Query: organisational citizenship behaviour

title: The nexus of corporate social responsibility (CSR) affective commitment and organisational citizenship behaviour in academia
abstract: The purpose of this paper is to advance knowledge on the implications of perceived corporate social responsibility (CSR) on employee levels of commitment and citizenship behaviour (OCB) by investigating a trust based mediational process in the context of academia.,The research data are collected from a sample of 736 academics through a questionnaire based survey administered in different Pakistani universities. The nature of trust based mechanism underlying the relationships between CSR, affective commitment and OCB is determined through structural equation modelling of the research data.,The findings suggest that the perceived CSR is an important predictor of academics' attitudes and behaviour in universities. Whilst the findings implicate the mediating role of trust in the process by which perceived CSR influences academics' commitment, trust does not appear to mediate the perceived CSR's relationship with OCB.,This study utilises single sourced and cross sectional data, which may have resulted in common method bias.,By furnishing evidence of the beneficial effects of perceived CSR on academics' levels of trust, commitment and citizenship behaviour, this study provides a business case for universities' involvement in CSR. The findings are particularly useful to academic administrators and managers who are interested in nurturing positive attitudes and behaviours amongst academic staff.,There is a paucity of research on CSR in the academic work settings of developing countries. This is the first study to examine the trust based microfoundation of CSR in the context of academia in Pakistan.

title: How to improve organisational citizenship behaviour by combining ability, motivation and opportunity
abstract: The purpose of this paper is to explore the relationship between the ability, motivation and opportunity model, and organisational citizenship behaviour (OCB) as a result variable, using the perceived organisational support (POS) as a moderator of this relationship.,The hypotheses developed here are tested using data from a sample of Spanish firms belonging to two industries: finance and hotels. These sectors were selected due to the serious impact the recent financial crisis had on them, and because they may benefit from extra role behaviours.,The results reveal that ability and motivation significantly influence the level of OCB. POS also has a notable direct effect on OCB, as well as moderating in the relationship between opportunity and OCB.,The study's findings have some important lessons for practitioners and researchers with an interest in OCB, showing how to improve these extra role behaviours, which can be so necessary in this post crisis context.

title: The effects of organisational commitment and employee perceptions of equity on organisational citizenship behaviour in Zimbabwean SMEs
abstract: Organisational commitment and organisational citizenship behaviour have been extensively researched from the perspective of antecedents and outcomes. Literature shows that employee perceptions of equity relationships in organsations have been less extensively chronicled in research, especially in respect of organisational commitment and organisational citizenship behaviour, within a Zimbabwean context. The objective of the study was to explore the relationship between organisational commitment, employee perceptions of equity and organisational citizenship behaviours among employees of small and medium enterprises in Zimbabwe. The research design is located within a quantitative research paradigm, undertaken through a cross sectional, non probabilty covenience sample (n=464) Descriptive statistics, correlations and hierarchical multiple regression analysis were used to evaluate the data. The results showed that perceptions of equity, organisational commitment and organisational citizenship behaviour are low among employees in the Zimbabwean small and medium enterprise sector. The correlation analysis exhibits strong positive linear relationship between the constructs. Further, the results of the multiple regression analysis show that employee perceptions of equity and organisational commitment are strong predictors of organisational citizenship behaviour. The findings of the study will benefit owners/managers of SMEs and government entities in improving their understanding of the issues of equity and organisational commitment effects on organisational citizenship behaviour within the Zimbabwean context.

title: PhD supervisors and faculty members might help to avoid burnout as well as enhance engagement and organisational citizenship behaviour (OCB) among PhD students.
abstract: There has been increased interest in the wellbeing and mental health of postgraduate students in light of the recent portrayal of the academic career as overworked and isolated. Research points to PhD students as being particularly at risk, yet the factors that contribute to PhD students' compromised wellbeing are unclear. In this study (N 392) we combine the social cure approach in social psychology with advances in organizational psychology to investigate potential predictors of work related wellbeing and organisational citizenship behaviour (OCB) among PhD students in the UK. In particular, we explore the relationships between social support, willingness to support others, clarity of role, group belonging, engagement, and burnout using structural equation modelling (SEM) Our results point to the importance of support provided by both the supervisor and faculty members in helping to avoid burnout and enhance engagement among students. We also found that students' identification with supervisors and faculty members together with clarity of role are positively associated with students' work related well being. Moreover, although particular processes differ for early vs. late stage PhD students, our findings suggest that support from faculty members is a key predictor of intentions to perform OCB. Thus, received support is positively related to performing OCB both directly and indirectly via a sense of identification with faculty members. We discuss the implications of our findings in relation to policies aiming at improving the well being of PhD students.

