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

The present study was carried out trying to effect of Green human resource management on environmental Performance With mediator role of Organizational Citizenship Behaviors in tourism industry in Kish Island. In terms of research objective and data collection method, the study is an applied and descriptive-correlation one. The research statistical population consisted of 547 Employees in tourism industry in Kish Island from which a total of 226 subjects were selected as the sample using Cochran formula and accident sampling method. In addition, research data was collected through Green human resource management (Mohammad Nejad Shurkai), Organizational Citizenship Behaviors (Vaijayanthi et al)and environmental Performance (Arvaneh) In order to assess the validity of the questionnaires, the views of the distinguished professor of guidance and some experts in this field were used and finally the questionnaires were approved. survey and the reliability of which was calculated through Cronbach’s Alpha. After the questionnaires were collected and it was found, by means of Kolmogorov-Smirnov test, that variables were normal, the data were analyzed using Pearson Correlation in SPSS and PLs software. The results of the research original hypothesis indicated that Green human resource management significantly influences environmental Performance With mediator role of Organizational Citizenship Behaviors in tourism industry in Kish Island.

The competitive world that governs the business environment of organizations has made human power an influential variable in maintaining and enhancing organizational goals and a force that causes reliability and sustainability in the competitive market of organizations. Accordingly, organizations that intend to operate at the global level need developed employees more than others in order to reach this level properly. Therefore, the purpose of this study was to predict the development of human resources based on imposter syndrome, organizational Stockholm syndrome and organizational citizenship behaviors.

 The research method was correlational. In this research, all employees of Mammoth Company were evaluated in 2022 and the sample size was determined using GPower software and 150 employees were randomly selected. For data collection, the Adult Attachment Scale (Collins & Read, 1990), the Imposter Phenomenon Scale (Clance & Imes, 1978), the Organizational Citizenship Behavior (podsakoff, 2000), and the Human Resource Development Questionnaire (Airbay, 1998) were used. Data were analyzed using Pearson correlation and regression analysis using Spss 26 software.

The findings show that the variables included in the regression model can predict 31% of the variance of human resource development in employees. Imposter syndrome with a beta of -0.25 (T=-2.30, P<0.02) and organizational Stockholm syndrome with a beta of -0.35 (T=-3.27, P<0.001) can significantly predict human resources development. However, organizational citizenship behavior with a beta of -0.01 (T=0.17, P<0.8) is not a significant predictor for human resources development.

According to the results of Imposter syndrome and organizational Stockholm syndrome as a kind of defense mechanism due to negative perfectionism, procrastination, pressure, lack of inspiration and weak creativity, it weakens the development of human resources in employees and as a result leads to low performance.

One of the problems of today's organizations is the existence of behaviors such as underemployment, aggression, bullying, stubbornness, intimidation and resentment, and these behaviors affect both the performance of organizations and interpersonal relationships and the spirit of employee cooperation. The occurrence of such behaviors as anti-citizenship behaviors, unlike the citizenship behaviors of the organization and can hinder the functioning of the organization. Therefore, the purpose of this study is to identify organizational anti-citizenship behaviors.

This research is applied in terms of purpose and in terms of method is a qualitative study that has been done with an exploratory approach. The statistical population of the study consisted of 10 academic and executive experts of defense organizations who were selected by purposive sampling. The data collection tool is a semi-structured interview. To analyze the qualitative data, the data base method (emerging approach) was used with the help of Max Kyoda software.

Data analysis indicates the identification of 100 indicators in the form of 18 sub-components, 4 components and two dimensions for the pattern of organizational anti-citizenship behaviors.

Anti-citizenship behaviors include a wide range of behaviors that based on this research, these behaviors can be divided into two dimensions of organizational anti-citizenship behaviors and individual anti-citizenship behaviors. Organizational anti-citizenship behaviors include the part of anti-citizenship behaviors that a person commits directly in connection with the organization. These types of behaviors can be divided into two parts: production deviation (functional) and financial deviation.

Today, the necessity of developing ethical behaviors, due to its impact on the growth, dynamics, and development of organizations, is to the extent that it has forced many organizations to formulate ethical policies. Accordingly, the purpose of the present study was to predict organizational citizenship behavior through the perception of Ethical justice, Ethical climate and positive affect among employees Sepahan pipe and profils in Isfahan.

The research method was correlational and statical population included 612 employees of mentined organization, 196 individuals were selected using the convenience sampling method. A set of questionnaires consisting organizational citizenship behaviors, ethical justice, ethical climate and positive affect were used. Data were analyzed by use of stepwise multiple regression analysis.

