جستجوی مقالات مرتبط با کلیدواژه « organizational citizenship behavior » در نشریات گروه « علوم انسانی »

In today's competitive world, employees turnover is one of the major problems of organizations, result in many investments being easily lost. The present research was conducted to determine the effect of perceived organizational support of mental health and emotional commitment on turnover with the mediating role of organizational citizenship behavior.

This research statistical population was the Khalesazan Roy Company employees. Using Cochran's formula, the statistical sample size was equal to 73 people. In this research, a convenient sampling method was used.  SPSS and smartPLS softwares were also used for data analysis.

The direct effect of emotional commitment on turnover tendency is confirmed with a t-value of 4.040. The direct effect of Percieved organizational support of mental health on emotional commitment is confirmed with t-value 9.021. The direct effect of organizational citizenship behavior on the tendency to turnover is confirmed with a t-value of 2.296. The direct effect of emotional commitment on organizational citizenship behavior is confirmed with a t-value of 5.060.

In today's competitive world, maintaining capable and loyal employees has become an important issue for organizations; And the tendency of employees for quit the organization threatens this issue. Various factors affect the willingness to leave the organization. In this research, the effect of perceptual organizational support of mental health, emotional commitment and organizational citizenship behavior on the tendency of turnover the organization was investigated. According to the results, hypothesis 1 was confirmed, therefore emotional commitment has a positive effect on reducing the tendency of turnover. This result is consistent with the research results of Parizadeh et al., (2019), Ghorbanzadeh et al (2021), Shahtahmasbi & Mazarei (2020). Hypothesis 2 was also confirmed and the percieved organizational support of mental health has a positive effect on the emotional commitment, which is consistent with the results of the researches of Mehdibeigi (2017) and Doai & Barjalilou (2019). Organizational citizenship behavior has a negative effect on tendency of turnover, and hypothesis 3 was also confirmed, which means that organizational citizenship behavior affects reducing the tendency of turnover. This finding is consistent with the results of Shahtahmasbi & Mazarei (2020) and Qaidamini Harouni et al (2017). Hypothesis 4 was also confirmed, so emotional commitment has a positive effect on organizational citizenship behavior, which is consistent with the results of Katebi Jahromi et al. (2021), Moini Karbkandi & Azar (2020) and Malek Shaoar (2015). According to the confirmation of hypotheses 3 and 4, the mediating role of organizational citizenship behavior in the relationship of emotional commitment on tendency of turnover was also confirmed.

In the last two decades, the concept of organizational citizenship behavior has been widely discussed due to its importance in organizational performance, while less research has examined the external factors affecting it, so this study investigates the impact of citizenship rights awareness on organizational citizenship behaviors as an extra-organizational component through considering the employees working at the municipalities of seven biggest cities of Sistan and Baluchestan province, Iran, as a statistical population. This research introduces media literacy as one of the most influential variables on the knowledge, perceptions and attitudes of people in the present time as a moderating variable for the first time in the field of management. Using 3 questionnaires with confirmed validity and reliability, as well as using Pearson correlation coefficient, regression tests, and SEM, the hypotheses of this research were examined and it was concluded that not only awareness of citizenship rights can cause increasing organizational citizenship behaviors in municipality employees, but also media literacy is a significant modifier in this regard. Therefore, managers of organizations should be aware that it is time to pay more attention to extra-organizational factors (beyond the factors of individual behaviors, organizational behaviors and organizational structures) to increase organizational citizenship behaviors while the effective role of media literacy on perception and cognition of employees should not be neglected.

