Vahid Mirzaei; Sahra Nadi Moghadam
Volume 8, Issue 1 , March 2022, , Pages 133-171
Abstract
This study aimed to investigate the mediating role of career commitment in the relationship between organizational career growth and organizational citizenship behavior. The study's statistical population includes all professors of the Sama branch of the Islamic Azad University of Mashhad. Cochran's ...
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This study aimed to investigate the mediating role of career commitment in the relationship between organizational career growth and organizational citizenship behavior. The study's statistical population includes all professors of the Sama branch of the Islamic Azad University of Mashhad. Cochran's method was used to determine the sample size. Based on this, g. To collect research data, we used Organizational Citizenship Behavior Questionnaire from Sharma & Jain (2014), the career commitment Questionnaire from Carson & Bedeian (1994), and the organizational career growth Questionnaire from Weng and Xi (2010). Content validity and confirmatory factor analysis were used to assess validity and Cronbach's alpha coefficient was used to assess reliability. Cronbach's alpha of organizational career growth, organizational citizenship behavior, and career commitment were calculated to be 0.932, 0.936, and 0.90, respectively. Data analysis was performed by structural equation method with the approach of partial least squares method and Amos software. The results indicate a positive and significant effect of organizational career growth on career commitment and organizational citizenship behavior with a path coefficient of 0.86 and 0.92, respectively. , it can be said that career commitment mediates the relationship between organizational career growth and organizational citizenship behavior (indirect effect 0.277).
Mohsen Akbari; MehrAli Hemmatinejad; omid Azimian; arezoo hosseinzadeh
Volume 6, Issue 2 , September 2020, , Pages 33-71
Abstract
The aim of this study was to investigate the effect of responsible leadership style on organizational citizenship behavior through the mediating role of organizational justice and organizational commitment. In terms of purpose, the research is applied, and in terms of data collection method, is descriptive-survey. ...
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The aim of this study was to investigate the effect of responsible leadership style on organizational citizenship behavior through the mediating role of organizational justice and organizational commitment. In terms of purpose, the research is applied, and in terms of data collection method, is descriptive-survey. The statistical population of the study is all employees of the Red Crescent Society of Guilan province, 354 people. The required sample size was determined using Morgan table, 210 people, and were selected by simple random sampling. Data collection tool was a standard questionnaire based on the Likert scale, whose validity and reliability were confirmed. Finally, out of 230 distributed questionnaires, 218 complete questionnaires were collected. Data analysis was performed using structural equation modeling in Amos and SPSS software. The results showed that responsible leadership (β: 0.325), organizational commitment (β: 0.274) and organizational justice (β: 0.372) have a significant and direct effect on organizational citizenship behavior. The mediating role of organizational justice and commitment in the impact of responsible leadership on organizational citizenship behavior was also confirmed.
majid salehian
Volume 6, Issue 2 , September 2020, , Pages 110-138
Abstract
Organizations are not able to develop their effectiveness without the willingness of individuals to collaborate. The difference between spontaneous and forced cooperation is of particular importance. In the case of compulsion, the individual performs his duties in accordance with the rules, regulations ...
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Organizations are not able to develop their effectiveness without the willingness of individuals to collaborate. The difference between spontaneous and forced cooperation is of particular importance. In the case of compulsion, the individual performs his duties in accordance with the rules, regulations and standards set by the organizations and only in compliance with the requirements. While in the spontaneous and conscious cooperation of individuals, they use their efforts, power and insight to flourish their abilities for the benefit of the organization. In modern management literature today, spontaneous and conscious behaviors of people in the organization are referred to as organizational citizenship behavior. Considering the importance of this type of behavior and its effect on the performance and productivity of organizations, the general purpose of this study is to investigate the relationship between organizational citizenship behavior and the performance of Isfahan governorate employees. Therefore, a conceptual framework with five dimensions of altruism, conscientiousness, chivalry, civic attitude and politeness and respect has been considered. The present research is practical in terms of purpose and descriptive-survey method. Data collection tool was the standard questionnaire of Podsakov et al. (2000). The validity of the questionnaire was formally confirmed and its reliability was confirmed by Cronbach's alpha coefficient. The statistical population is the staff of Isfahan governorate and based on simple random sampling and Cochran's formula, the number of samples is estimated to be 87. The results showed that the level of organizational citizenship behavior of employees in this organization is at an appropriate level. There is a significant relationship between organizational citizenship behavior and its dimensions and performance. The most effective factor among the independent variables is the performance of civic virtue. In prioritizing the components of organizational citizenship behavior, the highest rank was related to civic virtue and the lowest rank was related to conscientiousness. There is no significant difference between organizational citizenship behavior and demographic characteristics. In general, organizational citizenship behavior has a positive effect on employee performance and increases employee performance.
farzaneh jahromi; rasoul abbasi
Volume 4, Issue 2 , September 2018, , Pages 149-185
Abstract
Today, organizations are trying to select employees to perform beyond their assigned task in order to compete globally. In this regard, the concept of organizational citizenship behavior that promotes organizational performance goes beyond the formal systems of the organization, and in the Western materialist ...
