An investigation on the role of organizational climate on organizational citizenship behavior

Hajirasouliha, Mahsan; Alikhani, Elham Agha; Faraji, Ashkan; Kamali, Saba; Aziziha, Hosseinali; Mousavi, Seyed Shahab

doi:10.5267/j.msl.2014.2.009

Cited by 8 publications

(6 citation statements)

References 14 publications

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“…Ahmadizadeh et al, (2012) indicated that organizational climate positively influenced employees' organizational citizenship behavior in the banking sector. This outcome was confirmed by Hajirasouliha et al (2014). Similar findings were reported by Pourkiani et al (2014), who found that the mediating effects of organizational climate and organizational commitment were statistically significant on organizational citizenship behavior.…”

Section: Literature Reviewsupporting

confidence: 88%

Assessing the Mediating Effect of Organizational Climate in the Context of Malaysian Banking Industry

Vasudevan¹,

Mahadi²

2019

J Entrep Bus

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This study examined the mediating effect of organizational climate on the relationship between emotional intelligence and leader-member exchange on organizational citizenship behavior within the context of Malaysian banking industry. The study began by assessing the links that exist between emotional intelligence, leader-member exchange, and organizational citizenship behavior in terms of conceptual theory, context and measurement. The context selected for this study refers to the commercial banking industry of Malaysia. The reason for selecting this particular industry is because it involves the quality effort of developing leader-member exchange relationship among workers. By looking into the employees' citizenship behavior, the outcome of this study can be used to improve job commitments and work climate of employees. A successful organizational climate has to consider the leader-member exchange approach so as to increase employees' commitment, their mental ability, and employees' citizenship behavior. In meeting the research objectives, both survey and systematic analysis methods were employed. The relationships between the variables were examined using IBM Statistical Package for Social Sciences (SPSS) software Version 24, whereas the mediation analysis was determined using SMART PLS-3. This study gathered 384 usable data via survey. The study findings revealed that emotional intelligence and leader-member exchange had a positive relationship on organizational citizenship behavior, while the hypotheses are positively supported, directly and indirectly (the impression of partial mediation) with all 12 hypotheses revealing positive and high test for all constructs with significant levels. The study outcomes pave the path for future researchers to further analyze the recommended variables, especially when organization functions and performances are closely associated to evaluating employee's emotional intelligence, employee's exchange relationships and employee's commitment toward organizational citizenship behavior.

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Section: Literature Reviewsupporting

confidence: 88%

Assessing the Mediating Effect of Organizational Climate in the Context of Malaysian Banking Industry

Vasudevan¹,

Mahadi²

2019

J Entrep Bus

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“…Employees' organizational citizenship behaviour in the banking industry is positively influenced by the organizational climate (Ahmadizadeh et al, 2012). Hajirasouliha et al (2014) verified this result. Pourkiani et al (2014) revealed similar findings, indicating that the mediator effect of organizational climate on organizational citizenship behaviour was statistically significant.…”

supporting

confidence: 67%

“…In this study, the analysis technique of SMART PLS-SEM was employed to test the hypotheses. The reflective measurement scale refers to the highly correlated indicators and the interchangeable variables that exhaustively examine the constructs' reliability and validity (Haenlein and Kaplan, 2004;Hair et al, 2013;Petter et al, 2007). Using the Smart PLS, a researcher is likely to make a common mistake, such as forgetting to alter the way of the arrows when the indicators are formative instead of reflective (Wong, 2013).…”

Section: Leader-member Exchangementioning

confidence: 99%

“…Ahmadizadeh et al ( 2012), Hajirasouliha et al (2014), andPourkiani et al (2014) noted a positive relationship between organizational climate and staff's organizational citizenship behaviour. According to the current study, the result showed that a significant relationship occurs between organizational climate and organizational citizenship behaviour (t = 2.020, p< 0.05).…”

