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Hermanto YB, Srimulyani VA, Pitoyo DJ. The mediating role of quality of work life and organizational commitment in the link between transformational leadership and organizational citizenship behavior. Heliyon 2024; 10:e27664. [PMID: 38509945 PMCID: PMC10950668 DOI: 10.1016/j.heliyon.2024.e27664] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/21/2023] [Revised: 02/09/2024] [Accepted: 03/05/2024] [Indexed: 03/22/2024] Open
Abstract
In this modern era, schools require Organizational Citizenship Behavior (OCB) of organization members as one of the determining elements for the smooth process of achieving school goals. Leadership can transform an organization's entire potential as a learning community towards better organizational change, which is needed to increase OCB. This article aims to analyze the direct and indirect relationship between transformational leadership (TL) and OCB with quality of work-life (QWL) and organizational commitment (OC) as mediators. Another aim is to analyze the role of QWL as a mediator of the relationship between TL and OC. The research sample was 165 permanent teachers from several high schools in Madiun City. Research data was collected through questionnaires, and Structural Equation Modeling (SEM) was used for data analysis. The data analysis results prove a significant direct relationship between TL, QWL, and OC with OCB in a positive direction. The results of testing the role of mediating variables contribute to the novelty of this research, namely: 1) QWL partially mediates the relationship between TL and OC, as well as the relationship between TL and OCB; 2) OC partially mediates the relationship between TL and OCB. The analysis results indicate that increasing teacher OCB can be done effectively through increasing transformational leadership practices, programs to improve the quality of work-life, and increasing teacher organizational commitment.
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Affiliation(s)
| | | | - Didik Joko Pitoyo
- Faculty of Bussiness, Widya Mandala Surabaya Catholic University, Surabaya, East Java, Indonesia
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2
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Kusuma AR, Syarief R, Sukmawati A, Ekananta A. Factors influencing the digital transformation of sales organizations in Indonesia. Heliyon 2024; 10:e27017. [PMID: 38495167 PMCID: PMC10943358 DOI: 10.1016/j.heliyon.2024.e27017] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/17/2023] [Revised: 02/16/2024] [Accepted: 02/22/2024] [Indexed: 03/19/2024] Open
Abstract
A model that can elaborate the interaction between research variables influencing digital transformation, especially on the performance of sales organizations in Fast-Moving Consumer Goods companies, is fundamental. It allows the decision-makers to take proper action for their companies' optimization. By using Partial Least Squares Structural Equation Modeling (PLS-SEM) to build a model that can describe the interaction between Leadership Model, Organizational Citizenship Behavior, and Sales Management in 346 respondents working in various Fast-moving Consumer Goods companies in Indonesia, the present study found the most respondents were from the Special Capital Region of Jakarta (40.7%). It was found that the Sales Director (50.0%) was the most responsible for digital transformation implementation within the sales organization. Most respondents answered that effectiveness in the company's Internal Business Processes was the primary goal of digital transformation (28.1%). Concerning the success parameters of the digital transformation, Business Processes were the prominent expression of successful implementation (19.4%), with Sales Automation (37.4%) as the main activity in their digital transformation. Three hypotheses with the variables of leadership models, organizational citizenship behavior (OCB), and sales management control, had proven to affect digital transformation positively. Later, in four hypotheses where sales organization performance was set as the dependent variable, it was found that the leadership model influenced organization performance with digital transformation as a mediator. Finally, the last three hypotheses, with variables of sales management control, organizational citizenship behavior, and leadership model, positively influenced organization performance through digital transformation as a mediating variable. Leaders in organizations who carry out digital transformation must ensure that their organizations can respond to disruptions related to the use of digital technology in order for an organization to achieve proper performance.
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Affiliation(s)
- Adhitya Rendra Kusuma
- School of Business, Kampus IPB Gunung Gede, Jalan Raya Pajajaran, Bogor, 16128, West Java, Indonesia
| | - Rizal Syarief
- School of Business, Kampus IPB Gunung Gede, Jalan Raya Pajajaran, Bogor, 16128, West Java, Indonesia
| | - Anggraini Sukmawati
- School of Business, Kampus IPB Gunung Gede, Jalan Raya Pajajaran, Bogor, 16128, West Java, Indonesia
| | - Arry Ekananta
- School of Business, Kampus IPB Gunung Gede, Jalan Raya Pajajaran, Bogor, 16128, West Java, Indonesia
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Hsieh CC, Li HC, Liang JK, Chiu YC. Empowering teachers through principals' emotional intelligence: Unlocking the potential of organizational citizenship behavior in Taiwan's elementary schools. Acta Psychol (Amst) 2024; 243:104142. [PMID: 38237475 DOI: 10.1016/j.actpsy.2024.104142] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2023] [Revised: 01/08/2024] [Accepted: 01/11/2024] [Indexed: 02/17/2024] Open
Abstract
The organizational citizenship behavior (OCB) of teachers is crucial for effective school functioning, and accessing valuable resources from principals greatly influences this behavior. Grounded in the conservation of resources (COR) theory, this study explored how a principal's emotional intelligence (EI) and teachers' organizational trust (OT) impact teachers' OCB. A survey was conducted on 521 elementary teachers in Taiwan using established scales to measure the constructs. Perceived principal's EI was assessed across self-awareness, self-management, social awareness, and relationship management dimensions. Similarly, teachers' OCB was examined through interpersonal citizenship performance, organizational citizenship performance, and job/task conscientiousness dimensions. Teachers' OT was explored in terms of personal trust in the individual, trust in the principal, and trust in the school. The mediation effect of OT in the relationship between a principal's EI and teachers' OCB was analyzed using Hayes' PROCESS macro for SPSS. The results yielded valuable evidence supporting the mediating model that teachers' OCB, influenced by the principal's EI, can be seen as secondary gains driven by higher levels of OT cultivated by emotionally intelligent principals. This study emphasizes the pivotal role of a principal's EI in fostering teachers' OT and OCB, underscoring the significance of EI in educational leadership. Investing in the EI development of school principals can nurture a positive school culture, enabling teachers to fully realize their potential and contribute to the overall well-being of the school community. However, the research results face limitations in generalizability due to the restricted sample size exclusive to Taiwan and the reliance on self-report measures in the study.
