Organizational justice and organizational citizenship behavior: the mediating role of work engagement

Rahman, Md. H Asibur; Karim, Dewan Niamul

doi:10.1016/j.heliyon.2022.e09450

Cited by 46 publications

(45 citation statements)

References 142 publications

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“…Work engagement is an active state of work, characterized by concentration, energy, and dedication (Schaufeli et al, 2002). As a good working attitude (Rahman and Karim, 2022), work engagement not only affects organizational commitment (Ahmad and Gao, 2018), employee job satisfaction (Van Tuin (Cao and Chen, 2021), but also has an important influence on organizational citizenship behavior (Ismael et al, 2022) and innovative behavior (Bakker et al, 2014), which is one of the basic factors influencing the results and attitudes of various behaviors in the workplace (Han et al, 2021). Innovation is a dynamic and complex process, and the stimulation of innovative behavior requires individuals not only to possess certain professional knowledge, ability, and motivation, but also to invest a lot of energy and time in continuous trial and error and improvement (Amabile, 1997).…”

Section: Employee Mindfulness Work Engagement and Innovative Behaviormentioning

confidence: 99%

The effect of employee mindfulness in the new media industry on innovative behavior: The chain mediating role of positive emotion and work engagement

Kuang

2022

Front. Psychol.

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Mindfulness has long been concerned and emphasized by scholars in the field of psychology, but there is still a lack of research on mindfulness in management in China. In this study, a questionnaire survey was conducted among 483 employees in the new media industry in Beijing, Shanghai, Guangzhou, Shenzhen, and Hangzhou, China. After modeling and analysis, it was found that employee mindfulness has a positive influence on innovative behavior. Employee mindfulness and innovative behavior are mediated by positive emotions. Employee mindfulness and innovative behavior are mediated by work engagement. Employee mindfulness and innovative behavior are mediated by a chain of positive emotions and work engagement. Enterprise managers should improve the level of mindfulness of employees in the new media industry through mindfulness training and courses for mindfulness training, create an organizational environment that can arouse positive emotions and improve the positive emotions of employees, pay attention to arousing the enthusiasm of the staff, and promote the innovative behavior of staff while enhancing work engagement.

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Section: Employee Mindfulness Work Engagement and Innovative Behaviormentioning

confidence: 99%

The effect of employee mindfulness in the new media industry on innovative behavior: The chain mediating role of positive emotion and work engagement

Kuang

2022

Front. Psychol.

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“…The researchers then examined the data’s reliability, validity, and structural path. After analyzing the measurement model, the structural model was evaluated using Partial Least-Squares Structural Equation Modeling ( Henseler et al, 2009 ; Hair et al, 2010a ; Rahman and Karim, 2022 ). The model, which included VDCA, OCB, and job performance, was evaluated in two steps: a measurement model and a structural model ( Hair et al, 2014 ).…”

Section: Resultsmentioning

confidence: 99%

Value-driven career attitude and job performance: An intermediary role of organizational citizenship behavior

Iqbal

Yang

et al. 2022

Front. Psychol.

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BackgroundValue-driven career attitude (VDCA) is considered a dimension of a protean career attitude (PCA). Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance.MethodsA self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. We chose Cochran’s formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance.ResultsBy analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory.ConclusionThis study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs.

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“…OJ refers to the extent to which individuals believe that the rewards received and how individuals are treated in organizations are fair and in line with expected moral and ethical standards [28]. OJ occurs when the organization ensures fair and polite interaction, ethical and impartial decision making, fair benefit and compensation packages, and sharing necessary information and feedback with employees [29]. When individuals perceive a lack of fairness, their morale declines, they become more likely to leave their jobs, and they may even retaliate against the organization.…”

Section: Ojmentioning

confidence: 99%

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

Hermanto

Srimulyani

2022

Sustainability

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One of the important factors that can affect employee performance (EP) is the employee’s perception of organizational justice (OJ) in the workplace and the employee’s willingness to carry out the employee’s primary role (in the role) optimally and the employee’s willingness to carry out tasks outside the employee’s primary job (extra-role), commonly called organizational citizenship behavior (OCB). OCB is divided into two dimensions: OCB at the individual level (OCBI) and OCB at the organizational level (OCBO). In educational organizations, the OCB of teachers is a strategic matter, so it needs to be a concern for school management if schools want to continue to survive and develop in the era of globalization characterized by changes in a dynamic and competitive environment. OCB from teachers can be said to be a form of teacher gratitude because the school has supported the welfare of teachers a lot, appreciates the contributions of teachers, and feels organizational justice practiced by the school. The respondents to the study were 820 full-time teachers from high schools and vocational high schools spread across several regions in East Java Province and Central Java Province, Indonesia, who were taken using convenient sampling techniques. This study aims to analyze: (1) the effect of OJ on OCBI and OCBO; (2) the direct effects of OJ and indirect effects on EP with OCBI and OCBO as mediation. Data analysis used the structural equation model (SEM) and Sobel test. The results of hypothesis testing show that: (1) OJ can significantly improve OCBI; (2) OJ can significantly improve OCBO; (3) the OJ was found to have a significant positive effect on EP; (4) OCBI can significantly improve EP; (5) OCBO can significantly improve EP; (6) OCBI partially mediates the influence of OJ on EP; (7) OCBO partially mediates the influence of OJ on EP. The results of this study explain the essential aspects of behaviour in the workplace, such as OJ, OCB, and EP, with a particular focus on high schools and vocational high schools in several regions in East Java Province and Central Java Province, Indonesia. The results showed that improving the EP of teachers can be achieved by organizational management through OJ practices in the work environment as well as organizational management efforts in improving the OCB of employees, considering that employees play an essential role in improving organizational performance.

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Organizational justice and organizational citizenship behavior: the mediating role of work engagement

Cited by 46 publications

References 142 publications

The effect of employee mindfulness in the new media industry on innovative behavior: The chain mediating role of positive emotion and work engagement

The effect of employee mindfulness in the new media industry on innovative behavior: The chain mediating role of positive emotion and work engagement

Value-driven career attitude and job performance: An intermediary role of organizational citizenship behavior

The Effects of Organizational Justice on Employee Performance Using Dimension of Organizational Citizenship Behavior as Mediation

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