Organizational Behavior
Hossein Hamzavi; Behrouz Rezaee Manesh; Habib Rudsaz
Abstract
Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity ...
Read More
Encouraging and strengthening creativity among employees is an important strategy for maintaining and improving competitive advantages, ensuring long-term survival and growth of organizations. On the other hand, it is important to determine which leadership styles are related to employees' creativity through which methods, procedures and approaches and through which strategies. Organizational citizenship behavior as a psychological behavior may play a critical role as a mediator in our relationship between leadership styles and employee creativity. The current research is an applied research in terms of its purpose, and a descriptive-survey research in terms of collecting data and information. The statistical population of this research is all the employees of the Persian Gulf State University of Bushehr, numbering 302 people, and the sample size based on Cochran's formula is 169 employees. The tool for collecting data and information from the statistical population was a questionnaire. In order to analyze the research data, the Structural Equation Model (SEM) method and SPSS 22 and Lisrel software were used. The results of the research showed that servant leadership and ethical leadership styles have a significant effect on employee creativity with a mediating role of organizational citizenship behavior.
Organizational Behavior
Marziyeh Dehghanizadeh; Ali Shojaeifard; Sajjad Zarei Pizadani
Abstract
The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad ...
Read More
The purpose of current research is to investigate effect of transformational leadership on organizational citizenship behavior: the role of identification, Work engagement, psychological empowerment and Proactive personality. The statistical population of this research is employees of Agricultural Jihad Organization of Isfahan Province, that With Cochran's formula, a sample of 162 people was selected. research method is descriptive -survey, and the tool for collecting information is the use of the standard questionnaires. Its validity was checked based on factor of confirmatory analysis and its reliability was checked by Cronbach's alpha method and composite reliability. results of the current research show that transformational leadership has a positive and significant effect on organizational identification, Work engagement, and psychological empowerment, therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; However, with the existence of mediating variables of organizational identification, Work engagement and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, Work engagement and psychological empowerment on organizational citizenship behavior have positive and significant, and proactive personality plays a role in the relationship between transformational leadership on Work engagement and organizational identification and It acts as a moderator and cause of strengthens these two relationshipsIntroduction Today, the key to the success of organizations is the creation and development of organizational citizenship behavior among employees. The concept of organizational citizenship behavior in the field of organizational behavior emerged two decades ago and continues to develop. This issue is critical and essential for service organizations, such as the Agricultural Jahad Organization, whose activities depend highly on human resources (Sartika et al., 2020). Organizational citizenship behavior is a preferred extra-role and extra-task behavior of employees that promotes the success of organizations (Gammoh et al., 2021). Therefore, considering the importance of organizational citizenship behavior, it is necessary to conduct more research on the mechanisms that influence it; Therefore, the current research has addressed the issue of whether the relationship between transformational leadership and organizational citizenship behavior may be mediated by the concepts of organizational identification, work engagement and psychological empowerment of the employees of the Isfahan Agricultural Jahad Organization and also whether the proactive personality of the employees of the Agricultural Jahad of Isfahan strengthens the effects of transformational leadership on organizational identification and work engagement or not?Materials and MethodsThe statistical population of this research is employees of the Agricultural Jahad Organization of Isfahan Province (280 people). With Cochran's formula, a sample of 162 people was selected. The research method is a descriptive -survey, and the tool for collecting information is standard questionnaires. The data gathering tools in this research are the transformational leadership standard questionnaire of Afsar et al. (2019), the organizational identification standard questionnaire by Su & Swanson (2019), the work engagement standard questionnaire by Schaufeli & Bakker (2004), the employee psychological empowerment's standard questionnaire of Spreitzer (1995); proactive personality's standard questionnaire of Akgunduz et al. (2018); and organizational citizenship behavior's standard questionnaire of Organ (1988). In order to check the validity of the questionnaires, in addition to the content validity, which management professors and experts confirmed, the validity of the questionnaires was also checked from the index of factor loadings. The reliability of the questionnaires was calculated using the two methods of Cronbach's alpha coefficient and composite reliability and confirmed the reliability of the validity of the research instrument. Discussion and ResultsThe