title: The impact of organisational citizenship behaviour and organisational commitment on organisational learning in hotels.
abstract: This paper explored the influence of organisational citizenship behaviour on the relationship between organisational citizenship behaviour (OCB) organisational commitment (OC) and organisational learning (OL) in hotels. The majority of studies conducted on this issue have thus far focused on the relationship between OCB and job satisfaction, and the results have been mixed. This study hypothesises that OC influences OCB and OL positively, and OCB influences OL positively. Using a quantitative research design, this study sampled 115 hotel staff in Tangerang Indonesia. A structured questionnaire was designed using a 5 point Likert scale. Data testing for reliability and validity was computed using SPSS software, and the data analysed using AMOS and interpreted based on SEM analysis. The result reveals that OL is not influenced by OC directly, but influenced by the OCB of an employee who has OC.

title: Impact of Work Life Balance and Organisational Citizenship Behaviour on Intention to Leave
abstract: This research aims to examine the effect of work life balance on organisational citizenship behaviour, the effect of work life balance on intention to leave and the effect of organisational citizenship behaviour on intention to leave. The data were collected using questionnaires from 209 employees of four and five star hotels in the city of Malang, East Java, Indonesia. The data were then analysed using GeSCA. The findings indicate that work life balance has a significant effect on organisational citizenship behaviour, but no significant effect on intention to leave; however, organisational citizenship behaviour has a significant effect on intention to leave. The findings provide insights to managers that employees' work life balance in an environment is the key to creating a comfortable environment for employees so that they remain loyal to the company. A manager develops programs aimed at improving balance between employees' personal interests and their work. This study investigates the direct and indirect effects of work life balance on intention to leave through organisational citizenship behaviour so the important role of organisational citizenship behaviour is highlighted.

title: The relationship between leader member exchange, organisational citizenship behaviour, and organisational commitment among UNRWA health staff in the Gaza governorates
abstract: Leader member exchange (the relationship between the manager and his or her employees) is important for the sustained growth of any organisation, and contributes to the organisation's goals and achievements. This study explores the relationship between leader member exchange and two managerial domains organisational citizenship behaviour and organisational commitment among UNRWA health staff in Gaza governorates.  A triangulated study design was used. Self administered questionnaires were completed by 315 employees; a response rate of 93% (291 of 315) The data collector used the international scales for leader member exchange, organisational commitment and organisational citizenship behaviour. In addition, seven key informant interviews and two focus groups with employees (18 across the two groups) were conducted. Informed written consent was obtained from all participants.  There were high scores in leader member exchange (77% of employees [241 of 315] scored 4 and 5 on the Likert scale of 1 to 5) organisational commitment (76% 239 of 315) and particularly in organisational citizenship behaviour (86% 270 of 315) We also scored factors influencing these three main dimensions (for example, for leader member exchange, the factors scored were affect, loyalty, perceived contribution, and professional respect) For leader member exchange, affect (mutual affection or interpersonal attraction influencing cooperation) scored the highest (83% 260 of 315) Within organisational commitment, normative commitment (sense of duty, obligation, and loyalty towards the organisation) scored the highest (78% 245 of 315) With regard to organisational citizenship behaviour, courtesy (discretionary behaviour to avoid work related conflict) scored the highest (91% 286 of 315) Inferential analysis showed that employees holding lower qualifications (secondary school and below) those who intended to stay at UNRWA until retirement, and those who performed higher in appraisals (those achieving "best performer" status, as opposed to "fully meets expectations" or "does not fully meet expectations" had statistically higher mean scores in leader member exchange than their colleagues. Findings also show that employees older than 45 years, those with more than 20 years' experience, and those intending to stay at UNRWA until retirement had statistically higher scores in organisational commitment and organisational citizenship behaviour than their colleagues. There were no statistically significant differences in the scores of the three scales in relation to participants' gender, marital status, place of work, level of the health centre (main health centre or small health centre [sub centre] and job position. However, there were significant correlations between leader member exchange and the two other managerial domains: organisational commitment and organisational citizenship behaviour. This suggests that if the leader member exchange approach is positively perceived by employees, it would be associated with high organisational commitment and high organisational citizenship behaviour. In addition, there was overall satisfaction with respect to specific work related variables.  Leader member exchange, organisational commitment, and organisational citizenship behaviour are high among UNRWA employees. However, there is room for improvement. It is important to monitor these important morale related issues and to constantly consider means to improve managerial practices, especially supervision, considering that supervision is key in leader member exchange.

