Organizational Citizenship Behaviour

Based on insights from social exchange and social identity theories, this paper examines the influence of three dimensions of socially responsible human resource management (SR-HRM), namely legal compliance HRM, employee-oriented HRM and general CSR facilitation HRM, on employees’ organizational citizenship behaviour (OCB). Structural equation modelling of dyadic data collected from Chinese employees and their direct supervisors in three phases revealed that whilst organizational identification fully mediated the relationship between employee-oriented HRM and employee OCB, general CSR facilitation HRM had a direct effect on employee OCB. In contrast, legal compliance HRM neither influenced employee OCB directly, nor indirectly through organizational identification. The findings highlight the important but complex role played by SR-HRM in eliciting positive employee work outcomes, and contribute to our
knowledge of the mechanisms underlying this relationship.

Organizations need employees who are prepared to work beyond their job descriptions. These employees often exert behaviors that go beyond their prescribed job obligations which in turn improve the overall performance of the organization. The Paper seeks primarily to examine relationship between organizational citizenship behavior and leadership styles and also attempts to determine if demographic variables have an impact on the organizational citizenship behavior and leadership styles in one of the leading construction company in Tamil Nadu , India. The findings revealed that gender has an impact on courtesy and sportsmanship dimensions of organizational citizenship behavior and there is a significant relationship between leadership styles and organizational citizenship behavior displayed by the employees in the organization. The results suggest that transformational leadership and OCB are positively correlated. It was also concluded that there is a significant differences in subordinates' organizational citizenship behaviour when subjected to different leadership styles.

Purpose – The purpose of this paper is to extend knowledge about theoretical explanations of the job insecurity-performance relationship. Specifically, the authors examine how and why job insecurity is negatively associated with task and contextual performance (i.e. organizational citizenship behavior) and whether organizational identification may account for these relationships.
Design/methodology/approach – The mediational hypotheses were examined using structural equation modeling in a heterogeneous sample of Italian employees.
Findings – Consistent with social identity theory, results show that job insecurity is related to reduced levels of identification with the organization and, consequently, to low task and contextual performance. These findings suggest that employees’ behaviors in job insecure contexts are also driven by evaluations about the perceived belongingness to the organization.
Practical implications – The research supports initial evidence that it is possible to prevent low performance resulting from job insecurity by designing interventions to boost organizational identification. By ensuring a sense of belonging and providing a positive basis for employees’ social identity, managers may increase involvement and attachment to the organization.
Originality/value – This study provides a deeper understanding of behavioral reactions to job insecurity and adds a path unexplored so far, by introducing a theoretical perspective from social psychology. Job insecurity may represent a specific condition that leads organizational identification to be a key mechanism for employees and their behaviors.
Keywords: Performance, Quantitative, Social identity theory, Job insecurity,
Organizational citizenship behaviour, Organizational identification

Abstract
The recent literature, organizational citizenship behavior (OCB) has received much attention by scholars.
Organizational justice perception on the other hand comprises the employees perceptions associated with
rewards, outcomes, decision making and participation in decision making processes and it is one of the
dominating factor in organizational life. Both of these variables directly linked with organizational efficiency
and effectiveness. The main objective of this study is to find the impact of organizational justice perception on
organizational citizenship behavior. A stratified random sample of 230 school teachers in the eastern region of
Sri Lanka participated in this study. The data were collected using validated questionnaire and were analyzed.
The results revealed that the perception of justice is a strong predictor of organizational citizenship behavior. The
relationship between each dimensions of organizational justice (distributive, procedural and interactive) and
organizational citizenship behavior were also tested. As the scope for performing extra role is much more
broader for school teachers, considering the findings of this study it is possible to recommend the educational
institutions to increase the level of justice to increase their engagement in organizational citizenship behavior.

Purpose
– The purpose of this paper is to investigate the influence of leaders’ Theory X and Y managerial assumptions on subordinates’ attitudes and behaviors.

Design/methodology/approach
– Military leaders (n=50) completed a questionnaire with Theory X and Y scale and their subordinates (n=150) completed a questionnaire with the scales of satisfaction with leader, affective commitment, and organizational citizenship behavior. The paper used hierarchical linear modeling to test the hypotheses.

Findings
– The results indicated that the Theory Y management style is significantly and positively associated with subordinates’ satisfaction with the leader, affective commitment, and organizational citizenship behaviors. The Theory X management style had a significantly negative impact on subordinates’ satisfaction with the leader, but no significant impact on affective commitment and organizational citizenship behavior. The findings of the present study suggest that the Theory X and Y managerial assumptions are a worthwhile basis from which to examine several important organizational and individual outcomes.

Research limitations/implications
– The sample consisted of military personnel and were predominantly male. This may limit the generalizability of the findings.

Practical implications
– The findings of the present study suggest that the Theory X and Y managerial assumptions are a worthwhile basis from which to examine several important organizational and individual outcomes.

Originality/value
– Although McGregor's (1960) Theory X and Y have contributed to management and leadership thinking and practice for many years; empirical studies examining the Theory X and Y managerial assumptions in a work environment are very scarce. By examining the effect of leader's Theory X and Y managerial assumptions on follower's attitudes and behaviors, the study provides important insights for leadership literature.

