Flourishing Organisational Citizenship Behaviour through Job Characteristics

Shahi, Bhupendra Jung; Dahal, Rewan Kumar; Sharma, Bhanu Bhakta

doi:10.3126/jbssr.v7i2.51490

Cited by 19 publications

(17 citation statements)

References 26 publications

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“…This finding highlights the importance of addressing job security issues and their impact on organizational employee behavior and commitment. The study's results align with previous research conducted by , which indicated that job instability is associated with decreased individual performance and organizational citizenship behavior (Lee, 2006;Liu et al, 2017;Shahi et al, 2022). In light of the increasingly important role of job security in a highly competitive environment, implementing measures to ensure job security has the potential to foster greater levels of organizational commitment among academic professionals.…”

Section: Discussionsupporting

confidence: 84%

Job Security and Faculty Commitment within Higher Education Institutions

Ghimire,

Dahal,

Karki

2023

Int. Res. J. Mgt. Sci.

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Purpose: The main objective of this study is to examine the relationship between faculty job security and organizational commitment in Nepalese higher education, focusing on qualitative and quantitative job security parameters. Methodology: A cross-sectional methodology was used to examine perceived job security and its impact on academic professionals in the Kathmandu Valley. The study involved developing and distributing a self-administered questionnaire to 210 academics associated with Tribhuvan University from different occupational specialties and pay tiers. Descriptive and causal-comparative research designs were employed in the study. Findings: The study found significant associations between job security and organizational commitment (OC). From the results obtained in regression analysis, the value of adjusted R square was 0.584, signifying that 58.4 % of the variation in organizational commitment was due to qualitative and quantitative aspects of job security. The study's results provide empirical evidence supporting the positive impact of qualitative and quantitative employment security factors on OC. Keeping all other independent measures constant, an increase of one unit in qualitative forces would increase OC by 0.522 units (β = 0.468, p < 0.01), followed by an increase of 0.333 units in OC due to quantitative factors (β = 0.286, p < 0.01). Implications: Commitment was significantly impacted by both the quantitative and qualitative dimensions of job security, suggesting that improving job security measures could lead to higher levels of commitment. These results illustrate the importance of job security in supporting loyalty and productivity in Nepalese academic institutions, emphasizing the necessity for proactive measures to improve job security to increase faculty members' organizational commitment. Originality/Value: This study examines how quantitative and qualitative job security affects organizational commitment in Nepalese academic institutions, providing novel insights. It emphasizes the importance of job security in faculty commitment, emphasizing the necessity for focused interventions to improve qualitative and quantitative aspects of job security.

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Section: Discussionsupporting

confidence: 84%

Job Security and Faculty Commitment within Higher Education Institutions

Ghimire,

Dahal,

Karki

2023

Int. Res. J. Mgt. Sci.

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“…In this sense, green transformation refers to the organizational change towards sustainable and environmentally friendly activities. Businesses and people acknowledge environmental issues' gravity and encourage sustainable operational methods (Robertson & Barling, 2013;Andersson et al, 2013;Pham et al, 2020;Nguyen et al, 2021;Shahi et al, 2022). Promoting dependable production patterns in line with the United Nations' sustainable development goals (SDGs) emphasizes sustainability as an essential component of global social and economic growth (Mouro & Duarte, 2021;Hart & Dowell, 2011).…”

Section: Environmentalmentioning

confidence: 99%

Examining Green Transformation In Nepalese Human Resource Management Practices

Joshi,

Ghimire

2024

NJISS

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Purpose: This study examines the variables influencing the implementation of environmentally friendly practices in organizations and to examinining the relationships between green transformational leadership, personal moral principles, green management of human resources, green commitment, with employee green behavior. Methodology: The study used a descriptive and causal research approach. The study used primary data with a questionnaire based on stratified random sampling techiniques, collected from a sample of 393 respondents consisting of employed personnel from both public and private sectors, encompassing banking and non-banking and college campuses. The study used Pearson’s correlation and regression analysis method to analyze data using the SPSS tool. Findings and Conclusion: The study reveals a signicant relationship of personal moral norms (0.800), green human resource management (0.749), green transformational leadership (.815), green commitment (.810) with employees green behaviour. These factors account for essential differences in employees’ involvement in environmentally conscious actions. The regression analysis determines the significant predictive capability of these parameters with green commitment being particularly prominent. Implications: These findings emphasize the solid empirical evidence of the study’s results, establishing a quantitative basis for the interrelatedness of personal beliefs, organizational practices, leadership styles, and employee participation in environmentally sustainable behaviors. The practical implications for organizations are enhanced by including quantitative evidence, highlighting the importance of dedication and strategic leadership in achieving long-lasting effects on a sustainable workplace. Further research in green behavior is essential, and the qualitative observation method is recommended for future researchers.

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“…Here comes the determining role of managers whose challenge surely remains to make sure to understand every motivational profile they are coping with, so as to provide in a personalized manner what can efficiently and durably motivate each one of them. Motivated individuals are firmly more likely to direct their behaviors towards the expected organizational goals (Shahi et al, 2022).…”

Section: Work Motivationmentioning

confidence: 99%

Does Call Centers Operators’ Introjected Regulation Impact Their Skill Variety and Task Significance? Evidence From Morocco

Belhaj Soulami,

Loulidi

2024

Business, Management and Economics Engineering

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Purpose – The aim of this paper was to empirically examine the impact of work motivation represented by introjected regulation on job satisfaction, which was illustrated by skill variety and task significance. This study was conducted relatedly to Moroccan call center operators, in the post-COVID-19 era in which motivational and satisfactory issues are still strongly faced by managers, mainly due to the operated hybrid working systems. Research methodology – The chosen methodology was a quantitative one, based on the administration of a questionnaire to 158 call center operators, working in various Moroccan districts. The data analysis consisted of an exploratory factor analysis (EFA), followed by a full structural equation modelling (SEM). Findings – The findings display that introjected regulation positively and significatively impacts skill variety, but not task significance, in a way that permitted to partly confirm the conceptual model built upon the central hypothesis, claiming that work motivation positively affects job satisfaction. Indeed, avoiding to experience feelings of shame and guilt in addition to seeking for conformity and approbation in a work context turned out to lead individuals to execute the assigned tasks by implementing their personal configuration of skills and talents in this regard. Research limitations – This study admits methodological limitations as for instance the restricted sample size, and the adopted quantitative approach rather than a qualitative one, or even a mixed approach that could have opened more research tracks to be explored regarding the investigated relationship. Practical implications – This study comes out with appealing practical implications willing to help managers to understand better the causality link between work motivation and job satisfaction. The main implication of this study is the illustration of how introjected regulation can predict and foster skill variety in a professional context, as the correspondent research hypothesis was empirically verified. Originality/Value – Morocco is admittedly one of the poorest targeted populations for International Business and Management studies, hopefully this study can contribute in enriching the pre-existent studies in this regard. Also, work motivation and job satisfaction are usually seen as qualitative variables (using interviews, case studies…), hence a quantitative methodology is not commonly adopted in this perspective.

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Flourishing Organisational Citizenship Behaviour through Job Characteristics

Cited by 19 publications

References 26 publications

Job Security and Faculty Commitment within Higher Education Institutions

Job Security and Faculty Commitment within Higher Education Institutions

Examining Green Transformation In Nepalese Human Resource Management Practices

Does Call Centers Operators’ Introjected Regulation Impact Their Skill Variety and Task Significance? Evidence From Morocco

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