A Survey Relation Between Organizational Culture and Organizational Citizenship Behavior

Ebrahimpour, Habib; Zahed, Adel; Khaleghkhah, Ali; Sepehri, Mohammad Bager

doi:10.1016/j.sbspro.2011.10.373

Cited by 33 publications

(27 citation statements)

References 10 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Numerous studies on organizational culture and its relationship with other components such as job satisfaction, performance, productivity and efficiency confirm this (Ebrahimpour et al, 2011). Content to the organizational culture of organizations formed after that the organization is influenced by other dimensions.…”

Section: Organizational Culturementioning

confidence: 83%

“…Content to the organizational culture of organizations formed after that the organization is influenced by other dimensions. Despite the fact that there are various studies in organizational culture, many organizations are suffering as a cultural richness (Ebrahimpour et al, 2011). Organizational culture refers to shared assumptions, values, and norms (Schein, 1985).…”

Section: Organizational Culturementioning

confidence: 99%

See 1 more Smart Citation

A survey relation of organizational culture and organizational citizenship behavior with employees’ empowerment

Sadati¹

2012

MSL

View full text Add to dashboard Cite

The aim of this study is to study the relationship between organizational culture and organizational citizenship behavior (OCB) with employees' empowerment. Empowering employee's breeds success by providing a suitable framework to utilize the necessary skills in an attempt to realize organizational goals. In this paper, four dimensions of employees' empowerment including meaningfulness, choice, competence and impact are investigated. We also identify four dimensions for organizational culture including adaptability, consistency, involvement and mission. The paper also specifies five basic dimensions of OCB, which consists of altruism, conscientiousness, sportsmanship, courtesy and civic virtue. These basic dimensions of both independent and dependent variables construct the research conceptual model and the required data is gathered from the Tehran Municipality. This proposed study considers 180 employees who participated in our survey. The investigation of the proposed model is also performed based on the Structural Equation Modeling (SEM).

show abstract

Section: Organizational Culturementioning

confidence: 83%

Section: Organizational Culturementioning

confidence: 99%

A survey relation of organizational culture and organizational citizenship behavior with employees’ empowerment

Sadati¹

2012

MSL

View full text Add to dashboard Cite

show abstract

“…Perilaku kewargaan organisasi (Organizational Citizenship Behavior) awalnya dikonsepkan oleh (Organ (1988) dalam jurnal (Bolino et al, 2015)), mengacu pada suatu tindakan diskresi yang secara gabungan meningkatkan efektivitas di dalam organisasi, dapat mewujudkan kesejahteraan orang lain dengan sukarela (Brightman, Moran, Brightman, & Moran, 2011) membantu rekan kerja dalam menyelesaikan tugas, sehingga menciptakan pengetahuan institusional khususnya di bidang perilaku organisasi. (Zellars, Tepper, & Duffy, 2002) dan (Ebrahimpour, Zahed, Khaleghkhah, & Bager, 2011).…”

Section: Kajian Pustakaunclassified

“…Konsep perilaku kewargaan organisasi telah memberikan perubahan yang cukup besar di bidang perilaku organisasi (Ebrahimpour, Zahed, Khaleghkhah, & Bager, 2011), konsep ini menimbulkan organisasi menjadi lebih inovatif, sukses dan fleksibel untuk keberlangsungan hidup dan keberhasilan mereka. (Ebrahimpour, Zahed, Khaleghkhah, & Bager, 2011). Perilaku pegawai sangat penting dan berpengaruh dalam keefektifan organisasi.…”

Section: Kajian Pustakaunclassified

Pengaruh Kecerdasan Emosional Dan Kepuasan Kerja Terhadap Perilaku Kewargaan Organisasi Pada Badan Kepegawaian Daerah Provinsi Jawa Barat Di Bandung