findings of the current research show that transformational leadership has a positive and significant effect on organizational identification, work engagement, and psychological empowerment; therefore, although transformational leadership does not directly have a significant effect on organizational citizenship behavior; however, the existence of mediating variables of organizational identification, work engagement, and psychological empowerment, this effect becomes significant. Also, the effect of organizational identification, work engagement, and psychological empowerment on organizational citizenship behavior has positive and significant, and proactive personality plays a role in the relationship between transformational leadership on work engagement and organizational identification. It acts as a moderator and causes of strengthens these two relationships.ConclusionsAccording to the results of this research, it was found that by using the social identity theory, social exchange theory and self-concept theory, the transformational leadership style in the organization increased the employees' perception of the organizational identity and made them feel more attached to their jobs and also the power distance decreased and felt more empowered in his self-concept, and thus these cases increased organizational citizenship behaviors in the employees of the Agricultural Jahad Organization of Isfahan; Therefore, according to the dynamics of the environment, the managers of the agricultural jahad organization should pay attention to the transformational leadership style as one of the best management styles that create and manage changes in the organization and try to manage their employees with this leadership style, and value the development and participation of employees in organizational decision-making and encourage creativity and acceptance of challenges as part of their work so that a sense of purpose is created in people and developed beyond the standards, and as a result, employees also, transfer their ideas and insight to other members.
mehdi ebrahimi nejad Rafsanjani; Mozhgan Zarei
Abstract
Continuous organizational changes in today’s dynamic and changing environment requires the presence of insightful, strategic, or in more clear terms, transformational leaders. Given increasing attention paid to the function of leadership in creating organizational changes in the world and its role ...
Read More
Continuous organizational changes in today’s dynamic and changing environment requires the presence of insightful, strategic, or in more clear terms, transformational leaders. Given increasing attention paid to the function of leadership in creating organizational changes in the world and its role in developing organizational citizenship behavior (OCB). The present study attempted to explore the mutual relationship between transformational leadership and OCB with a focus on mediatory role of two variables of emotional trust and cognitive trust. This study is an applied research in terms of objectives it follows and a descriptive-survey research with regard the research methodology. The population under study included staff working in different branches of Mehr Eghtesad Bank in Shiraz. The sample size includes 150 respondents which were determined using Cochrane Formula. The data were collected through four questionnaires: Transformational Leadership Questionnaire, OCB Inventory, emotional Trust Questionnaire, and Cognitive Trust Questionnaire. Data were analyzed by LISREL Software. Findings show that there is no significant relationship between transformational leadership style and OCB among the respondents. However, adding emotional trust and cognitive trust to the model show that there is a positive relationship between transformational leadership style and these two variables. In addition, a positive significant correlation was also found between emotional and cognitive trust and OCB
Amir Hossein Amirkhani; Fereshteh Ghaleh Agha Babaei
Abstract
Organizations need to maintain that employee who undertake beyond their duties and to maintain the organization's social system indirectly to achieve the objectives of the organization and they can help overcome environmental challenges. The aim of this study is to evaluate the impact of organizational ...
Read More
Organizations need to maintain that employee who undertake beyond their duties and to maintain the organization's social system indirectly to achieve the objectives of the organization and they can help overcome environmental challenges. The aim of this study is to evaluate the impact of organizational silence on organizational citizenship behavior. This research, analytical and method of research is correlational. The objective of research is practical and survey methods were used to collect data. In order to achieve this goal, the data was collected by questionnaires and simple random sampling. The population of the research is all staff of the Alborz Insurance Company of Tehran in the summer of 1395. Data analysis and structural equation modeling was done by SPSS16 and LISREL 8.50 software. The findings emphasize the necessity of organizational silence in citizenship behavior, and suggest a significant negative impact on organizational citizenship behavior is defensive silence, and acquiescent silent
Fariborz Rahimnia; Seyyedeh Nargess Rahnama
Abstract
Organizations Nowadays due to environmental turbulence, in order to survive and overcome the environmental challenges, have tried to improve their performance. So, they focus their efforts on increasing Optimal performance of employees. Organizational citizenship behavior is one of the factors that affects ...