This study is an insider action research on the Institute for Integrality, Inc., a recently formed organization dedicated to promoting integral human development. As indicated in its corporate name, integrality or completeness is at the core of the mission of the Institute.

While the Institute is still at its foundational stage, the action researcher, who is also the founder of the institution, was faced with the challenge of aligning its various stakeholders – board, management, faculty, partners, and clients – through a collaborative approach to building an authentic organizational identity. This core action research started with defining and developing the concept of integrality, followed by a fine-tuning of identity and the design of an identity-based organizational culture.

Meanwhile, the thesis action research focused on the process of organizational identity building through which an integrative theory, alongside other relevant contributions to knowledge, was derived and developed. Through meta-learning, transformative learning was found to be the best route to building organizational identity and culture, given its two powerful mechanisms of critical self-reflection and discourse.

Örgütlerde çalışanların sergiledikleri davranış örneklerinden birisi rol ötesi olumlu davranışlardır. Mevcut çalışmada bu davranışlardan vatandaşlık davranışlarına odaklanılarak, bu davranışlara etkisi olan ortamsal ve tutumsal faktörlerin doğrudan ve dolaylı etkilerinin ortaya çıkarılması amaçlanmaktadır. Bu kapsamda özel bir bankanın 384 çalışanından Örgütsel Vatandaşlık Davranışları Ölçeği, Örgüt Kültürü Ölçeği ve Örgütsel Bağlılık Ölçeği’nin yer aldığı bir anket formuyla elde edilen veriler yapısal eşitlik modellemesi tekniğiyle değerlendirilmiştir. Elde edilen bulgular, çalışanların rol ötesi olumlu davranışlarından vicdanlılık ve nezaket davranışlarında klan ve gelişme eğiliminin, centilmenlik ve sivil erdem davranışlarında ise yalnızca gelişme eğiliminin etkileri olduğunu göstermiştir. Ayrıca tüm bu süreçlerde örgütsel bağlılığın kısmi bir aracılık rolünün olduğu ortaya çıkarılmıştır.

An ability of a company/firm to establish, achieve goals and make necessary swift and decision based on the performance of an effective leadership. A leader should be inspiring others to perform better. These abilities are said to contribute to the important term – Leadership. It involves creating a strong vision, and to carry the same vision among followers which makes them follow willingly, provides the information, knowledge, and methods that help them to realize the vision. It also coordinates and balances the conflicts among the team and stakeholders. Leadership styles can vary from laissez - faire to autocratic, participative, transformational to transactional. This study uses two different leadership style such as transformational, transactional. The aim of this paper is to understand the perception of employees about leadership styles (Transformational and Transactional) leads to job stress which impacts Organizational Citizenship Behavior with special reference to the hospitality sectors present in the delta region. Transactional leaders will concentrate on the organization norms and group performance and also gives preference to everyday activities. Transformational leaders work to enhance the motivation and engagement of followers by directing their behavior toward a shared vision. The independent variables of leadership styles (Transformational and transactional leadership styles) influence the mediating factor (Job stress) and affects the outcome variable (Organizational citizenship behavior). If a person’s capability does not meet the specification of the job will lead to an effect in the physical and emotional level of the person, this is defined as Job stress. Organizational citizenship behavior defined as a person's who voluntaries to be committed to the firm which is not the role of the job. This study used descriptive research design, sampling and the sample size is 205. The sample was collected from hospitality sector. The study used structural equation modeling and tested the conceptual model to find the impact of leadership styles on job stress and organizational citizenship behavior. The study reveals that there is a negative impact of job stress on both leadership style and OCB. It is found that there is an impact of leadership style on organizational citizenship behavior which is higher on married employees compared to unmarried employees.

A pilot test was carried out to determine the suitability, validity and reliability of a survey instrument in
preparation for a large scale study to be undertaken involving one of the important public sector namely local
governments. Content and face validity was initially carried out through a panel of expert where some
modification and alteration to the original set was made taking into account that local governments’ employees
are majority Malays with basic tertiary education level and are support staff category (low to middle level
management staff). Data obtained from pilot testing was analyzed where the values of Cronbach’s alpha for all
variables exceeded the 0.6 benchmark, an indication that the reliability of the scale instrument was reliable.
Normality tests indicated that the data was normally distributed and the assumptions of linearity and
homocedasticity in the multivariate analyses have been fulfilled. Demographic profile and descriptive statistics
of the respondents were tabled out and analyzed. It is envisaged that the measurement tool will contribute in
elevating organizational citizenship behavior (OCB) level among local governments’ employees as OCB has
been identified as a vehicle to promote overall organizational effectiveness at a relatively low cost.

Purpose
– The purpose of this paper is to understand the role of self-efficacy and family supportive organizational perceptions (FSOP) on organizational citizenship behaviour (OCB) among engineering college teachers.

Design/methodology/approach
– Teachers (n=183) from public and private engineering colleges in the southern part of India were selected using purposive sampling technique. Survey method was used to collect data using the following scales: new general self-efficacy scale, teacher OCB scale and FSOP scale. Hierarchical regression analyses was used to test the hypotheses.