Mahri

Widjajanta

Sumiyati

2018

JBME

View full text Add to dashboard Cite

ABSTRAKTujuan -Tujuan penelitian ini yaitu untuk melihat pengaruh kecerdasan emosional, kepuasan kerja dan perilaku kewargaan organisasi. Desain/metodologi/pendekatan -Desain penelitian ini adalah cross sectional method. Penelitian ini menggunakan pendekatan deskriptif dengan metode explanatory survei. Sebanyak 103 responden dipilih dengan menggunakan probability sampling. Sebuah angket digunakan sebagai instrumen penelitian untuk mengumpulkan data dari responden. Teknik analisis yang digunakan adalah teknik deskriptif dengan menggunakan distribusi frekuensi. Temuan -Berdasarkan hasil penelitian menggunakan analisis deskriptif, didapatkan hasil bahwa kecerdasan emosional dalam katagori baik dengan skor 9444 diperoleh persentase sebesar 81,86%, kepuasan kerja dalam katagori tinggi dengan skor 12198 diperoleh persentase sebesar 80,56%. dan perilaku kewargaan organisasi berada dalam kategori baik dengan skor 11853 diperoleh persentase sebesar 82,19%. Orisinalitas/nilai -Penelitian ini sebagai dasar untuk memahami konsep kecerdasan emosional, kepuasan kerja dan perilaku kewargaan organisasi. Perbedaan penelitian ini dengan penelitian sebelumnya terletak pada objek yaitu pada Badan Kepegawaian Daerah Provinsi Jawa Barat di Bandung dengan variabel yang diteliti yaitu kecerdasan emosional, kepuasan kerja, perilaku kewargaan organisasi serta menggunakan teori atau referensi yang berbeda dengan peneliti sebelumnya. ABSTRACKAim -The aim of the research was to find out the influence of emotional intelligence, job satisfaction, and organizational citizenship behavior. Design/Methodology/Approach -The research design was cross sectional method. This research employed descriptive approach through explanatory survey method. There were 103 respondents selected through probability sampling. The questionnaires were distributed as the instruments in collecting data from the respondents. The analysis technique used was descriptive technique by using frequency distribution. Findings -Based on the research findings through descriptive analysis, it was found that the emotional intelligence was in the good category by score 9444 and percentage 81.86%, job satisfaction was in high category by score 12198 and percentage 80.56%, and organizational citizenship behavior was in the good category by score 11853 and percentage 82.19%. Originality/value -This research is the basic to understand the emotional intelligence, job satisfaction, and organizational citizenship behavior concept. The difference of the research and the previous research was in its object aspect, which was West Java Regional Civil Service Agency in Bandung with the observed variables; emotional intelligence, job satisfaction, organizational citizenship behavior by using different theories and references from previous research.

show abstract

“…Also, adaption, awareness and openness can predict OCB [14]. Ebrahimpoor et al 2011 after conducting a research in this area concluded that OCB has a strong relationship with organizational culture [8]. Wong 2010 published his results of a research on OCB in this way: the sense of organizational justice has a positive, predictive relationship with organizational identity of employees; organizational identity promote OCB positively and plays an interface role in the relationship between organizational justice and OCB [26].…”

Section: Introductionmentioning

confidence: 99%

Investigating the Incidence of Organizational Citizenship Behaviour of Employees in Governmental Organizations and Private Commercial Companies

Noori¹,

Mehri²,

Saeedi³

2013

IJARBSS

View full text Add to dashboard Cite

The changing condition, the increased competition and the necessity of organizations' effectiveness in such circumstances, has revealed their need for a valuable generation of employees; a generation that is regarded as organizational soldiers. These employees, undoubtedly, are the distinguishing aspect of effective vs. non-effective organizations; since they act more than their formal role and do anything they can, while they have no expectations. Given the importance of organizational-citizenship behavior, this paper has tried to investigate the incidence of this kind of behavior in two different environments: governmental organizations and private commercial companies. The results of this research showed that in private commercial companies, the incidence of organizational-citizenship behavior was high and the reason is laid in three variables: organizational loyalty, organizational partnership and individual initiatives of personnel. It should be noted that the basis of data analysis in this research is multi-variant analysis.Keywords: organizational-citizenship behavior, governmental organizations, private commercial companies. International Journal of Academic Research in Business and Social SciencesJuly 2013, Vol. 3, No. 7 ISSN: 2222 479 www.hrmars.com/journals Introduction Today, most of the managers want employees who work more than their job description. They seek employees who go beyond the expectations, and willingly and voluntarily do things that are not in their job description [1]. Generally, those job behaviors of employees that have a significant effect on organization operations have attracted many researchers' and managers' attention. In past, most of the researchers in their studies paid attention to intra-role performance of employees in order to investigate the relationship between job behaviors and organization effectiveness. But organizational-citizenship behavior (OCB) 1 includes optional behaviors from employees that are not among their formal duties and are not considered directly by formal reward system and increase the total organization effectiveness. Since roughly one and half decades ago, researchers have distinguished between intra-and extra-role performances [9,11]. Extra-role performance refers to job behaviors beyond the formal roles of employees that are optional and usually are not considered in formal reward system of the organization [12, 28]. In 20 years ago, OCB has been the subject of many researches and it is still increasing. Generally the researches are in three types: some of them have focused on predicting and empirical testing of OCB creating factors. In this setting, factors such as job satisfaction, organizational commitment, organizational identity, organizational equity, trust and so on are discussed as OCB creating factors [18]. On the other hand, some of researchers have focused on OCB consequences. In this setting, factors such as organization performance, organizational effectiveness, organizational success, customer satisfaction, customer loyalty...

show abstract

A Survey Relation Between Organizational Culture and Organizational Citizenship Behavior

Cited by 33 publications

References 10 publications

A survey relation of organizational culture and organizational citizenship behavior with employees’ empowerment

A survey relation of organizational culture and organizational citizenship behavior with employees’ empowerment

Pengaruh Kecerdasan Emosional Dan Kepuasan Kerja Terhadap Perilaku Kewargaan Organisasi Pada Badan Kepegawaian Daerah Provinsi Jawa Barat Di Bandung

Investigating the Incidence of Organizational Citizenship Behaviour of Employees in Governmental Organizations and Private Commercial Companies

Contact Info

Product

Resources

About