Read More
Organizations Nowadays due to environmental turbulence, in order to survive and overcome the environmental challenges, have tried to improve their performance. So, they focus their efforts on increasing Optimal performance of employees. Organizational citizenship behavior is one of the factors that affects on improving personal and organizational performance and also can be increased by both factors fun at work and joy. In this study, the role of fun at work and joy in increasing organizational citizenship behavior have been studied. purpose of the study is investigating effect of fun at work on organizational citizenship behavior through mediating role of joy. In this research 187 employees of Mashhad municipal have been surveyed who were selected by simple random sampling method. The nature of the study’s method is survey-applied and the method of that is analytical method. statistical software such as Amos 20 and SPSS18 were used for Statistical analysis. Analysis of data collected show fun at work has positive effect on organizational citizenship behavior. Moreover, positive effect of mediating role of joy on relation of fun at work and organizational citizenship behavior was verified. In addition, strongest relationship has been found between fun at work and joy.
Yousef Mohammadi Moghaddam; Jafar Abbaspour
Volume 24, Issue 77 , July 2015, , Pages 125-152
Abstract
Due to research developments in social and human sciences, scientists have come to this conclusion that having command over all aspects of a subject is almost impossible. Therefore, they tried combinational studies which would provide them with the extract of the current studies related to a special ...
Read More
Due to research developments in social and human sciences, scientists have come to this conclusion that having command over all aspects of a subject is almost impossible. Therefore, they tried combinational studies which would provide them with the extract of the current studies related to a special subject in a more systematic way. Due to the importance of the relationship between transformational leadership and organizational citizenship behavior, this study has reviewed 8 articles aiming for merging quantitative results of studies regarding the relationship between transformational leadership and organizational citizenship behavior in Iran, using meta-analysis method and comprehensive meta-analysis software (CMA2).The results of meta-analysis indicates that there is a higher than average relevance between transformational leadership and organizational citizenship behavior (with average effect-size of 0.6). Among the transformational leadership attributes, idealized behaviors with the effect-size of 0.62 has the greatest effect-size regarding organizational citizenship behavior and individual considerations with the effect-size of 0.54 has the least effect-size regarding organizational citizenship behavior.
Ali Safari; Faezeh Radi
Volume 23, Issue 76 , January 2015, , Pages 81-116
Abstract
The present article aims to investigate the effect of internal marketing on the Quality of Services, with a view to the intermediary roles of organizational citizenship behaviors and organizational commitment. The statistical population consisted of managers and assistants of Sepah bank in the City of ...
Read More
The present article aims to investigate the effect of internal marketing on the Quality of Services, with a view to the intermediary roles of organizational citizenship behaviors and organizational commitment. The statistical population consisted of managers and assistants of Sepah bank in the City of Isfahan. The sample size was derived from Cochran formula, and the data collection instrument was distributed in a stratified method and in accordance with the size of the sample. In order to gather information a field research method were used.Kind of research method is descriptive-surveyed of field branch. This data collective instrument consisted of four standard questionnaires and 259 copies of which were distributed. Out of this number 205 were returned and analyzed. In order to process data, AMOS18 software was used. . Research hypotheses were tested via structural equations modeling (SEM). The results showed the positive and meaningful effect of internal marketing on the quality of services. Also, internal marketing has positive and meaningfully effect on the organizational commitment and organizational commitment on organizational citizenship behavior. Moreoverorganizational citizenship behavior has positive and meaningfully effect on the Quality of Services.Also, the model of organizational citizenship behavior, organizational commitment, as well as internal marketing effectiveness on the quality of services is adequate and acceptable and other related indexes possessed of likelihood.
Tooraj Hassanzadeh Samarin; Sepideh Sefidkar
Volume 23, Issue 76 , January 2015, , Pages 141-155
Abstract
The aim of this study was evaluating the relationship between Organizational Virtuousness and Organizational Citizenship Behavior of Rasht Municipalities’ employees. The research method in terms of purpose applied and in terms of method was descriptive research and correlation type, and required ...