The aim of the current research is to investigate the effect of intellectual capital and strategic leadership on organizational citizenship behavior with the moderating role of professional ethics of employees in the General Department of Education of Kermanshah province. The research is applicable in terms of purpose and causal in terms of descriptive-survey nature. The statistical population of the research was the employees of the General Department of Education of Kermanshah province, and the sample size was determined using the Cochran formula of 304 people. A simple random sampling method was chosen. The data collection method was field data collection, and the required tools were Bontis's (1998) intellectual capital, Lear's (2012) strategic leadership, Oregon and Kanowski's (1988) organizational citizenship behavior, and researcher-made professional ethics questionnaires. The method of data analysis was descriptive statistics and structural equation modeling using Spss26 and Amos24 software. The findings showed that intellectual capital has a significant and positive effect on organizational citizenship behavior by 66%. Strategic leadership predicted changes in organizational citizenship behavior by 46%, Also, the moderating role of professional ethics of employees between intellectual capital and strategic leadership with organizational citizenship behavior was confirmed, and the moderating rate of this variable was equal to 5% and 3.2%, respectively. The results showed that intellectual capital has a greater effect on organizational citizenship behavior than strategic leadership. Therefore, it is necessary to pay more attention to intellectual capital in order to improve organizational citizenship behavior in the organization.

Ethics is one of the topics that has been emphasized in Aristotelian wisdom. That is, wisdom has a vacuum without considering morality. Therefore, morality and wisdom are two intertwined issues, and in this research, the relationship between individual wisdom and organizational citizenship behavior of nurses of Hamedan University of Medical Sciences teaching hospitals has been tried to be done by emphasizing moral behavior, moral judgment, and moral emotion.

The current research is a quantitative research based on the applied purpose and correlation type and in terms of the data collection method. The statistical population of all nurses of Hamedan University of Medical Sciences teaching hospitals is 1527 people. The statistical sample was selected using Morgan and Karjesi's table with the relative stratified method in the number of 306 people.

The results of structural equation analysis with PLS software showed that individual wisdom had an effect on moral behavior, moral emotion, moral judgment, and organizational citizenship behavior. Also, moral emotion influenced moral judgment, organizational citizenship behavior, and ethical behavior. On the other hand, moral judgment was insignificant on moral behavior and significant on organizational citizenship behavior. Also, organizational citizenship behavior was influenced by ethical behavior.

In general, the results showed that organizational citizenship behavior is influenced by individual wisdom, as well as moral behavior, moral judgment, and moral emotion. That is, with the existence of moral components along with wisdom, we can expect citizenship behavior from employees in the organization.

The coaching style is considered a kind of supportive and encouraging relationship in organizations and is formed in the context of interactions and close relationships and can influence organizational citizenship behaviors. Also, organizational citizenship behaviors increase performance, commitment, and job satisfaction through influencing the internal factors of the organization and reducing destructive organizational behaviors and attitudes. Based on this, the aim of the present study was to investigate the mediating role of organizational citizenship behavior in the relatonship of perceived coaching style and workplace deviant behaviors.

Type of research was descriptive-correlation and the statistical population consisted of 3237 teachers of Kashan city by using Cochran's formula and stratified random sampling method. 315 teachers were selected as research sample. The instrument consisted of three questionnaires of coaching by Mc Lean et al (2005), deviant behavior by Bennett & Robinson (2000) and organizational citizenship behavior by Organ & Kanovsky (1989). In order to confirm the questionnaire's validity, face validity and construct validity were used. Data analysis of the research was done using AMOS and SPSS software.

The results showed that the mean variable of coaching style and organizational citizenship behavior is higher than average and the deviant behaviors of teachers is lower than average. Also, the total effect of coaching on deviant behavior was negative and meaningful, the effect of citizenship behavior on deviant behavior was negative and significant and the effect of coaching on citizenship behavior was positive and significant. The mediating role of citizenship behavior in effect of coaching on deviant behavior was significant and confirmed.

Based on the results, it can be said that with the appropriate leadership style, mutual trust and commitment are formed between the individual and organization. The organization also seeks personal and professional growth and development of individuals, and individuals mutually seek to achieve organizational goals, even with behaviors are voluntary, less deviant behaviors will be seen in the organization.

With the increasing growth of knowledge in the 21st century, hiding knowledge has destructive effects on the organization's productivity. so, the present study was done with the aim of investigating he role of compassion, thriving and organizational citizenship behavior to reduce the negative effects of in Barez rubber factory of Kerman city.

