scholarly journals Organizational Citizenship Behavior and Impacts on Knowledge Sharing: An Empirical Study

2011 ◽  
Vol 4 (3) ◽  
Author(s):  
Hasan Ali Al-Zu’bi
Keyword(s):  
Empirical Study ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior

Introducing a Model of Relationship Between Knowledge Sharing Behavior and Organizational Citizenship Behavior and Positively Orientated Organizational Behavior

2018 ◽  
Vol 14 (3) ◽  
pp. 21-36 ◽  
Author(s):  
Tayebeh Sadegh ◽  
Reyhaneh Mohammad Khani ◽  
Fatemeh Modaresi
Keyword(s):  
Organizational Behavior ◽  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Psychological Capital ◽  
Psychological Empowerment ◽  
Citizenship Behavior ◽  
Knowledge Sharing Behavior ◽  
The Relationship ◽  
Sharing Behavior

This study investigates the effects of employees' positively oriented organizational behavior and organizational citizenship behavior (OCB) use on knowledge sharing behavior after a two-month period. Based on previous research, it was expected that: (1) organizational citizenship behavior would be positively related to knowledge sharing behavior; (2) psychological capital would be positively related to knowledge sharing behavior; (3) OCB would mediate the relationship between psychological capital and knowledge sharing behavior; (4) psychological empowerment would be positively related to knowledge sharing behavior; and (5) OCB would mediate the relationship between psychological empowerment and knowledge sharing behavior. Results provided support for the direct effects of OCB, psychological capital and psychological empowerment on knowledge sharing behavior. Psychological capital and psychological empowerment were each indirectly related to knowledge sharing behavior, mediate by OCB. To be more precise, individuals with higher level of psychological capital and psychological empowerment were not only more likely to participate in organizational citizenship behavior but having a higher level of positively orientated organizational behavior made them to engage more in knowledge sharing behavior two months later.

Group organizational citizenship behavior and knowledge sharing

2019 ◽  
Vol 50 (1) ◽  
pp. 117-135 ◽  
Author(s):  
Yasha Afshar Jalili ◽  
Farideh Salemipour
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Structural Equation ◽  
Civic Virtue ◽  
Citizenship Behavior ◽  
Equation Modeling ◽  
Emotional Climate ◽  
Content Type ◽  
The Relationship

Purpose This study aims to examine the influence of organizational citizenship behavior’s sub-constructs including altruism, civic virtue, sportsmanship, conscientiousness and courtesy on knowledge sharing behavior (KSB). It also pays attention to the effects of group emotional climate on the relationship between organizational citizenship behavior and knowledge sharing. Design/methodology/approach This research was conducted based on the quantitative research strategy by applying structural equation modeling. Using a random sampling method, this research surveyed 116 participants and analyzed the data via partial least equation modeling. Findings The results claim that altruism, conscientiousness and civic virtue have a significant effect on KSB, while the relationship between courtesy and sportsmanship with KSB were not significant. Furthermore, the findings depict that positive and negative workgroup emotional climate would impede or enhance KSB among people with a high level of altruism, conscientiousness and civic virtue. Practical implications Given the importance of knowledge sharing in the today knowledge economy, by comprehending the influence of group organizational citizenship behavior’s sub-constructs on knowledge sharing, managers would improve organizational knowledge sharing by developing a culture encouraging altruism, conscientiousness and civic virtue as a substitute for incentive pay. Moreover, promoting an emotionally supportive climate fosters knowledge sharing within people. Originality/value This study makes three distinct additions to the knowledge sharing literature. First, although there are little studies that investigate the relationship between organizational citizenship behaviors (OCB) and KS, a few of them examine the effects of OCB’s sub-constructs on KS behavior. Second, this is one of the first studies that examined the moderating role of workgroup emotional climate regarding knowledge sharing. Finally, examining the effect of OCB’s sub-constructs on KS in an Iranian public sector would contribute to the literature by broadening the examination of the constructs in a different context.

