جستجوی مقالات مرتبط با کلیدواژه "رفتارشهروندی سازمانی" در نشریات گروه "مدیریت"

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.

Organizations whose performance is being rapidly improved are considered one of the most prominent features of today's societies. The most important asset in any organization is attention to human resources which is considered to be a competitive advantage in successful organizations since it can impact the success of the organizational performance, promote psychic capital and reduce organization-family conflicts. This field study set out to investigate the impact of psychic capital on work-family conflict and organizational performance. The research data were collected by administering a standardized questionnaire to a stratified random sample of 138 managers and employees at Real Estate Registration Office in Mashhad. The sample size was determined based on Morgans’ Table. The collected data were analyzed via Structural Equation Modeling, Partial Least Squares techniques and Smart-PLS software. The findings indicated significant impacts from most of variables. Hypotheses 1, 2, 4, 6 & 8 verified negative impacts and hypotheses 5 & 7 verified positive impacts. That is to say, the employees’ psychic capital was found to improve organizational citizenship behavior. The same variable, however, negatively impacted work-family conflict; that is, employees’ rich psychic capital and the support they received from the organization could reduce work-family conflict. Moreover, the intention to quit one’s job was also found to have a negative impact on organizational performance.  In other words, the higher the intention to quit, the lower the organizational performance which is directly influenced by the employees. The findings can assist managers to realign their planning towards improved and motivated human resource.

Continuous organizational changes in today’s dynamic and changing environment requires the presence of insightful, strategic, or in more clear terms, transformational leaders. Given increasing attention paid to the function of leadership in creating organizational changes in the world and its role in developing organizational citizenship behavior (OCB). The present study attempted to explore the mutual relationship between transformational leadership and OCB with a focus on mediatory role of two variables of emotional trust and cognitive trust. This study is an applied research in terms of objectives it follows and a descriptive-survey research with regard the research methodology. The population under study included staff working in different branches of Mehr Eghtesad Bank in Shiraz. The sample size includes 150 respondents which were determined using Cochrane Formula. The data were collected through four questionnaires: Transformational Leadership Questionnaire, OCB Inventory, emotional Trust Questionnaire, and Cognitive Trust Questionnaire. Data were analyzed by LISREL Software. Findings show that there is no significant relationship between transformational leadership style and OCB among the respondents. However, adding emotional trust and cognitive trust to the model show that there is a positive relationship between transformational leadership style and these two variables. In addition, a positive significant correlation was also found between emotional and cognitive trust and OCB.

The aim of this research was to investigate the relationship between organizational health and organizational citizenship behavior with job satisfaction of employees at Allameh Tabatabaei University. The methodology is survey research and correlation type. The statistical population included all employees of Allameh Tabatabaei University (600 number) in 2017. According to Morgan's table, the estimated sample size of the study was 264 people that individuals were selected by Stratified sampling method. The Organizational Behavior Questionnaire (Podsakoff et al., 1997), Hui and Tarter Organizational Health Questionnaire (1997) and Smith Kendall and Hollin's Job Satisfaction Questionnaire (1969) have been used to gathering data. In order to analyzing data, one sample t test and Pearson correlation coefficient were used. The results showed that the qualification of three variables- organizational health, organizational citizenship behavior and job satisfaction- was higher than the average, and there was a positive and significant relationship between organizational health and its dimensions with job satisfaction and organizational citizenship behavior of Allameh Tabatabaei University’s staff. There is also a positive and significant relationship between organizational behavior and its dimensions (conscientiousness, respect and reverence, altruism, manhood, and citizenship virtue) with job satisfaction of Allameh Tabatabaei University’s staff

Research findings have supported the effectiveness of Spiritual Leadership Model at both individual and team levels in the raising production rate, organizational commitment, employee satisfaction and sales growth. The purpose of this study was, thus, to evaluate the effect of Spiritual Leadership based on the achievement of organizational citizenship behavior and productivity of employees. To serve the purpose, six null hypotheses were formulated in this correlational research study. The participants included all the employees working at Tabriz municipality. We gleaned the research data using five questionnaires measuring the research variables. The questionnaires were all validated in a pilot study. The collected data were analyzed based on modeling route - a structure in the form of partial least squares approach. The results showed that Spiritual Leadership both had positive effects on organizational citizenship behavior and employee productivity.