Findings
– Regression analyses showed general self-efficacy having a significant positive effect on all the sub-dimensions of teacher OCB and as well as on the overall OCB score. On the other hand, FSOP had a significant positive impact only on teachers’ OCB towards the institution. In terms of moderation effect, FSOP moderated the relationship between self-efficacy and teachers’ OCB towards the institution.

Research limitations/implications
– One of the major limitations of this study is its relatively small and region-specific sample. The sample is also limited to engineering college teachers only.

Practical implications
– The findings from the study reiterate the need to nurture a positive organizational culture towards work-life balance issues in academic institutions. The study also shows that FSOP can be a powerful motivating factor to encourage teachers to participate in institute-level activities.

Originality/value
– Most of the earlier studies on teacher OCB are in the context of schools but the present study focuses on the role of internal attributes and organizational-level factors in teacher OCB.

The study aimed to explicate the role of gender, types of school organizations and citizenship behaviour in shaping the interdependent happiness of the male and female secondary school teachers. The study employed a correlational design that recruited 118 males (M = 45.86, SD = 10.71) and 120 females (M = 43.24, SD = 9.79) by a convenient sampling. Gender and nature of school organizations demonstrated main effects for both organizational citizenship behaviour and interdependent happiness. The private teachers showed significantly higher mean scores on organizational citizenship behaviour and interdependent happiness as compared to central and state teachers. Irrespective of gender and types of schools, interdependent happiness exhibited a positive correlation with the scores of organizational citizenship behaviour. Interdependent happiness showed non-significant negative correlations with organizational citizenship behaviour of the male and female teachers of central and private schools. For state teachers, positive correlations were observed between these measures. Overall, a positive correlation was seen between these variables for the entire sample. The hierarchical regressions showed that gender and central school type contributed significant variance in the scores of interdependent happiness of the teachers while state and private school types did not. In essence, gender and types of school organization carry significant implications to underscore citizenship behaviour and interdependent happiness of the teachers. These findings may be useful for educationists, researchers and policymakers. Future directions for researchers have been suggested.

It was examined in this study whether organizational citizenship behaviours of primary school teachers predict
the level of their burnout. Correlation and multi regression analysis were used for this. Survey model was used in
this descriptive study. Data were collected from 1699 primary school teachers working in Mersin. Maslach Burnout
Inventory and Organizational Citizenship Scale were used in the study. It is seen that teachers’ behaviours
of organizational citizenship effect their burnout at a low level and these two variables are in a negative relation.
Almost all dimensions of organizational citizenship behaviours that teachers show by adopting the work environment
and caring about colleagues have effect on their burnout level. Considering the teachers with burnout
indications have negative influences on both themselves and their students, positive work conditions resulting
from teachers’ behaviours of organizational citizenship will contribute to school staff and students positively. In
this respect, increasing organizational citizenship can be seen as an element decreasing burnout of employees.

Educational Sciences: Theory & Practice - 13(3) • 1545-1550
©2013 Educational Consultancy and Research Center

ÖZET İşletmelerin günümüz yoğun rekabet koşulları altında varlıklarını sürdürebilmeleri örgütsel etkinlik ve verimliliği ön plana çıkartmaktadır. İşletmelerde, etkinlik ve verimliliği sağlamanın araç ve yöntemlerine ilişkin özellikler örgütten örgüte farklılıklar gösterebilmektedir. Yapılan akademik araştırmalar, bu özelliklerin neler olduğu/olabileceği üzerine yoğunlaşmaktadır. Bu kapsamda, örgütsel yapı ve işgören davranışına ilişkin yapılan araştırmalara dayanılarak, örgüt iklimi ve örgütsel vatandaşlık davranışı gibi özelliklerin örgütlerin etkinlik ve verimliliğine pozitif yönde katkılar sağladığını göstermiştir. Bu yönüyle, örgüt ikliminin, işgörenler tarafından sergilenen örgütsel vatandaşlık davranışlarıyla olan ilişkinin tespiti, yöneticiler için insan kaynakları politikaları oluşturma sürecinde büyük önem taşımaktadır. Bu çalışmanın konusu, örgüt iklimi ve boyutlarının işgörenler tarafından sergilenen örgütsel vatandaşlık davranışı boyutları arasında bir ilişki olabileceği düşüncesinden hareketle belirlenmiştir. Araştırmada örgüt iklimi ve alt boyutları bağımsız değişken olarak ele alınırken, örgütsel vatandaşlık davranışı bağımlı değişken şeklinde ele alınmıştır. Veriler Ankara ilinde bulunan Kalkınma Bakanlığı'nda basit tesadüfi örneklem yöntemiyle belirlenen katılımcılardan anket yoluyla toplanmıştır. Araştırma yapılan kurumda dolu kadro sayısı 456'dır. Mevcut personelin yurt içi ve yurt dışı görevlendirmeler, izinler vb. nedenlerle 300 kişiden oluştuğu tespit edilmiştir. Anketlerin 159 tanesi geriye dönmüş ve değerlendirmeye alınmıştır. anketlerin geri dönüş oranı % 53 ve örneklem sayısı evrenin %34,8' i şeklinde hesaplanmıştır. Araştırmada, Podsakoff ve arkadaşları (1990) tarafından geliştirilen örgütsel vatandaşlık davranışı ölçeği ve Litwin ve Stringer (1968) tarafından geliştirilen örgüt iklimi ölçeği kullanılmıştır. Araştırmanın analizi SPSS 17.0 programıyla yapılmış, ilişkiye yönelik kurulan hipotezler test edilmiş ve örgüt iklimi ile örgütsel vatandaşlık davranışları arasında pozitif yönlü bir ilişki saptanmıştır (r= 0.475; p< .05).

