OCB

The aim of the present study is to explore the linkages between personality and organization citizenship behavior (OCB) using a field sample. Big-Five personality model was used to explore the relationship between personality and OCB. The participants in the study were 187 doctors working in medical college in north India.  Four of the big five factors except Neuroticism were positively correlated with OCB. Hierarchical regression analysis on data after controlling for demographic variables indicated that, Conscientiousness, Extraversion, Agreeableness and Neuroticism were valid predictors for OCB. However, Openness to experience showed no significant relationship with overall measure of OCB. Theoretical and practical implications of the study are discussed. Keywords: Personality, OCB, Conscientiousness, Extraversion, Agreeableness, Neuroticism, India

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership"moral perspective and relational transparency"present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal a...

The studies that have verified the positive association of authentic leadership with organizational citizenship behaviours (OCBs), have used global measures of both constructs. Therefore, the goal of this work is to analyze the effect of authentic leadership on employees' OCBs, specifically focusing on the relations of the four components of authentic leadership with the individual and organizational dimensions of the OCBs. The participants of this study were 220 Spanish employees (30.9% men and 69.1% women) who completed a questionnaire that included the variables of interest in this study: Authentic Leadership, OCB and Sociobiographical control variables. The results, obtained with stepwise multiple regression analysis, show that two components of authentic leadership-moral perspective and relational transparency-present significant relationships with OCB. Moreover, authentic leadership is a better predictor of employees' OCB when these behaviors are impersonal and directe...

Nowadays, organizations in order to compete globally, fulfilling the increasing customers' expectations and the adaptation to changing environments, are trying to select and recruit staffs who are beyond the task and role assigned in their job descriptions. Also, in the current era, reducing organizational resources, increasing the expectations of the role and pressure from stakeholders, have created an environment in current organizations where competition instead of cooperation and a sense of the tension and stress, instead of sense of satisfaction are developed in the work's environment ; therefore, it is obvious that traditional leadership models do not meet the needs and requirements of this period, and the need for new leadership models in organizations is felt more and more. One of the new approaches of leadership that is in line with the changing needs of individuals and organization in the current period is the Servant leadership. The present study aims to review and analyze internal researchs (in Iran) on the effect of servant leadership on organizational citizenship behavior. In this regard, all existing research in Magiran, Irandoc, SID, Noormags, and Civilica databases was examined by selecting key words "Servant", "Servant Leadership", "Citizenship Behavior" as well as "Civil Behavior", which eventually by removing duplicates and undesirable items, 15 studies were fully import into the researchIn this study, these researches were investigated after introducing and reviewing a variety of models of servant leadership and organizational citizenship behavior. Finally, according to the results of previous studies, suggestions are presented for future research and ways to increase the level of citizenship behavior in organizations.

Despite extensive studies on the antecedents of organizational citizenship behaviour (OCB), empirical studies on the effect of the workplace spirituality on OCB remains limited. The present study investigates the effects of workplace spirituality dimensions on OCB, with the moderating role of gender. Analyses of 171 academic staff attached to 15 private institutions of higher learning in Malaysia partially supported the relationship between workplace spirituality and OCB, as well as gender's role as a moderator in the workplace spirituality-OCB linkage. Findings are discussed in the light of available literature. Implications for future research and practice are also highlighted.

