organizational citizenship behavior

The purpose of this research is to investigate the presentation of the organizational team performance model with the approach of non-economic motives of organizational citizenship behavior in the municipalities of Tehran province. The current research is applicable in terms of purpose, and descriptive-analytical in terms of nature and method. The statistical population of the present study includes 100,000 employees of the municipality of Tehran province, which was determined 384 people due to the large sample size using the Morgan Karjesi table. Sampling was done by simple random sampling. The collection tool in this research includes a researcher-made questionnaire derived from the qualitative method. The reliability of the research was checked and confirmed using Cronbach's alpha criterion in SPSS software. PLS software was used to fit the conceptual model of the research. The findings of the research showed that the skills, expertise and resources of the organization along with the relevant components have an impact on the competitive environment of the organization. The findings also showed that the role of skill and expertise with a coefficient of 0.462 in the competitive environment of the organization is stronger than the role of organizational resources with a coefficient of 0.390, and the model has a good fit.

This research was conducted with the aim of presenting organizational culture model, organizational silence and organizational citizenship behavior of athletes of IRAN army command staff. The present research is a descriptive-correlative type based on structural equations. The statistical population of this research includes all staff athletes of the IRAN Command's Chiefs of Staff in 650 people, of whom 242 were selected by simple random sampling. The instruments used in this research were Denison's Organizational Culture Questionnaire (2000), Wakola and Borados (2005) Organizational Silence Questionnaire (2005) and Organon's Civic Organizational Behavior Questionnaire (1996). Their reliability was 0.906 0.772 based on Cronbach's alpha And 0.786. According to some professors, regarding the validity of questionnaires, it was found that the questionnaires had an acceptable reliability and validity. The results of this study showed that there is the highest number of individuals in groups, component officer, age from 39 to 45, the amount of service between 16-20, the level of baccalaureate education and the amount of exercise activity between 21 and 25 years in descriptive statistics. According to the results of inferential statistics, there is not a significant relationship between organizational culture and organizational citizenship behavior with organizational citizenship behavior in organizational culture, but organizational culture has a direct and inverse relationship with organizational silence, which indicates that increase or decrease Organizational culture reduces or increases organizational silence.

In contemporary workplaces, citizenship behavior significantly influences both individual and organizational performance. Employees typically exhibit a strong inclination to engage in organizational citizenship behaviors. However, the research indicates that, in certain circumstances, such behaviors may have adverse effects on organizations. Therefore, this study aims to develop a model that identifies the antecedents of ambivalence regarding organizational citizenship behavior within government organizations.

The current research methodology is qualitative, employing thematic analysis as the strategic approach. The participants consisted of eight managers from government executive bodies and five university professors. A purposeful and snowball sampling technique was utilized, and data analysis was conducted using open and axial coding. To assess the validity of the qualitative model, the agreement coefficient between two coders was calculated, yielding a value of 0.784, which indicates a strong level of validity for the model.

The research findings identify four themes: cognitive, structural, social, and emotional, along with individual themes. In total, there are 12 overarching themes and 152 basic themes identified within the study.

The identified factors significantly contribute to the ambivalence surrounding organizational citizenship behavior in government organizations, prompting the need for proposed solutions to mitigate this issue.

The purpose of this research is to design and validate the model of the antecedents of ambivalence of organizational citizenship behavior in government organizations. The research method is mixed. In the qualitative part, thematic analysis was used, and in the quantitative part, the survey method was used. The participants of the qualitative part are 8 of the managers of the executive bodies of the government, as well as 5 of the university professors. The statistical population in the quantitative stage is all the employees of the Agricultural Jihad Organization of South Khorasan Province, numbering 180 people. The sampling method in the qualitative part is of a targeted type. and snowball and in quantitative part, simple random and sample size is estimated to be 100 people. For the reliability of the qualitative model, the agreement coefficient of two coders was used, and the number 0.784 was obtained, which indicates the validity of the model. The validity of the quantitative part has also been measured with structural equation tests. The research findings in the qualitative part include 4 overarching themes called cognitive theme, structural theme, social theme, emotional theme and individual theme, the number of organizing themes, 12 themes named self-efficacy, impression management, job requirements, structure Organization, managerial causes, coalition of groups, social structure, emotional intelligence, personality traits, commitment, demographics and individual conflict management and 152 basic topics. The findings of the quantitative section have shown that the model had the required validity.

