presenting the main concepts and knowledge in the field and by proposing an outline procedure specifically developed.
Full Text Available The purpose of the reserch to identify and analyze the effect of transformational leadership and organizational commitment simultaniously and partially on the Organizational Citizenship Behavior. The method used is quantitative research that is explanatory, with a population of 324 people, technique sampling used is stratiﬁ ed random sampling with a sample of 81 people who serve as respondents, data analysis tool used is multiple linear regression using SPSS software ver.19.0. The results of this study are: Variable transformational leadership and organizational commitment positif and signiﬁ cation affect to the OCB with simultaneously and partially affect. Keywords: Transformational Leadership, Organizational Commitment and Organizational Citizenship Behavior (OCB.
Birditt, Kira S.; Brown, Edna; Orbuch, Terri L.; McIlvane, Jessica M.
This study examined self-reported marital conflict behaviors and their implications for divorce. Husbands and wives (N = 373 couples; 47% White American, 53% Black American) reported conflict behaviors in Years 1, 3, 7, and 16 of their marriages. Individual behaviors (e.g., destructive behaviors) and patterns of behaviors between partners (e.g.,…
Donaldson, S I; Dent, C W; Sussman, S; Stoddard, J L; Severson, H H
Although much is known about the characteristics of employees who smoke cigarettes, very little is known about workers who use smokeless tobacco. The current study was designed to understand the characteristics of smokeless tobacco users in relation to their performance at work and compare them with smokers and former tobacco users. Data were collected via interviews and questionnaires from a random sample of employees working at Pacific Lumber Company (N = 146), the largest single-site lumber mill in California. A total of 63 smokeless tobacco users (21 of whom also smoked cigarettes), 43 cigarette smokers, and 40 employees who had successfully quit using tobacco (34 of whom previously used cigarettes only) provided information about their health behavior, quality of work life, and performance at work. Analyses revealed that smokeless tobacco users reported less healthful sleep patterns, drank alcohol more often, were intoxicated more often, reported less job satisfaction and organizational commitment, and reported that both chewers and smokers do not work as hard and take more breaks than do tobacco-free employees (quitters). Specific differences among chewers-only, smokers-only, smokers-and-chewers, and quitters are presented. Results suggest the organizational value of developing worksite cessation programs for smokeless tobacco users.
Alt, Elisa; Spitzeck, Heiko
Organizational citizenship behaviors for the environment (OCBEs) are increasingly advocated as a means of complementing formal practices in improving environmental performance. Adopting a capability perspective, we propose that a firm's employee involvement capability translates into environmental performance through the manifestation of unit-level OCBEs, and that this relationship is amplified by a shared vision capability. In a cross-country and multi-industry sample of 170 firms, we find support for our hypotheses, shedding light on contextual determinants of OCBEs, and on how firms may engender a positive relationship between top-down environmental initiatives and bottom-up behaviors. Copyright © 2016 Elsevier Ltd. All rights reserved.
H?konsson, Dorthe D.; Obel, B?rge; Eskildsen, Jacob K.; Burton, Richard M.
Self-interest vs. cooperation is a fundamental dilemma in animal behavior as well as in human and organizational behavior. In organizations, how to get people to cooperate despite or in conjunction with their self-interest is fundamental to the achievement of a common goal. While both organizational designs and social interactions have been found to further cooperation in organizations, some of the literature has received contradictory support, just as very little research, if any, has examin...
Adnan CELIK; Rabia YILMAZ
Various reasons such as professional advances in business life and increasing consciousness of the employees, and the emergence of various ethical values and principles have significant role in increase of ethical behaviors of the managers. One of the important domains that the ethical behaviors of the managers affect at most is the organizational climate. Ethics takes on a task at the point of organizing and advocating the true and false concepts, and recommending the best to people. And, th...
McGovern, Mark P; Urada, Darren; Lambert-Harris, Chantal; Sullivan, Steven T; Mazade, Noel A
In the advent of health care reform, models are sought to integrate behavioral health and routine medical care services. Historically, the behavioral health specialty has not itself been integrated, but instead bifurcated by substance use and mental health across treatment systems, care providers and even research. With the present opportunity to transform the health care delivery system, it is incumbent upon policymakers, researchers and clinicians to avoid repeating this historical error, and provide integrated behavioral health services in medical contexts. An organizational measure designed to assess this capacity is described: the Dual Diagnosis Capability in Health Care Settings (DDCHCS). The DDCHCS was used to assess a sample of federally-qualified health centers (N=13) on the degree of behavioral health integration. The measure was found to be feasible and sensitive to detecting variation in integrated behavioral health services capacity. Three of the 13 agencies were dual diagnosis capable, with significant variation in DDCHCS dimensions measuring staffing, treatment practices and program milieu. In general, mental health services were more integrated than substance use. Future research should consider a revised version of the measure, a larger and more representative sample, and linking organizational capacity with patient outcomes. Copyright © 2012. Published by Elsevier Inc.
Full Text Available Abstrak: Ada tiga tujuan penelitian ini yaitu untuk mengetahui hubungan antara efikasi diri dengan perilaku organisasi, hubungan antara kepuasan kerja dengan perila- ku kerja organisasi dan peranan kepuasan kerja sebagai mediator dalam hubung- an antara efikasi diri dengan perilku kerja organisasi. Ada tiga skala yang digu- nakan dalam penelitian ini, yakni skala perilaku kerja organisasi, skala efikasi diri guru, dan angket kepuasan Minnesta. Penelitian ini dilaksanakan di 11 sekolah agama yang berlokasi di bagian Utara, Timur, Selatan, Barat, dan Tengah provinsi Sulawesi Selatan. Sampel terdiri dari 208 guru. Hasil penelitian ini menunjukkan bahwa ada hubungan positif dan signifikan antara efikasi diri dan perilaku kerja organisasi. Hasil penelitian ini juga menunjukkan bahwa ada hubungan positif dan signifikan antara kepuasan kerja dengan perilaku kerja organisasi. Ada peranan kepuasan kerja dalam hubungan antara efikasi diri dengan perilaku kerja organisasi. Hal ini berarti bahwa efikasi diri mempe- ngaruhi perilaku kerja organisasi guru di MAN dimana kepuasan kerja sebagai mediasi. Abstract : There are three objectives in this study namely to know the relationship between self efficacy and organizational citizenship behavior, relationship between job satis- faction and organizational citizenship behavior, and the role of job satisfaction as mediator in the relationship between self efficacy and organizational citizenship be- havior (OCB. There are three scales used in this research which are organizationnal citizenship behavior scale, teacher self efficacy, and minnesta satisfaction ques- tionnaire. The study was conducted on 11 religious schools located in a portion of North, East, South, West, and the Middle of South
Schneider, Benjamin; Ehrhart, Mark G; Macey, William H
Organizational climate and organizational culture theory and research are reviewed. The article is first framed with definitions of the constructs, and preliminary thoughts on their interrelationships are noted. Organizational climate is briefly defined as the meanings people attach to interrelated bundles of experiences they have at work. Organizational culture is briefly defined as the basic assumptions about the world and the values that guide life in organizations. A brief history of climate research is presented, followed by the major accomplishments in research on the topic with regard to levels issues, the foci of climate research, and studies of climate strength. A brief overview of the more recent study of organizational culture is then introduced, followed by samples of important thinking and research on the roles of leadership and national culture in understanding organizational culture and performance and culture as a moderator variable in research in organizational behavior. The final section of the article proposes an integration of climate and culture thinking and research and concludes with practical implications for the management of effective contemporary organizations. Throughout, recommendations are made for additional thinking and research.
Dixon, Nancy M.
A model of organizational learning includes information acquisition, information distribution/interpretation, meaning making, organizational memory, and information retrieval. Human resource development professionals have techniques for increasing competence in individuals, but they must also do so for organizations. (SK)
Full Text Available The objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB. The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For the qualitative research method, in-depth interviews with 11 support staff were used to explain the quantitative findings. The findings revealed that the components of the big-five personality traits and organizational commitments which significantly affected OCB were agreeable personality, continuance commitment, conscientious personality, affective commitment, and emotionally-stable personality. In examining intensively each dimension of the OCB as a dependent variable, the results showed the following: 1 agreeable personality, affective commitment, conscientious personality, and normative commitment had positive significant effects on altruistic behavior; 2 conscientious personality, agreeable personality, and continuance commitment had positive significant effects on conscientious behavior; 3 affective commitment and agreeable personality had positive significant effects on sportsmanship behavior; 4 emotionally stable personality and continuance commitment had positive significant effects on courteous behavior; and 5 continuance commitment, agreeable personality, conscientious personality, and emotionally-stable personality had positive significant effects on civic virtue behavior.
Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.
Full Text Available The aim of the research is to estimate the effect of workplace deviance behavior on organizational citizenship and job satisfaction and to put forward the mediator role of the organizational support perception in possible relations. The information based on hypothetical and literature are provided in the research principally and then the research part including the questionnaire applied to the employees of Kirsehir Municipality is presented. The validity and reliability tests have been performed successfully and the artificial neural network method has been used as the analysis method. In parallel with the averages and correlation values of the variables in the analysis the Artificial Neural Networks have been modelled by determining the inputs and outputs. In accordance with the findings obtained the workplace deviance behavior has a negative impact on the organizational citizenship and job satisfaction and the organizational support perception can take the mediator role as a relative for eliminating the abovementioned effect. When the artificial neural networks’ being used as the analysis method and the difficulties in measuring the workplace deviance behavior are taken into consideration it can be stated that the findings obtained have at a certain level of originality in terms of management discipline.
Nohe, Christoph; Hertel, Guido
Based on social exchange theory, we examined and contrasted attitudinal mediators (affective organizational commitment, job satisfaction) and relational mediators (trust in leader, leader-member exchange; LMX) of the positive relationship between transformational leadership and organizational citizenship behavior (OCB). Hypotheses were tested using meta-analytic path models with correlations from published meta-analyses (761 samples with 227,419 individuals overall). When testing single-mediator models, results supported our expectations that each of the mediators explained the relationship between transformational leadership and OCB. When testing a multi-mediator model, LMX was the strongest mediator. When testing a model with a latent attitudinal mechanism and a latent relational mechanism, the relational mechanism was the stronger mediator of the relationship between transformational leadership and OCB. Our findings help to better understand the underlying mechanisms of the relationship between transformational leadership and OCB.
Full Text Available In this study,the author investigate the relationship of leadership, organization culture and work satisfaction toward organizational citizenship behavior on employee in PT Batavia Prosperindo Finance,Tbk. In the company’s life, there are several holders an important role in the company itself. Employee can give a contribution to productivity in the firm by extra role without competition.Researcher use leadership, organization culture, work satisfaction, and also OCB as the variables. Researcher use SPSS version 22 to descriptive analyses and also structural equation model (SEM by lisrel 8.8 software. The research show there is influence leadership, organizational culture and work satisfaction to OCB on employee with R determination 0,43.
Full Text Available Tujuan dari penelitian ini adalah menguji pengaruh kecerdasan emosional, komitmen organisasional dan Organizational Citizenship Behavior (OCB terhadap kinerja karyawan. Penelitian ini menggunakan desain survei dengan responden adalah Pegawai Negeri Sipil Organisasi Perindustrian dan Perdagangan Kabupaten Kutai Timur, sebanyak 89 orang. Metode pengambilan sampel menggunakan purposive sampling berdasarkan pada kriteria tertentu. Hasil pengujian hipotesis menggunakan regresi linear berganda menunjukkan bahwa kecerdasan emosional, komitmen organisasional, dan OCB berpengaruh positif signifikan terhadap kinerja karyawan. Penelitian ini menunjukkan bahwa karyawan yang mempunyai kecerdasan emosional tinggi akan bekerja lebih baik sesuai standar organisasi dan pada akhirnya akan mencapai kinerja yang lebih baik. Selain itu, dibutuhkan karyawan dengan komitmen yang tinggi untuk menunjukkan kinerja optimal, sehingga mampu berkontribusi pada organisasi. Sementara karyawan yang berperilaku OCB secara tidak langsung berpengaruh pada pencapaian tujuan organisasi, karena perilaku OCB yang ditunjukkan karyawan akan berkontribusi meningkatkan kinerja karyawan. The purpose of this study is to investigate the impact of Emotional Intellegent, Organizational commitment and Organizational Citizenship Behavior on employee performance. This study uses survey research design and the respondents are 89 Government Employees of industry and trade organization, located in Kutai. The sampling method used is Purposive Sampling based on some criterias. The result of multiple regression analysis shows that Emotional Intellegent, organizational commitment and OCB have positive impact on employee performance. The result of study shows that employees who have emotional intelligent will work better based on organization standard and they will have better performance. It is also needed employees with high comitment for showing the optimal work so that they can contribute to the
Lim, So-Hee; Han, Sang-Sook; Joo, Yun-Su
To investigate the causal relationship between nurses' emotional intelligence and their organizational citizenship behavior and the possible mediating effects of leader trust and value congruence. The participants were 348 nurses who were working in a general hospital in a metropolitan area. The data were collected from December 16, 2012 to February 20, 2013. The hypothetical model of emotional intelligence, organizational citizenship behavior, leader trust, and value congruence was fitted to the actual data via structural equation modeling. The leaders' emotional intelligence had a direct positive effect on leader trust and value congruence; however, the nurses' own emotional intelligence had a negative effect on these two variables. Furthermore, leader trust had a direct positive effect on organizational citizenship behavior; value congruence had no such relationship. The nurses' emotional intelligence had a partial, indirect effect on organizational citizenship behavior via leader trust. In a nursing organization, it is necessary to build a system, such as mentoring, to be able to exchange emotions actively among the members in order to enhance emotional intelligence and have the same values between leaders and members throughout open communication. Therefore, nurse managers can contribute greatly to the enhancement of organizational performance by promoting members' organizational citizenship behavior through improving their relationships with them and gaining their trust, while concurrently making efforts to further develop their emotional intelligence. © 2018 Japan Academy of Nursing Science.
Berenbaum, Sheri A; Beltz, Adriene M
A key question concerns the extent to which sexual differentiation of human behavior is influenced by sex hormones present during sensitive periods of development (organizational effects), as occurs in other mammalian species. The most important sensitive period has been considered to be prenatal, but there is increasing attention to puberty as another organizational period, with the possibility of decreasing sensitivity to sex hormones across the pubertal transition. In this paper, we review evidence that sex hormones present during the prenatal and pubertal periods produce permanent changes to behavior. There is good evidence that exposure to high levels of androgens during prenatal development results in masculinization of activity and occupational interests, sexual orientation, and some spatial abilities; prenatal androgens have a smaller effect on gender identity, and there is insufficient information about androgen effects on sex-linked behavior problems. There is little good evidence regarding long-lasting behavioral effects of pubertal hormones, but there is some suggestion that they influence gender identity and perhaps some sex-linked forms of psychopathology, and there are many opportunities to study this issue. Copyright © 2011 Elsevier Inc. All rights reserved.