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Affiliation(s)
- Chuan-Chung Hsieh
- Department of Education and Learning Technology, National Tsing Hua University, No. 101, Section 2, Kuang-Fu Road, Hsinchu 300, Taiwan, ROC.
| | - Hui-Chieh Li
- Department of Business Administration, National Taipei University of Business, No.321, Sec. 1, Jinan Rd., Zhongzheng District, Taipei City 100, Taiwan, ROC
| | - Jyun-Kai Liang
- Department of Applied Psychology, Hsuan Chuang University, No. 48, Hsuan-Chuang Road, Hsinchu 300, Taiwan, ROC.
| | - Ying-Chang Chiu
- Department of Education and Learning Technology, National Tsing Hua University, No. 101, Section 2, Kuang-Fu Road, Hsinchu 300, Taiwan, ROC
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Thao PK, Phuong NND, Phuc VT, Huan NH. Organizational commitment and its impact on employee performance in the water supply industry: Dataset from Vietnamese state-owned enterprises. Data Brief 2024; 52:110029. [PMID: 38293576 PMCID: PMC10827383 DOI: 10.1016/j.dib.2024.110029] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/28/2023] [Revised: 12/19/2023] [Accepted: 01/02/2024] [Indexed: 02/01/2024] Open
Abstract
This dataset delves into the intricate dynamics linking organizational commitment (OC) and job performance (JP) within the realm of State-Owned Enterprises (SOEs). Centering on the water supply industry, it seeks to unravel the nuances of organizational citizenship behavior (OCB) in an economy oriented by socialist values. The compilation of this dataset represents a balanced integration of qualitative and quantitative methodologies, incorporating insights from expert interviews alongside data gathered from employee surveys. It encompasses 336 valid responses, which have been meticulously analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM). This approach facilitates a deeper understanding of the interconnections between OC, OCB, and EP. The dataset is instrumental in highlighting the pivotal role of professional integrity and voluntary dedication within SOEs, underscoring their critical function in representing state interests and effectively serving the public.
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Affiliation(s)
- Pham Khuong Thao
- Institute of Graduate Studies, Hong Bang International University, Ho Chi Minh City, Viet Nam
| | - Nguyen Ngoc-Duy Phuong
- Vietnam National University Ho Chi Minh City, Viet Nam
- School of Economics, Finance and Accounting, International University, Viet Nam
| | - Vu Truc Phuc
- Institute of Graduate Studies, Hong Bang International University, Ho Chi Minh City, Viet Nam
| | - Nguyen Hong Huan
- Vietnam National University Ho Chi Minh City, Viet Nam
- School of Economics, Finance and Accounting, International University, Viet Nam
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Woodruff TD. Organizational citizenship behavior in the military context: Are we missing the mark? Mil Psychol 2024; 36:69-82. [PMID: 38193868 PMCID: PMC10790806 DOI: 10.1080/08995605.2022.2063007] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/08/2021] [Accepted: 04/01/2022] [Indexed: 10/18/2022]
Abstract
Organizational citizenship behavior (OCB), discretionary behavior that promotes organizational effectiveness, is a well-developed construct with great importance to the military. Despite its significance, few studies have examined OCB within the armed services. Those that have tended to use existing OCB scales without additional validation and only minimal adaptation to the military context. This is problematic because of the distinctive features of the American armed services, such as the substantial power leaders possess to compel behavior and the uniqueness of behaviors that create military value. The purpose of this study is to develop and validate five OCBs and a second-order OCB factor that are fully discretionary and produce unique and substantial value for the military. These military OCBs include sacrificing, providing positive word-of-mouth endorsement of the military, voluntary retention in the organization, voluntary participation in activities, and use of services that improve welfare and readiness. Some of these behaviors are so vital that the military could not achieve its mission without them. This study also seeks to understand and assess antecedents of military OCB. Using survey data from several Army populations and a series of validation analyses, the results reveal five military OCB factors, a second-order OCB construct, and four new military OCB antecedents. Opportunities and implications for the use of military OCBs are developed and the limitations of the study are examined.
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Affiliation(s)
- Todd D. Woodruff
- Department of Behavioral Sciences and Leadership, United States Military Academy, West Point, New York, USA
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Ansong A, Addison RA, Yeboah MA, Ansong LO. Relational leadership and organizational citizenship behavior: do employee well-being and employee voice matter? Leadersh Health Serv (Bradf Engl) 2023; ahead-of-print. [PMID: 37934205 DOI: 10.1108/lhs-06-2023-0041] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2023]
Abstract
PURPOSE This study aims to investigate the mediation effects of employee voice and employee well-being on the relationship between relational leadership and organizational citizenship behavior. DESIGN/METHODOLOGY/APPROACH This study used a Web-based survey method to collect data from 301 respondents in the four public hospitals of the Sekondi-Takoradi Metropolis. This study used PLS-SEM (WarpPLS) to test the study's hypotheses. FINDINGS The findings show that relational leadership has a positive impact on organizational citizenship behavior, and that this link is mediated in part by both employee voice and employee well-being. PRACTICAL IMPLICATIONS This study demonstrates the importance of leaders, paying close attention to employees' well-being and opinions when attempting to drive organizational citizenship behavior in the health sector. ORIGINALITY/VALUE Based on the review of the extant literature on the impact of leadership on employee behavior and to the best of the authors' knowledge, it is likely that this study will be the first to show how relational leadership, employee voice, employee well-being and organizational citizenship behavior are related in the health sector, thereby advancing the thrusts of the social exchange and relational leadership theories.