The present study was practical in terms of purpose and descriptive-survey in terms of data collection. The statistical population of the this study was the headquarters staff of Barez Rubber Factory in Kerman (180 people), that 123 people were selected through simple random sampling. the tool for collecting data in this research was standard questionnaires, and validity and reliability were confirmed. the analysis method used in this research was the structural equation modeling technique.

The finds of the research showed that playing dumb and evasive hiding have a negative and significant effect on compassion at work, but rationalised hiding does not have a significant effect on compassion at work. Also, the effect of compassion at work on thriving at work; and the effect of compassion at work on organizational citizenship behavior; and the effect of thriving at work on organizational citizenship behavior were also confirmed. Also, compassion at work mediates the relationship between playing dumb and evasive hiding with thriving at work. finally, it was found that compassion at work plays a mediating role in the relationship between playing dumb and evasive hiding with organizational citizenship behavior.

The results of this research showed that the more managers pay more attention to compassion in their organization, they can reduce the negative effects of knowledge hiding (playing dumb and evasive hiding) and as a result increase the thriving and organizational citizenship behavior of employees at work.

The purpose of this study is to determine the relationship between organizational citizenship behavior, leader-member exchange, and perceived supervisor support among employees of public libraries in Kurdistan province.

The present research method is a survey type in terms of practical purpose and data collection method. The statistical population of this study includes all employees of public libraries in Kurdistan province, totaling 99 people, which was determined using the census method due to the small population size. Three standard questionnaires were utilized to collect data on Organizational Citizenship Behavior (Kanuski, 1996), Leaders-Member Exchange (Gran and Joey Bain, 1995), and perceived support for the Supervisor (Rubin, 2013). The content validity of the questionnaire was confirmed by five professors of information science, and the reliability was assessed using Cronbach's alpha, resulting in values of 0.785, 0.845, and 0.938. Data analysis was conducted using statistical coefficients such as correlation coefficient and multiple linear regression in SPSS software version 22.

The findings showed a significant relationship between leader-member exchange and all five dimensions of organizational citizenship behavior, as well as the perceived support of the supervisor. Additionally, a significant relationship was found between the perceived support of the supervisor and organizational citizenship behavior. The perceived support of the supervisor was identified to play a mediating role in the relationship between leader-member exchange and the dimensions of altruism, respect, and humility. Lastly, the gender of the respondents was found to be related to the altruistic dimension.

Based on the results obtained, it can be said that employees are more likely to engage in organizational citizenship behavior in response to perceived support from the supervisor rather than as a tool for rewarding. In other words, employee's express organizational citizenship behavior because they feel satisfied with the support of their supervisor. What is certain is that it is not only the role of the supervisor that strengthens the behavior of organizational citizenship in the workplace; organizational citizenship behavior is a team effort.

The main duty of the Faraja command headquarters is to maintain the safety of people in the society. Accordingly, it needs forces that can realize this by relying on their wisdom. Paying attention to the importance of intelligence in the discussion of public security, this research was conducted with the aim of explaining the organizational micro-structural model and its antecedents and consequences in the police headquarters of the Islamic Republic of Iran. the present research method according to the purpose is an applied one; In terms of data collection, it utilizes a descriptive-correlation method; and also, in terms of data type, it was quantitative. The statistical population included the employees of the police command headquarters in Tehran city, which was considered as the sample size of 371 people using the formulas for determining the sample size and stratified random sampling method. In order to collect data, mixed questionnaires were used to measure the variables of job satisfaction, organizational citizenship behavior, transformational leadership, organizational culture, and knowledge management. Also, in order to measure organizational wisdom, the standard questionnaire of Schmidt et al. (2012) was used. Content and construct validity were used to calculate the validity of the questionnaires. Also, reliability was calculated through Cronbach's alpha coefficient and composite reliability. The values ​​of these two coefficients for all research constructs were above 0.7, which indicated the reliability of the measurement tool. The data obtained from the questionnaire were analyzed using descriptive and inferential statistics (structural equation modeling) and SPSS and Lisrel software. The findings showed that based on theoretical foundations, the factors influencing organizational wisdom include: transformational leadership, organizational culture, and knowledge management, as well as the factors influencing organizational wisdom include: job satisfaction and organizational citizenship behavior; Based on the effective and effective factors identified from the theoretical foundations and research background, the research model was presented; The degree of fit of the presented model was suitable according to the identified factors; Also, the findings showed that transformational leadership (0.72), organizational culture (0.47) and knowledge management (0.65) have an effect on organizational wisdom, and organizational wisdom also affects job satisfaction (0.53) and organizational citizenship behavior (60). 0) has an effect. Organizational wisdom not only expresses the ability to effectively choose and apply appropriate knowledge in a specific situation, but also includes the ability to collect, unify and relate this knowledge with acceptable organizational tools.