Full Text Available Social capital is one of the key concepts in the success of employees and organizations in the third millennium. This study aimed to investigate whether there was a meaningful relation between social capital and different dimensions of organizational citizenship behavior (OCB including helpful behavior, magnanimity, loyalty, obedience, self initiative, civil behavior, and self development. The study followed a descriptive and statistical method. The data for the present study was gathered through library research and using standard OCB questionnaire and social capital questionnaire. The findings of the research indicated that there was a direct relation between social capital and organizational citizenship behavior among employees of Mashhad Municipality.
Moon, Henry; Livne, Ephrat; Marinova, Sophia
The theory that 2 facets of the factor conscientiousness, duty and achievement striving, are related to self- or other-centered motives, is supported in 2 studies. In Study 1 (N = 204 undergraduates), the self-centered facet of achievement striving was found to be the most important predictor of attraction toward organizational cultures that were outcome-based, aggressive, and emphasized rewards. Achievement strivers were less attracted to supportive and decisive organizations. In Study 2 (N = 189 part-time MBA students) the other-centered facet of duty was found to be predictive of helping behaviors. Theoretical and practical implications are discussed.
Lindebaum, Dirk; Geddes, Deanna
The aim of this article is to conceptually delineate moral anger from other related constructs. Drawing upon social functional accounts of anger, we contend that distilling the finer nuances of morally motivated anger and its expression can increase the precision with which we examine prosocial forms of anger (e.g., redressing injustice), in general, and moral anger, in particular. Without this differentiation, we assert that (i) moral anger remains theoretically elusive, (ii) that this thwarts our ability to methodologically capture the unique variance moral anger can explain in important work outcomes, and that (iii) this can promote ill-informed organizational policies and practice. We offer a four-factor definition of moral anger and demonstrate the utility of this characterization as a distinct construct with application for workplace phenomena such as, but not limited to, whistle-blowing. Next, we outline a future research agenda, including how to operationalize the construct and address issues of construct, discriminant, and convergent validity. Finally, we argue for greater appreciation of anger's prosocial functions and concomitant understanding that many anger displays can be justified and lack harmful intent. If allowed and addressed with interest and concern, these emotional displays can lead to improved organizational practice. © 2015 The Authors Journal of Organizational Behavior Published by John Wiley & Sons Ltd.
Summary The aim of this article is to conceptually delineate moral anger from other related constructs. Drawing upon social functional accounts of anger, we contend that distilling the finer nuances of morally motivated anger and its expression can increase the precision with which we examine prosocial forms of anger (e.g., redressing injustice), in general, and moral anger, in particular. Without this differentiation, we assert that (i) moral anger remains theoretically elusive, (ii) that this thwarts our ability to methodologically capture the unique variance moral anger can explain in important work outcomes, and that (iii) this can promote ill‐informed organizational policies and practice. We offer a four‐factor definition of moral anger and demonstrate the utility of this characterization as a distinct construct with application for workplace phenomena such as, but not limited to, whistle‐blowing. Next, we outline a future research agenda, including how to operationalize the construct and address issues of construct, discriminant, and convergent validity. Finally, we argue for greater appreciation of anger's prosocial functions and concomitant understanding that many anger displays can be justified and lack harmful intent. If allowed and addressed with interest and concern, these emotional displays can lead to improved organizational practice. © 2015 The Authors Journal of Organizational Behavior Published by John Wiley & Sons Ltd. PMID:27773966
Matsunaga, Isao; Miyazaki, Akira; Yamaguchi, Tsutomu; kuriyakawa, Michio
In the development of a high temperature rock system, the interaction between the rock and hot water which occurs in a reservoir provides big effects. The decline of the strength and the increase of the permeability are caused by the elusion of the rock on the surface of the hydraulic fracture and the redeposition of the eluded material also causes to narrow or close the channel. However, studies concerning the organizational change of the rock by the hot water or the material change associated with the organizational change are small in number. In this research, Inaba granite and Honkomatsu andesite were treated in heat with an autoclave in order to investigate the organizational changes of the rocks and at the same time, the elusion behavior of the rocks into the hot water was investigated by examining chemical components which were eluded into the fluid and the components remaining on the rock surface. The decreased amount per specific surface area due to the autoclave treatment is the order of 10/sup -3/(gcm/sup -2/) for both rocks and changeable depending upon the heating temperature and the kind of rock. As a result of the analysis of the fluids in the autoclave after the heat treatment, the Si concentration of Honkomatsu andesite was higher in the same temperature and the heating time. (2 figs, 3 tabs, 6 refs)
Tsang, Seng-Su; Chen, Tzu-Yin; Wang, Shih-Fong; Tai, Hsin-Ling
The nursing workplace imposes significantly more stress on its employees than other workplace settings. Organizational resources, both physical and psychological, have been recognized in prior studies as important alleviators of nursing workplace stress. Whereas physical resources are less difficult to manipulate because of their tangibility, psychological resources, particularly psychological support from colleagues, are typically not deployed to greatest effect. This article investigated the alleviation of nursing work stress using resources already extant in coworker social networks. Researchers conducted a survey in a dialysis department at a medical center located in Taipei City, Taiwan. This survey measured nurse work stress, satisfaction, organizational citizenship behavior (OCB) and social network structures. Researchers employed UCINET to analyze the network structure data, which were in dyadic matrix format to estimate nurse network centralities and used partial least squares analysis to estimate research construct path coefficients and test extrapolated hypotheses. The level of OCB induced by nurse social ties was satisfactory and did not only directly increased work satisfaction but also alleviated work stress, which indirectly boosted work satisfaction. Findings suggest that managers may be able to use social network analysis to identify persons appropriate to conduct the distribution of organizational resources. Choosing those with multiple social connections can help distribute resources effectively and induce higher OCB levels within the organization. In addition, staff with strong friendship network connections may provide appropriate psychological resources (support) to coworkers. If those with high friendship network centrality receive proper counseling training, they should be in a good position to provide assistance when needed.
Spörrle, Matthias; Welpe, Isabell M; Försterling, Friedrich
This study applies the theoretical concepts of Rational Emotive Behavior Therapy (REBT; Ellis, 1962, 1994) to the analysis of functional and dysfunctional behaviour and emotions in the workplace and tests central assumptions of REBT in an organizational setting. We argue that Ellis' appraisal theory of emotion sheds light on some of the cognitive and emotional antecedents of emotional intelligence and emotionally intelligent behaviour. In an extension of REBT, we posit that adaptive emotions resulting from rational cognitions reflect more emotional intelligence than maladaptive emotions which result from irrational cognitions, because the former lead to functional behaviour. We hypothesize that semantically similar emotions (e.g. annoyance and rage) lead to different behavioural reactions and have a different functionality in an organizational context. The results of scenario experiments using organizational vignettes confirm the central assumptions of Ellis' appraisal theory and support our hypotheses of a correspondence between adaptive emotions and emotionally intelligent behaviour. Additionally, we find evidence that irrational job-related attitudes result in reduced work (but not life) satisfaction.
Glisson, Charles; Williams, Nathaniel J; Hemmelgarn, Anthony; Proctor, Enola; Green, Philip
Clinician EBT exploration and preparation behavior is essential to the ongoing implementation of new EBTs. This study examined the effect of the ARC organizational intervention on clinician EBT exploration and preparation behavior and assessed the mediating role of organizational culture as a linking mechanism. Fourteen community mental health agencies that serve youth in a major Midwestern metropolis along with 475 clinicians who worked in those agencies, were randomly assigned to either the three-year ARC intervention or control condition. Organizational culture was assessed with the Organizational Social Context (OSC) measure at baseline and follow-up. EBT exploration and preparation behavior was measured as clinician participation in nine separate community EBT workshops held over a three-year period. There was 69 percent greater odds (OR = 1.69, p organizational culture mediated the positive effect of the ARC intervention on clinicians' workshop attendance (a × b = .21; 95% CI:LL = .05, UL = .40). Organizational interventions that create proficient mental health agency cultures can increase clinician EBT exploration and preparation behavior that is essential to the ongoing implementation of new EBTs in community youth mental health settings. Copyright © 2015 Elsevier Ltd. All rights reserved.
Arthaud-Day, Marne L; Rode, Joseph C; Turnley, William H
The authors use Schwartz's values theory as an integrative framework for testing the relationship between individual values and peer-reported organizational citizenship behavior (OCB) in teams, controlling for sex, satisfaction, and personality traits. Using hierarchical linear modeling in a sample of 582 students distributed across 135 class project teams, the authors find positive, direct effects for achievement on citizenship behaviors directed toward individuals (OCB-I), for benevolence on citizenship behaviors directed toward the group (OCB-O), and for self-direction on both OCB-I and OCB-O. Applying relational demography techniques to test for contextual effects, the authors find that group mean power scores negatively moderate the relationship between individual power and OCB-I, whereas group mean self-direction scores positively moderate the relationship between self-direction and both OCB-I and OCB-O. (PsycINFO Database Record (c) 2012 APA, all rights reserved).
Korsgaard, M Audrey; Meglino, Bruce M; Lester, Scott W; Jeong, Sophia S
The definition of organizational citizenship behavior (OCB) has evolved from one in which the behavior is unrewarded to one in which rewards play a significant role. As a result, little is known about mechanisms that sustain unrewarded OCB. We used the theory of other orientation to examine 2 mechanisms based on the norm of reciprocity: the obligation to reciprocate the benefits already received from another ("paying you back") and the expected reciprocity that one's actions will stimulate future benefits from another ("paying me forward"). We propose that these mechanisms are more or less influential depending on one's motivational orientation. In 3 experiments using both trait and state indicators of other orientation, we found that the prosocial behavior of individuals higher in other orientation was more strongly influenced by the obligation to reciprocate and less affected by the expectation of reciprocity. 2010 APA, all rights reserved
Nasurdin Aizzat Mohd.
Full Text Available Increasing competition within the hospitality industry has recognized the importance of service quality as a key business differentiation strategy. Proactive involvement of employees is a vital component of the service delivery, which in turn, enhances customer satisfaction and loyalty. Hence, hospitality organizations, particularly hotels, need to encourage their employees to perform voluntary behaviors that go “beyond their call of duty”. These behaviors are referred to as service-oriented organizational citizenship behaviors (hereafter labeled as SO-OCBs. A review of the literature indicates that an organization’s human resource management (henceforth labeled as HRM practices are instrumental in establishing the tone of the employee-employer relationship, which subsequently affects employees’ display of discretionary functional service-related behaviors. Specifically, high-performance HRM practices can nurture a relational employment relationship, leading to internalization of organizational values and goals. This, in turn, would induce employees to engage in greater SO-OCBs. However, conceptual and empirical work explaining the mechanism by which high-performance HRM practices relate to SO-OCBs remains scarce. Therefore, this paper aims to construct a model linking a set of high-performance HRM practices (selective hiring, communication, appraisal, and reward and SO-OCBs. Identification with organizational values and goals is posited as a mediator in the proposed relationship. A discussion of the literature to support the proposed framework is furnished.
Müller, Andreas; Weigl, Matthias
Background: Individuals’ behavioral strategies like selection, optimization, and compensation (SOC) contribute to efficient use of available resources. In the work context, previous studies revealed positive associations between employees’ SOC use and favorable individual outcomes, like engagement and job performance. However, the social implications of self-directed behaviors like SOC that are favorable for the employee but may imply consequences for coworkers have not been investigated yet in an interpersonal work context. Objective: This study aimed to assess associations between employees’ use of SOC behaviors at work and their organizational citizenship behaviors (OCB) toward the benefits of co-workers rated by their peers at work. We further sought to identify age-specific associations between SOC use and OCB. Design and Method: A cross-sectional design combining multi-source data was applied in primary school teachers (age range: 23–58 years) who frequently teach in dyads. N = 114 dyads were finally included. Teachers reported on their SOC strategies at work. Their peer colleagues evaluated teachers’ OCB. Control variables were gender, workload, working hours, and perceived proximity of relationship between the dyads. Results: We observed a positive effect of loss-based selection behaviors on peer-rated OCB. Moreover, there was a significant two-way interaction effect between the use of compensation strategies and age on OCB, such that there was a positive association for older employees and a negative association for younger employees. There were no significant main and age-related interaction effects of elective selection, optimization, and of overall SOC strategies on OCB. Conclusion: Our study suggests that high use of loss-based selection and high use of compensation strategies in older employees is positively related with OCB as perceived by their colleagues. However, high use of compensation strategies in younger employees is perceived
Müller, Andreas; Weigl, Matthias
Background: Individuals' behavioral strategies like selection, optimization, and compensation (SOC) contribute to efficient use of available resources. In the work context, previous studies revealed positive associations between employees' SOC use and favorable individual outcomes, like engagement and job performance. However, the social implications of self-directed behaviors like SOC that are favorable for the employee but may imply consequences for coworkers have not been investigated yet in an interpersonal work context. Objective: This study aimed to assess associations between employees' use of SOC behaviors at work and their organizational citizenship behaviors (OCB) toward the benefits of co-workers rated by their peers at work. We further sought to identify age-specific associations between SOC use and OCB. Design and Method: A cross-sectional design combining multi-source data was applied in primary school teachers (age range: 23-58 years) who frequently teach in dyads. N = 114 dyads were finally included. Teachers reported on their SOC strategies at work. Their peer colleagues evaluated teachers' OCB. Control variables were gender, workload, working hours, and perceived proximity of relationship between the dyads. Results: We observed a positive effect of loss-based selection behaviors on peer-rated OCB. Moreover, there was a significant two-way interaction effect between the use of compensation strategies and age on OCB, such that there was a positive association for older employees and a negative association for younger employees. There were no significant main and age-related interaction effects of elective selection, optimization, and of overall SOC strategies on OCB. Conclusion: Our study suggests that high use of loss-based selection and high use of compensation strategies in older employees is positively related with OCB as perceived by their colleagues. However, high use of compensation strategies in younger employees is perceived negatively
Taís de Andrade
Full Text Available Purpose – The main goal of this study is to analyze the influence of work related values and work satisfaction on the Organizational Citizenship Behaviors (OCB, according to the perspective of the employees of a company from the education sector. Design/methodology/approach – A survey was carried out with 244 employees of a company located in the state of Rio Grande do Sul, Brazil. The company covers publishers, elementary school and high school levels, and preparative courses for Vestibular (university entrance exam and Concursos Públicos (exams to be admitted to the civil service, and they are acting in the education sector since 2001. Findings – The main results reveal that the work related values and work satisfaction positively influence the OCB, and the main values with higher influence on OCB are Conformity, Universalism, Benevolence, and the Satisfaction with the boss, which are the independent variables with higher influence. The only value researched that has no influencemon the OCB was Power. Originality/value – The results will enable a reflection on the reasons that make these individuals work, their satisfaction with the work done and its influence on the organizational citizenship behaviors. Additionally, they may provide subsidies for the education sector, to assess the prospect of their professionals regarding their concerns, interactions and behaviors in the workplace.
