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

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 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.

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.

Given the increasing competition between organizations and employees, paying attention to tasks and behaviors beyond them is one of the major concerns of organizations and their members. Unfortunately, extra roles in some organizations, especially international companies, are rare. Hence, Organizational Citizenship Behavior can increase the organization's ability to recruitment and retain qualified and efficient employees. On the other hand, it is necessary to note that Organizational Citizenship Behaviors do not occur in all situations, and some individual and organizational characteristics contribute to emerge and spread of these behaviors. Although attention to cultural intelligence has grown among international organizations in recent years, they need to consider variables such as cultural intelligence and the mediating role of Cultural Empathy in solving the problem of promoting extra role behavior. This lack of attention to the role of Cultural Intelligence as well as the empowerment role of Empathy is one of the gaps in international organizations. this research addresses the role of Cultural Empathy in improving Employee Citizenship Behaviors so that it can be determined that in order to promote extra role behaviors, people just needed to have high Cultural Intelligence, or both Cultural Intelligence and Cultural Empathy contribute to Citizenship Behavior.

Social-collective investment and affective-collective investment are among the newest constructs in the field of positive psychology that have a high potential for impact on human beings' variables in social environments. This research was administered with the aim of investigating the relationship between social-collective investment and organizational citizenship behaviors due to the mediating role of affective-collective investment. Research method was correlation and research statistical population was the primary school teachers in Borkhar district in Isfahan city, among them 290 persons were selected using simple random sampling. Research instrument consisted of: social-collective investment (Golparvar, 2018), affective-collective investment (Golparvar, 2018) and organizational citizenship behaviors (Vigoda-Gadot et al, 2007). Data were analyzed using Pearson’s correlation coefficient and structural equation modeling (SEM). Results revealed that there is a positive significant relationship between social-collective investment with affective-collective investment and organizational citizenship behaviors (p<0.01), and between affective-collective investment with organizational citizenship behaviors (p<0.01). Results of structural equation modeling and mediation analysis indicated that affective-collective investment is a complete mediator on the relationship between social-collective investment and organizational citizenship behaviors.

The main purpose of this research was to investigate the moderating role of psycho-social needs in the relationships between job demands and organizational citizenship behaviors, task performance, and creativity. The statistical population included the employees of a company affiliated to Ministry of Petroleum in Bandarabas, and from among them, 187 persons were selected using simple random sampling. The research instruments consisted of: needs questionnaire (Yamaguchi, 2003), job demands and task performance questionnaires (Babakas et al, 2009), creativity questionnaire (Tierney et al, 1999), and organizational citizenship behaviors questionnaire (Bukhari and Ali, 2009). The data were analyzed with the use of hierarchical regression analysis. Results revealed that need for affiliation moderates the relationship between role overload and ambiguity with task performance and organizational citizenship behaviors, and need for power moderates the relationship between role overload and ambiguity with creativity. Also, need for power moderates the relationship between role conflict with task performance, with creativity and organizational citizenship behaviors. The results of the current research revealed that needs could relate behavioral tendencies to job stresses.

In developing a successful Information Technology (IT) development project today, good IT personnel are crucial. However, just achieving and maintaining their skills is not sufficient; they must contribute to the project in a meaningful fashion, including their supportive activity: organizational citizenship behavior (OCB). However, IT personnel have different motivational factors, informal behavior patterns, and exhibit OCBs different from those in other fields. In addition, projects present a different face than operations in an organization and alter the context of OCBs. This combination leads to a unique setting where the perceptions of equity by IS employees in project teams are unlikely to follow patterns established for functional operations. To determine if perceived equity can lead to desirable attitudes and behavior in this novel setting, we surveyed IS team members of development projects. Data from 141 respondents in projects teams indicated that equity, as measured by perceptions of justice, add to job commitment, which serves as a mediator between the justice and OCBs. Therefore, project leaders must strive to raise people's understanding of equality in the distribution of rewards and behaviors.