Kajian ini dijalankan untuk melihat persepsi warga kerja terhadap tahap amalan gaya kepimpinan servant yang diamalkan di Kolej Komuniti Arau. Selain itu, melalui kajian ini pengkaji juga melihat tahap penglibatan kerja dan tanggapan sokongan organisasi dengan tingkahlaku warga kerja di Kolej Komuniti Arau.  Secara khususnya, kajian ini mempunyai empat objektif iaitu : (i) tahap gaya kepimpinan servant di Kolej Komuniti Arau; (ii) tahap penglibatan kerja, tanggapan sokongan organisasi dan tingkahlaku warga kerja di Kolej Komuniti Arau; (iii) hubungan antara kepimpinan servant, penglibatan kerja, tanggapan sokongan organisasi dengan tingkahlaku warga kerja di Kolej Komuniti Arau dan (iv) perbezaan tingkahlaku warga kerja dalam kalangan staf Kolej Komuniti Arau berdasarkan faktor demografi (jantina dan tahun berkhidmat). Seramai 40 responden iaitu staf Kolej Komuniti Arau telah dipilih secara rawak mudah untuk menjawab set borang soal selidik terpiawai yang telah diedarkan oleh pengkaji. Hasil tinjauan borang soal selidik mendapati bahawa gaya kepimpinan servant adalah berada pada tahap memuaskan (M=3.43, SP=.68), penglibatan kerja adalah berada pada tahap memuaskan (M=3.58, SP=.45), tanggapan sokongan organisasi adalah berada pada tahap sederhana (M=3.31, SP=.49) dan tingkahlaku warga kerja adalah berada pada tahap memuaskan (M=3.81, SP=.44). Ujian Kolerasi Pearson pula mendapati bahawa terdapat hubungan yang signifikan antara gaya kepimpinan servant dengan tingkahlaku warga kerja (r = .414, p < .01), tidak terdapat hubungan yang signifikan antara penglibatan kerja dengan tingkahlaku warga kerja (r = .235, p > .05) dan terdapat hubungan yang signifikan antara tanggapan sokongan organisasi dengan tingkahlaku warga kerja (r = .420, p < .01). Namun begitu, Ujian-T Sampel Bebas pula mendapati bahawa tidak terdapat perbezaan yang signifikan terhadap tingkahlaku warga kerja dalam kalangan staf Kolej Komuniti Arau berdasarkan faktor jantina t(38) = -.586, p >.05. Ujian Anova Sehala juga mendapati bahawa tidak terdapat perbezaan yang signifikan antara tingkahlaku warga kerja dalam kalangan staf Kolej Komuniti Arau berdasarkan tahun berkhidmat F(5,34) = 1.016, p > .05. Secara keseluruhannya, dapatan kajian ini menunjukkan bahawa persepsi tingkahlaku warga kerja adalah berada pada tahap yang memuaskan di Kolej Komuniti Arau.

The objective research is to obtain information concerning to the effect of job culture, integrity, and trust towardteachers organizational citizenship behavior. The research was conducted by using survey method with path analysis in testing hypothesis. In this research, 115 from 950 teacher of teachers selected random sampling. The research was focused on four aspect; job culture, integrity, and trust towardteachers organizational citizenship behavior The data were colected with questionnaire and analyzed with path analysis. Result on the analyisis it is conculaded that (1) there the positive direct effect of job culturetowards organizational citizenship behavior, (2) there is positive direct effect of integrity towards organizational citizenship behavior, (3) there is positive direct effect of trust towards organizational citizenship behavior, (4) there is positive direct effect of job culture towards trust, (5) there is positive direct effect of integrity towards trust, and there is positive direct effect of job towards culture integrity

Keywords: organizational citizenship behavior, organizational job culture, integrity, and trust

Aim
The aim of this study was to analyze the effects of work alienation on organizational commitment, work effort and work-to-family enrichment.

Background
There is substantial research on the effects of work alienation on passive job performance, such as organizational commitment. However, studies analyzing work alienation on active performance, such as work effort, and outside work, such as work-to-family enrichment, are scarce.

Method
Two dimensions of work alienation are considered: powerlessness and meaninglessness. Hypotheses are tested using surveys collected among a national sample of midwives in the Netherlands (respondents: 790, response rate 61%).

Results
Findings indicate that work alienation (powerlessness and meaninglessness) influence organizational commitment, work effort and – to a lesser extent - work-to-family enrichment. High work meaninglessness, in particular, has negative effects on these outcomes.