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Affiliation(s)
- Abraham Ansong
- Department of Management, College of Humanities and Legal Studies, University of Cape Coast, Cape Coast, Ghana
| | | | - Moses Ahomka Yeboah
- Department of Entrepreneurship and Agribusiness, Cape Coast Technical University, Cape Coast, Ghana
| | - Linda Obeng Ansong
- Department of Physician Assistant Studies, University of Cape Coast, Cape Coast, Ghana
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Liu Z, Chen C, Cui H, Hu Y. The relationship between nurses' social network degree centrality and organizational citizenship behavior: The multiple mediating effects of job satisfaction and work engagement. Heliyon 2023; 9:e19612. [PMID: 37809850 PMCID: PMC10558853 DOI: 10.1016/j.heliyon.2023.e19612] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/14/2022] [Revised: 08/01/2023] [Accepted: 08/28/2023] [Indexed: 10/10/2023] Open
Abstract
Background In nursing care organizations, nurses' social networks affect their behavior and play an important role in nursing practice. This study aimed to explore the relationships among social network degree centrality, job satisfaction, work engagement and organizational citizenship behavior (OCB) among nurses. Methods A cross-sectional survey design (one-on-one investigation) was used. The study was conducted among 254 nurses working in 10 nursing units in two hospitals in China from November 2019-February 2020. The participants completed a paper questionnaire that measured social network degree centrality, job satisfaction, work engagement and organizational citizenship behavior. A structural equation model (SEM) was used to analyze the mediating effects of job satisfaction and work engagement. SPSS 22.0 and Amos 21.0 software were used, and the significance level was set at 5% for all analyses. Results Social network degree centrality was positively associated with job satisfaction, work engagement and organizational citizenship behavior, and job satisfaction and work engagement had significant positive relationships with organizational citizenship behavior. In addition, social network degree centrality influenced organizational citizenship behavior through the multiple mediating effects of job satisfaction and work engagement. Conclusions Improving job satisfaction and work engagement can boost the positive effect of social network degree centrality on OCB.
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Affiliation(s)
- Zhenya Liu
- Cerebrovascular Department of Henan Provincial People's Hospital, Henan Provincial Key Medicine Laboratory of Nursing, Zhengzhou University People's Hospital, Zhengzhou, Henan, China
| | - Cancan Chen
- Henan Provincial Key Medicine Laboratory of Nursing, Zhengzhou University People's Hospital, Zhengzhou, Henan, China
| | - Huizhen Cui
- The Third Affiliated Hospital of Zhengzhou University, Zhengzhou, Henan, China
| | - Yanli Hu
- School of Nursing, Guangzhou Medical University, Guangzhou, China
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Bogler R, Somech A. Organizational citizenship behavior (OCB) above and beyond: Teachers' OCB during COVID-19. Teach Teach Educ 2023; 130:104183. [PMID: 37223776 PMCID: PMC10160530 DOI: 10.1016/j.tate.2023.104183] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Received: 12/19/2022] [Revised: 05/02/2023] [Accepted: 05/03/2023] [Indexed: 05/25/2023]
Abstract
The study investigated teachers' organizational citizenship behavior (OCB) during the COVID-19 pandemic. The survey's quantitative analysis (N = 299) revealed that Israeli teachers reported more OCBs "during COVID-19″ than "before COVID-19," mostly towards students, less towards the school and parents, and least towards colleagues. The qualitative analysis enabled the identification of the unique construct of teacher OCB during the pandemic, composed of six categories: promoting academic achievement, investing extra time, providing support to students, use of technology, compliance with regulations, and compliance with role changes. These findings emphasize the importance of understanding OCB as a context-related phenomenon, especially during crises times.
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Affiliation(s)
- Ronit Bogler
- Department of Education and Psychology, The Open University of Israel, 1 University Road, Raanana, 4353701, Israel
| | - Anit Somech
- Department of Educational Leadership & Policy, University of Haifa, 199 Aba Houshy Ave, Mount Carmel, Haifa, 3498838, Israel
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Zeng L, Feng F, Jin M, Xie W, Li X, Li L, Peng Y, Wang J. Psychological capital and organizational citizenship behavior among nurses during the COVID-19 epidemic: mediation of organizational commitment. BMC Nurs 2023; 22:172. [PMID: 37208704 PMCID: PMC10195648 DOI: 10.1186/s12912-023-01332-7] [Citation(s) in RCA: 1] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/05/2022] [Accepted: 05/06/2023] [Indexed: 05/21/2023] Open
Abstract
BACKGROUND Nurses' organizational citizenship behavior, a spontaneous "altruistic work behavior", may be affected by psychological capital and organizational commitment, but its mechanism is not clear. The aim of this study was to investigate the characteristics and distribution of psychological capital, organizational commitment and organizational citizenship behavior among nurses during the COVID-19 epidemic, and explore the mediating role of organizational commitment in psychological capital and organizational citizenship behavior. METHODS A cross-sectional survey was conducted among 746 nurses from 6 designated hospitals for COVID-19 treatment in China. Descriptive statistics, Pearson correlation analysis, and structural equation model were used in this study. RESULTS Nurses' psychological capital, organizational commitment and organizational citizenship behavior scores were 103.12 ± 15.57, 46.53 ± 7.14 and 101.47 ± 12.14, respectively. Additionally, organizational commitment partially mediates between psychological capital and organizational citizenship behavior. CONCLUSIONS During the COVID-19 pandemic, nurses' psychological capital, organizational commitment, and organizational citizenship behavior were found to be at an upper-middle level, influenced by various social-demographic factors. Furthermore, the results illustrated that psychological capital can affect organizational citizenship behavior through the mediating role of organizational commitment. Therefore, the findings emphasize the importance of nursing administration to monitor and prioritize the mental health and organizational behavior of nurses during the ongoing COVID-19 crisis. It is crucial to focus on developing and nurturing nurses' psychological capital, strengthening their organizational commitment, and ultimately promoting their organizational citizenship behavior.