Lam, S S
In 1990 Podsakoff, MacKenzie, Moorman, and Fetter developed a scale to measure the five dimensions of organizational citizenship behavior. Test-retest data over 15 weeks are reported for this scale for a sample of 82 female and 32 male Chinese tellers (ages 18 to 54 years) from a large international bank in Hong Kong. Stability was .83, and there was no significant change between Times 1 and 2. Analysis indicated the five-factor structure and showed it to be a reliable measure when used with a nonwestern sample.
Gallie, D; Zhou, Y; Felstead, Alan; Green, F; Henseke, G
The paper examines the implications of direct participation for employees’ organizational commitment, job satisfaction and affective psychological well-being. It focuses on both task discretion and organisational participation. Applying fixed effect models to nationally representative longitudinal data, the study provides a more rigorous assessment of the conflicting claims for the effects of participation which have hitherto been based primarily on cross-sectional evidence. Further, it tests...
Viglietti-Panzica, Carla; Montoncello, Barbara; Mura, Elena; Pessatti, Marzia; Panzica, GianCarlo
In Japanese quail, we previously described a sexual dimorphism of the parvocellular vasotocin system of the limbic region that, as the reproductive behavior, is steroid-sensitive and is organized during embryonic life by the exposure to estradiol. We verified in this study whether diethylstilbestrol, a chemical xenoestrogen, has analogous organizational effects on the vasotocin system of limbic regions and on copulatory behavior of male Japanese quail. We injected in the yolk sac of 3 day-old quail embryos diethylstilbestrol or estradiol benzoate (a treatment which suppresses male copulatory behavior in adulthood and reduces vasotocin innervation), or sesame oil (control). No further hormonal manipulations were performed after hatching. Sexual behavior was recorded in males at the age of 6 weeks. Estradiol- and diethylstilbestrol-treated males exhibited a total suppression of copulatory behavior. After behavioral tests, all males were sacrificed and brain sections processed for vasotocin immunocytochemistry. Significant decrease in the density of vasotocin immunoreactivity was detected in the medial preoptic nucleus, in the bed nucleus of stria terminalis, and in the lateral septum of diethylstilbestrol-treated males. The magnocellular vasotocin neurons were, in contrast, not affected. In conclusion, the present data demonstrate that embryonic treatment with diethylstilbestrol induces a full sex reversal of behavioral phenotype as well as a significant decrease of vasotocin expression in the preoptic-limbic region in male Japanese quail. Therefore, the parvocellular vasotocin system could represent an optimal model to investigate the effects of pollutants on neural circuits controlling reproductive functions.
The objective of this research is to study information about the effect of organizational climate and organizational commitment on employe’s citizenship behavior (OCB) .This research by using survey method with path analysis applied in testing hypothesis. The sample size in this research was done to 65 employe’s with samples taken using simple random sampling. The data were analyzed by using descriptive analyses, regressive analysis, and line analysis method. The result shows that there are d...
The objective of this research is to study information about the effect of organizational climate and organizational commitment on employe's citizenship behavior (OCB) .This research by using survey method with path analysis applied in testing hypothesis. The sample size in this research was done to 65 employe's with samples taken using simple random sampling. The data were analyzed by using descriptive analyses, regressive analysis, and line analysis method. The result shows that there are d...
Full Text Available Present study investigates the effect of workplace spirituality on customer–oriented organizational citizenship behavior by considering the role of spiritual intelligence. To measure the concepts of workplace spirituality, customer–oriented organizational citizenship behavior (CO-OCB and spiritual intelligence, the conceptualizations are applied on 282 employees of an insurance company in Tehran during the fiscal year of 2011 and the results are analyzed using structural equation modeling. The findings reveal that spiritual intelligence and workplace spirituality have positive impact on customer–oriented organizational citizenship behavior. However, when spiritual intelligence is considered as a moderating factor, spirituality development in workplace cannot alone influence on customer–oriented organizational citizenship behavior since including spiritual intelligence hedges the effect of workplace spirituality on customer–oriented organizational citizenship behavior though workplace spirituality can improve customer–oriented organizational citizenship behavior through impacting on spiritual intelligence.
Treichler, Emily B H; Evans, Eric A; Johnson, J Rock; O'Hare, Mary; Spaulding, William D
Consumer involvement has gained greater prominence in serious mental illness (SMI) because of the harmonious forces of new research findings, psychiatric rehabilitation, and the recovery movement. Previously conceived subdomains of consumer involvement include physical involvement, social involvement, and psychological involvement. We posit a fourth subdomain, organizational involvement. We have operationally defined organizational involvement as the involvement of mental health consumers in activities and organizations that are relevant to the mental health aspect of their identities from an individual to a systemic level across arenas relevant to mental health. This study surveyed adults with SMI regarding their current level of organizational involvement along with their preferences and beliefs about organizational involvement. Additionally, a path model was conducted to understand the relationships between domains of consumer involvement. Although participants reported wanting to be involved in identified organizational involvement activities and believing it was important to be involved in these kinds of activities, organizational involvement was low overall. The path model indicated that psychological involvement among other factors influence organizational involvement, which informed our suggestions to improve organizational involvement among people with SMI. Successful implementation must be a thoroughly consumer-centered approach creating meaningful and accessible involvement opportunities. Our study and prior studies indicate that organizational involvement and other subdomains of consumer involvement are key to the health and wellbeing of consumers, and therefore greater priority should be given to interventions aimed at increasing these essential domains. (c) 2015 APA, all rights reserved).
Melisa Erdilek Karabay
With increasing competition conditions and the acceleration of lobalization, organizations’ new management approach now support mployees in the direction of attaining the objectives of the organization to have more effective behaviors. However, employees in the business world are under the constant influence of factors that will affect their current working conditions negatively. In this context, job stress continues to influence today's organizational structure significantly. In th...
Beriwal, Madhu; Clegg, Stewart; Collopy, Fred; McDaniel, Reuben, Jr.; Morgan, Gareth; Sutcliffe, Kathleen; Kaufman, Roger; Marker, Anthony; Selwyn, Neil
Scholars representing the field of organizational science, broadly defined as including many fields--organizational behavior and development, management, workplace performance, and so on--were asked to identify what they considered to be the most exciting and imaginative work currently being done in their field, as well as how that work might…
Büchner, Vera Antonia; Hinz, Vera; Schreyögg, Jonas
Several public policy initiatives, particularly those involving managed care, aim to enhance cooperation between partners in the health care sector because it is expected that such cooperation will reduce costs and generate additional revenue. However, empirical evidence regarding the effects of cooperation on hospital performance is scarce, particularly with respect to creating a comprehensive measure of cooperation behavior. The aim of this study is to investigate the impact of hospital cooperation behavior on organizational performance. We differentiate between horizontal and vertical cooperation using two alternative measures-cooperation depth and cooperation breadth-and include the interaction effects between both cooperation directions. Data are derived from a survey of German hospitals and combined with objective performance information from annual financial statements. Generalized linear regression models are used. The study findings provide insight into the nature of hospitals' cooperation behavior. In particular, we show that there are negative synergies between horizontal administrative cooperation behavior and vertical cooperation behavior. Whereas the depth and breadth of horizontal administrative cooperation positively affect financial performance (when there is no vertical cooperation), vertical cooperation positively affects financial performance (when there is no horizontal administrative cooperation) only when cooperation is broad (rather than deep). Horizontal cooperation is generally more effective than vertical cooperation at improving financial performance. Hospital managers should consider the negative interaction effect when making decisions about whether to recommend a cooperative relationship in a horizontal or vertical direction. In addition, managers should be aware of the limited financial benefit of cooperation behavior.
Intaraprasong, Bhusita; Dityen, Warunee; Krugkrunjit, Peera; Subhadrabandhu, Thanya
To investigate the relationship between job satisfaction and Organizational Citizenship Behavior (OCB) of the personnel at one university hospital in Thailand. This cross-sectional descriptive study was conducted on 296 respondents who worked in the Office of the Dean, 13 departments and 2 Offices of Research Center and Office of Community Medicine Center. All of them were personnel in one university hospital in Thailand. The Organizational Citizenship Behavior Questionnaire of Niehoff and Moorman using the five dimensions scale developed by Podsakoff and Mackenzie and Job Descriptive Index (JDI) were used for assessing job satisfaction. For inferential statistics, Pearson's product moment correlation coefficient was used for correlation. The percentage mean score of job satisfaction was 58.67 and subscale of job satisfaction was found that satisfaction with supervision held the highest of the mean score, while satisfaction with pay and promotion had the lowest and low of the mean score. The mean score of OCB was high and the facets of OCB was found that conscientiousness had the highest mean score and sportsmanship had the lowest. By using Pearson's Product Moment Correlation Coefficient to analyze the relationships between satisfaction and OCB, it showed that there were statistically significant low positive correlations between job satisfaction and OCB (r = 0.173, p pay, promotion and supervision factors which encourage personnel to be satisfied and demonstrate their OCB as their reciprocal reaction.
Hall, Garry B; Dollard, Maureen F; Winefield, Anthony H; Dormann, Christian; Bakker, Arnold B
In a general population sample of 2343 Australian workers from a wide ranging employment demographic, we extended research testing the buffering role of psychosocial safety climate (PSC) as a macro-level resource within the health impairment process of the Job Demands-Resources (JD-R) model. Moderated structural equation modeling was used to test PSC as a moderator between emotional and psychological job demands and worker depression compared with control and social support as alternative moderators. We also tested PSC as a moderator between depression and positive organizational behaviors (POB; engagement and job satisfaction) compared with control and social support as moderators. As expected we found PSC moderated the effects of job demands on depression and further moderated the effects of depression on POB with fit to the data that was as good as control and social support as moderators. This study has shown that PSC is a macro-level resource and safety signal for workers acting to reduce demand-induced depression. We conclude that organizations need to focus on the development of a robust PSC that will operate to buffer the effects of workplace psychosocial hazards and to build environments conducive to worker psychological health and positive organizational behaviors.
Full Text Available This paper presents an investigation to assess the relationship between female employees’ organizational citizenship behavior and job satisfaction within organization. A questionnaire is designed and distributed among employees who work in city of Qom, Iran and after analyzing the responses by SPSS software program, the relationships between variables are assessed by Pearson test after confirming the normality of the data using Kolmogrov-Smirnov test. The results of the studies reflect a strong relationship between citizen-organization behavior of female employees and job satisfaction. In addition, the survey examines six sub-hypotheses and confirms that there are positive and meaningful relationships between female employees’ custom, altruism, work consciousness, mutual coordination, fairness and courtesy on one side and job satisfaction on the other side.
Lee, Kibeom; Allen, Natalie J
To investigate the role of affect and cognitions in predicting organizational citizenship behavior (OCB) and workplace deviance behavior (WDB), data were collected from 149 registered nurses and their coworkers. Job affect was associated more strongly than were job cognitions with OCB directed at individuals, whereas job cognitions correlated more strongly than did job affect with OCB directed at the organization. With respect to WDB, job cognitions played a more important role in prediction when job affect was represented by 2 general mood variables (positive and negative affect). When discrete emotions were used to represent job affect, however, job affect played as important a role as job cognition variables, strongly suggesting the importance of considering discrete emotions in job affect research.
Olevnik, Peter P.
This paper reports the results of an investigation into the relationship between librarians' status (i.e., librarians having faculty status or librarians lacking such status) and the organizational structure of the college library. The analysis was conducted within the conceptual framework of two organizational models: the bureaucratic and the…
Glisson, Charles; Green, Philip; Williams, Nathaniel J.
Objective: The study: (1) provides the first assessment of the a "priori" measurement model and psychometric properties of the Organizational Social Context (OSC) measurement system in a US nationwide probability sample of child welfare systems; (2) illustrates the use of the OSC in constructing norm-based organizational culture and climate…
Arnold, Rachel; Fletcher, David
Organizational stressors can potentially elicit a number of undesirable consequences for sport performers. It is, therefore, imperative that psychologists better understand the demands that athletes encounter via their exploration and assessment. However, although researchers have identified a wide range of organizational stressors in competitive…
Lucena, Juan C.
The demand for flexible engineers presents significant challenges to engineering education. Among these is the need for engineers to be prepared to understand and deal with organizational change. Yet engineering education and research on engineers have overlooked the impact of organizational change on engineering work. After outlining the impact…
Choi, Myungweon; Ruona, Wendy E. A.
Individual readiness for organizational change reflects the concept of "unfreezing" proposed by Lewin (1947/1997b) and is critical to successful change implementation. Understanding the conditions conducive to individual readiness for organizational change, instead of the more traditional focus on resistance to change, can be useful for designing…
Lattanzi, Nicola; Menicagli, Dario; Dal Maso, Lorenzo
Globalization phenomena and Information Communication Technology (ICT) are producing deep changes worldwide. The economic environment and society where firms both cooperate and compete with each other are rapidly changing leading firms towards recognizing the role of intangible resources as a source of fresh competitive advantage. Experience, innovation and the ability to create new knowledge completely arise from the act of human resources inviting firms to focus on how to generate and shape knowledge. Therefore, the future of firms depends greatly on how managers are able to explore and exploit human resources. However, without a clear understanding of the nature of human beings and the complexity behind human interactions, we cannot understand the theory of organizational knowledge creation. Thus, how can firms discover, manage and valorize this "human advantage"? Neuroscience can increase the understanding of how cognitive and emotional processes work; in doing so, we may be able to better understand how individuals involved in a business organization make decisions and how external factors influence their behavior, especially in terms of commitment activation and engagement level. In this respect, a neuroscientific approach to business can support managers in decision-making processes. In a scenario where economic humanism plays a central role in the process of fostering firms' competitiveness and emerging strategies, we believe that a neuroscience approach in a business organization could be a valid source of value and inspiration for manager decision-making processes.
