Organizational citizenship behavior becomes one of the significant factors that enhance the organizational efficiency. Organizational citizenship behavior has been defined as behaviors that an employee voluntarily eng...Organizational citizenship behavior becomes one of the significant factors that enhance the organizational efficiency. Organizational citizenship behavior has been defined as behaviors that an employee voluntarily engages in organization that promote the effectiveness of clearly rewarded by the organization. However organizational commitment is very beneficial for the organization because it reduces the absenteeism rate and turnover ratio and enhances the organization productivity. In all of the organization, organizational commitment exerts a positive effect on the nurses’ performance. The aim was to assess the relationship between organizational citizenship behavior and organizational commitment among nurses. The descriptive correlational design was used to explore the relationship between organizational citizenship behavior and organizational commitment among nurses. Simple random sampling was used and sample size was 164. Data were collected by a self-structured questionnaire during November 2019 to December 2019 at Dhaka Medical College Hospital. Data were analyzed using SPSS version 21. The result showed that average age of the participants was 34.19 years old. There were statistically positive significant relationships between organizational citizenship behavior with organizational commitment (r = 0.82, p = 0.000), organizational citizenship behavior with working ward (F = 6.31, p = 0.000) and organizational commitment with working ward (F = 4.45, p = 0.002). Based on the results of this study, it is indicated that lack of OCB & OC among nurses’ is moderate level. The findings of this study will suggest reducing organizational hazard, and developing citizenship behavior and organizational commitment that enhance high outcome in health care organizations & quality of care. So hospital should provide in-service training for nurses’ and all departments are equally. Predictive study of factors related to OCB & OC is recommended for future study.展开更多
Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees＇ perceived d...Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees＇ perceived democratic management effectiveness, employee job performance and organizational citizenship behavior （OCB）, using 988 matching surveys of both workers and their supervisors in a state-owned petrochemical firm from the central region of China. We find that our measure of an employee＇s perception of democratic management effectiveness is positively associated with an employee＇s job performance and organizational citizenship behavior. However, the association between perceived democratic management effectiveness and employee performance is negative if the employee is a dispatch worker. Our interpretation of the findings suggests that an employee＇s perception of democratic management effectiveness is a source of employee performance.展开更多
This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team le...This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team levels, respectively. A two-wave longitudinal study was conducted involving a survey of 58 team leaders and 174 team members in a large Chinese telecom company across a three-month period. We found that team members＇ organization-based self-esteem （OBSE） at Time 1 mediates the relationship between team leader PA at Time 1 and team member turnover intention at Time 2, whereas team aggregated OBSE at Time 1 mediates the relationship between leader PA at Time1 and team OCB at Time 2.展开更多
Based on resource and relational theories, this study examined the relationships among organizational citizenship behavior （OCB）, exchanged resources, and career growth opportunities, along with the moderating effec...Based on resource and relational theories, this study examined the relationships among organizational citizenship behavior （OCB）, exchanged resources, and career growth opportunities, along with the moderating effect of member-member exchange （MMX）. Findings from a field survey of 192 supervisor-subordinate dyads revealed that status resource was positively related to OCB and career growth opportunities. MMX moderated the relationship between OCB and status resource in such a way that the relationship was stronger in the low MMX context than in the high MMX context. The main contribution of this study is an explanation of the effects of OCB on individual careers from a fine-grained perspective based on resource and relational theories.展开更多
文摘Organizational citizenship behavior becomes one of the significant factors that enhance the organizational efficiency. Organizational citizenship behavior has been defined as behaviors that an employee voluntarily engages in organization that promote the effectiveness of clearly rewarded by the organization. However organizational commitment is very beneficial for the organization because it reduces the absenteeism rate and turnover ratio and enhances the organization productivity. In all of the organization, organizational commitment exerts a positive effect on the nurses’ performance. The aim was to assess the relationship between organizational citizenship behavior and organizational commitment among nurses. The descriptive correlational design was used to explore the relationship between organizational citizenship behavior and organizational commitment among nurses. Simple random sampling was used and sample size was 164. Data were collected by a self-structured questionnaire during November 2019 to December 2019 at Dhaka Medical College Hospital. Data were analyzed using SPSS version 21. The result showed that average age of the participants was 34.19 years old. There were statistically positive significant relationships between organizational citizenship behavior with organizational commitment (r = 0.82, p = 0.000), organizational citizenship behavior with working ward (F = 6.31, p = 0.000) and organizational commitment with working ward (F = 4.45, p = 0.002). Based on the results of this study, it is indicated that lack of OCB & OC among nurses’ is moderate level. The findings of this study will suggest reducing organizational hazard, and developing citizenship behavior and organizational commitment that enhance high outcome in health care organizations & quality of care. So hospital should provide in-service training for nurses’ and all departments are equally. Predictive study of factors related to OCB & OC is recommended for future study.
文摘Democratic management, a unique union-based form of employee participation in China, is seldom studied in the employee participation literature. This paper investigates the associations between employees＇ perceived democratic management effectiveness, employee job performance and organizational citizenship behavior （OCB）, using 988 matching surveys of both workers and their supervisors in a state-owned petrochemical firm from the central region of China. We find that our measure of an employee＇s perception of democratic management effectiveness is positively associated with an employee＇s job performance and organizational citizenship behavior. However, the association between perceived democratic management effectiveness and employee performance is negative if the employee is a dispatch worker. Our interpretation of the findings suggests that an employee＇s perception of democratic management effectiveness is a source of employee performance.
文摘This paper develops two models to investigate the effect of team leader positive affectivity （PA） on team member turnover intention and team organizational citizenship behavior （OCB）, at the individual and team levels, respectively. A two-wave longitudinal study was conducted involving a survey of 58 team leaders and 174 team members in a large Chinese telecom company across a three-month period. We found that team members＇ organization-based self-esteem （OBSE） at Time 1 mediates the relationship between team leader PA at Time 1 and team member turnover intention at Time 2, whereas team aggregated OBSE at Time 1 mediates the relationship between leader PA at Time1 and team OCB at Time 2.
文摘Based on resource and relational theories, this study examined the relationships among organizational citizenship behavior （OCB）, exchanged resources, and career growth opportunities, along with the moderating effect of member-member exchange （MMX）. Findings from a field survey of 192 supervisor-subordinate dyads revealed that status resource was positively related to OCB and career growth opportunities. MMX moderated the relationship between OCB and status resource in such a way that the relationship was stronger in the low MMX context than in the high MMX context. The main contribution of this study is an explanation of the effects of OCB on individual careers from a fine-grained perspective based on resource and relational theories.