This study aims to investigate the effect of perceived organizational support mediates rol in the relationship between job stressors with organizational citizenship behavior. As for the research objectives, the present study can be classified as an “applied research”, while as for data gathering, it is descriptive as a cross-sectional survey. The required data using questionnaires were collected about stress Cooper et al (1988) and Smith (1981), organizational citizenship behavior Organ (2006) and perceived organizational support shumaila (2012). The reliability and validity study, using a factor loadings, Cronbach Alpha, composite reliability, validity: convergent validity and divergent validity. The data were analyzed using SPSS and Smart –PLS software. Also The Sobel test and VAF for measuring the effect and t – value of mediator variables. Data analysis showed that job stressors have negative significant on organizational citizenship behavior and perceived organizational support. On the other hand, analysis is performed using Sobel test indicated that almost 33% of job stressors on organizational citizenship behavior change through the mediating variable of perceived organizational support.

Although at some period of history some religious scholars believed religion
was the reason for backwardness of communities, divine religions are drivers for individual and social capital accumulation and improving economic, cultural and social community. Therefore, religion can be considered in two dimensions of individual religious capital and social religious capital, which can be resulted in development of society as a motivating factor.
The purpose of this study was to investigate the religious capital impact on organizational citizenship behavior. The population consisted of 270 employees of Social Security Organization in Isfahan. The sample size of 159were determined randomly and according to the Grjsy and Morgan. For data gathering religious capital and organizational citizenship questionnaire was used. Validity and reliability of questionnaire confirmed using content validity and Cronbach's alpha reliability coefficient of respectively 82.0, 76/0. For testing hypotheses Structural equation modeling using Amos software was conducted. Results showed that the religious capital has significant impact on organizational citizenship behavior with path coefficient of 0.46. Subsidiary hypothesizes of religious capital factors (include rulings, beliefs and morality) impacts on corporate behavior were significant with path coefficient of 0/52, 0/39 and 0/47 respectively.

The aim of this study was to evaluate the impact of organizational identity and organizational culture on organizational citizenship behavior. The statistical population included all directors, deputies, heads and experts of Tehran Education Administration during the years 2014-15, totaling 500 people, from among whom 217 were selected as the research sample, based on Morgan table and through the use of random stratified sampling technique. For data collection, Cheney standard questionnaire of corporate identity, Robins’ organizational culture questionnaire, and Podsakoff’s questionnaire of organizational citizenship behavior were used. For descriptive statistics and frequency, SPSS software was used, and for inferential statistics, Smart PLS was applied. In the present study, the confidence coefficient was 95%. The findings showed that organizational identity and organizational culture have a significant positive effect on creating organizational citizenship behavior. The results indicated that organizational identity organizational culture have the greatest impact on "conscientiousness" dimension and the least impact on "respect" dimension of organizational citizenship behavior. Obtaining the value of 0.735 for GOF shows that the overall fitness of the model is acceptable and on the continuum ranging from weak to average to strong, it is on the strong side.

Staff to form an overview of the your organization's support and in return for this support Attention to organizational goals and their realization.And their psychological empowerment allow organizations to be more flexibility and make rapid response to changes. On the other hand Organizations need employees who are willing to step beyond the formal requirements of the job . Hence because of the importance of these factors, the present study examines the relationship between psychological empowerment on job performance, with attention to organizational citizenship behavior as a mediator.
Statistical population of the survey are employees of Alborz Insurance Branches in Tehran that are a total of 270 people, the simple random sampling was used in this population sample through Cochran formula, and a sample of 159 people was selected. To Collect research data , a standard questionnaire of Chiang and Hsieh (2012) was used. Confirmatory factor analysis and structural equation modeling based on Lisrel was used to assess the structural model. Results According to the results of testing hypotheses suggest that OCB mediate the relationship between psychological empowerment and job performance and perceived organizational support has effect on job performance but this effect was not accepted on OCB. Also, psychological empowerment has effect on job performance and OCB and OCB has effect on job performance.