Organizational citizenship behavior is voluntarily behavior. Even though it is not mandatory, it contributes to business goals and objectives which are important issues for organizations. The present study aims to determine organizational citizenship behavior and its dimensions with a detailed literature. The overall objective is to describe organizational citizenship behavior and its dimensions through the qualitative and quantitative research conducted on employees of a textile company in Adıyaman, Turkey. The study will begin with the qualitative research focus on the company's organizational citizenship behavior by using Schein's joint exploration method through iterative interviewing. The second part of research will be the quantitative section, which will study the company using the method of survey and will draw together the findings and present alternative evaluations.

Organizational socialization is a crucial concept for both employees and employers in order to facilitate the process of employee adjustment. In addition to various results of successful socialization, organizational citizenship behavior is regarded as an important consequence of organizational socialization. This study aims to examine the mediating effect of person-environment fit on the relationship between organizational socialization and organizational citizenship behavior. A cross-sectional study was conducted on 202 white collar employees in Istanbul. The findings revealed that person-environment fit mediates the relationship between organizational socialization and organizational citizenship behavior.

This paper explores the effects of ethical climate and ethical leadership behaviour on employees' job
satisfaction, organizational commitment and organizational citizenship behaviour. Using a sample of 213
employees from the private universities in Bosnia and Herzegovina (BIH), the support was found for
hypothesized model. This study demonstrates that ethical climate and education level of employees were
positively related to their job satisfaction, ethical climate and ethical leadership were positively related to
organizational commitment, but educational level of employees was negatively related to their commitment
to organization and job satisfaction and organizational commitment were positively related to organizational
citizenship behaviour. Theoretical and practical implications of these results were discussed in BIH context.

OCB refers to the behaviour of the employees in the organization which is voluntary in nature and such behaviour is over and above the roles and responsibilities assigned to them. OCB is gaining importance in organizations. OCB goes a long way in contributing towards reducing job stress. On the one hand job stress is counter productive for the employee and the organization and on the other hand OCB is helpful and favourable for the employee as well as the organization. OCB is considered as an important dimension to reduce the job stress in the organization, in turn making employee more satisfied and productive. Present study is an attempt to find out the relationship between OCB and its various dimensions with job stress. Statistical analysis revealed unequivocal relationship between these two factors.

More and more focus on the people management and HR strategy has generated a new term of the Organizational Citizenship Behaviour. This is the specific to the organizational environment. This study tried to find out the impact of the various determinants of this type of behaviour. The study identifies, interprets and analyses the factors influencing the behaviour and the quantum of their impact on the organizational citizenship amongst its people.

Organizational Citizenship behaviour is presumed as one of the emerging management concepts that  are being emphasized for the organizational effectiveness.The present study has been undertaken in order to determine the factors affecting the OCB and to develop a theoretical model on OCB by employing sophisticated multivariate technique- Varimax Rotated Factor Analytical Technique. The study has determined factors affecting the OCB: Organizational Loyalty, Altruism, Civic Virtue, Sportsmanship, Courtesy, Conscientiousness, Organizational Compliance, Problem Concern, Individual Initiatives, Self development. The study has suggested some policy guidelines by developing a conceptual model on OCB. Keywords: Organizational citizenship behaviour, Job satisfaction, Civic virtue, Altruism

Özet: Bu araştırmayla yönetici ve öğretmenlerin değer tercihleri ile örgütsel vatandaşlık
davranışı arasındaki ilişkinin ortaya çıkarılması amaçlanmıştır. Araştırmanın evrenini
İstanbul ili Avrupa Yakası’ndaki resmî ortaöğretim kurumlarında görev yapan 252 yönetici
ve öğretmenden oluşmaktadır. Ayrıca bu araştırmada; demografi k değişkenlerin toplanmasına
yönelik kişisel bilgi formu, Schwartz Değerler Ölçeği ve Yücel Örgütsel Vatandaşlık
Davranışı Ölçeği yer almaktadır. Yönetici ve öğretmenlerin değer tercihleri, demografi k
özellikleri ile örgütsel vatandaşlık davranışı arasındaki ilişkinin var olduğu bu araştırmanın
sonuçlarıyla ortaya konmuştur. Yönetici ve öğretmenlerin değer tercihleri ile örgütsel
vatandaşlık davranışı arasında anlamlı bir ilişki vardır.
Anahtar Kelimeler: Yöneticiler, öğretmen davranışı, değerler, değer ölçüleri, örgütsel
vatandaşlık davranışı.
Abstract: The main purpose of this research is to investigate the relationship between
organizational citizenship behaviours and value preferences of teachers and principals.
The participants of this research includes 252 principals and teachers who are on duty in
state schools in west side of Istanbul province. In addition, in the research personal information
form, Schwartz value scale and Yücel organizational citizenship behaviours scale
are used for collecting data. As result of the analyses, there is a meaningful relationship
between the value preferences the organizational citizenship behaviours. As the importance
given to the organizational citizenship behaviours increases, also the organizational
citizenship behaviour increases.
Keywords: Principals, teacher behavior, values, standard of value, organizational citizenship
behaviour