Glisson, Charles; Green, Philip; Williams, Nathaniel J
The study: (1) provides the first assessment of the a priori measurement model and psychometric properties of the Organizational Social Context (OSC) measurement system in a US nationwide probability sample of child welfare systems; (2) illustrates the use of the OSC in constructing norm-based organizational culture and climate profiles for child welfare systems; and (3) estimates the association of child welfare system-level organizational culture and climate profiles with individual caseworker-level job satisfaction and organizational commitment. The study applies confirmatory factor analysis (CFA) and hierarchical linear models (HLM) analysis to a US nationwide sample of 1,740 caseworkers from 81 child welfare systems participating in the second National Survey of Child and Adolescent Wellbeing (NSCAW II). The participating child welfare systems were selected using a national probability procedure reflecting the number of children served by child welfare systems nationwide. The a priori OSC measurement model is confirmed in this nationwide sample of child welfare systems. In addition, caseworker responses to the OSC scales generate acceptable to high scale reliabilities, moderate to high within-system agreement, and significant between-system differences. Caseworkers in the child welfare systems with the best organizational culture and climate profiles report higher levels of job satisfaction and organizational commitment. Organizational climates characterized by high engagement and functionality, and organizational cultures characterized by low rigidity are associated with the most positive work attitudes. The OSC is the first valid and reliable measure of organizational culture and climate with US national norms for child welfare systems. The OSC provides a useful measure of Organizational Social Context for child welfare service improvement and implementation research efforts which include a focus on child welfare system culture and climate. Copyright © 2012
Agung AWS Waspodo
Full Text Available Generally, the purposes of this research are: 1 to describe the leadership style, organizational commitment and organizational citizenship behavior (OCB 2 to analyze the influence of leadership style towards OCB. 3 to analyze the influence of organizational commitment towards OCB. 4 to analyze the simultaneous influence of leadership style and organizational commitment towards OCB. Population of this research is the employees of the Bureau of Public Administration and Finance, State University of Jakarta. Type of the research is descriptive and the method is explanatory survey. The results of descriptive analysis explain a selling leadership style is more dominant than the telling leadership style, participative and delegative b organizational commitment of employees is quite high although normative commitment was still low. c the OCB of employee was quite good although the dimensions of altruism and civic virtue were not good enough. The results of hypothesis testing explain 1 the influence of leadership style towards OCB of employee Bureau of Public administration and Finance UNJ the leadership style increases the OCB of employee will increase 2 the influence organizational commitment to OCB of employee that the organizational commitment can be predicted OCB of employees will increase.
Dávila, Ma Celeste; Finkelstein, Marcia A
Organizational citizenship behavior (OCB) is a prosocial activity with similarities to volunteerism. The purpose of this work is to contribute new evidence about the relevance to OCB of two models of sustained volunteerism, functional analysis and role identity theory. A total of 983 Spanish employees at49 organizations completed surveys measuring amount of OCB, motives for engaging in citizenship behavior, and the degree to which respondents developed an organizational citizen role identity. The results showed that both motives and role identity were significant predictors of OCB, with motive partially mediating the role identity-OCB relationship. The findings suggest that similar mechanisms are involved in sustaining volunteerism and OCB.
Tang, Yan; Chang, Chung-Chou H; Lave, Judith R; Gellad, Walid F; Huskamp, Haiden A; Donohue, Julie M
Physicians face the choice of multiple ingredients when prescribing drugs in many therapeutic categories. For conditions with considerable patient heterogeneity in treatment response, customizing treatment to individual patient needs and preferences may improve outcomes. To assess variation in the diversity of antipsychotic prescribing for mental health conditions, a necessary although not sufficient condition for personalizing treatment. To identify patient caseload, physician, and organizational factors associated with the diversity of antipsychotic prescribing. Using 2011 data from Pennsylvania's Medicaid program, IMS Health's HCOSTM database, and the AMA Masterfile, we identified 764 psychiatrists who prescribed antipsychotics to 10 patients. We constructed three physician-level measures of diversity/concentration of antipsychotic prescribing: number of ingredients prescribed, share of prescriptions for most preferred ingredient, and Herfindahl-Hirschman index (HHI). We used multiple membership linear mixed models to examine patient caseload, physician, and healthcare organizational predictors of physician concentration of antipsychotic prescribing. There was substantial variability in antipsychotic prescribing concentration among psychiatrists, with number of ingredients ranging from 2-17, share for most preferred ingredient from 16%-85%, and HHI from 1,088-7,270. On average, psychiatrist prescribing behavior was relatively diversified; however, 11% of psychiatrists wrote an average of 55% of their prescriptions for their most preferred ingredient. Female prescribers and those with smaller shares of disabled or serious mental illness patients had more concentrated prescribing behavior on average. Antipsychotic prescribing by individual psychiatrists in a large state Medicaid program varied substantially across psychiatrists. Our findings illustrate the importance of understanding physicians' prescribing behavior and indicate that even among specialties
The purpose of this paper is to address and discuss implications of blog usage in a corporate communication context from an employees’ perspective by analyzing the local context and the underlying motivations of corporate blogging as they are being discursively constructed by a group of organizat...... of organizational bloggers. The paper presents findings from a case study of a government agency’s corporate blogging activity, traced through focus group interviews with the organizational bloggers....
Cass, Stacie A; Levett, Lora M; Kovera, Margaret Bull
Community members reporting for jury duty (N = 128) read a sexual harassment trial summary in which harassment severity and the organization's sexual harassment policy and response were manipulated. Jurors who read the severe harassment scenario were more likely to agree that the plaintiff had suffered and should be compensated for her suffering and that the organization should be punished than were jurors who read the mild harassment scenario. When the organization had and enforced a sexual harassment policy, jurors believed that the plaintiff had suffered little and the organization should not be punished compared with conditions in which the organization did not have an enforced sexual harassment policy. Harassment severity influenced jurors' compensatory awards, and organizational behavior influenced jurors' punitive awards. These results have implications for plaintiffs, who must decide whether to claim specific or garden-variety damages; organizations, which could create or modify sexual harassment policy to limit damages; and trial lawyers, who could tailor arguments to maximize or minimize awards. 2009 John Wiley & Sons, Ltd.
Taghinezhad, Fakhredin; Safavi, Mahboobe; Raiesifar, Afsaneh; Yahyavi, Sayed Hossein
Organizational citizenship behavior (OCB) improves efficiency and employees' participation and generally provides a good ambiance. This study was conducted to determine the role of job satisfaction (JS), organizational commitment (OC) and procedural justice (PJ) in explaining OCB among nurses working in fifteen educational-treatment centers in Tehran-Iran, to provide guidelines for health care managers' further understanding of how to encourage citizenship behavior among nurses. In this multi-center descriptive-correlational study 373 nurses were evaluated through a Multi-stage cluster sampling method after obtaining approval from the Ethics Committee of Islamic Azad University, Tehran Medical Branch and Tehran University of Medical Sciences Research Deputy. Nurses who signed the informed consent and holding a bachelor or master degree, having a minimum one year of job experience and not having organizational management position during the questionnaire distribution were included in the study. In order to collect data, Demographic questionnaire, Podsakoff et al. (Leadersh Q 1(2):107-142, 1990) OCB questionnaire, OC questionnaire, Aelterman et al. (Educ Stud 33(3):285-297, 2007) JS questionnaire and PJ questionnaire were used. These questionnaires were translated into Persian and content validity was confirmed by an expert group; their reliability was calculated by the internal consistency Cronbach alpha coefficient and it was satisfied. Data were analyzed by descriptive statistics, Comparative mean tests, correlation coefficient and multiple-regression in the SPSS software version 11. The general mean and all five aspects of OCB that ranked higher than 3 were evaluated in a "quite desired" state. The mean for perceived procedural justice, the general mean for JS and the mean of general grade for OC from the nurses' was in "quite desired" state. Finding from multiple regression indicated that OC and PJ exhibit about 19 % of OCB variance totally which is
Birditt, Kira S; Brown, Edna; Orbuch, Terri L; McIlvane, Jessica M
This study examined self-reported marital conflict behaviors and their implications for divorce. Husbands and wives ( N = 373 couples; 47% White American, 53% Black American) reported conflict behaviors in years 1, 3, 7, and 16 of their marriages. Individual behaviors (e.g., destructive behaviors) and patterns of behaviors between partners (e.g., withdrawal-constructive) in Year 1 predicted higher divorce rates. Wives' destructive and withdrawal behaviors decreased over time, whereas husbands' conflict behaviors remained stable. Husbands reported more constructive and less destructive behaviors than wives and Black American couples reported more withdrawal than White American couples. Findings support behavioral theories of marriage demonstrating that conflict behaviors predict divorce and accommodation theories indicating that conflict behaviors become less negative over time.
Full Text Available Karyawan diharapkan untuk menunjukkan perilaku organizational citizenship atau organizational citizenship behavior (OCB, karena OCB dapat meningkatkan efektivitas, produktivitas, dan kesejahteraan organisasi. Penelitian ini bertujuan untuk mengetahui hubungan antara kecerdasan emosional dengan OCB. Subjek penelitian ini adalah 113 karyawan CV. Aneka Ilmu Semarang. Teknik pengambilan sampel dilakukan dengan proporsional random sampling. Metode pengumpulan data menggunakan dua skala, yaitu skala OCB sebanyak 26 item (α = 0,887 dan skala kecerdasan emosional sebanyak 24 item (α = 0.865. Metode analisis menggunakan analisis regresi sederhana dengan perolehan rxy = 0,747 dengan tingkat signifikansi korelasi pada p = 0,001 (p <0,05, yang berarti ada hubungan yang signifikan antara OCB dengan kecerdasan emosional. Tanda positif pada koefisien korelasi menunjukkan arah hubungan positif, yang berarti bahwa semakin tinggi kecerdasan emosional maka semakin tinggi OCB. Kecerdasan emosional memberikan kontribusi sebesar 55,9% dari OCB. Ada faktor lain sebesar 44,1% yang juga berperan namun tidak terungkap dalam penelitian ini. Kata Kunci: kecerdasan emosional, OCB, karyawan
Zaghini, F; Biagioli, Valentina; Prandi, Cesarina; Fida, Roberta; Sili, A
Workers engaging in Organizational Citizenship Behaviour (OCB) can benefit colleagues, organization and stakeholders. Such behavior is vital to the efficacy of health care organizations as they can have a positive effect on the quality of care and users' satisfaction. Therefore, it is important to assess such behaviour with a valid and reliable instrument. The purpose of this study was to test, from a confirmatory perspective, the dimensionality of the Italian version of the Podsakoff et al. OCB scale in a large sample of nurses, and at the same time to evaluate the differences in nurses' OCB considering socio-demographic and job characteristics. The study included 886 nurses from different health organizations in Italy. The psychometric characteristics of the Italian OCB scale were tested through confirmatory factor analysis (CFA). The differences in nurses' OCB, according to several socio-demographic and job characteristics, were evaluated through a series of correlations and analysis of variance. The CFA of the Italian OCB scale confirmed the hypothesized factor structure, consisting of three dimensions: altruism, civic virtue and conscientiousness. Nurses' gender and professional training were positively correlated with OCB, while the amount of extra work was negatively correlated. In regard to clinical work settings, palliative care nurses engaged in OCB more than nurses working in other areas. The Italian OCB scale is a valid and reliable instrument. Its use can support all individuals involved in the promotion of workers' organizational well-being in implementing processes aimed at fostering nurses' OCB.
Uittenbroek, Caroline J.; Janssen-Jansen, Leonie B.; Spit, Tejo J M; Runhaar, Hens A C
Mainstreaming climate adaptation requires the inclusion of climate adaptation in the policies of various policy domains such as water management and spatial planning. This paper investigates the organizational values present in several municipal policy departments in order to explore their
.... It briefly reviews training management systems and associated organizational arrangements in the other services and the private sector to draw insights for a model management system for the Air Force...
Wafa Khurram; Kamariah Bte Ismail; Syed Khurram Ali Jafri; Khairiah Soehod
This study is an attempt to investigate prevalence of positive organizational behavior in the organizations in the service sector of Pakistan. We tested effects of organization based self-esteem, role stressors (role conflict, role overload and role ambiguity), leader-member exchange and perceived organizational support on positive organizational behavior as well as mediation of organization-based-self-esteem in this regard. Moreover, moderation of global self-esteem was also estimated in rel...
Nowak, G; Cole, G; Kirby, S; Freimuth, V; Caywood, C
Influencing consumer behavior is a difficult and often resource-intensive undertaking, with success usually requiring identifying, describing, and understanding target audiences; solid product and/or service positioning relative to competitors; and significant media and communication resources. Integrated marketing communication (IMC) is a new way of organizing and managing persuasive communication tools and functions which involves realigning communications to consider the flow of information from an organization from the viewpoint of end consumers. Although the application of IMC to social marketing remains relatively unexplored, the IMC literature and recent efforts by the US Centers for Disease Prevention and Control suggest that integrated communication approaches have much to offer social marketing and health communication efforts. IMC, IMC and social marketing, and implications of IMC for public and private sector social marketing programs are discussed.
Cheung, Francis Y L; Lun, Vivian Miu-Chi
This study examined the association between emotional labor and organizational citizenship behavior (OCB) and the mediation of work engagement in this relationship. A total of 264 teachers in Mainland China were recruited for this study. Bivariate correlation showed that both deep acting and the expression of naturally felt emotion were positively related to the two dimensions of OCB, namely, OCB toward the individual (OCBI) and OCB toward the organization (OCBO), whereas surface acting was not related to the OCB dimensions. Work engagement was also positively associated with both OCB dimensions. Regression results showed that work engagement partially mediated the relation between deep acting and OCBO, and that between the expression of naturally felt emotion and OCBI. Work engagement also fully mediated the association between deep acting and OCBI, and that between the expression of naturally felt emotion and OCBO. In light of these findings, strategies that encourage employees to display emotions consistent with their inner experience were discussed.