The present article aims to investigate the effect of internal marketing on the Quality of Services، with a view to the intermediary roles of organizational citizenship behaviors and organizational commitment. The statistical population consisted of managers and assistants of Sepah bank in the City of Isfahan. The sample size was derived from Cochran formula، and the data collection instrument was distributed in a stratified method and in accordance with the size of the sample. In order to gather information a field research method were used. Kind of research method is descriptive-surveyed of field branch. This data collective instrument consisted of four standard questionnaires and 259 copies of which were distributed. Out of this number 205 were returned and analyzed. In order to process data، AMOS18 software was used.. Research hypotheses were tested via structural equations modeling (SEM). The results showed the positive and meaningful effect of internal marketing on the quality of services. Also، internal marketing has positive and meaningfully effect on the organizational commitment and organizational commitment on organizational citizenship behavior. Moreoverorganizational citizenship behavior has positive and meaningfully effect on the Quality of Services. Also، the model of organizational citizenship behavior، organizational commitment، as well as internal marketing effectiveness on the quality of services is adequate and acceptable and other related indexes possessed of likelihood.

Uiversities as other organizations,In order to effective performance,need the employees who behaveover the formal role duties. These behaviors in organizational behavior literature have conceptualized asorganizational citizenship Behavior. One of the essential factors in emerging and improvingtheorganizational citizenship behavior is transformational leadership. In this respect, this study was conducted with purpose of studying the status of transformationalleadership in University of Shahid Beheshtiand exploring the its role in improving organizational citizenship behavior of employees. To this end, all staff of faculties and departments of the ShahidBeheshti University are considered as populationand 103 members were selected as sample trough stratified randomly.For data collection, the quetionnaires of organizational citizenship behavior (Bass &Avolio, 1997) andtransformational leadership (Organ & Konovsky,1996)were used. Findings indicate that the status of transformationalleadership and organizational citizenship behavior in University is above average. Also, correlation coefficients showed significant relationship between transformational leadership and its dimensions with organizational citizenship behavior of employees. Multiple regression analysis indicates that “intellectual stimulation” component had predictive power the organizational citizenship behavior of employees.

The purpose of present article is the survey of workplace spirituality effect on staff's organizational citizenship behavior of Tabriz five areas educational bureau. So workplace spirituality concept have been defined based on Milliman and et al theory in three dimensions which are: meaningful work in individual level, sense of community of group level and alignment with organization values in organizational level And organizational citizenship behaviors concept has been set on Organ and Bateman theory in five dimensions which are: altruism, consciousness, magnanimity, courtesy and civil virtue. In this regard three main hypothesis and fifteen sub-hypothesis has been defined, also two workplace spirituality questionnaires including standardized questionnaire in 21 questions and organizational citizenship behavior standard questionnaire in 30 questions was used to test these hypothesis. The questionnaire relegated to the 182 sample number employee of Tabriz five areas educational bureau after evaluating validity and reliability of it After collecting the questionnaires, obtained information was classified and summarized and then descriptive and inferential statistical methods (Two variants regression) were used in order to analyze collected datas. Hypothesis test results confirmed three main hypotheses and seven sub-hypothesis and rejected eight sub-hypothesesThis expresses that workplace spirituality has effect on the staff's organizational citizenship behavior of Tabriz five areas educational bureau in the individual level and group level and organizational level It expresses that spirituality in the individual level has effect on the civil virtue of staff's organizational citizenship behavior of Tabriz five areas educational bureau. has effect on altruism, consciousness, courtesy and civil virtue of behavior Organizational citizenship behavior in group level. In organizational level it has influence on staff's courtesy and civil virtue of organizational citizenship behavior.

In the era of competitions and changes، is considered to using of committed and efficient human resource as a unique competitive advantage for every organization. In other hand، the challenges that due of people’s relationships always were threaten the performances and activities. In these conditions the concepts such as organizational citizenship behavior can effect on quantitative and quality organizational performance of employees and encourage organizational relationships of them to stability. Further، the culture as one of important and macro indicators of organization، has direct effect on promotion of organizational activities. Additionally، Islamic rich culture with its pure concepts has high share in formation and refinement of people’s behaviors. In this study، with using of the concepts of culture and merge them to Islamic concepts; by observing and scrutiny of Islamic culture performance that analyzed by linear regression and structural equations model، is introduced new and native theory of Islamic culture. The results، in addition to specifying role of Islamic culture in organization as one of important cultural aspects of society that try to using creation and promotion of organizational citizenship behavior; is considered.