Conclusion
When people feel that they have no influence in their work (hence, when they feel ‘powerless’) and especially when the feel that their work is not worthwhile (when they feel ‘meaningless’), this has substantial negative effects.

Implications for nursing management
Managers should increase the meaningfulness people attach to their work, thereby maintaining a high-quality workforce. Possible strategies include: 1.Improving person-job fit, 2. Developing high-quality relationships, 3. Better communicating the results people help deliver.

This paper aims to examine personality as an alternative explanation to social exchange in predicting OCB, and investigate the moderating role of gender in the link between personality and OCB. A survey was conducted among 223 UK public sector employees, with multiple regression analysis testing main effects of personality and main and moderating effects of gender on OCB. Findings indicate that personality has significant explanatory power beyond that of social exchange in predicting OCB. Employees with high levels of adaptive perfectionism report higher levels of OCB. General self-efficacy also predicted more participation in citizenship behaviours, but
only for men. Women appear to carry out citizenship behaviours regardless of how confident they feel in being able to successfully perform. This may be attributable to social and organizational norms that place women in the role of “helper” and expect more communal behaviours from them than from men. The study’s results suggest that encouraging adaptive perfectionistic behaviours and cognitions among employees (e.g. setting high personal standards for performance
while taking setbacks in stride) may yield dividends in terms of OCB. Investing in general self-efficacy training, especially for male employees, may also improve participation in citizenship behaviours. This study extends previous work on personality by demonstrating that adaptive perfectionism can predict OCB. Existing research on gender and OCB was extended by the
discovery that the role of self-efficacy in predicting OCB may be particularly significant for men. Findings suggest that the use of social exchange theory as the predominant explanation for employees’ performance of OCB may need to be reconsidered.

This research attempts to propose a concept in Marketing New Era to present an
approach (Golden Triangle) for achieving customer based brand equity (CBBE) through
customer citizenship behavior (CCB) and organizational citizenship behavior (OCB) with
human resource empowerment (HRE) in Age of Participation (AOP). The 11 stage
Procedure for building this conceptual model is considered as: 1) preparation of
individuals and management; 2) requirements for empowerment process and utilization of
three international aspect of empowerment : National, Culture, Values; 3) three
dimensions of HRE process and their symbolic aspects;4)HRE emergence; 5) OCB
dimensions in their innate forms and their enforcement during these procedures; 6)
instrumental factors in creating OCB and outcome of HRE in one procedure; 7) OCB
symbolism and reach employee empowerment; 8) consequences of OCB and use them for
reach to creating factors of CCB; 9) Creating factors of CCB and overlapping with
consequences of OCB;10)CCB emergence and contextual factors of CCB and finally
11)reach to CBBE. The results of this study showed that eight factors out of eleven (73
percents of factors) that make up OCB and consequences of HRE and also fifteen factors
out of eighteen (83 percent of factors) that make up CCB and consequences of OCB are
analogous indicating the fundamental relationship of HRE with OCB and OCB with CCB
and CCB with CBBE.

Research into organizational citizenship behavior has engaged the attention of Industrial and Organizational Psychologist in recent times with a lot of focus devoted to identifying the antecedents of such behaviors. The researcher sought to determine the extent to which engagement in organizational citizenship behavior was influenced by perceived organizational climate and organizational tenure of employees in the banking industry of Ghana. Using correlational and cross-sectional survey designs, the researcher drew 152 respondents conveniently from the banks involved in the study. Pearson Product-Moment correlation and Independent t-tests were the statistical tools used for the analysis of the 2 hypotheses. Analysis of results indicates that employee’s perception of organizational climate positively influenced OCB. There was no significant relationship between bankers’ organizational tenure and OCB in the Ghanaian context. This study provides human resource practitioners with insights into the relationship between perceived organizational climate, tenure and OCB as a desirable work attitude. The implications of the study are discussed.

