• The Journal of Asian Finance, Economics and Business
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• v.7 no.12
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• pp.1089-1097
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• 2020

Nowadays, technology and information are developing rapidly. It compels an organization or a company strive to excel in its field. In the Industrial Revolution 4.0 era, companies must maintain their assets and technology to face the competition. One asset that should be paid attention to is human resources. Human resource has two important variables, namely Organizational Citizenship Behavior (OCB) and Employee Engagement (EE). This study aims to analyze the relationship between OCB and EE on Employee Performance (EP) in the manufacturing industry in Tangerang. This study is conducted using a quantitative method with 200 respondents. The data is collected by distributing questionnaires to respondents, which is then analyzed using Structural Equation Modeling (SEM) with AMOS 23 software. The result of this study indicates that OCB has a significant effect on EE and EP. This study also finds that employee engagement has a significant effect on employee performance and can mediate the relationship between OCB and EP. From these results, the implication that can be taken is that the manufacturing industry in Tangerang must pay attention to their employees for them to develop OCB and EE, and eventually increase their performance towards the organization.

• Journal of Korean Academy of Nursing
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• v.39 no.2
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• pp.229-236
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• 2009

Purpose: This study was a secondary analysis to verify the mediating role of organizational citizenship behavior (OCB) between organizational justice (OJ) and organizational effectiveness (OE) in nursing organizations. Methods: The RN-BSNs and their colleagues in Seoul and Busan were subjects. The data was collected for 20 days between September 13 and October 2, 2004. Two hundred eighty three data sets were used for the final analysis. The fitness of models were tested using AMOS 5. Results: The fitness of hypothetical model was moderate. Procedural Justice (PJ), Interaction Justice (IJ) and Distributive Justice (DJ) had direct effects on Job Satisfaction (JS), Organizational Commitment (OC) and Turnover Intention (TI) in OE, and indirect effects on JS, OC and TI mediated by OCB. The modified model improved with ideal fitness showed the causal relations among OE. In modified model, PJ, IJ and DJ had direct positive effects on OCB and JS and OC in OE, and indirect effects on JS and OC mediated by OCB. JS and OC in OE had a direct negative effect on TI. Conclusion: OCB mediated the relationship between OJ and OE, so the nursing managers should enhance OCB of the nurses in order to improve OE.

• Journal of Korean Academic Society of Home Health Care Nursing
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• v.22 no.1
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• pp.38-46
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• 2015

Purpose: This study aimed to determine the levels of burnout, self-efficacy, intention to stay, and organizational citizenship behavior (OCB) among nurses in small- and medium-sized hospitals, and factors related to nurses' OCB. Methods: A targeted sampling method was adopted, whereby 185 clinical nurses employed at 1 of 4 hospitals were enrolled in the study. OCB was measured with a tool developed by Podsaoff et al. Associated factors, including nurses' general characteristics, burnout, self-efficacy, and intention to stay, were measured using a structured survey. Data were analyzed by frequencies, t-test, ANOVA, Duncan's multiple test, Pearson Correlation Coefficient and multiple stepwise regression. Results: Levels of OCB in nurses was on average 3.52 on a scale of 1 to 5, exhibiting a positive correlation with self-efficacy and intention to stay, and a negative correlation with burnout. The final related factors were self-efficacy, burnout and intention to stay with a predictive and explanatory power of 52% for OCB. Conclusion: To increase the level of OCB of nurses, an environment in which such behavior is encouraged needs to be established by introducing measures related to administrative support and task efficiency that reduces mental burnout, while increasing self-efficacy and intention to stay.

• Proceedings of the Korean DIstribution Association Conference
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• 2005.11a
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• pp.103-128
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• 2005

본 연구는 기업의 성과를 향상시키는 중요한 요소로 알려진 종업원의 조직시민행동을 고객관점에서 측정하고, 관련 변수들인 서비스품질, 고객만족, 호의적 구전과의 인과관계를 실증적으로 규명해보고자 하였다. 그동안 마케팅에서 OCB에 관한 많은 연구가 있었지만, 선행 연구들은 조직의 관점에서 종업원의 OCB를 측정하는 연구가 대부분이었다. 자료 수집 단계에 있어 OCB의 효과를 좀 더 폭넓은 산업에 걸쳐 파악하고자 미용실과, 주점, 패스트푸드 점 등 다양한 서비스산업 이용자를 대상으로 설문지를 수집하였다. 분석결과, 접점종업원의 조직시민행동과 관련한 몇 가지 중요한 사항을 발견할 수 있었다. 첫째, 종업원의 OCB는 고객이 지각하는 서비스품질에 유의한 관계가 있었다. 즉, 고객들이 관찰하기에 종업원들이 규정된 역할을 초월하여 조직 내 동료들을 도와주고 고객의 편의성을 지향하며 그들이 속해 있는 조직에 대해 긍정적인 자세를 가지고 있는 것으로 판단되면, 고객들은 종업원을 신뢰하고, 또 그들에게서 제공받는 서비스품질을 높게 지각한다는 사실을 알 수 있었다. 둘째, 조직시민행동은 서비스품질을 매개로 하여 고객만족에 간접적인 영향을 미친다는 사실을 발견하였다. 마지막으로 만족한 고객은 호의적인 구전행동을 하는 것으로 나타났다. 구전은 기업의 공식적인 마케팅 전략 이상의 효과를 가지는 촉진 도구이다. 따라서 서비스조직은 고객의 성과를 향상시키기 위해 종업원의 OCB를 관리해야 함을 이해할 수 있었다.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1019-1029
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• 2021