Organizational citizenship behaviors (OCBs), which are voluntary employee behaviors that go beyond their defined duties, play a key role in organizational success. This study aimed to investigate the relationship between perceived organizational support (POS), job satisfaction (JS), and OCB, and the mediating role of organizational commitment (OC) in this relationship among employees of the Agricultural Jihad Organization in North Khorasan Province, Iran. The study was applied in terms of its purpose and descriptive-survey in terms of its research method and correlation type. The statistical population included all employees of the Jihad Agriculture Organization in Bojnord (90 people), and the census method was used to collect data. To collect data, the standard questionnaires of perceived organizational support (Eisenberger, 2001), job satisfaction (Amin, 2012), organizational commitment (Ryan & Organ, 2002), and organizational citizenship behavior (Organ, 1998) were used. The data were analyzed using SPSS 24 and Amos 22 software. The results showed that there is a positive and significant relationship between perceived organizational support and job satisfaction with organizational citizenship behavior. Additionally, organizational commitment plays a full mediating role in the relationship between perceived organizational support and organizational citizenship behavior and a partial mediating role in the relationship between job satisfaction and organizational citizenship behavior. Accordingly, managers of the Agricultural Jihad Organization should create a supportive environment and promote employee job satisfaction to pave the way for increased organizational commitment and ultimately enhance their organizational citizenship behavior.

The present research was conducted with the aim of determining the effects of quantum leadership on the quality of relationship with clients with the mediating role of protean career attitude and organizational citizenship behavior (good soldier syndrome). The statistical population of the research is the employees and clients of the Imam Khomeini(RA) Relief Committee of Kurdistan province. 217 employees and 423 clients were selected as a statistical sample based on the opinion of experts. A researcher-made questionnaire was used to collect data. Reliability of the measurement model through factor loadings, combined reliability and Cronbach's alpha, as well as convergent validity with AVE criterion and divergent validity with Fornell and Larcker matrix were checked and confirmed by PLS software. The results of data analysis with PLS software showed, that directly quantum leadership 21.2 percent and indirectly 40.9 and 10.5 percent through, respectively, the variables of organizational citizenship behavior and protean career attitude has an effect on the quality of relationship with the customer. Also, the results of variance analysis with SPSS software showed that there is a significant difference between the average opinions in terms of gender, experience and age variables. No difference was observed in other variables. The innovative aspect of the research is that previous studies have examined the mentioned variables separately and in western cultures. However, the current research examined the variables simultaneously and in a non-western culture and context (Iran).

The present research was conducted with the aim of determining the effect of HEXACO's personality model (HPM) on organizational citizenship behavior (OCB or good soldier syndrome) with the mediating role of protean career attitude (PCA). In terms of purpose, the research is applied, the implementation method is descriptive of the survey branch and of cross-sectional type. The statistical population of the research includes all the employees of the Imam Khomeini's (RA) Relief Committee of Kurdistan Province, totaling 401 people. The sampling method was stratified random and 310 employees were selected as a statistical sample based on the opinion of experts. A researcher-made questionnaire adapted from related standard questionnaires was used to collect data. The reliability of the measurement model using factor loadings, composite reliability and Cronbach's alpha, as well as convergent validity with the AVE criterion and divergent validity with the Fornell and Larcker matrix were checked and confirmed by Smart PLS software. The results of data analysis by structural equation model with PLS software showed that HPM has a direct effect as well as an indirect effect through PCA mediating variable on OCB. so that HPM explains about 56.2% of the changes in the OCB variable directly and 26% of it indirectly through the path of the PCA mediating variable. Also, the results of analysis of variance using SPSS software showed that there is a significant difference between the average opinions of respected respondents in terms of gender, experience and age variables. No difference was observed in other variables

Introduction and goal: 

The purpose of this study was to investigate the relationships between organizational citizenship behavior, organizational indifference, organizational identity and organizational justice from the perspective of secondary school principals in Noorabad Mamsani city.

