scholarly journals The Effect of Organizational Justice and Perceived Organizational Support on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification

2015 ◽  
Vol 15 (60) ◽  
pp. 131-148 ◽  
Author(s):  
Kamile Demir
Keyword(s):  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Support ◽  
Organizational Identification ◽  
Perceived Organizational Support ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Mediating Role

scholarly journals Knowledge Hiding in Emergency Ambulance Healthcare Settings: Its Mediating Role in the Relationship between Organizational Support and Affective Commitment and Organizational Citizenship Behaviours

2021 ◽  
Vol 11 (4) ◽  
pp. 965-980
Author(s):  
Lucia Ratiu ◽  
Sabina R. Trif ◽  
Nicoleta Meslec
Keyword(s):  
Organizational Citizenship ◽  
Organizational Support ◽  
Affective Commitment ◽  
Perceived Organizational Support ◽  
Turnover Intentions ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Mediating Role ◽  
Knowledge Hiding ◽  
The Relationship

Knowledge hiding—an intentional attempt to withhold or conceal knowledge from others—has been reported by recent studies to be a negative phenomenon in the workplace. Considering the importance of knowledge for organizational performance, this study intends to advance understanding by investigating the mediating role of knowledge hiding on the relationship between perceived organizational support and affective commitment as predictors and organizational citizenship behaviors and turnover intentions as outcomes. Using a cross-sectional design, the study was conducted in emergency ambulance healthcare settings on 305 medical or paramedical professionals. As indicated by structural equation modeling results, perceived organizational support and affective commitment positively predicted organizational citizenship behaviors but negatively predicted turnover intentions. Also, knowledge hiding was negatively associated with perceived organizational support, affective commitment, and organizational citizenship behaviors and positively with turnover intentions. Moreover, knowledge hiding mediated the relationship between perceived organizational support and affective commitment as predictors and organizational citizenship behaviors, respectively turnover intentions, as dependent variables.

scholarly journals The Effects of Perceived Organizational Support and Organizational Citizenship Behaviors on Continuance Intention of Enterprise Resource Planning

2014 ◽  
Vol 10 (2) ◽  
pp. 81-102 ◽  
Author(s):  
Sheida Soltani ◽  
Naeimeh Elkhani ◽  
Vahid Khatibi Bardsiri
Keyword(s):  
Organizational Citizenship ◽  
Enterprise Resource Planning ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Civic Virtue ◽  
Resource Planning ◽  
Organizational Citizenship Behaviors ◽  
Citizenship Behaviors ◽  
Continuance Intention ◽  
Research Attention

Although perceived organizational support (POS) and organizational citizenship behaviors (OCBs) have long received research attention, little is known of the effects of POS and OCBs in the IS usage context, specifically in the context of enterprise resource planning (ERP) continuance. In this study, the authors integrate three research streams, including POS, OCBs, and ERP continuance intention into one model in order to investigate whether POS and OCBs: altruism, conscientiousness, courtesy, civic virtue, and sportsmanship affect ERP users' continuance intention. Grounded on social exchange theory (SET), this study examined the influence of POS on OCBs, satisfaction, and continuance. In addition, the authors also assessed the mediating effects of OCBs between POS and continuance. A survey utilizing a questionnaire was used to collect data and a total of 250 usable responses were analyzed by using partial least squares (PLS). The authors found that POS indirectly influence continuance intention through satisfaction and OCBs. Conscientiousness, civic virtue, and sportsmanship mediated the relationship between POS and continuance intention, but altruism and courtesy do not. Also, a number of implications for both researchers and managers are proposed.

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