Keywords: Social Exchange Theory, Organizational Climate, Organizational Tenure, Organizational Citizenship Behavior, Ghana

We examine perceived organizational obstruction as a mediator in the relationship between abusive supervision and subordinates' organizational citizenship behaviors directed toward organizations. We seek to provide a nuanced understanding of why subordinates who perceive supervisory mistreatment would target organizations with behavioral responses. Specifically, we study the implications of examining relationships between inconsistent sources of social exchange perceptions (e.g., supervisory perceptions) and targets of social exchange behaviors (e.g., organizational responses), which we refer to as social exchange source–target misalignment. Results from 3 studies (Study 1: n = 109; Study 2: n = 213; Study 3: n = 228) demonstrate evidence that abusive supervision is indirectly and negatively associated with organizational citizenship behaviors directed toward organizations through perceived organizational obstruction and that this conditional indirect effect is stronger for subordinates who perceive higher levels of supervisor organizational embodiment than others. Examining the social exchange tandem of perceived organizational obstruction and supervisor organizational embodiment provides a novel and useful means of aligning sources and targets of negative social exchange relationships across subordinates, supervisors, and organizations in order to advance our understanding of the social exchange antecedents and consequences of perceived organizational obstruction.

The present article aims to shed light on the concept of abusive supervision which is a growing organizational issue across the globe. Therein, the authors have attempted to underline some of the important scholarly findings and what they are suggesting particularly with regard to the effects of abusive supervision towards voluntary efforts for organizational betterment. The article elaborates on the growing concern of impolite, rude and hostile behaviours of supervising authorities towards their subordinates and how they could result critically for organizations aspiring to enhance citizenship behaviours. In parallel, the article also expounds on HRM as a strategic concept whilst unleashing on elements relating to technological primacy. The article aims to serve as a guideline for individuals enthusiastic to learn about the concept of abusive supervision and its consequences on individual citizenship behaviours towards the business. The paper concludes with implications for businesses in general and for HR practitioners in particular for better scholarly understanding of the discussed relationship.

This research attempts to propose a concept in Marketing New Era to present an approach (Golden
Triangle) for achieving Organizational Citizenship Behavior (OCB) through Human Resource
Empowerment (HRE) in Age of Par%cipa%on (AOP). The 9 stage Procedure for building this conceptual
model is considered as: 1) prepara%on of individuals and management; 2) requirements for
empowerment process and utilization of three international aspect of empowerment : National,
Culture, Values; 3) three dimensions of HRE process and their symbolic aspects;4)HRE emergence; 5)
OCB dimensions in their innate forms and their enforcement during these procedures; 6) instrumental
factors in crea%ng OCB and outcome of HRE in one procedure; 7) OCB symbolism and reach the point
of Marke%ng 3.0; and 8) consequences of OCB and use them for age of par%cipa%on. 9) Finally reach
to age of participation. The results of this study showed that eight factors out of eleven (73 percents of
factors) that make up OCB and consequences of HRE are analogous indicating the fundamental
relationship of HRE with OCB

Perceived organizational support is playing a crucial role in management to boost up
employees’ confidence and it’s a motivational mechanism to make your employees loyal
with organization. This study investigated the influence of Perceived Organizational Support
on Organizational Citizenship Behavior in banking and education sector of Pakistan. For
data collection, questionnaire survey used. Sample of 250 respondents received by using
non probability convenient sampling technique within a period of two months. Results
illustrate that perceived organizational support has positive and strong influence and
positive correlation with Organizational Citizenship Behavior. Moreover, this research
bestow the just round the corner and guidance to the management of education and
banking sector that by providing rational and moderately good organizational support to
employees, the competence of these sectors can be improved. At the last of this article,
limitations of research, implications and suggestions for further research have also been
included.