Local Government (LG) being the third-tier in Malaysian government has been identified as one of the government agencies mandated to drive economic growth and development of a district and its residents. Being one of the main service providers, LG has yet to meet the public expectations as many complaints have being filed towards its operational issues as evidenced from statistical data from Public Complaint Bureau (PCB). Thus, in responding to PCB statistics and lack in-depth research on LG, this paper aims to investigate the relationship between leader-member exchange (LMX) and Organizational Citizenship Behaviors (OCB) among LG' employees working in Southern region of Malaysia. Multiple regression analysis from a data set of 222 respondents, after factor analysis, revealed that LMX-affect respect and LMX-contribution have positive impact towards OCB while LMX-loyalty was found to be insignificant. A moderate 54% of variance in OCB has been explained. This study has provided empirical insights in supporting social exchange theory that quality LMX relationship has the ability to invoke OCB readiness. Due to LG constant interactions with the public, enhancement in dyadic relationship can help in reducing the level of complaints and towards improving the much needed operational efficiency.

Bu araştırmada kamu ilkokullarında görev yapan yönetici ve öğretmenlerin görüşlerine göre, öğretmenlerin sergiledikleri üretkenlik karşıtı iş davranışlarının düzeyini ve bu tür davranışların örgütsel vatandaşlık davranışları ve örgütsel adalet algıları ile ilişkisini belirlemek amaçlanmıştır. Nicel araştırma yaklaşımlarından olan “ilişkisel tarama modeli” ile yürütülen araştırmanın hedef evrenini Ankara ili kamu ilkokullarında görev yapmakta olan tüm yönetici ve öğretmenler; örneklemini ise oranlı tabakalı yöntemle seçkisiz olarak belirlenen 360 yönetici ve 430 öğretmen oluşturmuştur.

Araştırma verileri araştırmacı tarafından geliştirilen Üretkenlik Karşıtı İş Davranışı Ölçeği (ÜKİDÖ), Basım ve Şeşen (2006) tarafından geliştirilen Örgütsel Vatandaşlık Davranışı Ölçeği (ÖVDÖ) ve Yaylacı (2004) tarafından geliştirilen Örgütsel Adalet Ölçeği (ÖAÖ) ile toplanmıştır. ÜKİDÖ’nin geliştirilmesi için ön uygulama yapılmıştır. Ön uygulama verileri Ankara ilinde resmi ilkokul ve ortaokullarda görev yapan 331’i öğretmen ve 82’si yönetici olmak üzere toplam 413 katılımcıdan toplanmıştır. Ölçeğin yapı geçerliğinin kontrolü için açımlayıcı faktör analizi yapılmıştır. ÖVDÖ’nin ve ÖAÖ’nin yapısını eğitim kurumlarında çalışan öğretmen ve yöneticilerde de koruyup korumadığını test etmek amacıyla birinci düzey doğrulayıcı faktör analizi yapılmış ve uyum indekslerinin yeterli düzeyde olduğu görülmüştür. Verilerin analizinde aritmetik ortalama, standart sapma, t-testi, tek yönlü ANOVA ve çoklu doğrusal regresyon analizi kullanılmıştır. 

Araştırma sonuçlarına göre öğretmenlerin okulda sergiledikleri ÜKİD; başkalarına zarar verme, yönetsel işleyişe zarar verme, kundaklama, çalma, geri çekilme, okulun imajına zarar verme ve eğitim-öğretime zarar verme olmak üzere yedi alt boyuta ayrılmaktadır. Bu türden davranışların okullarda çok yaygın olmadığı saptanmıştır. Bununla birlikte, öğretmenler okulda mesai dışında zaman geçirmeme, dedikodu, yok sayma gibi yüz yüze etkileşimi gerektirmeyen pasif davranışları, aktif olanlara kıyasla daha fazla sergilemektedir. Okullarda çalma, baskı uygulama, alay etme gibi somut ve birebir etkileşimi gerektiren davranışlarla ise pek karşılaşılmamaktadır. 

Öğretmenler örgütsel vatandaşlık davranışlarını ise okullarda oldukça yaygın olarak sergilemektedir. Başkalarının haklarına saygı duyma, sorun çıkarmama gibi nezaket davranışları okullarda en yaygın örgütsel vatandaşlık davranışlarıdır. Yine yaygın olarak yaşanmakla birlikte okul için ekstra zaman harcama, başkalarının işlerine yardım etme gibi vicdanlılık davranışları görece seyrek sergilenmektedir.

Okullarda dağıtımcı, düzeltici, süreçsel ve etkileşimsel adalete ilişkin uygulamalar genellikle adaletli şekilde gerçekleşmektedir. Okul yöneticilerinin öğretmenlerle iletişimi ve kararlarla ilgili öğretmenlerin bilgilendirilmesi süreçleri diğer süreçlere kıyasla daha adildir. Fazla çabanın ödüllendirilmesi ve yanlış ödüllendirmelerin iptal edilmesi ise okullarda gerçekleşen görece en adaletsiz uygulamalardır. 