Eatough, Erin M; Chang, Chu-Hsiang; Miloslavic, Stephanie A; Johnson, Russell E
Several quantitative reviews have documented the negative relationships that role stressors have with task performance. Surprisingly, much less attention has been directed at the impact of role stressors on other aspects of job performance, such as organizational citizenship behavior (OCB). The goal of this study was to therefore estimate the overall relationships of role stressors (i.e., role ambiguity, conflict, and overload) with OCB. A meta-analysis of 42 existing studies indicated that role ambiguity and role conflict were negatively related to OCB and that these relationships were moderated by the target of OCB, type of organization, OCB rating source, and publication status. As expected, role conflict had a stronger negative relationship with OCB than it did with task performance. Finally, we found support for a path model in which job satisfaction mediated relationships of role stressors with OCB and for a positive direct relationship between role overload and OCB.
Lam, Chak Fu; Liang, Jian; Ashford, Susan J; Lee, Cynthia
This article examined a curvilinear relationship between job insecurity and organizational citizenship behavior (OCB). Drawing from social exchange theory and research on personal control, we developed and tested an explanation for employees' reactions to job insecurity based on their conceptualization of their social exchange relationship with the organization at different levels of job insecurity. Using data from 244 Chinese employees and 102 supervisory ratings of OCB, we found support for a U-shaped relationship between job insecurity and OCB. Moreover, 2 factors--psychological capital and subordinate-supervisor guanxi--moderated the curvilinear relationship, such that the curvilinear relationship is more pronounced among those with lower psychological capital or less positive subordinate-supervisor guanxi. PsycINFO Database Record (c) 2015 APA, all rights reserved.
Full Text Available During the past few years, there have been some evidences to believe that organizational citizenship behavior (OCB could significantly influence on the success of organizations. This paper presents an empirical investigation to study the effects of OCB on human resource management. The proposed study designs a questionnaire and distributes it among some 260 experts who worked for an Iranian auto industry. The study designs a questionnaire in Likert scale, examines three hypotheses including the relationship between conscientiousness and information quality, courtesy and work efficiency and between civic virtue and work efficiency. Cronbach alphas for Courtesy, Civic virtue and Information Quality are calculated as 0.75, 0.76 and 0.81, respectively. Using structural equation modeling, the study has confirmed existence of positive and meaningful relationships among various components of the survey, which confirms all three hypotheses of the survey.
Lin, Hsiu-Chuan; Lee, Yuan-Duen
The purpose of this study is to examine the influence of organizational learning on employee's innovative behavior, and further proposed the mediation effect of work engagement between the relationship of organizational learning and employee's innovative behavior. The study targets on executives and their subordinates by paired samples within the…
Full Text Available Purpose: This study aims to explore the relationships between workplace spirituality, intention to leave and organizational citizenship behaviour (OCB among nurses and whether OCB mediates the relationship between workplace spirituality and intention to leave. Design/methodology/approach: Due to the shifting paradigm of health policies, administrations in Malaysian hospitals are faced with trials of cost reduction. The high rate of nurses leaving the hospital poses a burden to the human resource department. This study aims to discover how to cope with this problem by utilizing workplace spirituality and organizational citizenship behaviour. In the present correlational study, data were collected using questionnaires. A total of 345 nurses from three public and general hospitals located in Johor Bahru, Malaysia, were chosen as samples using a random sampling method to respond to questionnaires. The measurement and structural model were assessed using SmartPls 2.0. Findings: Workplace spirituality has significant negative influence on nurses’ intention to leave and positive influence on OCB. Amongst nurses, workplace spirituality contributed to 34% of the variation in intention to leave, whereas 36% of the variation was in accordance to OCBI and 45% of the variation was in accordance to OCBO. Furthermore, OCB arbitrated the effect of workplace spirituality on the intention to leave. Originality/value: Workplace spirituality contributes to nurses’ intention to leave and OCB. This study highlights the benefits of the novel idea of workplace spirituality, especially amongst nurses needing motivation in their duties. Social implications: This study has shown the probable advantages of better understanding the positive impact of workplace spirituality on nurses’ tendency to leave and OCB. This is important for the managers of nurses in the effort to improve nurses’ performance and, by extension, the healthcare system.
Kilinç, Ali Çagatay
The purpose of this study was to determine the relationship between primary school teachers' perceptions on distributed leadership and organizational citizenship behaviors (OCBs). A total of 258 teachers employed in 14 primary schools located in Kastamonu, Turkey participated in this study. Data of the study was collected through "Distributed…
Nasra, Muhammed Abu; Heilbrunn, Sibylle
The present study aims to extend and integrate previous research on the mediating effects of trust in supervisor and job satisfaction on the relationship between transformational leadership style and organizational citizenship behavior (OCB). Drawing on previous research, we argue that transformational leadership impacts OCB directly and…
Batistic, S.; Cerne, Matej; Kaše, R.; Zupic, Ivan
Emphasizing the role of the organizational context and adopting a multilevel approach, we propose that the interplay between HR system configurations and relational climates has a cross-level effect on employee proactive behavior. Using a sample of 211 employees in 25 companies, we show that the
Amoroso, Lisa M.; Loyd, Denise Lewin; Hoobler, Jenny M.
The Fritz J. Roethlisberger Memorial Award for the best article in the 2011 "Journal of Management Education" goes to Rae Andre for her article, Using Leadered Groups in Organizational Behavior and Management Survey Courses ("Journal of Management Education," Volume 35, Number 5, pp. 596-619). In keeping with Roethlisberger's legacy, this year's…
Weatherly, Nicholas L.; Malott, Richard W.
The three-contingency model of performance management (Malott, 1992, 1993, 1999) was used to analyze interventions in the "Journal of Organizational Behavior Management (JOBM)" from the years 1990 through 2005 (Volume 11-Volume 25). The current article extends previous reviews (Malott, Shimamune, & Malott, 1992; Otto & Malott, 2004) by…
VanStelle, Sarah E.; Vicars, Sara M.; Harr, Victoria; Miguel, Caio F.; Koerber, Jeana L.; Kazbour, Richard; Austin, John
The purpose of this study was to extend into a third decade previous reviews conducted by Balcazar, Shupert, Daniels, Mawhinney, and Hopkins (1989) and Nolan, Jarema, and Austin (1999) of the "Journal of Organizational Behavior Management" ("JOBM"). Every article published in "JOBM" between 1998 and 2009 was objectively reviewed and analyzed for…
Ford, Michael T; Wang, Yanxia; Jin, Jiafei; Eisenberger, Robert
Gratitude and anger represent 2 fundamental moral emotions in response to help or harm. Research suggests that individuals perceive organizations to have humanlike qualities and thus hold them responsible for helpful or harmful treatment. Given this line of reasoning, we hypothesized that workers direct gratitude toward their organizations in response to supportive treatment and anger toward their organizations in response to unsupportive treatment. Gratitude and anger, in turn, were expected to influence daily extrarole behavior. After developing short measures of organization-directed anger and gratitude in 2 pilot studies, we tested these hypotheses in a daily diary study of 54 workers providing 421 daily reports. Results indicate that perceived organizational support was related to chronic gratitude and anger, which is stable from day to day, and chronic gratitude was in turn related to chronic differences in organizational citizenship behavior. Episodic anger and gratitude, which vary daily, were related to daily supervisor interactional justice and helping behavior, respectively, and in turn predicted daily episodic variance in organizational citizenship and counterproductive work behavior. These findings suggest that the moral emotions of gratitude and anger toward the organization are indicators of employee affective well-being and play a mediating role in the effects of organizational and supervisor supportiveness on employee performance. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
Türkmen, Fatma; Gül, Ibrahim
The purpose of this research is to examine the effects of secondary school administrators' servant leadership behavior on teachers' organizational commitment. This research was designed based on the relational screening model. The population of the study consists of 753 secondary school teachers. 438 teachers from the total population participated…
Holbrook, Robert L., Jr.
The use of movies and television in teaching is growing in popularity. Although a number of publications describe movies for use in the classroom, no single suggestion has been offered as an example that covers all the basic concepts of an organizational behavior course. Disney's "Remember the Titans" is that movie and, as such, is a valuable tool…
Full Text Available Background: Understanding the factors affecting the performance of the staff in organizations will lead to increased their efficiency. The purpose of this study was to investigate the impact of organizational citizenship behavior (OCB on job performance in Dr. Kermanshahi hospital in Kermanshah. OCB is a voluntary behavior that goes beyond formal job descriptions of the staff and improves organizational performance . Methods: This descriptive-analytical study, which was based on structural equation modeling, was conducted in 2012.The study population included 311 staff at doctor Muhammad Kermanshahi hospital that were selected by simple random sampling. To evaluate the concepts of organizational citizenship behavior, job performance and personality attributes, Podsakoff, Patterson and NEO questionnaires were used, respectively. Data were analyzed by SPSS and AMOS software (version 21. Results: The results of the study revealed that 57% of respondents were women, 37.8% were in the age group 25 to 35 years, 40.7% had bachelor's degree and 30.2% had less than 5 years of experience. Also, personality characteristics of the staff affected their job performance. There was a significant relationship between organizational citizenship behaviour and job performance. Conclusions: This study confirmed the effects of OCB on promoting the performance of the staff. So, we can reinforce OCB in the hospital by taking advantage of the benefits of meta-functional behaviors in organization and consequently promoting the performance of the staff to.
The main aim of this study is to determine in what level the teachers at secondary schools display organizational citizenship behavior (OCB) according to the perceptions of the school administrators. The data of this study, which is descriptive, were collected via the "the scale of OCB" which was developed by Podsakoff, MacKenzie,…
Full Text Available Background: Individuals’ behavioral strategies like selection, optimization, and compensation (SOC contribute to efficient use of available resources. In the work context, previous studies revealed positive associations between employees’ SOC use and favorable individual outcomes, like engagement and job performance. However, the social implications of self-directed behaviors like SOC that are favorable for the employee but may imply consequences for coworkers have not been investigated yet in an interpersonal work context.Objective: This study aimed to assess associations between employees’ use of SOC behaviors at work and their organizational citizenship behaviors (OCB toward the benefits of co-workers rated by their peers at work. We further sought to identify age-specific associations between SOC use and OCB.Design and Method: A cross-sectional design combining multi-source data was applied in primary school teachers (age range: 23–58 years who frequently teach in dyads. N = 114 dyads were finally included. Teachers reported on their SOC strategies at work. Their peer colleagues evaluated teachers’ OCB. Control variables were gender, workload, working hours, and perceived proximity of relationship between the dyads.Results: We observed a positive effect of loss-based selection behaviors on peer-rated OCB. Moreover, there was a significant two-way interaction effect between the use of compensation strategies and age on OCB, such that there was a positive association for older employees and a negative association for younger employees. There were no significant main and age-related interaction effects of elective selection, optimization, and of overall SOC strategies on OCB.Conclusion: Our study suggests that high use of loss-based selection and high use of compensation strategies in older employees is positively related with OCB as perceived by their colleagues. However, high use of compensation strategies in younger employees is
Full Text Available This research seeks to investigate the relationship between organizational culture variables, work environment, organizational citizenship behavior, motivation and performance in the star-typed hotel industry at Malang and Batu. This research was purposed to assess the differences of organizational culture, work environment, organizational citizenship behavior, motivation and performance based on the characteristic of respondents. This research was categorized as survey one using cross-sectional study to 15 star-typed hotels at Batu and Malang. The result of investigation using SEM technique indicated that the model developed had moderate fit level. The result of Goodness of fit indices showed moderate result to all construct in the model. Partially, the construct developed showed good outcome in goodness of fit evaluation. Generally, all exogenous variables (organizational culture and work environment significantly affected the performance of employee. Some hypotheses expected on this research were supported, and some of these were not supported. Organizational culture significantly affected organizational citizenship behavior and employee performance, but insignificantly affected motivation. Work environment significantly influenced organizational citizenship behavior but insignificantly affected motivation. Organizational citizenship behavior insignificantly affected motivation, but motivation significantly affected the employee performance.
Post hoc analyses have demonstrated clearly that macro-system, organizational processes have played important roles in such major catastrophes as Three Mile Island, Bhopal, Exxon Valdez, Chernobyl, and Piper Alpha. How can managers of such high-consequence organizations as nuclear power plants and nuclear explosives handling facilities be sure that similar macro-system processes are not operating in their plants? To date, macro-system effects have not been integrated into risk assessments. Part of the reason for not using macro-system analyses to assess risk may be the impression that standard organizational measurement tools do not provide hard data that can be managed effectively. In this paper, I argue that organizational dimensions, like those in ISO 9000, can be quantified and integrated into standard risk assessments.
Desi Natalia Soepono; Veronika Agustini Srimulyani
Nurse performance shows the magnitude of the contribution made by nurses to hospital and reflects the performance of a hospital because patient will often relates and meets the nurse. One factor that affect the nurses performance is organizational citizenship behavior (OCB). OCB is extra-role behavior that nurses are willing to do tasks outside of their job discription and the big five personality is one of the factors that significantly influence the OCB. This study aims to examine the direc...
Abdul Rahman Abdul Rahim
Full Text Available This study seeks to investigate the moderating role of locus of control (LOC in the relationship between trust in organization (TiO and workplace deviant behavior (WDB. Three forms of deviant behavior are identified: interpersonal deviance, production deviance, and property deviance. The regression analyses carried out on a sample of 355 employees show mixed results. Trust in organization (TiO demonstrates a negative relationship with production deviance and property deviance. In contrast, trust in organization (TiO is positively related to interpersonal deviance. Furthermore, locus of control (LOC is found to moderate the relationship between trust in organization (TiO and deviant behaviors. Implications, limitations, and suggestions for future research are discussed.