This paper aims to investigate the mediating role of relationship conflict and moderating role of organization citizenship behavior and leader-member-exchange quality on the relationship between team value diversity and team performance. Data was collected from 263 employees of the telecom sector addressing the variables of value diversity, team performance, relationship conflict, OCB and LMX. Regression analysis found that team value diversity negatively affects team performance, and relationship conflict significantly mediates this relationship. It was also found that OCB and LMX significantly moderate the relationship, such that in the presence of these two, value diversity doesn't affect team performance rather team performance is positive when these two are present. The findings of this research confirm that for effective management of team diversity in organizations, team leaders must also wisely manage relationship conflict in teams. The study presents worthwhile managerial implications and future research avenues.

Alþekkt er að vinnuumhverfi hins opinbera og einkageirans er ólíkt á allmörgum sviðum. Megintilgangur þessarar rannsóknar var að bera saman upplifun starfsfólks í einkareknum fyrirtækjum og hjá opinberum stofnunum á ýmsum vinnusálfræðilegum þáttum. Úrtakið samanstóð af 3083 starfsmönnum (51% konur) úr 59 íslenskum fyrirtækjum með yfir 70 starfsmenn. Lagður var fyrir rafrænn spurningarlisti þar sem starfsfólk lagði mat á upplifun sem snýr að vinnuveitandanum, upplifun af starfinu, samband starfsmanns við vinnuveitanda, ásamt mati á eigin eiginleikum. Fjölbreytuaðhvarfsgreining og T-próf fyrir óháð úrtök leiddu í ljós að starfsmenn í einkareknum fyrirtækjum eru bjartsýnni, upplifa meiri stuðning og sanngirni á vinnustað, upplifa mannauðsstjórnun á vinnustað sem árangursríkari, greina frá meiri jákvæðum áhrifum frá vinnu til fjölskyldu, eru hliðhollari sínum vinnuveitanda og sýna góða þegnhegðun í ríkari mæli en starfsmenn opinberra fyrirtækja. Athugun á áhrifastærðum (Cohen's d) leiddi í ljós að munur á meðaltölum milli meðaltala hópa var á bilinu 0,06 til 0,60, þ.e. frá því að vera mjög lítill upp í það að vera af rúmri meðalstærð. Mesti munur birtist í upplifun á stuðningi, sanngirni í verklagi og upplýsingastreymi og upplifun á árangri mannauðsstjórnunar. Að lokum leiddi þrepaskipt fjölbreytuaðhvarfsgreining í ljós að bakgrunnsbreyturnar (kyn, aldur, menntun og lengd vinnuviku) höfðu lítið skýringargildi. í greininni er lagt út af þessum niðurstöðum og áhrif þeirra rædd.

The research reported in this paper examined the mediating role of normative organizational commitment on the relationship that exists between workplace spirituality and organizational citizenship behavior amongst academics at some selected Nigerian Universities. A non-experimental research design was adopted utilizing the quantitative and correlational methods. With the aid of the convenience sampling technique, 350 questionnaires were distributed at an equal proportion to academic staffs at two Nigerian public universities. Three hundred and thirty-one questionnaires were retrieved, of which 328 were found usable for analyses in the study. Three hypotheses were proposed and tested using inferential statistics with the aid of SPSS version 20 and the IBM SPSS AMOS version 22. The outcomes of the study brought to the fore that, there exists a statistical significant and positive relationship between workplace spirituality and normative organizational commitment. Correspondingly, a st...

The study aimed to analyze the factors of organizational citizenship behavior (OCB) in Sultanate of Oman. The employees in corporate sectors in Oman are expected to be highly effective and efficient in terms of commitment, productivity and performance. So the purpose of the study is to determine the extent to which employee's exhibit the OCB. Data was collected through a questionnaire by using Likert scale for all the factors such as altruism, conscientiousness, civic virtue, sportsmanship and courtesy. The study was conducted by collecting 91 samples from various corporate sectors in Muscat city. Data has been analyzed by using multiple regressions, correlation, Chi-square and weighted average. Research findings indicate that all the factors were having a significant association with OCB. Analysis results reveal that four factors are the better predictor of OCB. The results also prove that there is a positive relationship between the factors and the OCB.