Örgütsel vatandaşlık davranışının nezaket alt boyutunun ÜKİD alt boyutlarının tamamını anlamlı şekilde yordadığı saptanmıştır. Vicdanlılık alt boyutu ÜKİD’in geri çekilme, okulun imajına zarar verme ve eğitim-öğretime zarar verme alt boyutlarını; sivil erdem alt boyutu ise ÜKİD’in yönetsel işleyişe zarar verme ve geri çekilme alt boyutları anlamlı düzeyde yordamaktadır. Bu nedenle okullarda sergilenen nezaket, vicdanlılık ve sivil erdem davranışlarının ÜKİD üzerinde önleyici veya azaltıcı etki yarattığından söz edilebilir. Aynı durum okulun maddi ve manevi kaynaklarının dağıtımının adil şekilde gerçekleştiği okullarda da geçerlidir. Nitekim araştırma sonuçlarına göre örgütsel adaletin dağıtımcı adalet alt boyutu, ÜKİD’in çalma hariç diğer tüm alt boyutlarını anlamlı düzeyde yordamaktadır. Örgütsel adaletin diğer alt boyutlarını teşkil eden düzeltici, süreçsel ve etkileşimsel adaletin ise ÜKİD alt boyutlarını yordama düzeyleri anlamlı değildir.

The purpose of this research is to determine the level of counterproductive work behaviors exhibited by teachers based on public primary school administrators’ and teachers' opinions and to explore the relationship between such behaviors and organizational citizenship behaviors and organizational justice perceptions. This study employed a qualitative research approach and used the correlational survey model. The target population of the study consisted of public primary school administrators and teachers who worked in public primary schools located in Ankara. The study sample included 360 administrators and 430 teachers who were selected using the stratified sampling method.

Data for this study were collected using the Counterproductive Work Behavior Scale (CWBS) developed by the researcher, Organizational Citizenship Behavior Scale (OCBS) developed by Basım and Sesen (2006) and Organizational Justice Scale (OJS) developed by Yaylacı (2004). A pre-implementation was performed to improve the CWBS. Pre-implementation data were collected from 413 participants including 331 teachers and 82 administrators who worked in official primary and secondary schools located in Ankara province. The exploratory factor analysis method was used to control the construct validity of the scale. A first-level confirmatory factor analysis was performed to control whether structures of OCBS and OJS were maintained for teachers and administrators who work in educational institutions and the fit indices were found at an adequate level. In the data analysis, arithmetic mean, standard deviation and multilinear regression analysis were used.

According to the study results, CWBs exhibited by teachers in schools were analyzed under seven dimensions: abuse toward others, abuse toward administrative functioning, sabotage, theft, withdrawal, abuse toward school image and abuse toward schooling. The study findings revealed that such behaviors were not common in schools. Furthermore, passive behaviors exhibited by teachers such as spending extra time in school, gossiping and ignoring were more common in comparison to active behaviors. On the other hand, behaviors that require one-to-one interaction such as theft, putting pressure on others and mocking were not common.

In contrast, organizational citizenship behaviors were frequently exhibited in schools. Courtesy behaviors such as showing respect to others and avoiding problems are among the most common organizational citizenship behaviors. Similarly, while organizational citizenship behaviors were frequently exhibited in schools, conscientiousness behaviors such as spending extra time and helping others were relatively rare.

In schools, practices related to distributive, corrective, processual and interactional justice were generally actualized in a just manner. The processes ‘communication between school administrators and teachers’ and ‘informing teachers about decisions’ were found more just in comparison to the other processes. ‘Rewarding extra efforts’ and ‘canceling false rewards’ were relatively the most unjust practices actualized in schools.

The study findings have shown that the courtesy sub-dimension of the organizational citizenship behavior significantly predicted the sub-dimensions of CWBs. The conscientiousness sub-dimension significantly predicted the withdrawal, abuse toward school image abuse toward schooling sub-dimensions of CWBs; and the civic courtesy sub-dimension significantly predicted the abuse toward administrative functioning and withdrawal sub-dimensions of CWBs. Therefore, it could be argued that courtesy, conscientiousness and civic courtesy behaviors exhibited in schools make a preventative or mitigating impact on CWBs. The same situation is also relevant for schools where pecuniary and non-pecuniary sources are distributed justly. Thus, the research findings demonstrated that the distributive justice sub-dimension of organizational justice significantly predicted all of the sub-dimensions of CWBs except the ‘theft’ sub-dimension. On the other hand, corrective, processual and interactional justice that represented the sub-dimensions of organizational justice did not significantly predict the sub-dimensions of CWBs.

Globalization via the digital age is upon us, demanding a new ethics and an intercultural awareness while the dialectics of globalism and cyberspace mandate a committed reflection on what the synthesis between the digital realm and global citizenship entails. In many ways, the borders that previously separated us as citizens physically and culturally have begun to dissipate, replaced by a call for an intercultural accountability and a form of global citizenship that, on one hand, surpasses borders, patriotism, and nationalism alike, but while on the other, demands an understanding and respect for the cultural idiosyncrasies among us, acknowledging the unique existential paradox of universal citizenship that posits each of us as both stranger and citizen on a commonly shared globe.