The current research is applied in terms of purpose, and in terms of data collection method, it is a descriptive-correlation type. the statistical population of this research is all secondary school principals in the city. Due to the low size of the population, the entire population was selected as the sample size.. In order to collect data, 4 standard questionnaires, Organizational Citizenship Behavior Questionnaire of Organ and Kanoski (2007), Organizational Indifference Questionnaire of Danai Fard et al was used. The content validity of the questionnaire was confirmed by experts and the reliability of the questionnaires was confirmed using Cronbach's alpha coefficient. Pearson's correlation coefficient test and structural equations were used to test the research hypotheses.

The results of Pearson's correlation test in this study showed that organizational citizenship behavior has a significant relationship with organizational justice with a correlation coefficient of 0.705 and a significance level of 0.02. Organizational indifference has no significant relationship with organizational justice with a correlation coefficient of 0.115 and a significance level of 0.07. Organizational identity has a significant relationship with organizational justice with a correlation coefficient of 0.517 and a significance level of 0.01. And finally, by using the structural equation approach, it was determined that the presented model has an acceptable fit both in the structural part and in the measurement part.

Discution: 

organizational citizenship behavior and organizational identity have significant relationships with organizational justice, while organizational indifference does not.

The present study was conducted with aim of examining inhibiting and facilitating factors of organizational citizenship behavior in a group of Army of the Islamic Republic of Iran.

This study was applied in terms of type and descriptive-survey in terms of data collection, and its statistical population was a detachment of Army of the Islamic Republic of Iran (100 people), which due to small size of the population, 100 people were selected through enumeration. The tool for collecting data in this research was standard questionnaires and analysis method used in this research was the structural equation modeling technique.

The findings of the research showed that role ambiguity and subsequent depersonalization are inhibiting factors in service-oriented organizational citizenship behavior. Also, role conflict and subsequent depersonalization are the inhibiting factor in service-oriented organizational citizenship behavior. In spite of, the leader-member exchange has a facilitating role in the effect of role ambiguity on service-oriented organizational citizenship behavior and also in the effect of role conflict on service-oriented organizational citizenship behavior and also in the effect of depersonalization on service-oriented organizational citizenship behavior; and finally social capital has a moderating role and is a facilitating factor of service-oriented organizational citizenship behavior.

The research results showed that leaders should in formulating their strategies, to pay attention to the fact that having strategies such as strengthening social capital and increasing the quality of leader-member exchange can reduce the impact of negative role stressors and subsequently lead employees to perform service-oriented organizational citizenship behaviors.

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.

The aim of this study was to examine the role of the dimensions and components of the employee compensation system in explaining the variance of organizational citizenship behavior (OCB) (Case Study: General Tax Office of Kerman Province). 

This research was applied in purpose and descriptive-correlational in terms of method. Data were collected through standardized questionnaires. The compensation system questionnaire included four dimensions: managerial, organizational, psychological, and social. The OCB questionnaire included 15 dimensions, both using a 5-point Likert scale. The statistical population consisted of all employees of the General Tax Office of Kerman Province, and random sampling was used to select the participants. 

The results showed a significant and positive relationship between the dimensions of the compensation system (managerial, organizational, psychological, and social) and OCB. These dimensions simultaneously explained 39.5% of the variance in OCB. Moreover, psychological and managerial components had the greatest impact on OCB. 

This study demonstrated that the employee compensation system, particularly its psychological and managerial dimensions, has a direct influence on enhancing organizational citizenship behavior. Organizations that focus on improving their compensation systems can expect an increase in extra-role behaviors and greater employee participation. It is recommended that organizations pay special attention to designing and implementing fair and supportive compensation systems.