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Affiliation(s)
- Li Zeng
- Sichuan Nursing Vocational College, No.173 Longdu South Road, Longquanyi District, Chengdu City, 610100, Sichuan province, China.
- College of Nursing, Chengdu University of Traditional Chinese Medicine, No.1166 Liutai Road, Wenjiang District, Chengdu City, 611137, Sichuan province, China.
| | - Fen Feng
- Chengdu University of Traditional Chinese Medicine Affiliated Hospital, No.39 Shierqiao Road, Jinniu District, Chengdu City, 610072, Sichuan province, China
| | - Man Jin
- The Third People's Hospital of Chengdu, No.82 Qinglong Street, Qingyang District, Chengdu City, 610014, Sichuan province, China
| | - Wanqing Xie
- West China Dental Hospital of Sichuan University, No. 14 section 3, Renmin South Road, Wuhou District, Chengdu City, 610000, Sichuan province, China
| | - Xin Li
- Army Medical Center of PLA, No. 10 Changjiang Branch Road, Daping, Yuzhong District, Chongqing City, 400042, China
| | - Lan Li
- Sichuan Nursing Vocational College, No.173 Longdu South Road, Longquanyi District, Chengdu City, 610100, Sichuan province, China
| | - Yihang Peng
- Sichuan Nursing Vocational College, No.173 Longdu South Road, Longquanyi District, Chengdu City, 610100, Sichuan province, China
| | - Jialin Wang
- College of Nursing, Chengdu University of Traditional Chinese Medicine, No.1166 Liutai Road, Wenjiang District, Chengdu City, 611137, Sichuan province, China.
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Lin MC, Cheng CF, Huang CC. When telecommuters are willing to be good soldiers during COVID-19. Comput Hum Behav Rep 2022; 7:100216. [PMID: 35757371 PMCID: PMC9212939 DOI: 10.1016/j.chbr.2022.100216] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/28/2021] [Revised: 05/27/2022] [Accepted: 06/13/2022] [Indexed: 11/20/2022] Open
Abstract
COVID-19 pandemic can be regarded as a game changer, it has changed the way people work or live. How has the telecommuter's psychology changed under coronavirus? Accordingly, this study contributes to clarify the relationships among telecommuter's organizational citizenship behavior, happiness, work-family conflict, and job performance under COVID-19. The first purpose of present study is to evaluate the impacts of telecommuter's organizational citizenship behavior. To explore the roles of happiness and work-family conflict, the second purpose is to explore the relationships among the organizational citizenship behavior, happiness, and work-family conflict. In addition, the influences of telecommuter's happiness and work-family conflict on job performance deserve further consideration. To assess the applicability of this conceptual model, this study develops a questionnaire and distributed it to a sample consisted of telecommuters of firms. The statistical techniques adopt contain descriptive statistics, factor analysis, reliability analysis, structural equation modeling (SEM), and fuzzy set qualitative comparative analysis (fsQCA). Based on the empirical analyses, telecommuter's extra-role organizational citizenship behavior enhances in-role job performance, telecommuter's organizational citizenship also associates with happiness and work-family conflict. Both happiness and work-family conflict associate with the job performance. In addition, there are three causal configurations found to be sufficient for high job performance.
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Affiliation(s)
- Ming-Chang Lin
- Department of Leisure and Recreation Management, National Taichung University of Science and Technology, Taiwan
| | - Cheng-Feng Cheng
- Department of Business Management, National Taichung University of Science and Technology, Taiwan
| | - Chien-Che Huang
- Department of Leisure and Recreation Management, National Taichung University of Science and Technology, Taiwan
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Rahman MHA, Karim DN. Organizational justice and organizational citizenship behavior: the mediating role of work engagement. Heliyon 2022; 8:e09450. [PMID: 35620633 PMCID: PMC9126923 DOI: 10.1016/j.heliyon.2022.e09450] [Citation(s) in RCA: 6] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/07/2021] [Revised: 01/07/2022] [Accepted: 01/11/2022] [Indexed: 11/28/2022] Open
Abstract
The intention of this paper is to investigate the mediating role of work engagement between the four dimensions of organizational justice (OJ) and organizational citizenship behavior (OCB) dimensions. The current literature appears to have overlooked the mediating role of work engagement (WE) in the link between justice and organizational citizenship behavior (OCB) in higher education institutions (HEIs). As a result, it appears to be one of the primary studies of its kind to investigate the relationship between OJ dimensions (e.g., procedural, distributive, informational, and interpersonal justice) and OCB dimensions (e.g., OCBI and OCBO). Data were collected from 121 faculty members from ten private universities operating in Bangladesh. The PLS-SEM was employed to investigate hypotheses. The investigation found OJ is positively connected to WE. Besides, WE is significantly related to OCB. Moreover, WE mediated the relationship between OJ dimensions and OCB dimensions, except for the relationship between PJ and OCB dimensions. The study provides necessary guidelines for the organizations regarding how they might improve citizenship behavior by ensuring justice and engagement in the workplace. Therefore, the application of the findings might ensure better employee outcomes and organizational productivity.