What is cosmopolitan in the digital age? Is a global digital citizen the same as merely a digital citizen? While talk of digital citizenship has increased in recent years, usually centered on a capitalist drive, encouraging a full electronic participation in society and a responsibility to digital commerce, many questions remain unanswered.  Is the netizen the citizen of a democratic state, and of digital democracy? As a citizen of the world interacting online, how will one’s “rights” and “duties” be determined? And are these “rights” universal, and in such a case, what does “universal” mean? What are the legal parameters of netizenship, and what will they be as globalization further takes hold? Is democracy critical to citizenship, or is it not? What are the political landscapes of global citizenship in the digital age? And last of all, is the concept of digital citizenship even tangible? Is it real?

"The article aims to test the organizational citizenship behavior (OCB) model which was
introduced by Organ et al. in 1990 in the Iranian healthcare industry. The authors take a
quantitative approach based on a survey involving 152 questionnaires. The respondents were
employees of six hospitals in Tehran, Iran. Correlation tests and standard, stepwise regression
analyses were conducted to test the hypothesis and research questions. Organizational citizenship
behavior is a component of job performance and vital for the development of an industry. It is a
function of five dimensions: altruism, conscientiousness, sportsmanship, courtesy and civic
virtue. The findings show that all dimensions have a positive relationship with OCB; civic virtue
is the most salient dimension, with a 0.405 coefficient beta. The findings also support that OCB
is positively related to job satisfaction, with a 0.183 coefficient beta. The paper is useful to
organizational-behavior practitioners and academics. It provides some initial insights for
managers in the Iranian healthcare industry by encouraging employees’ engagement in OCB,
which will increase employees’ job satisfaction and organizational aspects. For the academics,
the model is proven that it can be implemented in healthcare industry in Iran, and hopefully it
can also be implemented in other industries."

Organizational citizenship and organizational identification concepts are those, which are supposed to increase the employee’s commitment and productivity. Thus, these are being cited much nowadays. Researchers noted that as the organizational citizenship perceptions rise, the identifications level also increase. However, these concepts are not handled by means of organizational support. This study aims to test hypothesis developed according to the supposition of relationship between organizational citizenship and organizational support. The results of the present study presents a positive and significant (R2=,100, p=,000) relationship between these three concepts. The context of the study includes 123 employee of a junior technical college. On the contrary organizational support is not found to have a regulatory effect on the relation between organizational identification and citizenship.

The purpose of this study was to identify and analyze the trilogy of leadership on financial performance, to identify and analyze OCB on financial performance and to identify and analyze organizational commitment to financial performance.The method used in this research is quantitative method. Data collection by distributing questionnaires to 150 financial managers in the pharmaceutical industry. Electronic questionnaires are distributed online using simple random sampling technique. The method for processing and analyzing data is by using PLS and using SmartPLS version 3.0 software. Leadership Trilogy style have positive and significant effect on Financial Performance, Organizational Citizenship Behaviour (OCB) have positive and significant effect on Financial Performance, Organizational Commitment (OCO) have positive and significant effect on Financial Performance. How to Cite this Article Pubmed Style Desky H, Mukhtasar , Istan M, Ariesa Y, Dewi IBM, Fahlevi M, Abdi MN, Noviantor...

The purpose of this study was to identify and analyze the trilogy of leadership on financial performance, to identify and analyze OCB on financial performance and to identify and analyze organizational commitment to financial performance.The method used in this research is quantitative method. Data collection by distributing questionnaires to 150 financial managers in the pharmaceutical industry. Electronic questionnaires are distributed online using simple random sampling technique. The method for processing and analyzing data is by using PLS and using SmartPLS version 3.0 software. Leadership Trilogy style have positive and significant effect on Financial Performance, Organizational Citizenship Behaviour (OCB) have positive and significant effect on Financial Performance, Organizational Commitment (OCO) have positive and significant effect on Financial Performance. How to Cite this Article Pubmed Style Desky H, Mukhtasar , Istan M, Ariesa Y, Dewi IBM, Fahlevi M, Abdi MN, Noviantor...

The purpose of this study was to identify and analyze the trilogy of leadership on financial performance, to identify and analyze OCB on financial performance and to identify and analyze organizational commitment to financial performance.The method used in this research is quantitative method. Data collection by distributing questionnaires to 150 financial managers in the pharmaceutical industry. Electronic questionnaires are distributed online using simple random sampling technique. The method for processing and analyzing data
is by using PLS and using SmartPLS version 3.0 software. Leadership Trilogy style have positive and significant effect on Financial Performance, Organizational Citizenship Behaviour (OCB) have positive and significant effect on Financial Performance, Organizational Commitment (OCO) have positive and significant effect on Financial Performance

This paper explores the effects of ethical climate and ethical leadership behaviour on employees&#39; job satisfaction, organizational commitment and organizational citizenship behaviour. Using a sample of 213 employees from the private universities in Bosnia and Herzegovina (BIH), the support was found for hypothesized model. This study demonstrates that ethical climate and education level of employees were positively related to their job satisfaction, ethical climate and ethical leadership were positively related to organizational commitment, but educational level of employees was negatively related to their commitment to organization and job satisfaction and organizational commitment were positively related to organizational citizenship behaviour. Theoretical and practical implications of these results were discussed in BIH context.

