• Title, Summary, Keyword: Organizational Citizenship Behavior

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A Study about the Effects of Strategic Human Resource Management Practices on Organizational Citizenship Behavior and Customer Orientation - Focused on the Mediating Effect of Perceived Organizational Support - (전략적 인적자원관리관행과 조직시민행동 및 고객지향성 간의 관계에 관한 연구 - 조직지원인식의 매개효과를 중심으로-)

  • Rhee, Jae-Hoon;Seo, Dae-Seog;Kang, Young-Myeong
    • Korea Journal of Hospital Management
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    • v.16 no.2
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    • pp.53-77
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    • 2011
  • This study is focused on analyzing whether strategic human resource management practices influence organizational effectiveness such as organizational citizenship behavior and customer orientation. In addition, it also aims to analyze the mediating effect of perceived organizational support between strategic human resource management practices and organizational citizenship behavior and customer orientation. The samples are from five Veterans Hospital and of 344 questionnaires collected, 311 were used in the final analysis. SPSS(18.0) and AMOS(16.0) were employed to describe data and test hypotheses. The findings are as follows: First of all, it is found that education and training and hiring management have positive effects on perceived organizational support while only education and training has a positive effect on organizational citizenship behavior. Secondly, results reveal that career management and hiring management influences customer orientation while only perceived organizational support does organizational citizenship behavior and customer orientation affects organizational citizenship behavior. Thirdly, it is also found that perceived organizational support mediates the relationship between career management and organizational citizenship behavior and that between hiring management and organizational citizenship behavior. In other words, perceived organizational support is a full mediator between career management and organizational citizenship behavior and between hiring management and organizational citizenship behavior because there is no direct effect of career management and hiring management on organizational citizenship. However, results show that any perceived organizational support doesn't mediate the relationship between all strategic human resource management practices and customer orientation.

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An Exploratory Study on the Application Strategy of Organizational Citizenship Behavior for Human Resource Management (인적자원관리를 위한 조직시민행동의 적용전략에 관한 탐색적 연구)

  • Song Kyung-Soo
    • Management & Information Systems Review
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    • v.4
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    • pp.201-224
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    • 2000
  • Since Organ(1977) published a paper on the importance of organizational citizenship behavior, studies of organizational citizenship behavior have increased continuously. An exploratory study on the application strategy of organizational citizenship behavior for human resource management is very scarce. Many organizational researchers so far, have focused on investigating in-job behavior. Yet, from a decade, organizational researchers have recognized that in-job behavior alone can not explain sufficiently job performance or organizational effectiveness. Thus, they have paid attention to extra-job behavior, which is generally called as organizational citizenship behavior. Focusing on the importance of human resource management in organizational citizenship behavior, this paper is to examine an exploratory study on the application strategy of organizational citizenship behavior.

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The Effects of Organizational Culture on Self-Efficacy and Organizational Citizenship Behavior (외식기업의 조직문화가 자기효능감과 조직시민행동에 미치는 영향)

  • Jeon, Jang-Chul
    • Culinary science and hospitality research
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    • v.24 no.3
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    • pp.121-132
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    • 2018
  • The purpose of this study was to recognize the self - efficacy and organizational citizenship behavior. For the reliability and validity of the questionnaire, exploratory factor analysis was performed and the Cronbach's s value was calculated to determine the internal consistency of the questionnaire. The effect of organizational culture of self - efficacy on organizational citizenship behavior was as follows. First, it was analyzed that individual culture, collective culture, hierarchical culture, and rational culture had a significant effect on self - efficacy. Second, self-efficacy had an important effect on organizational citizenship behavior. Third, individual culture and rational culture had a significant effect on organizational citizenship behavior. However, the collective culture and hierarchical culture, which put emphasis on family relations and teamwork, had no significant effect on organizational citizenship behavior respectively. Therefore, it is found that the group culture which valuesfamily-friendly and feamwork of its members,or the hierarchical citure for adapting to the external environment has no effect on organizational citizenship behavior family-friendly and lay emphasis on the teamwork of the organization members, and it does not have an effect on the organizational citizenship behavior.

Factors influencing the organizational citizenship behaviors in clinical dental hygienists (임상치과위생사의 조직시민행동에 영향 요인)