The purpose of the current research was to develop a relationship model of psychological capital and organizational citizenship behavior with the mediation of job self-efficacy in sustainable organizations. The research method was a descriptive correlation. The statistical population of the research included all the employees of the Sports and Youth Department of Gorgan city in 1402, of which 200 people were selected and participated in the research by available sampling method. Data were collected using Luthans et al.'s psychological capital questionnaire (2007), Riggs and Knight's (1994) job self-efficacy, and Podsakoff et al.'s (1990) organizational citizenship behavior and Pearson's correlation coefficient method and structural equation analysis using SPSS software version 24 and Imus software were analyzed. The results showed that there is a positive and significant correlation between psychological capital and job self-efficacy (r=0.49), psychological capital with organizational citizenship behavior (r=0.51), and job self-efficacy and organizational citizenship behavior (r=0.41). There is a level of 0.01. Also, the psychological capital model has a good fit with organizational citizenship behavior with the mediating role of job self-efficacy. Based on the results, since psychological capital and job self-efficacy have a special role in promoting organizational citizenship behaviors and the productivity and efficiency of sustainable organizations, it is necessary for the managers of these organizations, to pay special attention to the importance of these factors, to provide the necessary conditions for their promotion in the form of in-service programs. Provide employees.

With a review of the existing background in the field of organizational psychology, a significant gap can be observed in identifying instances of citizenship behaviors among managers in educational organizations and the available theories. Despite extensive studies in the realm of organizational psychology, fewer studies categorize and determine instances of citizenship behavior among education and training managers.Top of Form

The objective of the present research was to identify the theories and instances of organizational citizenship behavior of managers within the education and training organization.

The present study was a systematic review. A search was conducted from 2000 to 2023 using keywords related to organizational behavior, citizenship behavior, organizational citizenship behavior, organizational psychology, theories of citizenship behavior, and education in specialized databases such as SID, Magiran, PubMed, Scopus, and Science Direct. Twenty-four articles were retrieved, and following the inclusion and exclusion criteria, ultimately, five studies directly relevant to the subject were examined. Their findings were synthesized together based on the PRISMA statement.

The results indicated that the development and expansion of organizational justice, organizational culture, and commitment within educational organizations, in all their dimensions, can create an environment conducive to the emergence of organizational citizenship behaviors and increase the likelihood of such behaviors occurring.

Managers and leaders within educational organizations should create opportunities for increasing organizational citizenship behavior through organizational justice, culture, and commitment by employing leadership styles that allow greater participation in decision-making for all middle and lower-level managers.

Today, whistleblowing is mentioned as one of the factors in detecting the phenomenon of fraud. The aim of this study was to investigate the relationship between personality traits and whistleblowing based on the mediating role of organizational citizenship behavior. The present study is a descriptive-survey study and the statistical population of the study includes all certified public accountants working in auditing firms and the sample size was determined using the Cochran's formula which was 343 people. To analyze the data, a structural equation test with a partial least squares approach has been performed. To collect data from Johnson-Webster (2010) Dark Personality Trait Questionnaire, Lee and Allen Organizational Citizenship Behavior (2002), Park-Long, whistleblowing Scenario (2018), Fatt. And psycopathty behavior has a negative and significant effect on whistleblowing. Narcissism has a positive and significant effect on whistleblowing. Also, the results of Machiavellianism, narcissism, psycopathty behavior on the mediating role of organizational citizenship behavior have a positive and significant effect on whistleblowing.