The aim of present research was examining the mediator role of organizational identity with relation psychological capital and citizenship and deviance behaviors in work environment. The research method was descriptive - survey. The population consisted employees of educational office in Alborz province (550persons) and a sample of 163 persons was selected, using simple random sampling. The tools for gathering the data were “Psychological Capital” questionnaire ;“Organizational Identity”; “Organizational Citizenship Behaviors” and “Deviance Behavior” that validity of the tools were approved according to experts opinion and their reliability were confirmed by Cronbach's Alpha coefficient.The Pearson correlation coefficient and multiple regressions were used for analyzing the data. Results showed that was significant relation between psychological capital and organizational identity with deviance and organizational citizenship behaviors. Also was significant relation between psychological capital and organizational identity. Finally the moderating role of organizational identity was not significant in the relationship between psychological capital and reduce deviant behaviors but moderating role of organizational identity in the relationship between psychological capital and organizational citizenship behavior was confirm.

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.

This study aimed to investigate the relationship between psychological capital components (self-efficacy, hope, resiliency and optimism) and organizational citizenship behaviors due to the moderating role of conscientiousness. Research statistical population was the employees of a public sector organization in Ahvaz city. From the statistical population mentioned above, two hundred seventy nine persons were selected by convenience sampling. Research instruments were psychological capital questionnaire (Nguyen et al, 2012), organizational citizenship behaviors questionnaire (Lee & Allen, 2002) and conscientiousness questionnaire (De Nevea & Oswald, 2012). Data were analyzed with the use of Pearson correlation coefficient and hierarchical regression analysis. Results revealed that, there is a positive significant relationship between psychological capital and organizational citizenship behaviors. Also the results revealed that there is a positive significant relationship between psychological capital and conscientiousness and between conscientiousness and organizational citizenship behaviors. The results of moderated hierarchical regression analysis indicated that conscientiousness has been moderates the relationship between self-efficacy and hope with organizational citizenship behaviors toward individuals. Also conscientiousness has been moderates the relationship between self-efficacy and organizational citizenship behaviors toward organization.

Objectives of the present study, research and application of the nature and method, descriptive survey. Statistical community, including law enforcement command - staff is mazandaran province with the formula of Cochrane, 186 people in the form of a simple random sample as the statistical study were selected. Means of gathering information, the standard questionnaires and participatory management standard questionnaires citizenship behaviors Podsakoff et al. (1990). stability by using the Alpha keronbagh formula for corporate management and organizational citizenship behavior 0.87 0.91 measurements and approved by Reps , to express a description and analysis of the data from the descriptive statistics and method to analyze the data from the correlation coef (R) and regression tests with SPSS software is used. Research findings suggest that participatory management and its components impact on organizational citizenship behavior. The results also show that participating in the change, and contribute to solve problems, respectively, and the highest correlation coefficient.

Human resources in each organization are the most valuable assets and they have a decisive role in effectiveness of that organization. Managers always strive for optimal utilization of these resources. On the other hand، without willingness of employees to cooperate voluntarily and spontaneously with the organization، it would not be able to increase effectiveness and improve its performance. The purpose of this study is to examine the relationship between transformational leadership and organizational citizenship behavior with considering to the role of intervening variable (Empowerment of employees) in Bandar Imam Khomeini''s Petrochemical Company. Data for research gathered from a simple sample of 158 people with questioneries. Results indicated that all the scales of questioneries were considered to be reliabile (Cronbach،s alpha) and its validity in multiple uses in researches and reviewing with researchers and scientists was confirmed. The results of study showed، there is a significant positive relationship between transformational leadership and employee’s psychological and structural empowerment and organizational citizenship behaviors. Also effects of mediator variable in the relationship between transformational leadership and organizational citizenship behavior were approved significantly.

Many researches have emphasized the positive consequences of organizational citizenship behaviors among personnel. Therefore many managers and experts have focused on identification of factors causing such behaviors in organization. one of the variants seemed to influence the extent of citizenship behaviors among personnel is the extent of justice perception in organization. It is intended to study the effect and the role of personnel perception of organization justice on creation and development of organizational citizenship behaviors. For this reason، first the theoretical basis of these two concepts were reviewed. Then based on theoretical history and related research، this relation was studied. In this research for obtaining predefined targets، the analytical descriptive method was used and data collection is library based using documents، research، articles، books and dissertation in related topics. Based on the obtained results، the personnel perception directly and indirectly through mediator such as trust، organizational commitment and job satisfaction produce positive effects on organizational citizenship behaviors. Yet this effect in all justice dimensions is not identical. Based on the results of certain researches among different dimensions of organizational justice، the intercommunicative justice، informational justice and procedural justice have more relatedness to creation and expansion of organizational citizenship behaviors respectively.