Desselle, Shane P
Pharmacy technicians are a vital part of the health care workforce. Little is known about perceptions of their own work environment that would engender more effective recruitment, retention, and management strategies by pharmacists and employers. The purpose of this study was to gain a greater understanding of certified pharmacy technician worklife. Specific objectives included the identification of themes of worklife phenomena to assist with the development of appropriate responses by other pharmacy stakeholders and to ascertain the contribution of various factors engendering or discouraging career commitment of pharmacy technicians. Semi-structured in-depth interviews were carried out with a convenience sample of pharmacy technicians in one U.S. state, who varied by their work settings and level of experience. The interview guide and corresponding participant responses were framed from around an organizational cultural basis rooted in organizational behavior theory. Notes from the interviews were analyzed thematically using directed content analysis. Four primary themes emerged, including: career impetus, job responsibilities, quality of work life, and equitable partnership. The data revealed pharmacy technicians' need for self-actualization and recognition of the value they bring to the organization. The participants identified primary responsibilities that contribute to their sense of worth and those that if not managed adequately potentially detract from their well-being and effectiveness. Findings in regard to rate of pay corroborate previous work on wages as both an intrinsic and extrinsic motivator. Pharmacy technicians seek equity among each other (their peers) and in a mutually beneficial relationship with their employing organization. This study provides the impetus for interventions and further study that should serve to enhance pharmacy technician effectiveness, quality of work life, and longevity in an emerging profession. Copyright © 2015 Elsevier
Kowalski, Christoph; Nitzsche, Anika; Scheibler, Fueloep; Steffen, Petra; Albert, Ute-Susann; Pfaff, Holger
To examine whether patients' perception of a hospital's organizational climate has an impact on their trust in physicians after accounting for physicians' communication behaviors as perceived by the patients and patient characteristics. Patients undergoing treatment in breast centers in the German state of North Rhein-Westphalia in 2006 were asked to complete a standardized postal questionnaire. Disease characteristics were then added by the medical personnel. Multiple linear regressions were performed. 80.5% of the patients responded to the survey. 37% of the variance in patients' trust in physicians can be explained by the variables included in our final model (N=2226; R(2) adj.=0.372; porganizational climate. The impact of their perception of physicians' communication behaviors persists after introducing hospital organizational characteristics. Perceived physician accessibility shows the strongest association with trust. A trusting physician-patient relationship among breast cancer patients is associated with both the perceived quality of the hospital organizational climate and perceived physicians' communication behaviors. With regard to clinical organization, efforts should be put into improving the organizational climate and making physicians more accessible to patients.
Domitrovich, Celene E; Pas, Elise T; Bradshaw, Catherine P; Becker, Kimberly D; Keperling, Jennifer P; Embry, Dennis D; Ialongo, Nicholas
Evidence-based interventions are being disseminated broadly in schools across the USA, but the implementation levels achieved in community settings vary considerably. The current study examined the extent to which teacher and school factors were associated with implementation dosage and quality of the PAX Good Behavior Game (PAX GBG), a universal classroom-based preventive intervention designed to improve student social-emotional competence and behavior. Specifically, dosage (i.e., number of games and duration of games) across the school year and quality (i.e., how well the game is delivered) of PAX GBG implementation across four time points in a school year were examined. Hierarchical linear modeling was used to examine the association between teacher-level factors (e.g., demographics, self-reports of personal resources, attitudes toward the intervention, and workplace perceptions) and longitudinal implementation data. We also accounted for school-level factors, including demographic characteristics of the students and ratings of the schools' organizational health. Findings indicated that only a few teacher-level factors were significantly related to variation in implementation. Teacher perceptions (e.g., fit with teaching style, emotional exhaustion) were generally related to dosage, whereas demographic factors (e.g., teachers' age) were related to quality. These findings highlight the importance of school contextual and proximal teacher factors on the implementation of classroom-based programs.
Ginsburg, Liane; Berta, Whitney; Baumbusch, Jennifer; Rohit Dass, Adrian; Laporte, Audrey; Reid, R Colin; Squires, Janet; Taylor, Deanne
Health care aides (HCAs) provide most direct care in long-term care (LTC) and home and community care (HCC) settings but are understudied. We validate three key work attitude measures to better understand HCAs' work experiences: work engagement (WEng), psychological empowerment (PE), and organizational citizenship behavior (OCB-O). Data were collected from 306 HCAs working in LTC and HCC, using survey items for WEng, PE, and OCB-O adapted for HCAs. Psychometric evaluation involved confirmatory factor analysis (CFA). Predictive validity (correlations with measures of job satisfaction and turnover intention) and internal consistency reliability were examined. CFA supported a one-factor model of WEng, a four-factor model of PE, and a one-factor model of OCB-O. HCC workers scored higher than LTC workers on Self-determination (PE) and lower on Impact, demonstrating concurrent validity. WEng and PE correlated with worker outcomes (job satisfaction, turnover intention, and OCB-O), demonstrating predictive validity. Reliability and validity analyses indicated sound psychometric properties overall. Study results support psychometric properties of measures of WEng, PE, and OCB-O for HCAs. Knowledge of HCAs' work attitudes and behaviors can inform recruitment programs, incentive systems, and retention/training strategies for this vital group of care providers. © The Author 2016. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: firstname.lastname@example.org.
Jantz, Ronald C.
The research reported here is focused on a specific type of change in an organization: an innovation. In an empirical analysis of research libraries, it was found that five factors had a significant impact on the innovation performance of the library. These factors relate to the strategy, organizational structure, and leadership of the research…
A study of decision making processes and communication rules, in a corporate setting undergoing change as a result of organizational ineffectiveness, examined whether (1) decisions about formal communication reporting systems were linked to management assumptions about technical creativity/effectiveness, (2) assumptions about…
Fusch, Gene E.
Western enterprises confront an era of global competition in which industry leaders can no longer overlook negative effects originating from past Taylorist and autocratic organizational structures. Corporate leaders are exploring innovative methods to change their organizations from the Taylorist model to workplace environments that foster worker…
Poghosyan, Lusine; Nannini, Angela; Stone, Patricia W; Smaldone, Arlene
The expansion of the nurse practitioner (NP) workforce in primary care is key to meeting the increased demand for care. Organizational climates in primary care settings affect NP professional practice and the quality of care. This study investigated organizational climate and its domains affecting NP professional practice in primary care settings. A qualitative descriptive design, with purposive sampling, was used to recruit 16 NPs practicing in primary care settings in Massachusetts. An interview guide was developed and pretested with two NPs and in 1 group interview with 7 NPs. Data collection took place in spring of 2011. Individual interviews lasted from 30-70 minutes, were audio recorded, and transcribed. Data were analyzed using Atlas.ti 6.0 software by 3 researchers. Content analysis was applied. Three previously identified themes, NP-physician relations, independent practice and autonomy, and professional visibility, as well as two new themes, organizational support and resources and NP-administration relations emerged from the analyses. NPs reported collegial relations with physicians, challenges in establishing independent practice, suboptimal relationships with administration, and lack of support. NP contributions to patient care were invisible. Favorable organizational climates should be promoted to support the expanding of NP workforce in primary care and to optimize recruitment and retention efforts. © 2013.
Hanson, Janet; Bangert, Arthur; Ruff, William
According to school growth mindset theory a school's organizational structure influences teachers' beliefs in their collective ability to help all students grow and learn; including those from diverse cultural, religious, identity, and socioeconomic demographics. The implicit theory of growth mindset has been quantified for a school's culture on…
Fiske, Susan T.; Glick, Peter
Theorizes that workplace sexual harassment results from the complex interplay of ambivalent motives and gender stereotyping of women and jobs. It argues that ambivalence combines hostile and "benevolent" sexist motives based on paternalism, gender differentiation, and heterosexuality and that organizational context can encourage or discourage the…
Kaufmann, Robert K.; Bradford, Andrew; Belanger, Laura H.; Mclaughlin, John P.; Miki, Yosuke
We estimate models that identify the economic and organizational determinants of crude oil production by individual OPEC nations. To clarify the interpretation of econometric results, we model production with specifications that resolve the statistical ordering of variables and estimate models with techniques that can cope with stochastic trends in the time series. We also analyze the short-run dynamics for asymmetries that may carry important insights about OPEC behavior. Results indicate that Quotas are an important determinant of production and their effects generally are symmetric, which implies that OPEC is an organization that influences production and ultimately prices. Real prices generally have a positive effect on production and the size of this effect may depend on spare capacity, which implies that OPEC behaviors also embody competitive elements. Finally all nations other than Saudi Arabia show some form of production sharing behavior, which may imply that OPEC shares mismatches between the call for OPEC production and OPEC quotas. (author)
YUZER, T. Volkan
The "new" in new economy means a more stable and longer growth, with more jobs, lower inflation and interest rates, explosion of free markets worldwide, the unparalleled access to knowledge through the Internet and new type of organization which affects organizational change. Organizational change is the adoption of an organizational environment for the sake of survival. Namely, the old principles no longer work in the age of Globalization. Businesses have reached the old model's limits with ...
Gordon Robert Foxall
Full Text Available The emergence of a conception of the marketing firm (Foxall, 1999a conceived within behavioral psychology and based on a corresponding model of consumer choice, (Foxall, 1990/2004 permits an assessment of the levels of behavioral and organizational analysis amenable to neuroscientific examination. This paper explores the ways in which the bilateral contingencies that link the marketing firm with its consumerate allow appropriate levels of organizational neuroscientific analysis to be specified. Having described the concept of the marketing firm and the model of consumer behavior on which it is based, the paper analyzes bilateral contingencies at the levels of (i market exchange, (ii emotional reward, and (iii neuroeconomics. Market exchange emerges as a level of analysis that lends itself predominantly to the explanation of firm—consumerate interactions in terms of the super-personal level of reinforcing and punishing contingencies: the marketing firm can be treated as a contextual or operant system in its own right. However, the emotional reward and neuroeconomic levels of analysis should be confined to the personal level of analysis represented by individual managers on the one hand and individual consumers on the other. This also entails a level of abstraction but it is one that can be satisfactorily handled in terms of the concept of bilateral contingency.
Foxall, Gordon R
The emergence of a conception of the marketing firm (Foxall, 1999a) conceived within behavioral psychology and based on a corresponding model of consumer choice, (Foxall, 1990/2004) permits an assessment of the levels of behavioral and organizational analysis amenable to neuroscientific examination. This paper explores the ways in which the bilateral contingencies that link the marketing firm with its consumerate allow appropriate levels of organizational neuroscientific analysis to be specified. Having described the concept of the marketing firm and the model of consumer behavior on which it is based, the paper analyzes bilateral contingencies at the levels of (i) market exchange, (ii) emotional reward, and (iii) neuroeconomics. Market exchange emerges as a level of analysis that lends itself predominantly to the explanation of firm-consumerate interactions in terms of the super-personal level of reinforcing and punishing contingencies: the marketing firm can be treated as a contextual or operant system in its own right. However, the emotional reward and neuroeconomic levels of analysis should be confined to the personal level of analysis represented by individual managers on the one hand and individual consumers on the other. This also entails a level of abstraction but it is one that can be satisfactorily handled in terms of the concept of bilateral contingency.
Foxall, Gordon R.
The emergence of a conception of the marketing firm (Foxall, 1999a) conceived within behavioral psychology and based on a corresponding model of consumer choice, (Foxall, 1990/2004) permits an assessment of the levels of behavioral and organizational analysis amenable to neuroscientific examination. This paper explores the ways in which the bilateral contingencies that link the marketing firm with its consumerate allow appropriate levels of organizational neuroscientific analysis to be specified. Having described the concept of the marketing firm and the model of consumer behavior on which it is based, the paper analyzes bilateral contingencies at the levels of (i) market exchange, (ii) emotional reward, and (iii) neuroeconomics. Market exchange emerges as a level of analysis that lends itself predominantly to the explanation of firm—consumerate interactions in terms of the super-personal level of reinforcing and punishing contingencies: the marketing firm can be treated as a contextual or operant system in its own right. However, the emotional reward and neuroeconomic levels of analysis should be confined to the personal level of analysis represented by individual managers on the one hand and individual consumers on the other. This also entails a level of abstraction but it is one that can be satisfactorily handled in terms of the concept of bilateral contingency. PMID:25071506
In the US, the design of Class 1 elevated-temperature components of reactor systems is governed by the rules of ASME Boiler and Pressure Vessel Cases N47 (design) and N48 (construction). The rules of Case N47, in particular, are sophisticated and complex, and a substantial quantity of materials behavior data is needed to design to these rules. Requirements include a detailed knowledge of creep, rupture, creep-fatigue, etc. In addition, many other factors, including such aspects as the influence on service performance of environment, welds, and fabrication-induced cold work, must be considered in the design. This paper reviews the impact of some recent HTGR materials data on design rules and approaches. In the construction area, for example, recent data regarding the elevated-temperature properties and behavior of cold-formed austenitic materials such as Alloy 800H have resulted in rule changes. Observed creep-fatigue behavior of Alloy 800H and 2-1/4Cr to 1Mo steel is causing active review of the pertinence of linear damage summation approaches
De Bono, S; Heling, G; Borg, M A
It is not uncommon for infection prevention and control (IPC) interventions to be successful in one hospital yet fail, or have significantly less success, when implemented in another healthcare institution. Organizational factors have been postulated to be a major reason. As a result, there has been an increasing drive in recent years to understand and address organizational culture (OC) in order to achieve improved healthcare performance. To examine the inter-relationship between OC and behavioural attitudes by healthcare professionals; to determine whether and how OC may impact on IPC compliance; and to highlight the potential for OC modification interventions to improve IPC practices within hospitals. Previous literature is reviewed and synthesized, using both IPC journals as well as publications focusing on human behaviour and organizational change. The article evaluates the theory of OC within healthcare settings and identifies how various elements appear to impact on IPC-related behaviour. It highlights the paucity of well-designed studies but identifies sporadic literature suggesting that well-designed and customized OC change initiatives can have a positive impact on IPC practices, such as hand hygiene. OC change appears to be a promising, albeit challenging, target for IPC improvement campaigns - both from a theoretical perspective as well as from the results of the few available studies. However, more data and quality information are needed to identify effective strategies that can elicit effective and sustained change. Published by Elsevier Ltd.
Full Text Available Nowadays research in consumer behaviour has become really useful in understanding consumer needs regarding the use of products or services. Despite the tremendous work carried out in the field of consumer behaviour, few studies have concentrated on the organizational consumers as main buyers in the market. In this regard, considering the economic sectors of Romania, the main purpose of the article consists in characterizing the national industrial buyers taking into consideration the organizational consumer approach. Using an empirical study based on the macroeconomic indicators published by the Romanian National Institute of Statistics, we aimed to identify the components of the organizational market in Romania. In this regard, we selected several statistical indicators specific for the agriculture sector which can help us understand the behaviour of the organizations from this area considering the buying perspective. The results obtained demonstrate that although there are many macroeconomic indicators in the agriculture sector (43 few of them (19 provide significant information regarding the industrial buying behaviour among Romanian firms from this area.
Chiaburu, Dan S; Oh, In-Sue; Berry, Christopher M; Li, Ning; Gardner, Richard G
Using meta-analytic tests based on 87 statistically independent samples, we investigated the relationships between the five-factor model (FFM) of personality traits and organizational citizenship behaviors in both the aggregate and specific forms, including individual-directed, organization-directed, and change-oriented citizenship. We found that Emotional Stability, Extraversion, and Openness/Intellect have incremental validity for citizenship over and above Conscientiousness and Agreeableness, 2 well-established FFM predictors of citizenship. In addition, FFM personality traits predict citizenship over and above job satisfaction. Finally, we compared the effect sizes obtained in the current meta-analysis with the comparable effect sizes predicting task performance from previous meta-analyses. As a result, we found that Conscientiousness, Emotional Stability, and Extraversion have similar magnitudes of relationships with citizenship and task performance, whereas Openness and Agreeableness have stronger relationships with citizenship than with task performance. This lends some support to the idea that personality traits are (slightly) more important determinants of citizenship than of task performance. We conclude with proposed directions for future research on the relationships between FFM personality traits and specific forms of citizenship, based on the current findings. (c) 2011 APA, all rights reserved.
