The Relationship between Workplace Spirituality, Organizational Citizenship Behavior and Innovative Work Behavior

2020 ◽  
Vol 35 (4) ◽  
pp. 503-523
Author(s):  
Youngjib Kim ◽  
William D. Hunsaker
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Workplace Spirituality ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Innovative Work Behavior ◽  
Innovative Work ◽  
The Relationship

scholarly journals PENGARUH LEADER MEMBER EXCHANGE (LMX) DAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) TERHADAP INNOVATIVE WORK BEHAVIOR (IWB) UNTUK MENINGKATKAN KINERJA ORGANISASI (STUDI PADA PT. (PERSERO) ANGKASA PURA I BANDAR UDARA INTERNASIONAL HASANUDDIN)

2018 ◽  
Vol 14 (3) ◽  
pp. 217-227
Author(s):  
Nurdjanah Hamid
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Leader Member Exchange ◽  
Probability Sampling ◽  
Innovative Work Behavior ◽  
Member Exchange ◽  
Innovative Work

Penelitian ini bertujuan untuk mengetahui pengaruh langsung dan tidak langsung leader member exchange (LMX), organizational citizenship behavior (OCB) dan innovative work behavior (IWB) terhadap kinerja organisasi pada PT. Persero Angkasa Pura I Bandar Udara Internasional Sultan Hasanuddin Makassar. Penelitian ini menggunakan pendekatan kuantitatif dan analisis jalur dengan bantuan Amos ver. 21. Data diperoleh melalui penyebaran kuesioner dan wawancara langsung kepada responden dengan menggunakan metode pemilihan sampel probability sampling dengan jumlah sampel sebanyak 146 orang. Hasil Penelitian menunjukkan bahwa LMX berpengaruh positif dan signifikan terhadap IWB dan OCB berpengaruh positif dan signifikan terhadap IWB. LMX memiliki pengaruh terhadap Kinerja organisasi. OCB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi. IWB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi. LMX berpengaruh positif dan signifikan kinerja organisasi melalui IWB. OCB memiliki pengaruh positif dan signifikan terhadap kinerja organisasi melalui IWB.

Innovatief werkgedrag als concept: definiëring en oriëntering

2014 ◽  
Vol 27 (2) ◽  
Author(s):  
Stan De Spiegelaere ◽  
Guy Van Gyes ◽  
Geert Van Hootegem
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Innovative Work Behavior ◽  
Role Behavior ◽  
Personal Initiative ◽  
Taking Charge ◽  
Innovative Work ◽  
Or Organization

The concept of Innovative Work Behavior: Definition and Orientation The concept of Innovative Work Behavior: Definition and Orientation Together with increased policy attention for innovation, a new behavioral concept is gaining popularity: Innovative Work Behavior (IWB). Although IWB is frequently used in empirical research, rarely is the attention focused on the concept itself. In this article we critically review the existing definitions and conclude that a fitting conceptualization is missing. On the basis of the available literature, we conclude that IWB is all about employee behavior, focused on the generation, introduction and/or application (within a role, group or organization) of new ideas, processes, products or procedures, intended to benefit the relevant unit of adoption. IWB is not exclusively extra-role behavior and can refer to both radical and incremental innovations. The IWB concept strongly overlaps with concepts like workplace creativity, intrapreneurship, organizational citizenship behavior, personal initiative, taking charge, and employee-driven innovation. Nevertheless, IWB is unique because of its exclusive focus on innovation in all its forms.

scholarly journals The Interplay of Leadership Styles, Innovative Work Behavior, Organizational Culture, and Organizational Citizenship Behavior

SAGE Open ◽  
2020 ◽  
Vol 10 (1) ◽  
pp. 215824401989826 ◽  
Author(s):  
Muhammad Asad Khan ◽  
Fadillah Binti Ismail ◽  
Altaf Hussain ◽  
Basheer Alghazali
Keyword(s):  
Higher Education ◽  
Organizational Culture ◽  
Leadership Styles ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Survey Method ◽  
Innovative Work Behavior ◽  
Innovative Work

Leadership stains affect the follower’s performances regarding innovative work behavior, and a gap is found in leadership research in higher education, specifically in Pakistan. The basic purpose of this research is to point out the effect of leadership styles on innovative work behavior under the mediating and moderating roles of organizational culture and organizational citizenship behavior among the Head of the Departments (HODs) in higher education institutions (HEIs). A survey method has been carried out to collect data from 160 respondents to, further, verify how leadership styles of academic leaders affect employees’ performances in universities. The statistical study exposes a substantial positive effect of leadership styles on innovative work behaviors of employees highlighting mediating and moderating effects of organizational culture and OCB on such a relationship. This study carries various implications for prior research in both theoretical and practical fields, and its scope may also be enlarged, geographically or institutionally, to another context. This research uncovers the relationship of leadership styles and innovative work behavior in academic research, which has been ignored before in higher education of Pakistan.

Relationship of Organizational Citizenship Behavior and Production Deviance: Role of Perceived Organizational Politics

2019 ◽  
Vol 34 (2) ◽  
pp. 367-382
Author(s):  
Irsa Fatima Makhdoom ◽  
Mohsin Atta ◽  
Najma Iqbal Malik
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Negative Relationship ◽  
Civic Virtue ◽  
Organizational Politics ◽  
Work Behavior ◽  
Citizenship Behavior ◽  
Production Deviance ◽  
Relationship Of ◽  
The Relationship

The present study was an endeavor to extend the literature of perceived organizational politics by examining its moderating role between the relationship of organizational citizenship behavior and production deviance. Organizational Citizenship Behavior Scale (Mackenzie, Podsakoff, & Paine, 1999), Production Deviance sub-scale of Counterproductive Work Behavior Checklist-32 (Spector et al., 2006), and Perception of Organizational Politics Scale (Kacmar & Carlson, 1997) were used in present study. Hierarchical regression analyses revealed that low levels of perceived organizational politics moderated the relationship between courtesy and production deviance by strengthening the negative relationship of these behaviors while perceived organizational politics did not act as a moderator for the relationship of civic virtue and conscientiousness with production deviance. High level of go-along-to-get-ahead as a moderator strengthened the relationship of civic virtue and conscientiousness with production deviance and its low level was found to be moderating the relationship between courtesy and production deviance. Future implications of the study were also discussed.

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