scholarly journals RELATIONSHIP OF SERVANT LEADERSHIP TOWARDS ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) AND JOB SATISFACTION AMONG TEACHERS: A REVIEW OF LITERATURE

2020 ◽  
Vol 2 (7) ◽  
pp. 79-92
Author(s):  
Sharifah Hamimah Shamsuddin ◽  
Syed Ismail Syed Mohamad ◽  
Zahari Hashim
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Education System ◽  
Citizenship Behavior ◽  
Review Of Literature ◽  
School Teachers ◽  
Relationship Of ◽  
The Relationship

This paper examines the relationship between servant leadership, organizational citizenship behavior, and job satisfaction among school teachers. The first objective of the study is to explore the history, concept, and development of servant leadership, organizational citizenship behavior, and job satisfaction. The second objective is to determine previous related studies that reveal the relationship between these 3 theories towards teachers throughout the world. The third objective of the study is to focus on the relationship study between these 3 theories in the Malaysian education system. As a conclusion, this study will provide the researcher's views on why this study should be featured in the Malaysian education system.

Servant Leadership, Volunteer Retention, and Organizational Citizenship Behavior in Nonprofit Organizations: Examining the Mediating Role of Job Satisfaction

2021 ◽  
pp. 089976402110574
Author(s):  
Nor Syamaliah Ngah ◽  
Nor Liza Abdullah ◽  
Norazah Mohd Suki
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Nonprofit Organizations ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Volunteer Retention ◽  
The Relationship

Nonprofit organizations (NPOs) face great challenges in attracting and retaining volunteers due to the short-term nature of most voluntary posts. This study examines the mediating effect of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs among university students in the context of a developing nation. The Partial Least Squares-Structural Equation Modeling (PLS-SEM) approach reveals that job satisfaction is the most important predictor of volunteer retention in NPOs. Moreover, the significantly mediating effects of job satisfaction on the relationship between servant leadership and volunteer retention and organizational citizenship behavior in NPOs is evinced. Volunteers report being highly satisfied with the NPOs’ communication of their vision and mission and confirm that they are provided with support networks when volunteer-related problems occur and when they are autonomous in fulfilling their volunteer assignments.

scholarly journals Hubungan Antara Komitmen Organisasi Dan Kepuasan Kerja Dengan Organizational Citizenship Behavior (OCB) Pada Perawat di Rumah Sakit Umum Wisma Rini Pringsewu

2021 ◽  
Vol 2 (4) ◽  
pp. 99-104
Author(s):  
Supriyati Supriyati ◽  
Dewi Lutfianawati ◽  
Octa Reni Setiawati ◽  
Andini alfira Putri
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Citizenship Behavior ◽  
Sample Number ◽  
Relationship Of ◽  
The Relationship

In the hospital industry, the performance of nurses is very important in the success in the hospital. It is necessary for the workforce to be able to work optimally and the role of Organizational Citizenship Behavior (OCB). OCB is a behavior of an employee that is not formally regulated and can improve the performance of the organization. Some of the factors that affect OCB are organizational commitment and job satisfaction. Therefore, this study aims to find out the relationship of organizational commitment and job satisfaction with OCB. Data collection in this study used OCB scale, organizational commitment, and job satisfaction. Sampling using total sampling, with a sample number of 100 nurses at the public hospital Wisma Rini Pringsewu.  Data analysis using multiple linear regression analysis with the help of SPSS 22.0 for windows. The results showed that Deviation From Linearity between OCB and Organizational Commitment of 0.707 and between OCB and Job Satisfaction of 0.602, where the value of each variable is p>0.05s so that it indicates there is a linear relationship, and can be continued with hypothetical tests. It is known that the first hypothesis is that the relationship between organizational commitment and job satisfaction is positively correlated with ocb variables with the significance of p<0.01 and p<0.05 received. The conclusion is that there is a relationship between organizational commitment and job satisfaction with Organizational Citizenship Behavior (OCB)

How does servant leadership affect employee attitudes, behaviors, and psychological climates in a for-profit organizational context?

2015 ◽  
Vol 21 (3) ◽  
pp. 263-290 ◽  
Author(s):  
Adnan Ozyilmaz ◽  
Serpil S Cicek
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Context ◽  
Employee Attitudes ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
For Profit ◽  
The Relationship

AbstractThis study investigates the effects of servant leadership on employee attitudes, behaviors, and psychological climates. In Study 1, the empirical results are based on data for 284 employees from 12 different organizations, and in Study 2, the results are based on data for 286 employees from 15 different organizations. The results show that servant leadership is positively and significantly related to organizational citizenship behavior, job satisfaction, and psychological climate. The relationship between servant leadership and job satisfaction is also partially mediated by psychological climate. With these results, this study contributes to research showing that leadership has both direct and mediating effects on employee attitudes and behaviors.

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.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Ginu George ◽  
Binoy Joseph
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Research ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

Organizational Support for Professionalism, Organizational Citizenship Behavior (OCB), and Performance

2021 ◽  
Vol 10 (1) ◽  
pp. 1-12
Author(s):  
Noviana Norrohmat ◽  
Umar Nimran ◽  
Kusdi Raharjo ◽  
Hamidah Nayati Utami ◽  
Endang Siti Astuti
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Support ◽  
Citizenship Behavior ◽  
Research Approach ◽  
The Difference ◽  
And Performance ◽  
Relationship Of ◽  
Descriptive Survey ◽  
The Relationship

The purpose of this research is to determine the organizational support for professionalism that has never been done before. The research approach is to conceptualize the structure of the relationship of variables from a study. Verification research is to test the hypothesis through data collection in the field using two methods, namely descriptive survey and explanatory survey. The use of both methods aims to analyze the causality relationship between research variables in accordance with the hypothesis quantitatively. There is significant influence between the variables of organizational support to professional variables. However, different results are found on the influence of organizational support variables on OCB and performance that have no significant effect. There is also an indirect influence between organizational support variables on OCB and performance through intermediary intervening professionalism variables. The difference between this research and the previous research are the use of constructs and the measurement in the unit of analysis being used.

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