How Work Satisfaction and Organization Climate Influence Organizational Citizenship Behaviour

Nugroho, Arissetyanto; Nurulita, Elyssa; Sihite, Janfry

doi:10.22441/mix.2020.v10i3.008

Cited by 3 publications

(7 citation statements)

References 18 publications

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“…This explains that academic staff of private universities would often show high level of tolerance as long as they engage in collaborative works. Many past studies reported related findings (Almaqableh, et al, 2021;Fahim and Asadollahi, 2021;Harmius, et al, 2021;Nugroho, et al, 2020;Nabilla and Riyanto, 2020). For instance, research established that teamwork climate had a positive significant influence on organizational citizenship behaviour across industries and cultures.…”

Section: Test Of Hypothesesmentioning

confidence: 87%

“…He describes it as a shared perception of what an organization is like. Therefore, it is the individual perception toward a particular condition that shows the internal environment quality of the organization towards what they see and what they feel, and what the member of the organization thought (Nugroho, et al, 2020).…”

Section: Organizational Climatementioning

confidence: 99%

“…Organizational climate has the potential of influencing the performance and behaviour of employees. Bringing to the light the behaviour influencing angle of OC, Nugroho, et al (2020) stated that it is the organizational internal environment quality that is ongoing, experienced by the member of the organization, and influence the behaviour. OC is a meaningful construct with significant implications for understanding human behaviour in organizations (Allen, 2003;Glission & James, 2002).…”

Section: Organizational Climatementioning

confidence: 99%

“…Furthermore, Harmius, et al (2021) point that it is a combination of various aspects of the work environment that is accepted and felt directly or indirectly by employees which will determine the employee's behaviour. OC can be viewed as an illustrative idea that mirrors the regular view and understanding of all individuals with respect to the different components of the organization, for example, structure, frameworks and practices (McMurray, 2003); organizational units" activities, strategies, processes, routines and rewards (Ali, et al, 2018); standard, responsibility, reward, support and employee commitment (Nugroho, et al, 2020); norms, values and culture (Haritha & Subrahmanyam, 2013).…”

Section: Organizational Climatementioning

confidence: 99%

“…Organizational citizenship behaviour (OCB) is behaviour of workers that goes further than their formal job necessity and that is not paid for or pleased by the organization. It consists of the behaviour that supports others, voluntarily doing extra jobs, obeying rules, and the office procedure (Nugroho, et al, 2020). Employees that engage in OCB do it not for pay since it is not formally recognized.…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

Exploring Academic Staff Perception of Organizational Climate and Organizational Citizenship Behaviour: Lessons from Private Universities In Nigeria

Okeke

Okoli

Nuel-Okoli

2022

IJBME

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This study explored academic staff perception of organisational climate and organizational citizenship behaviour private universities in Southeast, Nigeria. Five specific objectives, research questions and hypotheses were formulated with the decomposed variables of the study. The study was anchored on Social Exchange Theory (SET). A survey design was carried out using the sampled academic staff in the selected private universities. The study population was 4654 while the sample size was 355 arrived. Data were collected using self-administered questionnaire from the random sample of academic staff of the selected private universities in Southeast Nigeria. The data using descriptive statistics and inferential statistics were used in this study. The results revealed that there is a positive significant relationship between organizational climate and organizational citizenship behaviour. The results showed that there is a significant relationship between the organizational climate dimensions and organizational citizenship behaviour dimensions. This implied that the success of an institution is dependent upon the effective management of organisational climate, which is an important path to the success of employee’s citizenship behaviour. The study recommended that equity and fairness should be entrenched during appointments and promotions so as to reduce incidence of service sabotage among academic staff of private universities. In the spirit of harmony, management of private universities should score collaborative works more than individual outputs in order to encourage teamwork among academic staff