Findings showed that in two steps positive affect and ethical justice were able to predict 8.4% variances of organizational citizenship behaviors toward individuals and in three steps ethical justice, positive affect and ethical climate were able to explain 51% of organizational citizenship behavior toward organization variances.

Based on the results of this study, it can be concluded that ethical justice, ethical climate, positive affect are important predictors of organizational citizenship behaviors and in order to improve these behaviors, it is necessary to develop ethical justice, ethical climate, in organizations.

The present paper investigates the effect of internal branding on organizational citizenship behavior with respect to the mediating role of organizational identity and job attachment in Iran’s startups. The population of the descriptive-survey study included 460 employees of start-up Internet companies in Iran and the sample size was 210 people. The sampling method used is simple random and standard questionnaires were used to collect data. Data analysis performed by using structural equation modeling with partial least squares approach and also using SMART PLS2 software. According to the research results, internal branding has a significant effect on organizational citizenship behavior. In addition, internal brand communication and transformational leadership has led to organizational identification and transformational leadership has led to job attachment. Organizational identification also affects job attachment. On the other hand, organizational identification has affected the organizational citizenship behavior towards customers and job attachment has affected the organizational citizenship behavior towards customers and the organization.

The highest goal of urban development and management is to improve the quality of life and happiness of citizens. Improving the quality of life of citizens plays a variety of roles, among which the role of the municipality will be more prominent, because municipalities can provide a beautiful and pleasant view of the urban environment and landscape for the residents of the complex by providing facilities and infrastructure services in cities. In municipalities, as organizations providing public services to citizens, manpower is the most important asset of the organization and to the extent that this capital has a better quality, the chances of success, survival and promotion of the organization will increase. The main purpose of this study is to investigate the role of mediating and moderating variables that can influence organizational citizenship behaviors(OCB) of urban public service provider employees. Specifically, this study examined the effect of psychological contract fulfillment on OCB with regard to the mediating role of perceived organizational(POS) support and moderating role of job embeddedness in Tehran municipality employees (case study employees of district 6). Accordingly, this research is based on the theory of social exchange on the role of the realization of psychological contract, perceived organizational support and job cohesion in promoting OCB and tries to examine the relationship between these variables in the form of a conceptual model. This research can be considered as having the necessary innovations both from a theoretical and practical point of view. Theoretically, the relationships between research variables in previous research have received less attention, and studies of the psychological contract have focused mainly on violations and their consequences in a career relationship (Ryton and Yalabik, 2014). However, the realization of this contract and its effects on employees' attitudes and behaviors have received less attention (Rayton et al., 2015). From a practical point of view, this article can have significant executive and managerial functions.

A non-experimental, quantitative design was used in a random sample of 291 employees of Tehran municipality district 6. To measure the realization of the psychological contract Robinson's scale (1996) and in order to measure POS, OCB, and job embeddedness, Afsar & Badir scale (2016) was used. The collected data were analyzed using structural equation modeling and hierarchical regression. To measure reliability and to estimate the internal consistency between questions and components, Cronbach's alpha coefficient calculation method was used in a pre-test. The scores obtained for the realization of the psychological contract, 0.78; perceived organizational support, 0.77; OCB, 0.73 and job embeddedness, 0.75 were obtained, all of which were calculated above 0.7, and this indicates acceptable reliability was a measure of this research.

The results of this study confirmed that the realization of the psychological contract has a positive effect on employee’s OCBs. In this regard, it is argued that greater adherence of managers to psychological contracting promotes OCB in employees. Since organizational citizenship behavior is a form of social exchange between the employees and organization, it will be enhanced by providing the necessary incentives. Thus, employees' perceptions of the fairness of employment relationships lead to improving their organizational citizenship behaviors. When employees feel that the organization has done more for them than it has promised them, they are more likely to participate in activities that benefit the organization.Research findings was also confirmed the second hypothesis, which tested the realization of the psychological contract on perceived organizational support. In other words, the implementation of such psychological contracts leads employees to consider the organization as their sponsor and support according to the theory of social exchange. In fact, part of the perceived organizational support is achieved when the employee feels that the majority organization has fulfilled its contractual requirements and that the integrity of the psychological contract generally prevails in healthy working relationships.Perceived organizational support also has a positive effect on organizational citizenship behavior. In this context, it can be said that if the managers of the organization create the feeling in the employees that the organization values them and their future work, it can lead to the formation of a positive attitude in the employees towards the organization. As a result, it promotes a sense of altruism, conscientiousness, sportsmanship, courtesy, and civic virtue, and creates a sense of respect and esteem between employees and the organization, which ultimately leads to the promotion of organizational citizenship behaviors.Indeed, further findings revealed that Perceived organizational support also mediates the relationship between psychological contract fulfillment and organizational citizenship behavior. Therefore, it can be argued that with increasing level of implementation and realization of psychological contract, organizational citizenship behavior in the organization is improved and subsequently perceived organizational support leads to positive consequences in the workplace, the most important of which is organizational citizenship behavior. finally, the results of the study showed that job embeddedness has a positive moderating role on the relationship between perceived organizational support and organizational citizenship behavior. Job entanglement consists of the underlying and perceptual forces that bind employees to co-workers, job positions, and occupational issues and accordingly, it can multiply the effects of variables such as organizational support and citizenship behavior.