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Today, organizations are trying to select employees to perform beyond their assigned task in order to compete globally. In this regard, the concept of organizational citizenship behavior that promotes organizational performance goes beyond the formal systems of the organization, and in the Western materialist literature on management, there is no clear reason for this behavior by employees. Using the valuable words of Amir Raqq and the treasures of Nahjolbalagheh and Rights thesis of Imam Sajjad (peace be upon him) on Qualitative Content Analysis, this paper explores and analyzes beyond the theory of organizational citizenship behavior and its dimensions (typology, conscientiousness, duty). Chastity, courtesy and kindness, civic virtue). In addition to the similarities found in humanitarian components of organizational citizenship behavior between existing literature on Nahjolbalagheh and Rights Thesis of Imam Sajjad (peace be upon him), in addition to the similarities found in the humanitarian perspective, two points of difference were introduced. One distinction is self-sacrifice and self-sacrifice, and the other one that serves as the source of all the components of organizational citizenship behavior is sincerity. Sincerity can underlie the emergence of organizational citizenship behaviors from the point of view of Alavi Islam. The developed model of this research is outlined at the end. In this model, in addition to the dimensions of organizational citizenship behavior, two Islamic dimensions are presented in the field of organizational citizenship behavior such as self-sacrifice and sincerity, which is the main source of all of them.
nasim khajepour; seyed esmaeil hashemi; kiumars bashlideh
Volume 3, Issue 2 , September 2017, , Pages 101-122
Abstract
the results of various researches show that thrive employees, more passion and vitality, higher motivation, more mental health, less job quit, and reduced symptoms of physical illnesses are sought. Thriving at work does not only bring about better performance, but also leads people to their duty and ...
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the results of various researches show that thrive employees, more passion and vitality, higher motivation, more mental health, less job quit, and reduced symptoms of physical illnesses are sought. Thriving at work does not only bring about better performance, but also leads people to their duty and help others. The purpose of this study was to investigate the role of thriving at work in the relationship between Contextual Enablers with on job performance and organizational citizenship behavior. The methodology of the present study is applied in terms of the purpose of data collection in a survey type and in terms of data analysis is descriptive-analytic. The statistical population consisted of all employees of an industrial company who were employed in the company in 1395, of which 211 were randomly selected. In order to measure the variables studied, questionnaires were used for climate of trust and respect scales, self-determination scale of psychological empowerment measure, performance feedback, thriving at work, job performance & organizational citizenship behavior. The proposed model was evaluated through structural equation modeling with Amos software. Interface relationships were tested in the proposed model by bootstrap method. Finding indicated that the proposed model fit the data properly. Also, the results showed that self-determination directly and through Thriving at work mediation effect on job performance and organizational citizenship behavior
nastaran dadashzadeh; akbar soleimannezhad; jafar ghahremani
Volume 2, Issue 2 , September 2016, , Pages 155-186
Abstract
Attention to organizational citizenship behavior is effective in improving employees’ performance and quality of services in organizations. Due to higher job pressure among employees, it seems like evaluating the effects of Emotional intelligence training on organizational citizenship behavior ...
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Attention to organizational citizenship behavior is effective in improving employees’ performance and quality of services in organizations. Due to higher job pressure among employees, it seems like evaluating the effects of Emotional intelligence training on organizational citizenship behavior among employees is important. The project aims to study the effect of Emotional intelligence trainning on organizational citizenship behavior in elementary teachers.Research method was semi- experimental study with pre/post test and a control group design. Statistical population includes all female teachers of elementary teachers.The sampling process conducted with random method of stage cluster sampling.30 teachers were chosen as sample size and were assigned to experimental and control groups randomly. The research tools were Hoy and palo's OBC questionnaire and emotional intelligence training protocol. The validity and Reliabiliting of the questionnaire was acceptable. Descriptive statistical indexes and analysis of covariancetest were applied orderly to data description and testing of research hypotheses.The analysis results showed that the instruction of emotional intelligence has effect on organizational citizenship behavior and altruism, conscientiousness, courtesy, sportsmanship and civic virtue. instruction of emotional intelligence enhanced organizational citizenship behavior and altruism, conscientiousness, courtesy, sportsmanship and civic virtue.
Rahmatollah Gholipour Souteh; Hossein Samadi Miarkalai; Hamza Samadi Miarkalai
Volume 1, Issue 1 , September 2015, , Pages 159-189
Abstract
Nowadays, for progression and effectiveness, organizations need effective and committed employees that go beyond their duties and achieve growth and maturity. Organizational citizenship behaviors (OCB), which are job behaviors that exist outside of the technical core of the job and some factor such as ...
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Nowadays, for progression and effectiveness, organizations need effective and committed employees that go beyond their duties and achieve growth and maturity. Organizational citizenship behaviors (OCB), which are job behaviors that exist outside of the technical core of the job and some factor such as organizational commitment, have a key role in its improvement. The purpose of present paper is the investigation of relationship between organizational commitment and employee’s organizational citizenship behavior in Red Crescent Society’s Textile Industries of Islamic Republic of Iran. Statistical population of present study includes 180 employees of Red Crescent Society’s Textile Industries of Islamic Republic of Iran and its equal sample includes 106 employees. Data is collected by using standard questionnaires and analyzed by SPSS and LISREL. Results show that the relationship between employee’s organizational citizenship behavior and organizational commitment is positive and significant. This positive and significant relationship is found between organizational citizenship behavior dimensions (except of Affirmative Commitment), and organizational commitment dimensions. In the studied model, the value of indexes of fit (GFI = 0.93, NFI = 0.90 and RMSEA =0.079) demonstrated the suitability of the model.