The purpose of this study was to investigate the relationship between organizational citizenship behavior and job performance among public librarians in Ilam province.

The methodology applied for this research was descriptive and correlational in nature, with data collected through survey methods. Utilizing the organizational citizenship behavior questionnaire developed by Podsakoff et al. (1990) and the job performance questionnaire by Paterson (1970), the study focused on the librarians in Ilam province in 2023. With three predictor variables considered, a confidence level of 0.95, test power of 0.90, and G*Power software indicating a minimum required sample size of 99 individuals, a total of 103 participants were included in the analysis after accounting for an additional 5% sample volume.

The findings revealed significant relationships between altruism and civil virtue among librarians, as well as associations between respect for librarians and their job performance. However, no significant correlations were found between conscientiousness or chivalry and job performance.

In democratic systems, increasing attention is being placed on citizen participation. Active engagement from organizational members as good citizens is crucial for fostering positive behaviors within an organization. Recognizing organizational citizens as valuable resources, their behavior plays a key role in overall success. This study highlights the positive link between organizational citizenship behavior and librarian performance in Ilam province.

Value: 

This study adds to the existing literature by examining the impact of organizational citizenship behavior on librarian job performance and underscores the importance of this relationship in enhancing professional performance. The results can offer valuable insights for cultural officials, public library managers, and policymakers seeking to motivate library staff effectively.

Organizational Citizenship Behavior (OCB) is a new concept in the field of citizenship in organizations and refers to the voluntary behaviors of individuals that affect the organization. This attention to OCB has made in recent years much research done on the factors influencing behavior in the workplace. Due to an increase in OCB research and identifying the factors affecting it, this study aimed to investigate the factors affecting OCB in research conducted in Iran. The research method of this paper is meta-analysis. Population of the study, almost scientific papers that are the subject factors for OCB in 2011 and 2021 were published. Finally, 35 papers were selected and analyzed with the Comprehensive Meta-analysis software. The results showed that relationships of 33 variables were evaluated by OCB in previous research. Among these variables, job satisfaction, organizational commitment and organizational justice had the most impact on OCB. The results of the meta-analysis showed that the effect size between job satisfaction and OCB approximately 0.54, was at a high level. Also, the relationship between organizational commitment and OCB was about 0.44 and at moderate level. Results show that the combined effects of the relationship between Organizational Justice and OCB the equivalent of 0.40, was at a moderate level.

This study aimed to investigate the impact of organizational democracy on the organizational citizenship behavior of employees in the Foundation of the Oppressed, with job satisfaction and organizational commitment as mediating factors. Accordingly, the present research falls within the realm of applied research in terms of its objective, and correlational research based on structural equation modeling in terms of method and nature. The statistical population of the study comprised 391 employees of the Foundation of the Oppressed in Tehran in the year 2023. Using Morgan's table, a sample of 194 individuals was selected, and questionnaires were distributed among them through simple random sampling. The data collection instruments included the Padscaw Organizational Citizenship Behavior Questionnaire (2000), the Rahnavard Organizational Democracy Questionnaire (1380), the Kendall and Hulin Job Satisfaction Questionnaire (1969), and the Allen Meyer Organizational Commitment Questionnaire (1993). Data analysis, conducted using SPSS (version 22) and LISREL (version 3) software, revealed that organizational democracy had a significant impact on organizational citizenship behavior, both directly and through the mediating variables of job satisfaction and organizational commitment (p<0.05). Therefore, considering the importance of organizational democracy in shaping the organizational citizenship behavior of employees, the Foundation of the Oppressed in Tehran should pay special attention to this issue.