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Section: Test Of Hypothesesmentioning

confidence: 87%

Section: Organizational Climatementioning

confidence: 99%

Section: Organizational Climatementioning

confidence: 99%

Section: Organizational Climatementioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Exploring Academic Staff Perception of Organizational Climate and Organizational Citizenship Behaviour: Lessons from Private Universities In Nigeria

Okeke

Okoli

Nuel-Okoli

2022

IJBME

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Impact of Affective Commitment to Organizational Citizenship Behavior on Millennial Employees in an Indonesian Construction Company: Work Engagement and Knowledge Sharing as Mediators

Prayitno,

Iqbal,

Aulia

2022

IJIBR

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Purpose – This research aimed to find out the direct impact of Affective Commitment on OCB, Work Engagement, and Knowledge Sharing and indirectly between Affective Commitment and OCB mediated by Work Engagement and Knowledge Sharing. Methodology/approach – The research is causal quantitative with the population are the millennial employees in one of Indonesia’s construction companies, with a sample of 287 employees. The research uses SEM PLS data analysis by SmartPLS 3.0. Findings – The results show a positive impact and significant from the direct effect between Affective Commitment and OCB, Affective Commitment and Work Engagement, Affective Commitment and Knowledge Sharing, Work Engagement and OCB, also Knowledge Sharing and OCB. Then, the indirect effect between Affective Commitment to OCB mediated by work engagement and knowledge sharing also has a positive impact and significan, with the mediating effect provided being complimentary. Novelty/value – Based on the results of the analysis, it was found that these two mediating constructs succeeded in mediating the relationship between Affective Commitment to OCB. Although Work Engagement has a stronger mediating effect than Knowledge Sharing, these two mediating constructs have succeeded in providing complementary effects

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Exploring the person-organization fit and organizational citizenship behavior of academic staff working in the south-west Nigerian public universities

Eromafuru,

Kifordu,

Nweike-Ikeji

et al. 2023

JGSS

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The study examined the effect of person-organization fit and organizational citizenship behavior of academic staff working in southwest Nigerian Public Universities. The study adopted a cross-sectional survey research design method. A sample size of 400 employees of the selected universities in South-West Nigeria was chosen from a total population of 8,540 employees. The stratified random sampling technique was adopted for the study. The Work Engagement Scale (WES), Organizational Citizenship Behaviour Checklist (OCBC), Personal Values Scale (PVS), and Value Congruence Scale were used to collect data (VCS). The statistical techniques used for data analysis were descriptive statistics, correlation, and regression analysis. All analysis was done using the statistical package for social science (SPSS) software version 25. Findings showed that value congruence (Coef. = 0.1770, P = 0.010), personality congruence (Coef. = 0.3400, P = 0.000), and work engagement congruence (Coef. = 0.1630, P = 0.001), have significant and positive effects on organizational citizenship behavior. Findings showed that 25.8% of the change in organizational citizenship behaviour was brought about by the dimensions of person-organization fit. The study concluded that person-organization fit has a significant positive effect on the organizational citizenship behaviour of academic staff working in South-Western Public Universities. The study recommended amongst others that qualified individuals with strong organizational fit and moral character are to be chosen for placement in the academic staff cadre structure of universities. The study established that value congruence, personality congruence, and work engagement congruence contribute significantly to organizational citizenship behavior of academic staff in the south-west Nigerian Public Universities.

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How Work Satisfaction and Organization Climate Influence Organizational Citizenship Behaviour

Cited by 3 publications

References 18 publications

Exploring Academic Staff Perception of Organizational Climate and Organizational Citizenship Behaviour: Lessons from Private Universities In Nigeria

Exploring Academic Staff Perception of Organizational Climate and Organizational Citizenship Behaviour: Lessons from Private Universities In Nigeria

Impact of Affective Commitment to Organizational Citizenship Behavior on Millennial Employees in an Indonesian Construction Company: Work Engagement and Knowledge Sharing as Mediators

Exploring the person-organization fit and organizational citizenship behavior of academic staff working in the south-west Nigerian public universities

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