Bonham, Caroline A; Sommerfeld, David; Willging, Cathleen; Aarons, Gregory A
Objective. In recent years, New Mexico has prioritized integrated treatment for cooccurring mental health and substance use disorders within its public behavioral health system. This report describes factors likely to be important when implementing evidence-based practices (EBPs) in community agencies. Methods. Our mixed-method research design consisted of observations, semistructured interviews, and surveys undertaken with employees at 14 agencies at baseline and after 18 months. We developed four-agency typologies based on iterative coding and analysis of observations and interviews. We then examined survey data from employees at the four exemplar agencies to validate qualitative findings. Results. Financial resources and strong leadership impacted agency capacity to train providers and implement EBPs. Quantitative analysis of service provider survey responses from these agencies (N = 38) supported qualitative findings and demonstrated significant mean score differences in leadership, organizational climate, and attitudes toward EBPs in anticipated directions. Conclusion. The availability of strong leadership and financial resources were key components to initial implementation success in this study of community agencies in New Mexico. Reliance only on external funding poses risks for sustainment when demoralizing work climates precipitate employee turnover. Strong agency leadership does not always compensate for deficient financial resources in vulnerable communities.
Caroline A. Bonham
Full Text Available Objective. In recent years, New Mexico has prioritized integrated treatment for cooccurring mental health and substance use disorders within its public behavioral health system. This report describes factors likely to be important when implementing evidence-based practices (EBPs in community agencies. Methods. Our mixed-method research design consisted of observations, semistructured interviews, and surveys undertaken with employees at 14 agencies at baseline and after 18 months. We developed four-agency typologies based on iterative coding and analysis of observations and interviews. We then examined survey data from employees at the four exemplar agencies to validate qualitative findings. Results. Financial resources and strong leadership impacted agency capacity to train providers and implement EBPs. Quantitative analysis of service provider survey responses from these agencies (N = 38 supported qualitative findings and demonstrated significant mean score differences in leadership, organizational climate, and attitudes toward EBPs in anticipated directions. Conclusion. The availability of strong leadership and financial resources were key components to initial implementation success in this study of community agencies in New Mexico. Reliance only on external funding poses risks for sustainment when demoralizing work climates precipitate employee turnover. Strong agency leadership does not always compensate for deficient financial resources in vulnerable communities.
Yaghoubi, Maryam; Afshar, Mina; Javadi, Marzieh
Numerous researches have been carried out to indicate that organizational justice (OJ) is a variable that anticipates many other variables in organizations, especially in hospitals. Organizational behavior (OCB) is one of the most important variables. We aimed to study the relationship between OJ and OCB of nurses in selected hospitals in Isfahan. This was a descriptive correlational study. The research was conducted among nurses of selected hospitals in Isfahan. Data were gathered using two questionnaires of OJ, and OCB. The t-test, chi-square, and Pearson correlation test were used to analyze the data through SPSS version 13. In general, the mean score (SD) of OJ among nurses was 41.2 (16.2) and the mean score of OCB was 57.7 (18). Finally, there was no significant relationship between OJ, civil virtue, and sportsmanship. There was a significant relationship between OJ, OCB, courtesy, and conscientiousness. As the scores of OCB and OJ among nurses were average in selected hospitals, the managers of the hospitals should improve the perception of justice among nurses. Today, organizations need efficient and expert workers to achieve their goals, and to grow and improve in all aspects. In fact, the efficiency and effectiveness of organizations depend on the staffs, especially in hospitals.
Håkonsson, Dorthe D.; Obel, Børge; Eskildsen, Jacob K.; Burton, Richard M.
Self-interest vs. cooperation is a fundamental dilemma in animal behavior as well as in human and organizational behavior. In organizations, how to get people to cooperate despite or in conjunction with their self-interest is fundamental to the achievement of a common goal. While both organizational designs and social interactions have been found to further cooperation in organizations, some of the literature has received contradictory support, just as very little research, if any, has examined their joint effects in distributed organizations, where communication is usually achieved via different communication media. This paper reviews the extant literature and offers a set of hypotheses to integrate current theories and explanations. Further, it discusses how future research should examine the joint effects of media, incentives, and social interactions. PMID:27242605
Håkonsson, Dorthe D; Obel, Børge; Eskildsen, Jacob K; Burton, Richard M
Self-interest vs. cooperation is a fundamental dilemma in animal behavior as well as in human and organizational behavior. In organizations, how to get people to cooperate despite or in conjunction with their self-interest is fundamental to the achievement of a common goal. While both organizational designs and social interactions have been found to further cooperation in organizations, some of the literature has received contradictory support, just as very little research, if any, has examined their joint effects in distributed organizations, where communication is usually achieved via different communication media. This paper reviews the extant literature and offers a set of hypotheses to integrate current theories and explanations. Further, it discusses how future research should examine the joint effects of media, incentives, and social interactions.
In the U.S., the design of Class 1 elevated-temperature components of reactor systems is governed by the rules of ASME Boiler and Pressure Vessel Cases N47 (design) and N48 (construction). The rules of Case N47, in particular, are sophisticated and complex, and a substantial quantity of materials behavior data is needed to design to these rules. Requirements include a detailed knowledge of creep, rupture, creep-fatigue, etc. In addition, many other factors, including such aspects as the influence on service performance of environment, welds, and fabrication-induced cold work, must be considered in the design. This paper reviews the impact of some recent HTGR materials data on design rules and approaches. (Auth.)
Venâncio, Sara Filipa Gonçalves
Recently, unethical conduct in the workplace has been a focus of literature and media. Unethical pro-organizational behavior (UPB) refers to unethical conduct that employees engage in to benefit the organization. Given the complexity of UPB, there is an increasing need to understand how and under what conditions this attitude originates within organizations. Based on a sample of 167 employees and seven organizations, results support the moderated mediation model. An ethical leader increases e...
Aarons, Gregory A.; Sommerfeld, David H.; Willging, Cathleen E.
This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizati...
Wang, Yu-Jie; Dou, Kai; Tang, Zhi-Wen
Organizational citizenship behavior (OCB) is important to the development of an organization. Research into factors that foster OCB and the underlying processes are therefore substantially crucial. The current study aimed to test the association between trait self-control and OCB and the mediating role of consideration for future consequence. Four hundred and ninety-four Chinese employees (275 men, 219 women) took part in the study. Participants completed a battery of self-report measures online that assessed trait self-control, tendencies of consideration of future consequence, and organizational citizenship behavior. Path analysis was conducted and bootstrapping technique (N = 5000), a resampling method that is asymptotically more accurate than the standard intervals using sample variance and assumptions of normality, was used to judge the significance of the mediation. Results of path analysis showed that trait self-control was positively related to OCB. More importantly, the "trait self-control-OCB" link was mediated by consideration of future consequence-future, but not by consideration of future consequence-immediate. Employees with high trait self-control engage in more organizational citizenship behavior and this link can be partly explained by consideration of future consequence-future.
Full Text Available Customer's perception of service quality presentation is becoming an increasingly important issue in preservation of exclusive strong-tie relationships between organization and customer. The quality of service is assessed according to the customer's expectation about the perceived service quality. Due to this, promoting the quality of presented services, with appearance of voluntary and willingly behaviors that are known as Organizational Citizenship Behavior (OCB, provides employees with behaviors in order to go above and beyond the call of duty. This study investigates the features of employees' OCB and the relationship of these features with variables, namely occupational self-efficacy, political skills, and organizational commitment. For this end, a questionnaire was distributed among the employees of Ardabil Gas Company. The data analysis revealed that it is important to improve employees' OCB, which would result in their remarkable ability in meeting people's demands and providing high quality services for customers. It can be argued that for improving the organizational commitment and political skills of employees, managers can take steps to create motivation among employees by rewarding and encouraging them to become highly involved in their work.
Harif Amali Rifai
Full Text Available This study examines factors influencing organizational citizenship behavior in an organization. These factors include procedural justice, distributive justice, job satisfaction and commitment. Although previous studies have investigated commitment as antecedent of OCB, most of them did not specifically explain the type of commitment hypothesized. In terms of commitment, this study utilizes the specific type of commitment, i.e. affective commitment. The theoretical model proposes both distributive justice and procedural justice as antecedents of job satisfaction and job satisfaction has an effect on organizational citizenship behavior (OCB through affective commitment. SEM analysis of survey data from 383 nurses who are working for private hospitals in Indonesia supports that the theoretical model has met goodness-of-fit criterions. The findings concluded that there are significant relationships between both procedural justice and distributive justice and job satisfaction. Job satisfaction has a significant impact for developing affective commitment. The results also support that affective commitment is a significant predictor of organizational citizenship behavior.
Cohen, Aaron; Liu, Ying
This study examines the relationship between (1) individual values, (2) organizational and occupational commitment, and (3) organizational citizenship behavior (OCB) and in-role performance in a sample of 192 teachers employed in 10 secular Jewish schools (response rate of 64%). The results showed that individual values were related to all commitment forms examined here, but contrary to expectations, there was no clear distinction between values that represent conservation and self-transcendence and values that represent openness to change and self-enhancement in terms of their relationship either to commitment or to behavioral outcomes. Likewise, there was no clear distinction between the three dimensions of commitment (affective, continuance, and normative) or two commitment foci (organizational and occupational) in terms of their relationships to different values. Unsurprisingly, the findings showed a strong effect of commitment on OCB and in-role performance. The findings show that both individual values and commitment are concepts that can increase our understanding of employees' behavior in the workplace. We conclude by emphasizing the need for further research on the relationship between values, commitment, and performance and by suggesting some directions for such research.
Full Text Available This study is aimed at analyzing the influence of the worker perception about the leadership behavior which is relationship-oriented and task-oriented from the leader or the supervisor towards the work through organizational commitment and self-efficacy. The results of the research show: 1 the tendency of the leaders in applying leadership behaviour with relationship-oriented and task-oriented is high, and so are the self-efficacy, organizational commitment, and extra-role (OCB workship (either the employee or the employer. 2 The influence of leadership behaviour with relationship-oriented and task-oriented towards extra role (OCB workship is not significant. The correlations among those variables undergo changes after they were intefered by self-efficacy and organizational variable as the moderator variable. 3 The result of this research shows that self-efficacy variable mediates the influence of leadership behaviour with relationship-oriented towards extra-role workship (OCB, rather than mediates leadership behaviour with task-oriented. While, the organizational commitment mediates leadership behaviour with task-oriented towards extra-role (OCB workship, rather than mediates leadership behaviour with task-oriented towards the employee of OCB.
Aarons, Gregory A; Sommerfeld, David H; Willging, Cathleen E
This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress ("low" versus "high") experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change.
Zainal Ariffin Ahmad
Full Text Available As the second largest producer of cement after Egypt in the Middle East, Iran planned to increase production from 33 million ton/yr (Mt/yr currently to 70 Mt/yr by 2021 due to increase in local demand and also to compete in export markets (Dehqan, 2002. Thus, Iran is experiencing some changes in workforce participation in order to achieve high level of organisational performance and effectiveness. The objective of this study is to determine the impact of leadership behavior and perceived organisational support on the job satisfaction of Iranian employees. Data were collected through questionnaire from 136 employees working in Tehran Cement Company. Consideration leadership behavior was found to have significant impact on both intrinsic and extrinsic job satisfaction whereas perceived organisational support was significantly related to extrinsic job satisfaction. Interestingly, the interaction of leadership behavior and perceived organisational support were not significantly related to job satisfaction. The implications to human resource development for organizations that want to increase employee commitment is to focus on improving the quality of the supportive relationships between the employees and both the leader and the organisation.
Nahid Nasiri; Loghman Keshavarz
The purpose of present study was to investigate relationship between thinking style and philosophical thinking with organizational citizenship behavior in staff of Isfahan province’s youth and sport offices. The survey statistical sample was all staff of Isfahan province’s youth and sport offices (N=395) from which 196 were selected based on Kedges and Morgan table by random classification method. To evaluate organizational citizenship behavior variable Padsakov and colleagues questionnaire (...
Bonifacius Riwi Wijayanto
Nurses (N = 170 and their immediate supervisors ( N = 41 from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a questionnaire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed.
Full Text Available This study aimed to analyze the effects of job satisfaction (X1 and Transformational Leadership Style (X2 as independent variables simultaneously and partially on Organizational Citizenship Behavior (Y as the dependent variable in the Civil Service, Tanah Laut District Land Office. This research method uses a questionnaire to 32 employees in Tanah Laut District Land Office as a sample. Sampling technique used is the Census. Using variable measurement technique Likert scale with a weight scale from 1 to 5. To analyze the influence of variables Job Satisfaction and Transformational Leadership Style on Organizational Citizenship Behavior (Y using a statistical technique of linear regression. The results showed that the variables job satisfaction and Transformational Leadership Style jointly significant effect on Organizational Citizenship Behavior PNS Tanah Laut District Land Office. Variables Job Satisfaction partially not significant effect on Organizational Citizenship Behavior PNS Tanah Laut District Land Office. Variable Transformational Leadership Style partially not significant effect on Organizational Citizenship Behavior PNS Tanah Laut District Land Office. Keywords: Job Satisfaction, and Transformational Leadership Style Organizational Citizenship Behavior
Masson, M.; Malaise, N.; Housiaux, A.; Keyser, V. de
Reliability and safety are two very important goals, which depend on technical and organizational factors, but also on human expertise. How to ensure a safe functioning of a nuclear power plant in a changing context, and what might be the role and aspects of training and transfer of knowledge? These are the questions we shall deal with in this paper, on the basis of two field studies. The two field studies stress the needs for setting up case based training, which best ensure the acquisition of know-how. Furthermore, as shown by the second one, gaining expertise involves developing large repertoires of highly skilled, semi-routinized activities. Supporting expert operators not only should tackle problem solving activities but should thus also include the prevention of routine errors, which go along with skill acquisition. (orig.)