title: A Conceptualization of the Effect of Organisational Justice on Turnover Intention: The Mediating Role of Organisational Citizenship Behaviour
abstract: Considering employees are the ultimate valuable assets, most companies nowadays give lots of effort and capitalise vital resources to preserve them. The turnover of those employees will affect the achievement of the organisations' goals as well as the maintaining of the competitive advantage. Therefore, it is imperative to call for more studies to understand the factors affecting this phenomenon in different settings and contexts of research, particularly in the non western perspectives such as Malaysia who is facing big challenges toward the employees' turnover in many sectors. Therefore, the drive of this paper is to examine the relationship between organisational justice (OJ) organisational citizenship behaviour (OCB) (benefiting the individual OCB I and benefiting the organisation OCB O) and turnover intention (TI) Consequently, this study proposed framework to study the effect of organisational justice on turnover intention via the mediation role of organisational citizenship behaviour (OCB I, OCB O) Also, the direct impact between the variables has been discussed. Hence this paper is expected to fill the research gap and contribute to the body of knowledge in this area of research.

title: THE MEDIATING ROLE OF SELF EFFICACY ON THE RELATIONSHIP BETWEEN WORK FAMILY CONFLICT AND ORGANISATIONAL CITIZENSHIP BEHAVIOUR
abstract: Organisational citizenship behaviour (OCB) is important in the organisational behavioural research. OCB contributes significantly to the success of an organisation through proactive behaviour in extra role activity and active involvement in organisation operation to ensure efficiency and productivity in service delivery. The purpose of this study is to examine the relationship between work family conflict as the antecedent of OCB and the role of self efficacy as the mediating variable. Data were collected from 510 public administrators at Public Service Department, Ministry of Home Affairs, Ministry of Education and Ministry of Health in Putrajaya, Malaysia. Data analyses were conducted using partial least squares structural equation modelling (PLS SEM) to test the research model hypotheses related to the relationship between work family conflict, self efficacy and OCB. The findings confirmed that there is a significant negative relationship between work family conflict and self efficacy and there is no relationship between work family conflict and OCB. Self efficacy is proven to be a fully mediation variable in the relationship between work family conflict and OCB. The results suggest that organisations should be aware of individual characteristics and work family domain to foster participation and engagement in OCB. The findings of this study contribute to the literature especially on OCB and open new avenues for future research by providing new perspective on factors that influence individual behaviour and also the role of personal efficacy on those relationship.  Mediation analysis, Organisational Citizenship Behaviour (OCB) self efficacy, SmartPLS, work family conflict. Cite as: Abdullah, M. R. Marican, S. Mohd Kamil, N. L. (2019) The mediating role of self efficacy on the relationship between work family conflict and organisational citizenship behaviour. Journal of Nusantara Studies, 4(1) 246 272. http:/dx.doi.org/10.24200/jonus.vol4iss1pp246 272

title: The mediating influence of organisational citizenship behaviour on employee job performance and staff incentive's relationship
abstract: The perceived pertinence of the association between employee job performance (EJP) and incentives is increasingly acknowledged. The case of Jordan's public sector is focused on in this study, in order to explore how organisational citizenship behaviour (OCB) has both direct and indirect influences on the relationship between EJP and incentive, drawing on expectancy theory. 317 employees within the public sector of Jordan comprised the sample participants for the questionnaire, with partial least square and SEM applied, it was found that only non monetary intangible incentives made direct significant role in achieving EJP directly, whereas non monetary both tangible and intangible incentives achieved valuable and significant role in improving OCB, accordingly, OCB was notably seen as partial and full mediator between incentives and EJP. Therefore, the improvement of EJP and thus organisational performance requires significant development and delivery of an ample incentive's infrastructure. Specifically, the identification and rectification of the current incentive's structure in this context are focused on in this paper. Furthermore, proposals associated with incentives are offered, as well as recommendations for further studies.