  • Min, Hee-Hong;Yun, Mi-Hae;Ahn, Kwon-Suk
    • Journal of Korean society of Dental Hygiene
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    • v.18 no.2
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    • pp.165-175
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    • 2018
  • Objectives: This study aims to examine the factors that influence the organizational citizenship behavior of clinical dental hygienists to use them as basic data for improving effectiveness and efficiency of dental clinics and hospitals. Methods: A self-reported questionnaire was answered by 250 clinical dental hygienists in Seoul, Gyeonggi, Chungcheong, Jeolla and Gyeongsang province areas who were chosen using convenient sampling method from May 1st to June 30th of 2017. The data was analyzed using IBM SPSS/WIN 22.0 factor analysis on clinical dental hygienists' organization citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction. T-test and one-way ANOVA were performed for subjects' general characteristics and organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction depending on their job characteristics. The mean comparison was drawn using the Scheffe test. Pearson's correlation and multiple regression analysis were performed to examine the relation of clinical dental hygienists' organizational citizenship behavior, organizational commitment, empowerment, self-leadership and job satisfaction Also, the significance level was set at 0.05. Results: Clinical dental hygienists' organizational citizenship behavior was 3.84 points with organizational commitment of 3.27, empowerment of 3.41, self-leadership 3.45 and job satisfaction of 3.57. Factors that influence clinical dental hygienists' organizational citizenship behavior appeared in the order of organizational commitment, job satisfaction, self-leadership, empowerment and job intensity, and the model's explanation power was 45.6%. Conclusions: Clinical dental hygienists' organizational citizenship behavior was correlated to career, organizational commitment, empowerment, self-leadership and job satisfaction, where organizational commitment had the biggest influence. Therefore, clinical dental hygienists organizational citizenship behavior needs further studies and investigtae more ways to promote factors that influence organizational citizenship behavior.

An Empirical Study on the Relationships Between Personal Characteristics and Organizational Citizenship Behavior of Organizational Members (조직구성원의 개인특성과 조직시민행동간의 관계에 관한 실증연구)

  • Song Kyung-Soo
    • Management & Information Systems Review
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    • v.1
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    • pp.193-228
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    • 1997
  • Behaviors of organizational members can be classified as two types. One is behavior required to perform formally given job. The other is a various kind of behavior taken voluntarily but not required directly and formally to perform job. The former can be called as in-job behavior while the latter can be called as extra-job behavior. Many organizational scientists so far, have focused on investigating in-job behavior. Yet, from a decade, organizational researchers have recognized that in-job behavior alone can not explain sufficiently job performance or organizational effectiveness Thus. they have paid attention to extra-job behavior, which is generally called as organizational citizenship behavior. Existing studies of organizational citizenship behavior have three types : First type is studying the concept and components of organizational citizenship behavior. Second tope is studying the determinants of organizational citizen-ship behavior and relationships with it. And third type is studying relatioships between organizational citizenship behavior and job performance. This study, therefore, have purposes as follows : Firstly, this study designs a comprehensive model in the below figure and generates inclusive hypotheses about relationships among antecedents, intermediate factors, and the components of organizational citizenship behavior. Secondly, this study investigating empirically such relationships and draws a picture of mediation roles of the intermediate variables. To design the model and generate the hypotheses, this study conducted a comprehensive literature survey on organizational citizenship behavior. To test the hypotheses, this study collected data from 847 employees at 12 large genral hospitals in Pusan area through a questionnaire survey and conducted the three step mediated regression analysis using the SAS-PC Package.

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The Effects of Employees' Person-Environment Fit in the Foodservice Industry on Organization Citizenship Behavior, Organizational Commitment and Turnover Intent

  • Jung, Hyo Sun;Yoon, Hye Hyun
    • Journal of the East Asian Society of Dietary Life
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    • v.23 no.6
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    • pp.839-849
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    • 2013
  • The purpose of this study is to assess the associations among person-environment fit, organizational citizenship behavior, organizational commitment and turnover intent in the foodservice industry. The study was administered to 306 Korean employees. The results indicated a positive relationship between person-environment fit, employees' organizational citizenship behavior and organizational commitment. However, person-environment fit did not have a significant, direct impact on their turnover intent. Thus, this study found an indirect influence via organizational citizenship behavior and organizational commitment. In addition, organizational citizenship behavior and organizational commitment were negatively associated with employees' intention to leave the organization. Limitations and future research directions are also discussed.

On the Effect of Dispersed Leadership of Vocational Training Teachers on Job Satisfaction Through Organization Citizenship Behavior and Teacher Empowerment (직업능력개발훈련교사의 분산적 지도성이 직무만족에 미치는 영향 - 조직시민행동과 교사 임파워먼트의 매개효과 -)

  • Choi, Sangkuk;Hwang, Changyu;Kwon, Dosoon
    • Journal of Korea Society of Digital Industry and Information Management
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    • v.15 no.1
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    • pp.109-122
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    • 2019
  • The goal of this research is to empirically examine how vocational skill development teachers' distributed leadership influences on job satisfaction, through organizational citizenship behavior and teacher empowerment. A nation-wide survey was conducted among vocational skills development teachers, the unemployed and teachers who have used a government-subsidized education card. First, the study revealed that vision has no significant influence on organizational citizenship behavior and teacher empowerment. Second, leader-plus has a significant influence on organizational citizenship behavior and teacher empowerment. Third, situation has no significant influence on organizational citizenship behavior and teacher empowerment. Fourth, organizational culture has a significant influence on organizational citizenship behavior and teacher empowerment. Fifth, a significant influence was found between teacher empowerment and organizational citizenship behavior. Lastly, organizational citizenship behavior and teacher empowerment has a significant influence on job satisfaction.