Cornelius, Judith B; Whitaker-Brown, Charlene D
Guided by the relational cultural theory, we conducted a qualitative study to examine the relationship experiences of African American transgender women living in North Carolina. A convenience sample of 15 transgender women participated in the study. Semi-structured interviews, guided by an investigator-developed interview guide, were used to explore the personal experiences of transgender women on individual, family, and organizational levels. The findings provide a scheme for understanding the process through which transgender women's relationships hinder or enhance their ability to connect with individuals, family, and organizations. Nurses can use these findings to better understand the connectedness that occurs or does not occur in transgender women's relationships and provide culturally competent care to empower them to become resilient.
Azevedo, Creuza da Silva
This paper deals with organization management in a new perspective, stressing the micro-social aspects and the role of individuals in the process of implementing change in public health organizations such as hospitals. Following the paths of French psychosociology, the article approaches the imaginary, intersubjective and collective dimensions of these organizations, highlighting the ways hospitals' directors and employees engage themselves in a struggle for power, affiliation and recognition. An essentially interactive and intersubjective activity, management is examined in the light of psychoanalysis's leadership function. It seems crucial to take into account the directors' potential structuring role in order to understand the organizational changing processes. Nevertheless, the mounting crisis in Rio de Janeiro public health services does not favor change and the building of personal bonds, but disruption, dismantle of institutional affiliations. In this scenario, the management structuring function and the director's social and psychological mediating role lose ground.
Full Text Available This conceptual paper explores the implications of servant leadership and sustainable leadership for strategic decision making by the top management of an organization. It is argued that a different type of leadership is required if effective strategic decisions are to be made in organizations striving to become more sustainable and that servant leadership and sustainable leadership approaches provide a sound basis to inform these decisions. The contributions of these two leadership approaches are explored, before considering the implications for leadership development. Particularly, the inclusion in leadership development programmes of values based leadership, and the development of integrative thinking, is discussed.
Regulatory agencies operate in a complex field of organizations and interest groups. The variety of behaviors that occur in the regulatory field are not satisfactorily explained by current interpretative frameworks. Regulatory agencies are at once criticized and praised. They flourish as organizational entities, yet they exhibit behavior that is often inexplicable. Notions like clientele capture, the politics of regulation, exchange theory, and institutionalized organizations do not singly explain the vagaries of regulatory behavior. A merger of these viewpoints, however, provides a foundation for a comprehensive interpretative framework. A bureau of consumer services within a state public utility commission is viewed as an institutionalized organization. From this perspective, a variety of ritual behaviors, based upon symbolic and tangible interorganizational exchanges are observed and characterized. The outcome of these exchanges is the establishment of the Bureau of Consumer Services as a legitimate regulatory agent with significant impact upon the formulation of regulatory policy in the formal proceedings of the Pennsylvania Public Utility Commission.
José G. Vargas Hernández
Full Text Available Organizational economics makes important contributions to management theory. The focus of structural contingency theory is on the phenomena of the economy significant in organizational management theory and other new paradigms of organizational theories. However, the theory of organizational economics has hardly taken the multiple disciplines of organizational behaviour, strategy and theory, but is aligned with the management theories of psychology, sociology and policy dealing with human motivation, induction and enforcement as distinct from the theories of structures, strategies and planning to deal with designs appropriate for a computer on which the will of member compliance is not problematic (Donaldson, 1990. This paper aims at reviewing the organizational economics in detail, its definitions, implications and feature and Elements of organizational economics and also the prescriptive and descriptive organizational economics.
van Vuuren, M.; Elving, W.J.L.
Purpose - The paper aims to propose practical and theoretical consequences of emerging lines of thinking about communication during organizational change. Design/methodology/approach - This conceptual paper suggests several benefits that a sensemaking approach may have in enhancing organizational
Xie, Haibin; Wang, Shouyang; Lu, Zudi
Bilateral gamma process is widely used in risk management and asset pricing. However the behavioral implications of this process remain unknown. This paper investigates this problem for the first time within the framework of Tauchen and Pitts (1983). With the assumption that there are two types of traders in the market, the optimistic and the pessimistic, we find the bilateral gamma process can be derived from Walrasian equilibrium. This finding establishes the microstructure foundations for the bilateral gamma process.
Spector, Paul E.
This discussion is divided into four parts: (1) the definition of frustration; (2) general behavioral reactions to frustration which have implications for organizations; (3) integration of the individual behavioral reactions into a model of organizational frustration; and (4) a review of the supporting evidence for the model. (Author)
Taylor, Robert Joseph; Chatters, Linda M; Bullard, Kai McKeever; Wallace, John M; Jackson, James S
This study utilizes data from the older African American sub-sample of the National Survey of American Life (n=837) to examine the sociodemographic and denominational correlates of organizational religious involvement among older African Americans. Six measures of organizational religious participation are utilized, including two measures of time allocation for organized religious pursuits. The findings indicate significant gender, region, marital status and denominational differences in organizational religiosity. Of particular note, although older black women generally displayed higher levels of religious participation, older black men spent more hours per week in other activities at their place of worship. The findings are discussed in relation to prior work in the area of religious involvement among older adults. New directions for research on religious time allocation are outlined.
Jimmieson, Nerina L; Hannam, Rachel L; Yeo, Gillian B
The present study investigated the impact of teachers' organizational citizenship behaviours (OCBs) on student quality of school life (SQSL) via the indirect effect of job efficacy. A measure of teacher OCBs was developed, tapping one dimension of individual-focused OCB (OCBI - student-directed behaviour) and two dimensions of organization-focused OCB (OCBO - civic virtue and professional development). In line with previous research suggesting that OCBs may enhance job efficacy, as well as studies demonstrating the positive effects of teacher efficacy on student outcomes, we expected an indirect relationship between teachers OCBs and SQSL via teachers' job efficacy. Hypotheses were tested in a multi-level design in which 170 teachers and their students (N=3,057) completed questionnaires. A significant proportion of variance in SQSL was attributable to classroom factors. Analyses revealed that the civic virtue and professional development behaviours of teachers were positively related to their job efficacy. The job efficacy of teachers also had a positive impact on all five indicators of SQSL. In regards to professional development, job efficacy acted as an indirect variable in the prediction of four student outcomes (i.e., general satisfaction, student-teacher relations, achievement, and opportunity) and fully mediated the direct negative effect on psychological distress.
Judita Peterlin; Noel J. Pearse; Vlado Dimovski
This conceptual paper explores the implications of servant leadership and sustainable leadership for strategic decision making by the top management of an organization. It is argued that a different type of leadership is required if effective strategic decisions are to be made in organizations striving to become more sustainable and that servant leadership and sustainable leadership approaches provide a sound basis to inform these decisions. The contributions of these two leadership approache...
Glisson, Charles; Williams, Nathaniel J; Green, Philip; Hemmelgarn, Anthony; Hoagwood, Kimberly
Peer family support specialists (FSS) are parents with practical experience in navigating children's mental health care systems who provide support, advocacy, and guidance to the families of children who need mental health services. Their experience and training differ from those of formally trained mental health clinicians, creating potential conflicts in priorities and values between FSS and clinicians. We hypothesized that these differences could negatively affect the organizational cultures and climates of mental health clinics that employ both FSS and mental health clinicians, and lower the job satisfaction and organizational commitment of FSS. The Organizational Social Context measure was administered on site to 209 FSS and clinicians in 21 mental health programs in New York State. The study compared the organizational-level culture and climate profiles of mental health clinics that employ both FSS and formally trained clinicians to national norms for child mental health clinics, assessed individual-level job satisfaction and organizational commitment as a function of job (FSS vs. clinician) and other individual-level and organizational-level characteristics, and tested whether FSS and clinicians job attitudes were differentially associated with organizational culture and climate. The programs organizational culture and climate profiles were not significantly different from national norms. Individual-level job satisfaction and organizational commitment were unrelated to position (FSS vs. clinician) or other individual-level and organizational-level characteristics except for culture and climate. Both FSS' and clinicians' individual-level work attitudes were associated similarly with organizational culture and climate.
Abikoff, Howard; Nissley-Tsiopinis, Jenelle; Gallagher, Richard; Zambenedetti, Maurizio; Seyffert, Michael; Boorady, Roy; McCarthy, John
To evaluate the effects of stimulant medication on organizational, time management, and planning (OTMP) in children with attention-deficit/hyperactivity disorder (ADHD) and ascertain whether OTMP is normalized with medication. Participants included 19 stimulant-naïve children with ADHD (aged 8-13 years) and impaired OTMP functioning, defined as greater than 1 SD below norms on the Children's Organizational Skills Scale. A double-blind, placebo-controlled, crossover design, with 4 weeks of each condition, evaluated medication (methylphenidate-osmotic-release oral system [MPH-OROS]) effects on OTMP, based on the parent and teacher versions of the Children's Organizational Skills Scale. The parent and teacher Swanson, Nolan, and Pelham, Version IV, rating scales assessed ADHD symptoms. "Not impaired" in OTMP was defined as no longer meeting study entry criteria, and "not impaired" in ADHD symptoms was defined as having mean Swanson, Nolan, and Pelham, Version IV, scores of < or = 1.0. MPH-OROS significantly improved children's OTMP behaviors. These improvements were correlated with significant reductions in ADHD symptoms. However, most of the children (61%) continued to show significant OTMP impairments on MPH-OROS. The MPH-OROS reduced children's OTMP deficits, and these improvements were associated with improvements in ADHD symptoms. Some children remained impaired in OTMP even after effective stimulant treatment of ADHD symptoms. These youngsters may require other treatments that target OTMP deficits.
Mareta Kemala Sari
Full Text Available This study aimed to analyze the influence of organizational culture characteristic measured from the professionalism, the distance of the management, trust in colleagues, regularity, hostility and integration of the employees of the organization Behavior / Organizational Citizenship Behavior (OCB employees Citra Bunda Hospital Medical Centre Padang. OCB important to investigate the behavior of health workers due to the organization of health workers led to the success of public health care. All employees RSU Citra Bunda Medical Centre Padang many as 177 people are in this study population. The results showed that there was a significant positive influence and not variable professionalism of 0.184 with a significant value of 0.086> 0.05 and a variable distance from the management of a significant value of 0.089 with 0.286> 0.05 on OCB, there is a positive and significant impact on the trust variable associates amounted to 0467 with a significant value of 0.028 0.05 on OCB, there is a positive and significant influence amounted to 0.526 hostility variable with significant value 0.045 <0.05 against the OCB and there are positive influence and no significant integration variable of 0.207 with significant
Full Text Available The manner of librarian, determines organizational behavior of library. We can define as all of human behavior of organizational behavior, the expressions of individual while working inside of institution, perception, worth, the capacity of learning and base of organizational of human behavior. User focused organizational library, must heal of service quality everyday. The heal of service quality is possible in case of good organizational behavior. At this work, we try to work under organizational behavior, organizational culture, organizational culture and library, organizational behavior of libraries, alternation and progress of organizational behavior of libraries. Kütüphanede çalışanların davranışları, kütüphanenin örgütsel davranışını belirler. Örgütsel davranışı; bireyin kurum içinde çalışırken g��sterdiği davranışları, algıları, değerleri, öğrenme kapasitesini ve örgütsel bazdaki insan davranışının tümü olarak tanımlanmaktadır. Kullanıcı odaklı örgüt olan kütüphane, kullanıcı memnuniyeti için hizmet kalitesini her gün iyileştirmek zorundadır. Bu çalışmamızda konuyu; örgütsel davranış, örgütsel kültür, örgütsel davranış ve kütüphane, kütüphanelerin örgütsel davranışı, kütüphanenin örgütsel davranışının değişim ve gelişim analiz modeli başlıkları altında incelemeye çalıştık
Spector, Paul E; Bauer, Jeremy A; Fox, Suzy
An experiment investigated whether measurement features affected observed relationships between counterproductive work behavior (CWB) and organizational citizenship behavior (OCB) and their relationships with other variables. As expected, correlations between CWB and OCB were significantly higher with ratings of agreement rather than frequency of behavior, when OCB scale content overlapped with CWB than when it did not, and with supervisor rather than self-ratings. Relationships with job satisfaction and job stressors were inconsistent across conditions. We concluded that CWB and OCB are likely unrelated and not necessarily oppositely related to other variables. Researchers should avoid overlapping content in CWB and OCB scales and should use frequency formats to assess how often individuals engage in each form of behavior.
This study was conducted to examine the extent of work value differences among ethnic classifications of baccalaureate nursing students. Major findings revealed significant differences between ethnic classifications and work ethic behaviors. Contrasts resulting from post-hoc tests indicated that Asian nursing students reported significantly lower…
Cho, Jaehee; Park, Dong Jin; Ordonez, Zoa
The main goal of this study was to assess how the millennial generation perceives companies that have different social media policies and how such perception influences key variables for job-seeking behaviors, including perceived person-organization fit (POF), organizational attraction, and job pursuit intention. Results from a univariate general linear model and path analysis supported all of the established hypotheses. In particular, the results revealed that millennials perceived higher POF for a company with organizational policies supporting employees' social media use. Further, organizational attractiveness significantly mediated the relationship between communication-oriented POF and job pursuit intention.
O'Donnell, Lolita T
To describe the experiences of ethical concerns by clinical nurses as they transitioned into their new role in hospital case management. Through this study, an attempt was made to explore experiences of ethical concerns and identify the implications for organizational ethics. In this study, nurse case managers practicing in the acute hospital setting, military, not-for-profit community, and teaching hospitals were interviewed. The majority of the nurse case manager participants were engaged in hospital discharge planning and utilization review activities. An interpretive phenomenological approach was used to identify the themes inherent in ethical concerns and articulate them within the context of hospital nurse case management. Fifteen participants were interviewed to obtain a qualitative description of the nurse case managers' lived experiences of ethical dilemmas and how they were resolved. Nurse case managers' perceptions of solutions/options to resolve such ethical dilemmas were explored. As nurses transition into the expanded role of case management in the present healthcare delivery system, they frequently face situations demanding ethical choices and judgments to accommodate diverse patient interests and needs. These ethical decisions required in daily practice in case management represent ethical dilemmas to nurses. The insights derived from the analysis of the interviews have implications for nursing practice, education, policy, ethics, and research; recommendations for organizations employing nurse case managers in terms of recruitment, orientation, training, and continued need for educational support are identified. 1. The clinical decisions required in daily practice of case management represented challenges to the nurses. This highlights the critical role of adequate educational orientation to case management for beginning case managers. 2. Nurse case managers should be cognizant of the "disconnect" that could occur between their obligations to the