organizational citizenship behavior – Jurnal Pengurusan

Why Feedback Seekers Behave Proactively? The Mediating Role of Interactional Justice

amrularshad — Sun, 09 Oct 2022 09:30:06 +0000

Prior research indicates that employees who seek feedback usually have better work performance. But why do feedback seekers behave proactively after receiving feedback information from their supervisors? This question motivates the current research. The purpose of this paper is to explore an important mediator, namely interactional justice, which explains why feedback seekers are motivated to perform proactively. We adopt equity theory to examine whether interactional justice mediates the relationship between feedback seeking behavior and organizational citizenship behavior (OCB) and voice behavior. To test our hypotheses, we conduct two-time-period panel study design and collected data using questionnaires in a Taiwanese electronic goods company. In a sample of 220 employees, the results show that interactional justice is a missing link between feedback seeking behavior and OCB and voice behavior. This study advances the knowledge of creating an environment that allows people to seek feedback freely. Moreover, employers can evaluate employees’ perception of interactional justice regularly via performance appraisal or survey.

An Assessment of the Reliability and Validity of Job Performance Measurement

syazahzwni — Sat, 08 Oct 2022 15:30:05 +0000

This study examines the psychometric properties of the job performance construct by espousing task performance and organizational citizenship behavior (OCB) items. The latter comprises of sportsmanship, civic virtue, courtesy, altruism, conscientiousness, and innovative behavior. An a priori proposition is made that the job performance measurement could be explained by two factors: task performance and OCB. The findings support the hypothesis that job performance can be measured by the two hypothesized factors. However, four factors of OCB, i.e. civic virtue, sportsmanship, conscientiousness, and courtesy, load on the task performance factor, while altruism and innovative behavior load on the OCB construct. The results provide evidence of construct reliability and validity of the job performance items, indicating that the instrument is suitable for Malaysian studies. Implications of the findings and recommendations are also discussed.

The Mediating Effect of Downward Influence Tactics on the Relationship between Leadership Style and Organizational Citizenship Behavior

syazahzwni — Sat, 08 Oct 2022 15:17:56 +0000

This paper examines the effect of leadership styles on employee organizational citizenship behavior (OCB) in Malaysian organizations. Downward influence tactics, as a mediator between leadership and its outcome, is explored to develop the proposed framework. Data from 347 respondents representing several industries show that leaders, who are associated with a transformational leadership style, have a significant positive relationship with their subordinates’ OCB. On the contrary, subordinates who perceive their superior as a transactional leader are found to be negatively related with their OCB. Among the downward influence tactics, inspirational appeals and consultation tactics are found to mediate the relationship between transformational leadership and OCB. Thus, a transformational leader may encourage employees’ OCB by using a combination of downward influence tactics based on inspirational appeals and the consultation approach. The paper concludes by highlighting the implications of the study for future research and practice.

Kesan Kepimpinan Kebaktian Terhadap Tingkah Laku Kewarganegaraan Organisasi: Komitmen Organisasi sebagai Pengantara

khairul23 — Fri, 07 Oct 2022 01:12:21 +0000

Organizational citizenship behavior is an important element in volunteer activities and this is acknowledged by many studies that explored factors that drive volunteer engagement. A review of the literature showed that organizational citizenship behavior is influenced by factors related to volunteer characteristics and organizational factors. This study was conducted to examine the relationship between servant leadership and organizational citizenship behavior (OCB) among volunteers. Based on the Environmental Psychology Model and leadership theory, this study proposes significant direct relationship between servant leadership and organizational citizenship behavior, as well as an indirect relationship through organizational commitment as a mediator. Multiple regression analysis was used to test the hypothesis based on the data from 361 volunteers who had been actively involved in voluntary activities for more than a year. The results of the study indicate a significant positive direct relationship between servant leadership and organizational citizenship behavior, as well as organizational commitment as a mediator. This study shows that leadership style plays an important role in influencing organizational citizenship behavior and this is in line with volunteer commitment. Therefore from the practical perspective, the management of a voluntary organization needs to instill servant leadership through appropriate trainings to increase volunteer’s OCB. In conclusion, leadership in voluntary organization emphasizes different aspects of leadership in increasing commitment and OCB to achieve greater performance.

How do Organizations Respond to Workplace Deviance under the influence of Organizational Citizenship in Public Universities?

khairul23 — Tue, 05 Jul 2022 03:32:53 +0000

This paper explores the parallel roles in an organization as it relates to the level of commitment shown by its employees (citizens of the company) and their workplace deviance. The study goes a step deeper to show how this relationship is intertwined with the theory of social exchange. A total of 600 respondents consisted of lecturers and employees from the top five Malaysian public research universities, but only 189 were suitable for statistical analysis. Current research employs a deductive approach and uses nonprobability sampling. SEM-PLS is used to examine the research model and test the mediating effect of organizational citizenship behaviour on the relationship between organizational commitment and workplace deviance. The results reveal what is known to be true between healthy commitment and organizational citizenship as well as the dangers of workplace deviance on that relationship. Despite this positive relationship, workplace deviance does in fact modify organizational commitment in a negative manner. The study’s findings have shown empirically that workplace deviance does influence behaviours and perhaps dampens the relationship between organizational citizenship and its commitment to the organization itself. The outcome of the research data can help future managers, particularly in tertiary education settings, in implementing appropriate organizational mechanisms towards improving organizational citizenship behaviour. In addition, the findings can also provide insights for other public and private universities alike in approaching workplace deviance.