Given the important role of the municipality in providing services to citizens and providing their welfare, the results of such research can be very useful. According to research limitations and future research directions, in this study, questions related to the independent and dependent variables were answered by one person and this can increase the possibility of bias. Especially in the case of variable organizational citizenship behavior that was answered by the employees themselves. One of the most important limitations of research is the use of questionnaire instrument. Since questionnaires often measure employee's perceptions, it is possible that these perceptions do not correspond to reality and that care must be taken to generalize them. Indeed, the participants of this study were the employees of Tehran Municipality District 6. Differences in the environment of different organizations and geographical locations at different times make the results more accurate and require more caution in their use in other organizations and communities.

This study discussed the Design and delivery a Cultural Pattern for development Social responsibility of business managers in Gillan province. This research was an applied study of the purpose and methodologically as qualitative methods. After analyzing the data, 25 components of 596 concept codes were obtained and then classified at five dimensions including Socialresponsibility (with 5 components),Job conscience (with 5 components), Professional Ethics (with 5 components), organizational trust (with 6 factors), organizational Justice (with 4 factors), Organizational citizenship behaviors (with 5 components). In the second study, the sample size was estimated as 344 people based on Cochran formula and after data collection, the statistical analysis of survey data was performed in two descriptive levels using statistical parameters (such as frequency, percentage, elongation , mean) and inferential statistics (Levin test, t-test), confirmatory factor analysis using Spss 22 , Lisrel8.54 and Excel. Significant coefficients and parameters of factors, Social responsibility, Job conscience, Professional Ethics, organizational trust, Organizational citizenship behaviors.showed that all of the coefficients obtained are significant

This study aims to compare the incidence of organizational citizenship behaviors between military served -students and non-military-served students. In the quantitative part of this mixed descriptive study, 350 participants (216 served and 134 unserved) were selected from among male students of Tehran University and Podsakov et al. (1990) organizational citizenship behavior questionnaire were distributed among them. To collect qualitative data, 15 students were selected and unstructured interviews were used to collect data. Findings of the quantitative section of the study showed that students who have completed military service exhibit more organizational citizenship behaviors than other students, especially in terms of Sportsmanship, Civic virtue, Conscientiousness. Qualitative data analysis showed that military service fosters positive traits such as hardship tolerance, responsibility, personality maturity, and increased self-control, reinforcement of religious beliefs, punctuality and orderliness. Also, the results of the triangulation of the findings showed that the findings of the quantitative section were consistent with the findings of the qualitative part of the study, which provided sufficient explanation for the higher level of citizenship behaviors of the served students. It can be said that military service leads to personality, moral and social development in individuals so that military served -students play their roles in society better than other people.

This study aimed to investigate the role of psychological capital in relation to organizational citizenship behaviors. Research statistical population was the employees of three independent organizations (a public sector organization, a service organization and female teachers) in Ahvaz and Isfahan. From this population, 279, 267 and 351 persons were selected by convenience sampling method. Research instruments in three studies were psychological capital and organizational citizenship behaviors questionnaires. Data were analyzed with the use of regression analysis (enter method). Results of first study revealed that, only hope, self-efficacy and resiliency predicted organizational citizenship behaviors toward individuals and hope, resiliency and optimism predicted organizational citizenship behaviors toward organization. Results of second study indicated that, self-efficacy is marginal predictor of helping, and self-efficacy, hope and optimism are able to predict civic virtue. The results of third study showed that from the four components of psychological capital, only self-efficacy able to predict organizational citizenship behaviors toward organization. In sum, the results of this study show that in any given organizational structure, some of psychological capital components can be related to the organizational citizenship behaviors.