Although compared to other industries the utilization of IT has
slowly increased in many healthcare organizations, a variety of IT systems
in the forms of clinical information systems, personal digital assistants,
electronic patient records and other applications have gradually become
established in the healthcare industry. Information technology has been
enhanced as a means to advance patient care and outcomes. Yet, it is
impractical to imagine that if a new clinical information system is adopted
by a healthcare organization all organizational members will be willing to
utilize the system simply. As healthcare professionals play an important role
in the healthcare industry, there is no doubt that introducing new medical
IT should be coupled with healthcare professionals’ acceptance to use the IT
properly. Clinical IT applications in healthcare are regarded as a key
element in raising the quality of medical care. However, factors affecting the
healthcare professionals’ adoption behavior regarding the clinical IT
systems are still not completely clear. By integrating the professional characteristics of healthcare profession with technology acceptance model, a
modified model has been developed to address the issues of accepting new
technology in the health care context. The concept of change-oriented
Organizational Citizenship Behavior (OCB) is considered as the key factor
in the proposed model contributing to healthcare professionals’ IT adoption
behavior.

This research attempts to build a model to present an approach for achieving
organizational citizenship behavior (OCB) through human resource empowerment
(HRE). Process procedures used in building this model were: 1) preparation of
individuals and management; 2) requirements for empowerment process and utilization
of five principles from Deming Principles; 3) three dimensions of HRE process and their
symbolic aspects; 4) OCB dimensions in their innate forms and their enforcement during
these procedures; 5) instrumental factors in creating OCB and outcome of HRE in one
procedure; 6) OCB symbolism; and 7) consequences of OCB. The results of this study
showed that eight factors out of eleven (73 percents of factors) that make up OCB and
consequences of HRE are analogous indicating the fundamental relationship of HRE with
OCB.

Entities (e.g., users, services) have to authenticate themselves to service providers (SPs) in order to use their services. An entity provides personally identifiable information (PII) that uniquely identifies it to an SP. In the traditional application-centric Identity Management (IDM) model, each application keeps trace of identities of the entities that use it. In cloud computing, entities may have multiple accounts associated with different SPs, or one SP. Sharing PIIs of the same entity across services along with associated attributes can lead to mapping of PIIs to the entity. We propose an entity-centric approach for IDM in the cloud. The approach is based on: (1) active bundles-each including a payload of PII, privacy policies and a virtual machine that enforces the policies and uses a set of protection mechanisms to protect themselves, (2) anonymous identification to mediate interactions between the entity and cloud services using entity's privacy policies. The main characteristics of the approach are: it is independent of third party, gives minimum information to the SP and provides ability to use identity data on untrusted hosts.

Despite extensive studies on the antecedents of organizational citizenship behaviour (OCB), empirical studies on the effect of the workplace spirituality on OCB remains limited. The present study investigates the effects of workplace spirituality dimensions on OCB, with the moderating role of gender. Analyses of 171 academic staff attached to 15 private institutions of higher learning in Malaysia partially supported the relationship between workplace spirituality and OCB, as well as gender&#x27;s role as a moderator in the workplace spirituality-OCB linkage. Findings are discussed in the light of available literature. Implications for future research and practice are also highlighted.

The research investigated the impact of workforce diversity on a business organization’s nonfinancial performance, with moderation effect from leadership style and perceived organizational support. Leadership style was measured by two dimensions such as charismatic and transformational leadership styles. Non-financial performance was also measured by two dimensions, internal and external performances. The research adopted a quantitative methodology to analyse three hypotheses using 120 respondents from three organizations (a bank, hospital and telecommunication company) in Nicosia, Cyprus. The results led to the support of the main hypothesis that workforce diversity has an impact on an organization’s internal and external non-financial performance. The hypotheses that sought to measure the impact of POS and leadership style (charismatic and transformational leadership) as moderating variables on both aspects of non-financial performance measures were rejected. Certain demographic e...