The present study aimed to study guidelines for Jihad-e-Keshavarzi Organization of Gilan Province to become learning organization through strengthening organizational citizenship behavior and attitudes of employees. A questionnaire based survey was applied to 159 employees estimated through stratified random sampling. The face and content validity of questionnaire was confirmed by panel of experts and Cronbach’s alpha test revealed the reliability of the instrument used in the study. Analyses provide strong support for the direct effects of job attitudes on learning organization. OCBs played an important mediating role on the relationships between job attitudes and learning organization. We found support for partial mediation of consciousness، civic virtue and courtesy on the relationship between job satisfaction and learning organization. Also، partial mediation occurred through sportsmanship، civic virtue and altruism for the relationship between organizational commitment and learning organization.

The purpose of this survey is comparing predictability of individual level spirituality and religious-Islamic orientation on organizational citizenship behaviors in Rafsanjan administrative organizations. After testing validity and reliability, the measure (questionnaire) was distributed randomly among 370 employees of mentioned organizations. Due to non- normality of data distribution, hypothesis were tested using comparing rank Spearman correlation coefficient. Results showed no significant different between correlation coefficient of predicting variables and OCBs. This indicates that the governing spirituality on member of population is religious and not secular. So the substitution of religious-Islamic variable rather than individual level spirituality to explain OCBs is not necessary in such kind of population.

The main purpose of this research was to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among employees. For this purpose, 280 subjects were selected through stratified random sampling, based on Mitchell and Julie sample size table. The research method was descriptive and correlational. Research instruments consisted of organizational citizenship behavior questionnaire (Lee & Allen, 2002), organizational justice (Niehoff & Moorman, 1993) and psychological contracts (Rousseau, 1995). The data were analyzed by Pearson correlation and simultaneous and stepwise regression. Results indicated that there was a significant relationship between perceived organizational justice in all three dimensions distributive, procedural, interactional and adherence to psychological contracts in two dimensions transactional and relational, with Organizational citizenship behavior toward coworkers and organization (P≤0.01). Also, the results of the regression analysis showed that adherence to transactional psychological contracts, distributive justice and interactional justice has explained 45.7 % of variance in organizational citizenship behavior. Finally, we can conclude that perceived organizational justice and adherence to psychological contracts are important predictive factors of organizational citizenship behaviors.

Organizational Spirituality is a new paradigm that has emerged in organizational behavior district and finds very advocates. Spirituality in workplace is referred to an individual attempts for seeking purpose in working life، sense of solidarity with coworkers and alignment with organization''s mission and values. Spirituality could involve religion viewpoint or not، however، historically intentions to spirituality have been rooted in traditional religions. Organizational Citizenship Behaviors (OCB) includes a set of discretionary and voluntary behavior which contributes to organizational productivity. In this study we spot organizational spirituality as a factor enhancing organizational citizenship behavior. This faith is found that spirituality in the workplace improves employees OCBs in an indirectly way through affecting on their job attitudes. The aim of this study is to survey significantly of relationship between workplace spirituality and organizational citizenship behavior in target society. Findings suggest that there is significant relationship between organizational spirituality and organizational citizenship behaviors by 99% level of significance.

This research was carried out with the purpose of studying the structural model of the relationship of professional development, supervisor support and empowerment with job attitudes and organizational citizenship behaviors in Iran. The statistical population consisted of the employees of three industrial complexes in Esfahan, Dorrod and Shiraz, from among whom 899 were selected on the basis of stratified method and simple random sampling. Then, the research instruments, including Golparvar and Refiezadeh’s (2009/2010) organizational citizenship behaviors, job attitudes, professional development, empowerment, and supervisor support questionnaires, were administered to them. The data gathered from the research questionnaires were analyzed using structure equation modeling (SEM). The results revealed that: 1) There is a direct significant relationship between professional development, empowerment and supervisor support with job attitudes (P