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Affiliation(s)
- Md H Asibur Rahman
- Department of Business Administration-General, Faculty of Business Studies, Bangladesh University of Professionals, Bangladesh
| | - Dewan Niamul Karim
- Department of Management Studies, Faculty of Business Studies, Jahangirnagar University, Bangladesh
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Vu TV, Vo-Thanh T, Nguyen NP, Nguyen DV, Chi H. The COVID-19 pandemic: Workplace safety management practices, job insecurity, and employees' organizational citizenship behavior. Saf Sci 2022; 145:105527. [PMID: 34697522 PMCID: PMC8528665 DOI: 10.1016/j.ssci.2021.105527] [Citation(s) in RCA: 16] [Impact Index Per Article: 8.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Subscribe] [Scholar Register] [Received: 05/14/2020] [Revised: 03/07/2021] [Accepted: 09/29/2021] [Indexed: 05/12/2023]
Abstract
How do organizations and employees react to the COVID-19 pandemic? Can workplace safety management practices (WSPs) maintain employees' organizational citizenship behavior (OCB) in this time of global health crisis? Can employees' perceptions of the risk associated with COVID-19 and job insecurity mediate the WSPs-OCB relationship? Drawing upon social exchange and protection motivation theories, this research aims to answer such questions. Analyzing the survey data from 501 Vietnamese employees using SmartPLS software, we find that WSPs positively influence the OCB and negatively influence the perceived job insecurity. Furthermore, the perceived risk associated with COVID-19 positively affects perceived job insecurity and OCB. Unexpectedly, in the context of Vietnam, a developing country with a collectivist culture, WSPs increase the employees' perceived risk associated with COVID-19 instead of reducing their fear. Also, employees' perceptions of job insecurity are not statistically correlated with OCB. In addition, we reveal a partial mediating role of the perceived risk associated with COVID-19 in the WSPs-OCB relationship. This research highlights the power of WSPs as well as measures to psychologically reassure employees during the pandemics.
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Affiliation(s)
- Thinh-Van Vu
- Department of Business Administration, Nanhua University, Chiayi, Taiwan, No. 55, Sec. 1, Nanhua Rd., Dalin Township, Chiayi County 62249, Taiwan
- Department of Human Resource Management, Thuongmai University, Hanoi, Vietnam, 79 Ho Tung Mau Street, Mai Dich Ward, Cau Giay District, Hanoi, Viet Nam
| | - Tan Vo-Thanh
- Tourism Department, Economics - Management Faculty, Dong Nai Technology University, 5 Nguyen Khuyen Street, 5 Ward, Trang Dai District, Bien Hoa City, Vietnam
| | - Nguyen Phong Nguyen
- School of Accounting, University of Economics Ho Chi Minh City, 59C Nguyen Dinh Chieu Street, 6th Ward, 3rd District, Ho Chi Minh City, Viet Nam
| | - Duy Van Nguyen
- Quantitative Analysis Center, QA Global Co., 9/82 Chua Lang Street, Dong Da District, Hanoi, Viet Nam
| | - Hsinkuang Chi
- Department of Business Administration, Nanhua University, Chiayi, Taiwan, No. 55, Sec. 1, Nanhua Rd., Dalin Township, Chiayi County 62249, Taiwan
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Jacobsen A, Beehr TA. Employees' Death Awareness and Organizational Citizenship Behavior: A Moderated Mediation Model. J Bus Psychol 2021; 37:775-795. [PMID: 34876780 PMCID: PMC8639849 DOI: 10.1007/s10869-021-09772-1] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 09/11/2021] [Indexed: 06/13/2023]
Abstract
The purpose of this study is to develop and test a theoretical model that distinguishes how death anxiety and death reflection influence organizational citizenship behavior (OCB) directed towards the organization (OCB-O) and individuals within it (OCB-I). We draw from terror management and posttraumatic growth (PTG) theories to argue for prosocial motivation as a mediator for these relationships. We also examine organizational identification (OI) as a potential moderator. Data were collected from 241 employees every month for 3 months. Our findings support the mediating role of prosocial motivation. Death anxiety was negatively related to prosocial motivation, whereas death reflection was positively related to prosocial motivation. In turn, prosocial motivation was positively related to OCB-I and OCB-O. Regarding moderation, lower levels of OI strengthened the indirect effects of death anxiety on OCB-I and OCB-O through prosocial motivation. However, OI did not moderate the indirect effects of death reflection on OCB-I or OCB-O. These results highlight the conceptual differences between death anxiety and death reflection. In addition, these results emphasize the need to explore death anxiety and death reflection in organizational research.
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Affiliation(s)
- Alexandra Jacobsen
- Department of Management, Central Michigan University, Mount Pleasant, MI USA
| | - Terry A. Beehr
- Department of Psychology, Central Michigan University, Mount Pleasant, MI USA
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Fernandes P, Pereira R, Wiedenhöft G, Costa P. The individuals' discretionary behaviors at work. An overview and analysis of its growing interest. Heliyon 2021; 7:e08175. [PMID: 34729429 PMCID: PMC8545684 DOI: 10.1016/j.heliyon.2021.e08175] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 04/10/2021] [Revised: 07/29/2021] [Accepted: 10/11/2021] [Indexed: 12/03/2022] Open
Abstract
Nearly forty years have passed since the term Organizational Citizenship Behavior appeared. Despite a current consensus among scholars about the citizenship gestures as prosocial acts of employees that benefit the organization, it does not apply commonly to the exponential growth of all OCB-related concepts. The concept's expansion has confused the researchers and practitioners, mainly when choosing the most appropriate instruments (constructs) and dimensions to use in their area of interest and context. A systematic literature review was conducted and 420 articles were analyzed. Results point that the trends on OCB-like behaviors goes higher, with an average annual growth rate of new studies of 3.13%. United States (39%) and China (25%) lead but some "under-studied" contexts like Africa, Latin America, the Caribbean, and Oceania start being studied towards OCB. New trends appear in the spectrum of the many different domains and disciplines related to OCB, while leadership and task performance remain the most studied domains and disciplines. In future studies, researchers must freely choose the OCB dimensions and constructs they want to use or adapt to meet their needs and research needs since there is no written rule about their use, only the care to be taken with the context and discipline studying.