Section: Leader-member Exchangementioning

confidence: 99%

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Developing organizational citizenship behaviour: organizational climate and leader-member exchange effects

Vasudevan

Aslan

2022

MMI

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Supervisory behaviour has influenced a better working climate, which has led to the employees' desire to achieve a favourable outcome for the business involved. If the leaders do not contribute constructive behaviour, the staff may desire a poor outcome. Banks were chosen because they participate in a high-quality endeavour to build leader-member exchange relationships among workers. By examining employees' citizenship behaviour, the findings of this study could be used to improve the quality of leader-member exchange and the work environment. An effective organizational climate must incorporate the leader-member exchange strategy to improve employees' working environments, leaders-followers relationships, and employees' citizenship behaviour. The importance of this study is to determine that organizational climate is a visible value that has been in existent within the employee's behaviour and action. This study aims to assess the mediating role of the organizational climate on the relationship between leader-member exchanges on organizational citizenship behaviour. Reviewing underpinning theories based on underlying concepts, theoretical background, current definitions, and various types of collaborative writing gathered from the educational setting resulted in a theoretical framework. The quantitative and purposive sampling methods have been used to achieve the research questions and hypothesis. Samples were taken that amounted to 384 respondents in the commercial banks, Kuala Lumpur, Malaysia. Descriptive statistics analysed the variables, correlation and Structural Equation Modelling (SEM) using IBM Statistical Package for Social Sciences (SPSS) and SMART PLS 3. Findings of this study reveal that organizational climate has a positive relationship with significant levels on the leader-member exchange and organizational citizenship behaviour. This study suggests that it be pursued further in the Asian and Western contexts due to the development of organizational citizenship behaviour. Because it is fundamental for many organizations to develop their company profile to achieve good changes so that human resource management is strategized in the hiring and retaining system for highly committed employees to organizations.

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“…Since competence is a phenomenon that emphasizes the effective performance of an individual, it is necessary to determine the appropriate knowledge, skills, and behaviors that will form a common platform for achieving the required level of performance. The required competency profile must be defined according to the respective job in the organization, as each may require different sets and levels [8], [12], [20], [21], [22].…”

Section: Introductionmentioning

confidence: 99%

Competency of Tuberculosis Instructor after Training with Citizenship Behavior-Based Organizational Training Management

Sianturi

Situmorang

Simaremare

2023

Open Access Maced J Med Sci

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INTRODUCTION: The success of the health extension program depends on the performance of health extension workers in carrying out their roles and functions professionally. The education and training they have attended influence the professionalism, competence, and performance of tuberculosis instructors. AIM: This study aims to analyze the competence of the tuberculosis instructor after training by the Organizational Citizenship Behavior-based training management model. METHODS: A prospective cross-sectional interventional study with baseline and repeat surveys were conducted to evaluate the effect of organizational citizenship behavior-based training management. Education and training of public health instructors are carried out for three days. The participants were 60 people from 30 community health centers selected purposively as an intervention and control. RESULTS: Independent t-test statistical test was shown that the management of education and training based on Organizational Citizenship Behavior was effective in increasing the competence of tuberculosis instructors (p-value = 0.001). CONCLUSION: Organizational Citizenship Behavior is a description of the positive behavior of employees, namely their behavior will exceed the competence of the organization. Management of training based on Organizational Citizenship Behavior is an alternative to conducting training as a way to develop the quality and skills of tuberculosis instructors and human resources in health institutions, in general, more effectively and efficiently.

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An investigation on the role of organizational climate on organizational citizenship behavior

Cited by 8 publications

References 14 publications

Assessing the Mediating Effect of Organizational Climate in the Context of Malaysian Banking Industry

Assessing the Mediating Effect of Organizational Climate in the Context of Malaysian Banking Industry

Developing organizational citizenship behaviour: organizational climate and leader-member exchange effects

Competency of Tuberculosis Instructor after Training with Citizenship Behavior-Based Organizational Training Management

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