Read More
The aim of this study was evaluating the relationship between Organizational Virtuousness and Organizational Citizenship Behavior of Rasht Municipalities’ employees. The research method in terms of purpose applied and in terms of method was descriptive research and correlation type, and required data have been collected using questionnaires and survey method. Rasht Municipalities’ Managers and experts (257 people) were selected as the target population and the sample size was set equal to 154 by using Cochran's formula. The gathered Questionnaires and data were analyzed by SPSS Software through simple linear and multiple regression tests. The results showed that there was a positive significant relationship (correlation coefficient 60.3) between organizational virtue and citizenship behavior of employees of municipality districts of Rasht. Moreover, investigating aspects of organizational virtue with citizenship behavior showed that optimism (17.1), compassion (20.5), honesty (27.9), and generosity (14.4) could explain organizational citizenship behavior of municipality districts of Rasht.
Alireza shirvani; Rasool Sarihi Asfestani
Volume 23, Issue 74 , June 2014, , Pages 135-115
Abstract
Today, evidence suggests that intelligence alone does not represent success at work and are responsible for feelings and emotions play a key role in organizational success. emotionally People can be intelligent organizational effectiveness at all levels to develop and promote the important role of organizational ...
Read More
Today, evidence suggests that intelligence alone does not represent success at work and are responsible for feelings and emotions play a key role in organizational success. emotionally People can be intelligent organizational effectiveness at all levels to develop and promote the important role of organizational citizenship behavior and counterproductive work behaviors to reduce deleterious to play. The population of this research, finance and treasury staff supervision department of the Ministry of Economy and Finance, which have a total of 537 cases, the random method used and the population sample through Cochran formula, 224 were obtained. In order to collect survey data, standardized questionnaire Jung & Yoon (2012) was used. In this analysis, the correlation matrix, regression, path analysis and structural equation modeling were performed using the statistical software LISREL. Findings from the evaluation of their emotions appraisal destructive counterproductive work behaviors and others’ emotion appraisal and emotion regulation does not have much impact on organizational citizenship behavior. However, use of emotions destructive behaviors and others’ emotion appraisal has the greatest impact on organizational citizenship behavior.
Alireza Chitsazian; Hoda badpar; zeynab ghasemi
Volume 23, Issue 73 , May 2014, , Pages 95-120
Abstract
The psychological contract is individual beliefs, regarding terms of an exchange agreement between the individual and his/her organization. These contracts explain real relation between people and their organizations. Fulfillment of psychological contract has positive effect on attitude and behavior ...
Read More
The psychological contract is individual beliefs, regarding terms of an exchange agreement between the individual and his/her organization. These contracts explain real relation between people and their organizations. Fulfillment of psychological contract has positive effect on attitude and behavior of organizational human capitals.The aim of this research is investigating impact of psychological contract on their job satisfaction, organizational commitment, organizational citizenship behavior and mental health in academic staff in Ferdowsi University of Mashad. For this, data gathered from 305 academics. Results show that psychological contract fulfillment has positive effect on job satisfaction, organizational commitment, organizational citizenship behavior and mental health
Habib Rudsaz; Behrooz Rezaeemanesh; Shaghayegh Tavakoli
Volume 21, Issue 68 , December 2013, , Pages 109-134
Abstract
Frontline employees are an important source of differentiation and competitive advantage in the service sector. So in banks as the most important economical and service sector enterprise, employees organizational citizenship behavior is very important. Because Such employees are the most important source ...
Read More
Frontline employees are an important source of differentiation and competitive advantage in the service sector. So in banks as the most important economical and service sector enterprise, employees organizational citizenship behavior is very important. Because Such employees are the most important source of competitive advantage. The purpose of this research studying soft factors that correspond to behavioral area and create competitive advantage in organizations and does organizational citizenship behavior cause competitive advantage, at last a comparative study about the situation of those factors in Tejarat and Mellat banks have done.
