• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• Knowledge Management Research
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• v.10 no.3
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• pp.133-152
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• 2009

The purpose of this study is to enhance an understanding of employee's OCB(organizational citizenship behavior) in manufacturing innovations like a TPM(total productive maintenance). OCB is examined as a dependent variable in three dimensions; compliance behavior, altruistic behavior, and innovative behavior. The six determinants of OCB are considered based on previous literature : organizational culture, team climate, transactional leadership, transformational leadership, job satisfaction, and organizational commitment. And the moderating effect of TPM on the relationships between OCB and determinants are examined. Data is collected through questionnaires and interviews from 684 employees in the Korean medium-sized manufacturing company that are conducting TPM. The result indicates that the important influencing factors of OCB are team climate, organizational culture, and job satisfaction. And the moderating effect of TPM on the relationships between OCB and job satisfaction is founded.

• Journal of the Korea Safety Management & Science
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• v.19 no.4
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• pp.241-251
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• 2017

The purpose of this study is to review the effects of organizational citizenship behavior on innovative behavior and intention to leave, and the moderating effects of self-efficacy in Korea Politechnics' teachers and professors. In order to verify and achieve the purposes mentioned above, questionnaire data were gathered and analysed from 206 employees of Korea Politechnics campus. Empirical survey's findings are as follows; First, altruism, conscientiousness, sportsmanship appeared to be positively related with innovative behavior. Second, courtesy, conscientiousness, sportsmanship appeared to be negatively related with intention to leave. Third, self-efficacy moderated negatively the relationship between altruism and intention to leave. Fourth, self-efficacy moderated negatively the relationship between sportsmanship and intention to leave.

• Asian Journal of Business Environment
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• v.5 no.1
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• pp.13-26
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• 2015

Purpose - While studying the topic of seeking behavioral excellence (proactive and creative competence) in organization, scholars have presented a variety of literature sprinkled with countless theories on behavioral competence. Research design, data, and methodology - Foremost among the several theories on this topic are two distinct sets of behavioral theories: OCB (Organizational Citizenship Behavior) and Constructive Deviance. Both of these theories attempt to posit their usefulness in positive organizational outcomes (such as organizational effectiveness, quality, performance, and innovations). Results - However, their proposed constructs are opposing and studies are conducted in isolation, thereby creating a significant literature gap and omitting the possibility of being inclusive of the best that both OCB and constructive deviance have to offer. Conclusions - The article bridges the gap by critically examining OCB and constructive deviance and including a consideration of other empirical studies in an attempt to be comprehensive while, at the same time, seeking to find an effective behavioral construct that is both appropriate and conducive for positive organizational outcomes in the context of the current business environment.

• Journal of Korean Society for Quality Management
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• v.43 no.1
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• pp.67-84
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• 2015

Purpose: By analyzing what kind of organizational reaction is shown by employees to corporate social responsibility (CSR), I want to propose a plan to maximize achievement(organizational commitment and productive behavior) within corporation. Methods: Regression analysis is used to analyze relationship between CSR awareness and achievement within corporation. Then structural equation model is used to check control effect of corporate member's participation in CSR. Results: It is proved that employee's CSR awareness has positive relationship with organizational commitment and productive behavior. It is shown that when employees have participated in CSR programs directly, effectiveness of relationship was especially higher for Organizational Citizenship Behavior (OCB) and innovative behavior. Conclusion: In order to increase organizational commitment and productive behavior of employees, corporation's social responsibility management, in other words ethical management must be used so their motivation can be increased and so they can directly participate in CSR programs which will increase effectiveness of organization.

• Asian Journal for Public Opinion Research
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• v.7 no.2
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• Journal of Digital Convergence
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• v.13 no.7
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• pp.147-161
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• 2015

CEO's leadership is considered most important to cope with the rapidly changing ICT industry environment. Thus, this study attempted to investigate the impacts of the CEO's transformational leadership (referred to as "TL") on the organizational members' innovative/organizational citizenship behavior("IB/OCB") in the domestic ICT businesses. For this, this study conducted an on-line survey with the employees of businesses that belonged to the ICT industry, and received 417 valid responses. The analysis results by SPSS & Amos showed that the ICT business CEO's TL had a significantly positive impact on the members' self-efficacy; the members' self-efficacy not only had a positive impact on their own IB/OCB, but also had a mediating roles in the relationship between CEO's TL and IB/OCB. The Results indicated that the TL should be a CEO's core competency to arouse the members' IB/OCB through members' self-efficacy in the ICT industry.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.7 no.1
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• pp.245-255
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• 2012

Greenberg(1990) suggested that organizational justice research may potentially explain many organizational behavior outcome variables. One such example of nontraditional job behavior is organizational citizenship behavior and service quality, for they are part of the spontaneous and innovative behaviors noted by Katz(1964). Stimulated by conceptualizations of justice in organizations by such theorists as Homans(1961), Admans(1965), and Walster, Berscheid, and Walster(1973), organizational researchers devoted considerable attention in the 1960s and 1970s to testing propositions about the distribution of payment and other work-related rewards derived from equity theory. Although reviews and critiques of equity theories once dominated the pages of organizational journals, more recently it has been the subject of far more attention(Reis, 1986). In one notable recent trend, researchers and theorists have expanded on conceptualizations of procedural and distributive justice by turning attention to the interpersonal aspects of justice, the perceived fairness of the way people are treated by others. With the rapid and uncertain changes of organization, such voluntary behaviors as OCB, service quality, and innovative behavior have become more important for the development and survival of organization. Thus it is very important to keep the organization fair for keeping employees participative in organization. Here it is reviewed the relationship between organizational justice and it's related factors(OCB, service quality and innovative behavior).

• Korean Business Review
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• v.12
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• pp.161-187
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• 1999

Organ(1988) has suggested that OCB should be considered an important component of job performance because citizenship behaviors are part of the spontaneous and innovative behaviors. Also it has been suggested that organizational characteristics may potentially explain many organizational behavior outcome variables(Hackman & Oldham, 1980). In recent years there has been a resurgence of interest in the validity of personality measures as a moderator between many variables and organizational outcome variables. This is largely due to the facts that first personality is difficult to control for promoting many organizational outcomes and next many researchers have found the moderating effects of personality(Brief & Aldag, 1975; Wanous, 1974). The purpose of this research is to test the moderating effects of tenure and growth needs on the relationships between organizational characteristics and OCB. To assess the moderating effects, the hierarchical regression procedures outlined by Cohen and Cohen(1983) were followed. On the basis of data from 698 teachers in Wonju province, results indicated that job variety has more impacts than any other independent variable on OCB like other studies. It is found that job variety and job identity have more impacts on courtesy and altruism in lower growth needs group than in higher growth needs group. Also it is resulted that job importance and autonomy have more impacts on sportsmanship in higher growth needs group than in lower growth needs group.