scholarly journals A Study of Correlations between Perceived Supervisor Support, Organizational Identification, Organizational Citizenship Behavior, and Burnout at Schools

2018 ◽  
Vol 7 (3) ◽  
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Supervisor Support ◽  
Citizenship Behavior ◽  
Perceived Supervisor Support

To help or not to help: antecedents of hotel employees’ organizational citizenship behavior

2018 ◽  
Vol 30 (3) ◽  
pp. 1293-1313 ◽  
Author(s):  
You-De Dai ◽  
Yu-Hsiang Hou ◽  
Kuan-Yang Chen ◽  
Wen-Long Zhuang
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Supervisor Support ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Perceived Supervisor Support ◽  
The Relationship

Purpose Drawing on organizational support theory, this study aims to propose and test a moderated path analysis to explore the interactive effect of perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior, as well as the mediating effect of perceived organizational support. Design/methodology/approach Hypotheses are tested using two-phase survey data collected from 398 dyads of employees and their immediate supervisors from 26 (three-to-five star) hotels in Taiwan. Findings The hierarchical linear modeling results suggest that perceived organizational support mediates the relationship between perceived supervisor support and organizational citizenship behavior. These findings indicate that supervisors’ organizational embodiment positively moderates the relationship between perceived supervisor support and perceived organizational support, which, in turn, mediates the interaction between perceived supervisor support and supervisors’ organizational embodiment on organizational citizenship behavior. Research limitations/implications This is the first study to examine the moderating role of supervisors’ organizational embodiment in hospitality domain. In high or low supervisors’ organizational embodiment context, hotels are supposed to assign representative managers that could strengthen the efficiency of perceived supervisor support. Finally, employees will perceive organizational support and then lead to employee organizational citizenship behavior. Originality/value Previous research indicates that perceived organizational support positively impacts various employee outcomes. However, the antecedents and psychological mechanisms of perceived organizational support are still not well understood. This research intends to fill these gaps in the literature.

scholarly journals The Impact of Perceived Supervisor Support on OCB: The Moderating Effect of Introversion

2016 ◽  
Vol 5 (1) ◽  
pp. 37-58
Author(s):  
Naheed Sultana ◽  
Osaid Rabie ◽  
Mariam Farooq ◽  
Ayesha Amjad
Keyword(s):  
Organizational Citizenship ◽  
Work Engagement ◽  
Organizational Citizenship Behavior ◽  
Supervisor Support ◽  
Moderating Effect ◽  
Citizenship Behavior ◽  
Perceived Supervisor Support ◽  
Indirect Relationship ◽  
The Impact ◽  
The Relationship

This study examines the extent to which introversion moderates the relationship between perceived supervisor support and organizational citizenship behavior (OCB). Based on a sample of 586 employees working in Pakistan’s education sector, we find that introverts have a positive moderating effect on the indirect relationship between perceived supervisor support, work engagement and OCB. This suggests that supervisor support fosters work engagement and, in turn, OCB.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

scholarly journals Unstable Jobs Cannot Cultivate Good Organizational Citizens: The Sequential Mediating Role of Organizational Trust and Identification

2019 ◽  
Vol 16 (7) ◽  
pp. 1102 ◽  
Author(s):  
Byung-Jik Kim
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Job Insecurity ◽  
Organizational Trust ◽  
Organizational Outcomes ◽  
Citizenship Behavior ◽  
Identification Function ◽  
The Impact ◽  
Underlying Processes

Although existing works have investigated the influence of employee’s job insecurity on his or her perceptions or attitudes, those studies relatively have paid less attention to the influence of it on employee’s behaviors, as well as to its intermediating mechanisms of the relationship between job insecurity and the behaviors. Considering that employee’s behaviors substantially influence various organizational outcomes, I believe that studies which examine the impact of job insecurity on the behaviors as well as its underlying processes are required. Grounded on the context–attitude–behavior framework, I delved into the intermediating mechanism between job insecurity and organizational citizenship behavior with a sequential mediation model. In specific, I hypothesized that employee’s organizational trust and organizational identification would sequentially mediate the job insecurity–organizational citizenship behavior (OCB) link. Utilizing 3-wave time-lagged data from 303 employees in South Korea, I found that organizational trust and organizational identification function as sequential mediators in the link. The finding suggests that organizational trust and organizational identification are underlying processes to elaborately explain the job insecurity–OCB link.

scholarly journals Perbedaan Organizational Citizenship Behavior (OCB) Ditinjau Dari Identifikasi Organisasi Guru SD PNS dan Honorer

2020 ◽  
Vol 9 (2) ◽  
pp. 77-83
Author(s):  
Zakia Nurul Fitriana ◽  
Munawir Yusuf ◽  
Fadjri Kirana Anggarini
Keyword(s):  
Elementary School ◽  
Organizational Behavior ◽  
Elementary School Teachers ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Hypothesis Test ◽  
Citizenship Behavior ◽  
School Teachers ◽  
Cluster Random Sampling

This study aims to find out: (1) differences of organizational citizenship behavior in terms of organizational identification in PNS and honorary elementary school teachers (2) differences of organizational citizenship behavior in terms of organizational identification  (3) differences of organizational citizenship behavior in PNS and honorary elementary school teachers. The population was elementary school teachers in Wonosari Subdistrict, using cluster random sampling, a minimum sample of Slovin preliminaries was received by 174 teachers. With a sample of 87 honorary and 89 PNS teachers, uses citizenship organizational behavior (α = 0.907) and organizational identification scale (α = 0.854). With two-way Anova hypothesis test, it was found that there was no difference in organizational citizenship behavior in terms of organizational identification in PNS and honorary teachers (F = 0.974; p> 0.05), there were differences of organizational citizenship behavior in terms of organizational identification ​​( F = 36.768; p <0.05), and there were no differences of organizational citizenship behavior in PNS and honorary teachers (F = 0.139; p> 0.05). The results of the additional analysis prove that there is no difference of organizational citizenship behavior in terms of years of service, gender, age, and salary.

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