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Affiliation(s)
- Pedro Fernandes
- Instituto Universitário de Lisboa (ISCTE-IUL), Portugal
- Corresponding author.
| | - Rúben Pereira
- Instituto Universitário de Lisboa (ISCTE-IUL), Portugal
| | - Guilherme Wiedenhöft
- Institute of Economics, Administration and Accounting Sciences at Federal University of Rio Grande, Brazil
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15
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Shimamura M, Fukutake M, Namba M, Ogino T. The relationship among factors of organizational justice, organizational citizenship behavior, job satisfaction, and ease of work among Japanese nurses. Appl Nurs Res 2021; 61:151479. [PMID: 34544573 DOI: 10.1016/j.apnr.2021.151479] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/01/2021] [Revised: 04/24/2021] [Accepted: 08/03/2021] [Indexed: 11/15/2022]
Abstract
AIM This work is aimed to create a strategy to improve the nurses' working environment. BACKGROUND As the working-age population is expected to decline in Japan, the maintenance of the nurse workforce is important. In order to create a strategy to improve the nurses' working environment, we studied the relationship among factors of organizational justice (procedural, distributive, and interactional justices), organizational citizenship behavior, job satisfaction, and ease of work. METHODS A cross-sectional, self-administered questionnaire was distributed to 969 nurses and 322 effective responses were analyzed (effective response rate 33.2%). The questionnaire contained demographic information, ease of work, and three scales for organizational justice, organizational citizenship behavior, and job satisfaction. The factor structure of the scales was studied using exploratory and confirmatory factor analysis. Structural equation modeling was used to investigate the relationship among measurements. The protocol was approved by the ethical committee of the author's university. RESULTS The final model showed a fair fit to the data (χ2 = 1803.15, df = 1014, p < 0.001, comparative fit index = 0.907, root mean square error of approximation = 0.049). Interactional justice showed the most significant correlation to job satisfaction (r = 0.590). Job satisfaction and ease of work also showed a significant positive correlation (r = 0.696). Distributive justice had a slight negative indirect effect on job satisfaction, whereas procedural justice had no significant effect. CONCLUSION In order to enhance job satisfaction/ease of work among Japanese nurses, improvement of interactional justice may be the best strategy.
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Affiliation(s)
- Misako Shimamura
- Department of Nursing, College of Nursing, Kansai University of Social Welfare, 380-3 Shinden, Ako 678-0255, Japan
| | - Mayumi Fukutake
- Department of Nursing, Kawasaki College of Allied Health Professions, 316 Matsushima, Kurashiki 701-0194, Japan
| | - Mineko Namba
- Department of Nursing, College of Nursing, Kansai University of Social Welfare, 380-3 Shinden, Ako 678-0255, Japan
| | - Tetsuya Ogino
- Department of Nursing Science, Faculty of Health and Welfare Science, Okayama Prefectural University, 111 Kuboki, Soja 719-1197, Japan.
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16
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Zettler I. A glimpse into prosociality at work. Curr Opin Psychol 2021; 44:140-5. [PMID: 34634715 DOI: 10.1016/j.copsyc.2021.09.009] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/12/2021] [Revised: 09/06/2021] [Accepted: 09/09/2021] [Indexed: 11/20/2022]
Abstract
Prosociality is an important part of the work context. Employees, leaders, and organizations show various forms of prosocial behavior such as supporting colleagues suffering from heavy workload, voluntarily organizing social events fostering a good organizational climate, or providing goods and services that benefit society at large. From the plethora of constructs related to prosociality at work, I herein provide a brief introduction to the currently most prominent ones with regard to organizational members in general (organizational citizenship behavior) and leaders (servant leadership), respectively. Moreover, I briefly sketch how research on prosociality at work would likely profit from a stronger integration of research from related fields, within and beyond the organizational literature.
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17
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Grözinger AC, Wolff S, Ruf PJ, Moog P. The power of shared positivity: organizational psychological capital and firm performance during exogenous crises. Small Bus Econ (Dordr) 2021; 58:689-716. [PMID: 38624833 PMCID: PMC8179961 DOI: 10.1007/s11187-021-00506-4] [Citation(s) in RCA: 10] [Impact Index Per Article: 3.3] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Subscribe] [Scholar Register] [Accepted: 05/03/2021] [Indexed: 05/09/2023]
Abstract
This study examines the influence of organizational psychological capital on the performance of small and medium-sized companies (SMEs) during crises. We argue that SMEs use their intangible resources to cope with difficult situations such as the COVID-19 pandemic. Therefore, we investigate how organizational psychological capital impacts performance and creative innovation through such intangible resources, namely, organizational citizenship behavior, solidarity, and cooperation. Methodologically, we combine structural equation modelling and regression analysis on a dataset of 379 SMEs. Our results support the notion that organizational psychological capital positively influences creative innovation of SMEs and thus performance during crises. Our research contributes to the organizational behavior literature by showing that psychological resources of SMEs can strengthen performance in times of crisis and help to prepare for future ones.