scholarly journals Persepsi Dukungan Organisasi dan Karakteristik Pekerjaan Terhadap Knowledge Sharing: Organizational Citizenship Behavior Sebagai Mediasi

2021 ◽  
Vol 22 (1) ◽  
pp. 35-45
Author(s):  
Fitri Handayani ◽  
◽  
Sefnedi Sefnedi ◽  
Irwan Muslim ◽  
◽  
...  
Keyword(s):  
Knowledge Sharing ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Important Variable ◽  
Public Works ◽  
Citizenship Behavior ◽  
The West ◽  
West Sumatra ◽  
The Relationship ◽  
Positive Effect

Organizational citizenshipxbehavior has been recognized as an important variable for every organization both in academicians and practitioners. Thexpurpose of this study is to investigate thexrole of organizatinal citizenship behavior as mediator onxthe relationshipxbetween perceivedxorganizational support, job characteritics and knowledge sharing. The number of respondents that could be used in this study was 37 employees of the CivilxServants inxthe Public Works andxPublic Housing Agencyxof the West Sumatra Region of Padang City. The resultsxof analysis showedxthat the perceived organizationalxsupport and jobxcharacteristics did not affect significantly knowledge sharing. Perceived organizationalxsupport wasxfound to have positive effect onxorganizational citizenship behavior and jobxcharacteristics did not influencexorganizational citizenship behavior. Furthermore,xorganizational citizenship behaviorxwas found to havexpositive effect on knowledgexsharing. In addition, organizationalxcitizenship behavior wasxproven to mediate thexrelationship between perceived organizationalxsupport and knowledge sharing.xHowever, it did notxmediate the relationship between jobxcharacteristics and knowledge sharing.

scholarly journals Empirical Study Of The Relationship Between Leadership and Organizational Citizenship Behavior: A Literature Review

Al-Buhuts ◽  
2018 ◽  
Vol 14 (01) ◽  
pp. 18-32
Author(s):  
Muhdar Muhdar
Keyword(s):  
Literature Review ◽  
Empirical Study ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
The Relationship

Banyak yang telah menulis teori kepemimpinan dan organizational citizenship behavior, bahkan mencoba menghubungkan antara keduanya dalam bentuk penelitian empiris. Hal ini menandakan bahwa pengembangan ilmu pengetahuan di bidang kepemimpinan dan organizational citizenship behavior  terus berkembang hingga saat ini.  Dalam lingkungan yang kompetitif yang tinggi saat ini, di mana organisasi mencari orang-orang yang dapat membantu mereka dalam mencapai keunggulan kompetitif, orang-orang yang berperilaku OCB dapat membantu mereka. OCB penting bagi fungsi efektif dari sebuah organisasi karena tujuan utamanya adalah untuk membuat semua karyawan bekerja untuk mencapai tujuan organisasi dari menyelesaikan tugas-tugas mereka. Hal ini didefinisikan sebagai perilaku individu yang diskresioner. Diskresioner artinya perilaku individu yang  bukan hanya melaksanakan perannya (in-role) tetapi juga diluar perannya (extra-role). Karena itu, perlu penerapan kepemimpinan yang efektif untuk memfungsikan OCB. Tujuan penulisan artikel ini adalah untuk mengkaji dan mendokumentasikan beberapa penelitian empiris hubungan antara kepemimpinan dengan organizational citizenship behavior. Dengan metode penulisan kajian literatur dari beberapa penelitian empirik ditemukan pengaruh positif yang signifikan gaya kepemimpinan terhadap organizational citizenship behavior. Gaya kepemimpinan seperti transformasional, transaksional, kharismatik, otoritas, etis dan melayani secara signifikan berpengaruh terhadap organizational citizenship behavior. Namun kepemimpinan trasformsional dan melayani tidak semua peneliti menemukan hasil yang sama. Hasil ini mengindikasikan semakin efektif kepemimpinan oleh pemimpin maka semakin baik OCB karyawan, akibatnya efektivitas dan produktivitas organisasi juga lebih baik.

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