The Moderating Effects of Emotional Intelligence in the Relation between Transformational Leadership and Organizational Citizenship Behavior (변혁적 리더십과 조직시민행동의 관계에서 감성적 지능의 조절효과 분석)

  • Jang, Chung-Seok
    • Korean Business Review
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    • v.22 no.2
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    • pp.111-137
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    • 2009
  • The purpose of this study is to examine the moderating effect of emotional intelligence in the relationship between transformational leadership and organizational citizenship behavior. To achieve this research purpose, theoretical and empirical studies related to transformational leadership, organizational citizenship behavior, and emotional intelligence were carried out simultaneously. A field survey was undertaken through questionnaire sampling a population of public organization in Chungchungnamdo. The established hypotheses related to transformational leadership, organizational citizenship behavior, and emotional intelligence were verified by the hierarchical regression analysis using SPSS. The result of this research are as followers : First, hypothesis1 proposed that emotional intelligence will be moderate the effect of charisma on organizational citizenship behavior. The hierarchical regression analysis revealed that moderation term was insignificant. The interaction term for charisma and emotional intelligence had a insignificant and positive relationship with organizational citizenship behavior. Therefore, hypothesis1 was not supported by the data. Second. hypothesis2 stated that emotional intelligence will be moderate the effects of inspirational motivation on organizational citizenship behavior. Hypothesis2 The result of the hierarchical regression analysis show a insignificant interaction between inspirational motivation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis2 was not supported by the data. Third, hypothesis3 stated that emotional intelligence will moderate the effect of intellectual stimulation on organizational citizenship behavior. The result of the hierarchical regression analysis show a significant interaction between intellectual stimulation and emotional intelligence on organizational citizenship behavior. Therefore, hypothesis3 was supported by the data. Fourth, hypothesis4 proposed that emotional intelligence will moderate effect of individualized consideration on organizational citizenship behavior. The hierarchical regression analysis revealed that the interaction term for individualized consideration and emotional intelligence had a significant and positive relationship with organizational citizenship behavior. Therefore, hypothesis4 was supported by the data. This study revealed that emotional intelligence moderate the relationship between intellectual stimulation, individualized consideration, and organizational citizenship behavior. It concludes that organizational citizenship behavior varies with coalignment of transformational leadership and emotional intelligence.

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An Empirical Study on the role of Leader-Member Exchange on the relationship between Justice Factors and Organizational Citizenship Behavior (조직공정성과 조직시민행동의 관계에 있어서 상사-부하간 교환관계의 역할에 관한 연구)

  • Lee, Kwang-Hee;Lee, Byeong-Jin;Park, Dong-Jin;Lee, Young-Uk
    • Journal of Industrial Convergence
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    • v.8 no.2
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    • pp.61-77
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    • 2010
  • The purpose of this study is to examine the relationship between justice factors and organizational citizenship behavior through the role of leader-member exchange. It is expected that leader-member exchange was mediated on the relationship between justice factors and organizational citizenship behavior. According to this result. leader-member exchange mediate between justice factors and organizational citizenship behavior, also justice factors direct effected to organizational citizenship behavior. Resultingly organizational citizenship behavior effected on justice factors and leader-member exchange. And mediated effect of leader-member exchange was positively related to between justice factors and organizational citizenship behavior As a result, this study is to be more useful to manage employees in organization.

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Relationship among Job Burnout, Organizational Commitment and Organizational Citizenship Behavior in Social Workers using Structural Equation Modeling

  • Kang, Jong-Soo
    • International Journal of Contents
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    • v.8 no.3
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    • pp.57-63
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    • 2012
  • Burnout is a severe psychological and physical syndrome that occurs in response to prolonged stress at work. It brings enormous costs to both organizations and individuals because it negatively impacts employees' job attitudes and leads to undesirable behaviors. The purpose of this study was to examine the negative effects of job burnout on the organizational commitment and organizational citizenship behavior of social worker. Organizational citizenship behaviors are efforts by employees above and beyond what is expected. For the research, burnout was consisted of emotional exhaustion(EE), depersonalization(PA) and diminished personal accomplishment(DP) by Maslach and Jackson's MBI. This study analyzed 342 social workers in private social welfare organizations by survey. The results of this study were summarized as follows: Social Workers had negative correlation to burnout on the organizational commitment and organizational citizenship behavior. Especially, EE, PA and DP had a negative effect on the organizational commitment; PA and DP had a negative effect on the organizational citizenship behavior. This study finally discussed theoretical implications for future study and practical implications for burnout strategies on the results.