As a representation of organizational support theory, this study proposes and tests the relationship between perceived supervisor support and perceived organizational support on organizational citizenship behavior of nurses working in selected private hospital. The study considered only the nurses working in ICU. The indicators Altruism, Civic virtue, Conscientiousness, sportsmanship and courtesy are considered to measure organizational citizenship behaviour. The research model is developed and tested with the help of SEM – path analysis. The results shown that all the hypotheses developed for the study are accepted and supported. This study is unique in such a way that only perceived supervisor support and perceived organizational support is considered as the antecedents to measure nurse’s organizational citizenship behaviour.

This research aimed to examine the direct, indirect and overall influences as well as validate the appropriateness of the causal relationship model of teachers' organizational citizenship behaviour under the Office of Khon Kaen Secondary Educational Service Area 25. A total of 300 teachers were selected as research samples utilizing multistage random sampling technique. A survey quantitative research design was employed using questionnaire as an instrument to collect data thus developed evident from theories. The instrument comprised of five sections including demographic factors, factors influencing organizational citizenship behaviour namely job satisfaction, organizational commitment and servant leadership and organizational citizenship behaviour. Data was analyzed by using the mPlus program. Results of the study indicated that causal relationship model of teachers' organizational citizenship behaviour is appropriately fit in accordance with the statistic values (χ 2 = 76.461, χ 2 /df = 1.274, CFI = 0.994 , TLI = 0.990, SRMR = 0.027 and RMSEA = 0.030). In addition, result of the study revealed that all the three independent variables have significant direct influence toward organizational citizenship behaviour. Organizational commitment (β = 0.748) and servant leadership (β = 0.195) have positive, significant and direct influence but job satisfaction (β =-0.303) has negative, significant and direct influence on organizational citizenship behaviour at 0.01 level. School administrators should emphasize on servant leadership, organization commitment and job satisfaction in order to have overall influence on organizational citizenship behaviour.

This study investigates the relationship between organisational-level High Performance Work Systems (HPWS) and
individual Employee Engagement (EE). The current paper focused on an overview of the different perspectives of the concept of
high performance work practices (HPWP), showing how the variable has evolved over time. Research has shown that firms must
satisfy both their customers and employees to ensure an easily adaptable work forice who are able to meet customer needs in a
timely manner. According to the definition of HPWS, it consists of initiatives taken to ensure employee motivation, training,
their involvement in decision making, delegation of authority, remuneration based on performance, rewarding loyalty.The
effective implementation of HPWP is a daunting task for firms wishing to achieve a sustainable competitive advantage. For the
present study, researcher collected data from 320 employees working in software companies. Results showed that there exists a
strong positive relationship between high performance work systems and employee engagement. An in-depth analysis found that
high performance work systems have a positive impact on attachment, commitment and organizational citizenship dimensions of
employee engagement. It was also observed that high performance work systems have a higher level of impact on the attachment
dimension of employee engagement compared to commitment and organizational citizenship.

The study presented in this paper examines the, relationship between organization strategy, total quality management (TQM) and organization performance. By examining TQM in relation to organization strategy, the study seeks to advance the understanding of TQM in a broader context. This article will also examine the relationship strategy with the organization directly. And finally to examine the relationship between TQM strategy and organizational performance with regard to pay. Empirical data from a survey study of 50 middle and senior managers of industrial companies have been extracted from Ilam. Data analysis techniques using structural equation modeling (SEM) has been made. The findings show that (TQM) as a positive and meaningful way with differentiation strategy and performance criteria (quality, performance and innovation performance) is linked to the relationship between different strategies and the performance criteria (quality, performance and innovation performance), the ...

Research into organizational citizenship behaviour has engaged the attention of Industrial and Organizational Psychologist in recent times with a lot of focus devoted to identifying the antecedents of such behaviours. The researcher sought to determine the extent to which engagement in organizational citizenship behaviour was influenced by perceived organizational climate and organizational tenure of employees in the banking industry of Ghana. Using correlational and cross-sectional survey designs, the researcher drew 152 respondents conveniently from the banks involved in the study. Pearson Product-Moment correlation and Independent t-tests were the statistical tools used for the analysis of the 2 hypotheses. Analysis of results indicates that employee’s perception of organizational climate positively influenced OCB. There was no significant relationship between bankers ’ organizational tenure and OCB in the Ghanaian context. This study provides human resource practitioners with in...

This paper explores the effects of ethical climate and ethical leadership behaviour on employees&#39; job satisfaction, organizational commitment and organizational citizenship behaviour. Using a sample of 213 employees from the private universities in Bosnia and Herzegovina (BIH), the support was found for hypothesized model. This study demonstrates that ethical climate and education level of employees were positively related to their job satisfaction, ethical climate and ethical leadership were positively related to organizational commitment, but educational level of employees was negatively related to their commitment to organization and job satisfaction and organizational commitment were positively related to organizational citizenship behaviour. Theoretical and practical implications of these results were discussed in BIH context.