The study aims to investigate the impact of psychological climate, self-resilience, Organizational Citizenship Behaviour (OCB) and job stress on employee performance during Covid-19 pandemic. This paper also attempts to find out the mediating role of OCB and job stress in this context. A confirmatory survey was conducted on 316 employees of several institutions in Indonesia who worked from home during Covid-19 for a minimum period of 2 months. The research revealed that 1) PC has significant and positive influence on OCB and performance; 2) Self resilience have positive and significant influence on performance; 3) PC and self-resilience have a negative influence on job stress; 4) there are insignificant relationship between self-resilience on OCB; OCB and job stress on performance; 5) PC and self-resilience have no indirect influence on performance through OCB and job stress. The findings of this study reveal that organizations expected to have strategic approach in order to handle Covid-19 pandemic in different work patterns that are required to carry out routine office tasks from home, including handling stress as a fast adaptation for both employees and organizations that have a routine task from home.

• East Asian Journal of Business Economics (EAJBE)
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• v.9 no.2
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• pp.11-19
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• 2021

Purpose - The increase in organizational citizenship behavior is important in that it creates a cooperative atmosphere within the organization. Proving how OCB toward coworkers changes in negative leadership situations such as abusive supervision is a new research stream. Therefore, this study examines the main effects of the supervisor's abusive supervision on OCB of subordinates for coworkers, and then attempts to clarify that the perceived LMX differentiation of team members play a moderating role. Research design, data, and methodology - First, we examine the effects of the supervisor's abusive supervision on OCB of subordinates in the team toward colleagues. Second, the degree of perceived LMX differentiation is measured to verify the moderating effect of abusive supervision on OCB toward coworkers. Result - Hypothesis 1 is that abusive supervision has a negative effect on coworkers' OCB. Hypotheses 2-1, 2-2, and 2-3 test the moderating effect of perceived LMX differentiation, and the relationship between abusive supervision and coworkers' OCB will change according to the perceived degree of LMX differentiation. Conclusion - It is significant in that the scope of abusive supervision research has been expanded through the team level moderator of perceived LMX differentiation, away from the research on abusive supervision that was mainly discussed at the level of dyadic relationship (between the supervisor and the one subordinate).

• Journal of the Korea Academia-Industrial cooperation Society
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• v.19 no.8
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• pp.94-104
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• 2018

This purpose of this study is to extract the perceptual types of Organizational Citizenship Behavior(OCB) conceptual domain. OCB is a employee behavior that goes above and beyond the call of duty, that is discretionary and not explicitly recognized by the employing organization's formal reward system, and that contributes to organizational effectiveness. But, as is generally known, OCB is such a fuzzy concept that many researchers have been questioning the exact conceptual domain of OCB. In this context, we try to applicate Q-methodology to find more effective way of explaining the conceptual domain of OCB. Q-sample was constructed by a thorough review on the relevant literature, and P-sample is 14 employees of an manufacturing company. In conclusion, we find three types of the conceptual domain of OCB, that is coworker-oriented, organization-orienteded, and work-orienteed type. The paper ends with suggestions for future research directions.

• Korean Journal of Social Welfare
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• v.62 no.2
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• pp.307-328
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• 2010

The main objective of this study is to examine a mediating effect of psychological empowerment on the relationship between top executives' servant leadership level perceived by social workers and OCB. The subjects of this study were 375 social workers at 67 social welfare organizations in Young-nam area. The three variables: top executives' servant leadership, psychological empowerment, and OCB were measured by self-report questionnaires. In addition, this study adopted structural equation model analysis to examine the relationships among the variables. Main results are as follows: First, top executives' servant leadership level perceived by social workers has positive effected on OCB and psychological empowerment. Second, psychological empowerment has positive effected on OCB. Finally, psychological empowerment on the relationship between top executives' servant leadership level perceived by social workers and OCB has played a partial mediating role. The results of this study suggest that administrators of social welfare organizations need to exert servant leadership to generate OCB of social welfare organizations.

• Culinary science and hospitality research
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• v.18 no.4
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• pp.84-99
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• 2012

This paper investigated the effects of employee's personality on organizational citizenship behavior(OCB) and customer orientation in service business. Based on the literature search about personality, OCB and customer orientation, this study conducted a survey to total 207 service employees who engage in food service business. The findings of the research are as follows. First, service employee's personality consists of neuroticism, extroversion, agreeableness, conscientiousness and intelligence. Second, service employee's OCB is affected by intelligence, agreeableness, conscientiousness and extroversion of a service employee. Third, service employee's extroversion, agreeableness, conscientiousness and intelligence positively affect service employee's customer orientation, and service employee's neuroticism negatively affect service employee's customer orientation. Fourth, service employee's customer orientation is affected by employee's OCB. The findings of this research shows that service employee's personality affects OCB and customer orientation.

• 한국체육학회지인문사회과학편
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• v.58 no.1
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• pp.187-201
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• 2019

This study aims to analyze the relationship among emotional labor, Job burnout, and organizational citizenship behavior(OCB) of yoga instructors. Especially, we focused on the mediating effect of job burnout between emotional labor and OCB. A total of 250 questionnaires were distributed and 221 were returned for final analysis. In order to verify the hypothesis, structural equation modeling was conducted using AMOS 23.0. The results of this study were as follows: First, surface acting had a positive effect on job burnout, but deep acting had no significant effect on job burnout. Second, job burnout had a negative effect on OCB. Third, Surface acting had no effect on OCB, but deep acting had a positive effect on OCB. Last, the relationship between surface acting and OCB was perfectly mediated by job burnout, however there was no mediating effect of job burnout between deep acting and OCB.