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Affiliation(s)
| | - Sven Wolff
- Chair for Entrepreneurship and Family Business, University of Siegen, Siegen, Germany
| | - Philipp Julian Ruf
- Chair for Entrepreneurship and Family Business, University of Siegen, Siegen, Germany
| | - Petra Moog
- Chair for Entrepreneurship and Family Business, University of Siegen, Siegen, Germany
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18
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Abstract
Despite existing scholarly progress in organizational citizenship behavior (OCB), prior research has predominantly investigated OCB using Baby Boomers and Generation Xers. As Millennials who possess different sets of workplace values and beliefs are entering the workforce, there is a need for conceptualizing OCB and developing an OCB scale suitable for Millennials. In this study, we conceptualize OCB in Millennials as voluntary behaviors that promote the prosperity of oneself, coworkers, the organization, and the community. Additionally, we employ exploratory factor analysis and identify a four-factor model of OCB, including empathetic responsiveness, role modeling, professional development, and social responsibility. We then conduct confirmatory factor analysis and construct a 13-item measurement scale for Millennial OCB. Finally, we assess and find evidence for the construct validity of the 13-item measurement scale. We conclude this study with an overview of theoretical and managerial implications.
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Affiliation(s)
| | | | | | - Bo Han
- Texas A&M University Commerce
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19
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Heimann AL, Ingold PV, Debus ME, Kleinmann M. Who will go the extra mile? Selecting organizational citizens with a personality-based structured job interview. J Bus Psychol 2020; 36:985-1007. [PMID: 34789961 PMCID: PMC8589767 DOI: 10.1007/s10869-020-09716-1] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Grants] [Track Full Text] [Figures] [Subscribe] [Scholar Register] [Accepted: 09/16/2020] [Indexed: 06/13/2023]
Abstract
Employees' organizational citizenship behaviors (OCB) are important drivers of organizational effectiveness. Yet, there exist no established tools for selecting employees with a propensity to engage in OCB. Given that personality traits describe typical behavioral tendencies and are established OCB predictors, we propose that personality assessment is a useful approach for selecting employees who are likely to exhibit OCB. To test this proposition, we developed a structured job interview measuring the Big Five traits and then compared this interview to a personality self-report measure to determine which method of personality assessment works best for selecting organizational citizens. Employees (N = 223) from various occupations participated in the structured job interview and completed the personality self-report in a simulated selection setting. We then obtained supervisor ratings of employees' OCB. Results supported the assumption that structured job interviews can be specifically designed to assess the Big Five personality traits and, most importantly, to predict OCB. Interview ratings of specific personality traits differentially predicted different types of OCB (i.e., OCB-compliance, OCB-helping, and OCB-initiative) and explained incremental variance in OCB over and above personality self-reports and verbal cognitive ability. Taken together, these findings expand our knowledge about dispositional predictors of OCBs, personality assessment in selection, and the design of job interviews.
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Affiliation(s)
- Anna Luca Heimann
- Department of Psychology, University of Zurich, Binzmuehlestrasse 14/Box 12, 8050 Zurich, Switzerland
| | - Pia V. Ingold
- Department of Psychology, University of Zurich, Binzmuehlestrasse 14/Box 12, 8050 Zurich, Switzerland
| | - Maike E. Debus
- School of Business, Economics, and Society, Friedrich-Alexander University Erlangen-Nürnberg, Erlangen, Germany
| | - Martin Kleinmann
- Department of Psychology, University of Zurich, Binzmuehlestrasse 14/Box 12, 8050 Zurich, Switzerland
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20
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Tefera CA, Hunsaker WD. Intangible assets and organizational citizenship behavior: A conceptual model. Heliyon 2020; 6:e04497. [PMID: 32743100 PMCID: PMC7385458 DOI: 10.1016/j.heliyon.2020.e04497] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/19/2020] [Revised: 07/08/2020] [Accepted: 07/15/2020] [Indexed: 11/24/2022] Open
Abstract
Through reviewing extant literature, this conceptual paper is aimed to improve the understanding of the intervening mechanisms that influence the relationship between intangible assets (IAs) and organizational citizenship behavior (OCB) to improve the performance of contemporary knowledge-dependent organizations. The authors believe this to be the first attempt to bring four major components of IAs together and look at their relationship with OCB. This helps to create awareness of the necessity of matching key resources with appropriate behavior to improve organizations’ competitive advantages. The proposed model and propositions showed relationships between IAs and OCB mediated and moderated by work engagement and perceived organizational support, respectively. Moreover, this paper suggests the need for integrated multi-level studies to strengthen the links between critical resources and behaviors to put the learning organization on the right growth track. Future research is suggested on new conceptualizations of IAs, such as spiritual capital, as well as the relationship of IAs with other typologies of OCB.
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Affiliation(s)
- Chalachew Almaw Tefera
- Department of Management, College of Business and Economics, Jimma University, 00387, Jimma, Ethiopia
| | - William D Hunsaker
- School of Business Administration, Kyungpook National University, 80 Daehak-ro, Buk-gu, Daegu, South Korea
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21
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Jafari M, Ghasemyani S, Sadeghifar J, Shams L, Naderimanesh K. Relationship between Organizational Citizenship Behavior and Social Capital: Survey from Hospital Setting. Hosp Top 2020; 98:81-88. [PMID: 32703125 DOI: 10.1080/00185868.2020.1784813] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Abstract
Background: The importance of organizational citizenship behavior in the hospital is increasing positive relationships between employees and engages them in organizational activities.Methods: This study is a descriptive-correlation survey, the research population consisted of all the staff of selected hospital of IUMS, and 312 of them were chosen based on the formulas and were selected by two-stage sampling. The tools used in the study were two questionnaires.Results: The mean and standard deviation of the two components of social capital and citizenship behavior were moderate.Conclusion: Strengthening the components of employee's citizenship behavior can increase the staff's satisfaction and productivity while increasing social capital in hospitals.