The purpose of this study was to investigate the effect of internal marketing on organizational performance by explaining the mediating role of organizational trust and organizational citizenship behavior. Purpose-based research is an applied research based on how data is collected, descriptive and correlational. The statistical population in this study is the staff with a bachelor's degree or higher in Shahid Rajaei port and the sample size is equal to 243 people. The research model was designed by examining the research literature and examined in the target community. The data collection tool was a standard questionnaire. Structural equation modeling using Smart PLS software was used to analyze the data. The research results show a direct relationship between internal marketing and organizational trust and organizational citizenship behavior and a positive and significant relationship between internal marketing and the performance of Shahid Rajaei port. Also, a positive and significant relationship between organizational trust and organizational citizenship behavior was observed with organizational performance. Finally, the mediating role of organizational trust variables and organizational citizenship behavior in the relationship between internal marketing and the performance of Shahid Rajaei port was confirmed.

This research was conducted with the aim of investigating the effect of perceived organizational support and organizational culture on organizational citizenship behavior with the mediating role of perceived organizational commitment. The statistical population of this study consisted of all the teachers in Tehran, whose number was 45,000, and according to Cochran's formula, 384 teachers and administrators were selected as a statistical sample based on the multi-stage cluster sampling method. The measurement tool in this research is a researcher-made questionnaire, the first part of which is to examine demographic characteristics and the other three parts of a modified standard questionnaire, which include Sharma and Jain's organizational citizenship behavior questionnaires, Dension's organizational culture and commitment, and Eddy's organizational support questionnaire. have been. After checking the validity and reliability, the questionnaires were provided to the selected statistical samples and the obtained data were analyzed using SPSS26 and SmartPLS software. The research findings showed that perceived organizational support and organizational culture have a positive and significant effect on organizational citizenship behavior with a mediating role of perceived organizational commitment. It is recommended to increase the organizational commitment of teachers in the educational organization with organizational support and create a suitable organizational culture, and then the emergence of organizational citizenship behavior in them.

Nowadays, improving the productivity of libraries is very important for their survival, development and progress. It is of particular value to pay attention to the impact of the organizational citizenship behavior of librarians, which is related to their undefined frank duties and improves the performance of libraries. And it has a special value. The purpose of the present study is to investigate the situation of organizational citizenship behavior of librarians of Astan Quds Razavi in Holy Mashhad and the factors affecting it.

This research is a combination of sequential explanatory types. The statistical sample of this research is 127 librarians of Astan Quds Razavi libraries in Mashhad, who were selected by multi-stage sampling method from the 200-person population. Quantitative data collection was performed using the Citizenship Behavior Questionnaire. Data were analyzed in both quantitative and qualitative ways. The sample size of the statistical population in the qualitative section was 10 percent of librarians who had obtained a higher average score. In the Quantitative stage, it was set purposefully. A semi-structured interview method was used to collect qualitative data, this data was also analyzed by open, central and selective coding.

Findings in the quantitative part showed that organizational citizenship behavior among librarians of Astan Quds Razavi libraries in Mashhad was above average. Organizational information and organizational loyalty and individual initiatives significantly predicted organizational citizenship behavior. Organizational Participation - Helping behaviors and magnanimity did not play an effective role in predicting organizational citizenship behavior. Also, the findings of the interview in the qualitative section showed that organizational justice-organizational loyalty and organizational support, personality traits, commitment and job satisfaction have been the factors involved in the occurrence of organizational citizenship behavior. If the organization appreciates and values the librarians and their opinions, it will lead to the desirable organizational citizenship behavior of the librarians, which can be classified as organizational support. In other words, it causes the librarians to show a kind of cooperative behavior and share their opinions and suggestions in the organization's programs. Also, perceived organizational support from the librarians' side leads to desirable citizenship behavior in order to fulfill the library's goals. And the increase in organizational support leads to an increase in employee citizenship behavior.

So far, no research has been found to quantitatively and qualitatively examine the organizational citizenship behavior of librarians. The findings showed that the factors affecting and involved in the occurrence of organizational citizenship behavior can be exploited in various ways and of course can be specified.