The aim of this study was to, investigated the mediating role of organization-based self-esteem in the effect of role overload, role conflict, & role ambiguity on task performance & organizational citizenship behavior. The sample of study was 213 employees of the National Iranian Drilling Company who were selected using simple random sampling. In this study, was used standard questionnaires such as Michigan Organizational Assessment (1969), Role Conflict, & Ambiguity (Rizo, Hose, & Lirtzman, 1970), Job Performance (Williamz & Anderson, 1991), Organizational Citizenship Behavior (Podsakoff, MacKenzie, Morrman, & Fetter, 1990), & Organization-based Self-Esteem (Pierce, Gardner, Cummings, Dunham, 1989), & for analyzing data, was used Path Analysis Method. The research model test showed the acceptable fitted of the model. Examination of the direct effects indicated that role ambiguity has a significant and negative effect on task performance (p<0.01), organizational citizenship behavior (p<0.05), & organization-based self-esteem (p<0.01), & organization-based self-esteem has a significant and positive effect on task performance, & organizational citizenship behavior (p<0.01). Also, the indirect effects test showed that organization-based self-esteem has mediating role in the effect of role ambiguity on task performance, & organizational citizenship behavior (p<0.05). Therefore, it is recommend to managers that by using appropriate solutions, reduce role ambiguity and enhance organization-based self-esteem of employees, until in this way, their job performance and organizational citizenship behavior will also increase.

The current study has investigated the effect of leadership styles and professional ethics on organizational citizenship behavior with the mediating role of organizational effectiveness in education workers of Lorestan province.

This research is in the category of descriptive-correlation quantitative research of the structural equation model type. The statistical population included all education workers of Lorestan province (1311 people). A statistical sample of 301 people was selected using the simple random sampling method through lottery and Cochran's formula. In order to collect data, Avalio et al.'s "Leadership of Managers" questionnaire (2007), Podsakoff et al.'s (2000) "Organizational Citizenship Behavior" questionnaire, Ingram and Visnicki's "Positive Thinking" questionnaire (1988) were used. that their validity is with the validity of the structure; And their reliability was confirmed with Cronbach's alpha for leadership style 0.917, professional ethics 0.866, organizational effectiveness 0.846, organizational citizenship behavior 0.787 and combined reliability for all variables above 0.70 respectively. Data were analyzed using SPSS23 and SMART PLS2 software.

 The results of structural equations showed that the hypothesis of the influence of leadership styles on citizenship behavior was rejected, and it was confirmed on organizational effectiveness, and the hypothesis of the effect of professional ethics on organizational citizenship behavior and organizational effectiveness, and the hypothesis of the effect of organizational effectiveness on organizational citizenship behavior was confirmed. z-value≤1/96).

Effectiveness was able to explain the full mediating role between leadership styles and organizational citizenship behavior and the weak mediating role between professional ethics and organizational citizenship behavior. The R2 determination coefficient was 0.414 for organizational effectiveness and 0.394 for organizational citizenship behavior, which is very strong

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 purpose of this research was to investigate the relationship between mindfulness and cognitive ability with innovative work behavior, job performance and organizational citizenship behavior of bank managers with the mediation of occupational stress in the context of the corona virus epidemic.

The current research method was applied in terms of purpose and descriptive in terms of correlation and SEM. The statistical population of the current research included all private and non-private bank managers in Iran, 318 of whom were selected by available sampling. Subjects were asked the innovative work behavior questionnaires of Cross (2004), William and Anderson's job performance (1991), Oregon and Kanowski's organizational citizenship behavior (1978), Halshegar and Alberts' mental awareness (2021) and rescue cognitive ability (2013(, General occupational stress of HSE and stress related to Corona Alipour et al. (2018) answered. The data were analyzed using the structural equation model.

The results showed that in the bank managers, there is a significant relationship between mindfulness, cognitive ability and corona stress with the job stress variable. Also, the significant relationship between the mediating variable of job stress and dependent variables, i.e. innovative work behavior, job performance and organizational citizenship behavior, was confirmed. In addition, the mediating role of job stress in the relationship between mindfulness and job performance and organizational citizenship behavior, as well as in the relationship between cognitive ability and job performance, organizational citizenship behavior, and innovative work behavior, and in the relationship between Corona stress and organizational citizenship behavior, examined and its significance was confirmed.

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.