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Affiliation(s)
- Mehdi Jafari
- Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran.,Health Managers Development Institute, Ministry of Health and Medical Education, Tehran, Iran
| | - Shabnam Ghasemyani
- Department of Health Services Management, School of Health Management and Information Sciences, Iran University of Medical Sciences, Tehran, Iran
| | - Jamil Sadeghifar
- Department of Health Education, School of Health, Ilam University of Medical Sciences, Ilam, Iran
| | - Lida Shams
- School of Management & Medical Education Sciences, Shahid Beheshti University of Medical Sciences, Tehran, Iran
| | - Khodadad Naderimanesh
- Social Determinant of Health Research Center, Yasouj University of Medical Science, Yasouj, Iran
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22
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Jahani MA, Mahmoudjanloo S, Rostami FH, Nikbakht HA, Mahmoudi G. Datasets on organizational citizenship behavior in the selected hospitals with different ownership. Data Brief 2018; 19:288-292. [PMID: 29892648 PMCID: PMC5993006 DOI: 10.1016/j.dib.2018.05.024] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/31/2018] [Revised: 05/06/2018] [Accepted: 05/07/2018] [Indexed: 11/19/2022] Open
Abstract
Studying the role of employees as the base of an organization on achieving organizational goals has increased in recent years [1]. To have better organizational citizens, organizations should encourage their staff [2]. As the most powerful form of organizational behavior, organizational citizenship is more influential than organizational cooperation [3]. 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 [4]. 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%.
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Affiliation(s)
- Mohammad Ali Jahani
- Social Determinants of Health Research Center, Health Research Institute,School of Medicine, Babol University of Medical Sciences, Babol, Islamic Republic of Iran
| | - Shahrbanoo Mahmoudjanloo
- Masters of Health Services Management, Mazandaran University of Medical Sciences, Sari, Islamic Republic of Iran
| | - Fatemeh Hoseini Rostami
- Masters of Health Services Management, Golestan University of Medical Sciences, Gorgan, Islamic Republic of Iran
| | - Hosein Ali Nikbakht
- Social Determinants of Health Research Center, Health Research Institute,School of Medicine, Babol University of Medical Sciences, Babol, Islamic Republic of Iran
| | - Ghahraman Mahmoudi
- Hospital Administration Research Center, School of Medicine, Sari Branch Islamic Azad University, Sari, Islamic Republic of Iran
- Correspondence to: Khazar Alley, School of Medicine, Sari Branch, Islamic Azad University, Sari, Islamic Republic of Iran.
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23
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Mattson M, Hellgren J, Göransson S. Leader communication approaches and patient safety: An integrated model. J Safety Res 2015; 53:53-62. [PMID: 25933998 DOI: 10.1016/j.jsr.2015.03.008] [Citation(s) in RCA: 15] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/24/2014] [Revised: 12/17/2014] [Accepted: 03/18/2015] [Indexed: 06/04/2023]
Abstract
INTRODUCTION Leader communication is known to influence a number of employee behaviors. When it comes to the relationship between leader communication and safety, the evidence is more scarce and ambiguous. The aim of the present study is to investigate whether and in what way leader communication relates to safety outcomes. The study examines two leader communication approaches: leader safety priority communication and feedback to subordinates. These approaches were assumed to affect safety outcomes via different employee behaviors. METHOD Questionnaire data, collected from 221 employees at two hospital wards, were analyzed using structural equation modeling. RESULTS The two examined communication approaches were both positively related to safety outcomes, although leader safety priority communication was mediated by employee compliance and feedback communication by organizational citizenship behaviors. CONCLUSION The findings suggest that leader communication plays a vital role in improving organizational and patient safety and that different communication approaches seem to positively affect different but equally essential employee safety behaviors. PRACTICAL APPLICATIONS The results highlights the necessity for leaders to engage in one-way communication of safety values as well as in more relational feedback communication with their subordinates in order to enhance patient safety.
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Affiliation(s)
- Malin Mattson
- Department of Psychology, Stockholm University, SE-106 91 Stockholm, Sweden.
| | - Johnny Hellgren
- Department of Psychology, Stockholm University, SE-106 91 Stockholm, Sweden; Work Well: Research unit for Economic and Management Sciences, North-West University, South Africa.
| | - Sara Göransson
- Department of Psychology, Stockholm University, SE-106 91 Stockholm, Sweden.
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24
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Dargahi H, Alirezaie S, Shaham G. Organizational citizenship behavior among Iranian nurses. Iran J Public Health 2012; 41:85-90. [PMID: 23113181 PMCID: PMC3468989] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [What about the content of this article? (0)] [Affiliation(s)] [Abstract] [Key Words] [Download PDF] [Subscribe] [Scholar Register] [Received: 09/18/2011] [Accepted: 02/12/2012] [Indexed: 12/01/2022]
Abstract
BACKGROUND 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. METHODS 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. RESULTS 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. CONCLUSION 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.
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Affiliation(s)
- H Dargahi
- Dept. of Health Care Management, School of Allied Medical Sciences, Tehran, Iran,Health Information Management Research Center, Tehran, Iran,Corresponding Author: Tel: 009821- 88622755, E-mail address:
| | - S Alirezaie
- Dept. of Health Care Management, School of Allied Medical Sciences, Tehran, Iran
| | - G Shaham
- Dept. of Health Care Management, School of Allied Medical Sciences, Tehran, Iran
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