This study is a quantitative study that is done in1390- 1391 in a sample of 1100 employees and customers of 76 branches of Tejarat Bank and 73 branches of Mellat Bank. To gather data two questionnaires for employees and customers based on Likert Scale are used and they are analyzed by descriptive and inferential statistics methods. To determine the constructs of the conceptual model variables PLS software and structural model are used. Composite reliability and Cronbach Alpha are used to measure questionnaires reliability, so all of the factors coefficients are more than 0.7. Discriminant validity by Average Variance Extracted (AVE) indicator is used to determine convergent validity, so the AVE indicator is more than 0.5. Discriminant validity in the research constructs has good fitness. So the average variance square root is more than the correlation coefficient between each concept and the concepts. Findings show that the model has good comeliness totally and all the parts of the model including measurable parts and structural parts are meaning full. So the individual, managerial and organizational factors create organizational citizenship behavior and these factors create competitive advantage by organizational citizenship behavior. It is also found that the banks should promote organizational factors including organizational support, organizational justice and organizational culture and draw up suitable strategies and long term plans. This kind of studies can be used by managers to increase human resource and organization productivity
Iraj Soltani; Rasool Sarihi Asfestani; Hamideh abbasi
Volume 22, Issue 70 , July 2013, , Pages 209-229
Abstract
As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support ...
Read More
As employees' deliberate and conscious behavior, organizational behavior has critical influence on their job performance. Hence, their psychological empowerment enables the organizations to have higher flexibility and faster responsiveness toward changes. At the same time, perceived organizational support implies the employees' perception of the value of their attempts, health, and well-being for the organization.Accordingly, with respect to the importance of these factors in the organizations, the present study examines the effect of the relationship between organizational support and psychological empowerment on job performance with respect to the mediating role of organizational citizenship behavior. . The population of this research, finance and treasury staff supervision department of the Ministry of Economy and Finance, which have a total of 168 cases, the random method used and the population sample through Cochran formula, 117 were obtained. In order to collect survey data, standardized questionnaire and Tsvng Hai (2012) was used. Also, to increase the validity of the opinions of experts and specialists in this field has benefited from the Ministry of Economy and Finance. Using Cronbach's alpha (0.86) was used to determine reliability.In this analysis, the correlation matrix, regression, path analysis and structural equation modeling was performed using the statistical software LISREL. The findings indicate that perceived organizational support (0.11). And empowerment (0.12) alone does not affect job performance. However, OCB as an effective mediator between perceived organizational support (0.38) and psychological empowerment (0.59) with job performance. Organizations benefiting from the results, in the modern world that is constantly changing will be able to outdo the competition
Abdolreza Miri; Esmaeil Sabzikaran; Hussein Rezai
Volume 21, Issue 67 , April 2012, , Pages 155-177
Abstract
Variety and complexity of current era, managing of organizations is faced by special problems and difficulties for managers. The problems are associated with human resources parts such as common issues in all organizations. Managers are always looking for employees whom are fit to work conditions and ...
Read More
Variety and complexity of current era, managing of organizations is faced by special problems and difficulties for managers. The problems are associated with human resources parts such as common issues in all organizations. Managers are always looking for employees whom are fit to work conditions and act in high level of productivity. In fact, one of the most important issues in managing of organizations is employees’ interactions with their duties, responsibilities and work conditions. As yet, many studies have been conducted in development of human resources. “Empowerment” and “Organizational Citizenship Behavior” are more proportional with organization conditions at this time. The concepts that have positively effect on promoting quantitative and quality of employees’ organizational performances.
In this paper by investigating society of 522 personnel in Iran Khodro Supply Parts' Automobile Company, tried to exploring relationship between employees’ empowerment and organizational citizenship behavior. Based on this, it is supported by correlated coefficient technique and path analysis to perceive relationship between these concepts; due to studying and observing of their acts in studied society, present some solutions to using the both concept in research society.
Hosein Ganjinia; Mehrdad Gudarzvand Ghegini; Ahmad Ghaffarzadeh
Volume 20, Issue 61 , April 2010, , Pages 91-120
Abstract
The objective of this research is to determine the impacts ofOrganizational Justice Perception on Organizational CitizenshipBehavior in the Ports and Maritime Organization and CustomsAdministration of the Port Anzali– in state of Guilan.The basis of this research is on the analysis of how the Country'sServices ...
Read More
The objective of this research is to determine the impacts ofOrganizational Justice Perception on Organizational CitizenshipBehavior in the Ports and Maritime Organization and CustomsAdministration of the Port Anzali– in state of Guilan.The basis of this research is on the analysis of how the Country'sServices Management Law as an initiator of structural and socialjustice in the organizations under this law (excluding some instancesenumerated by the legislator), affects the organizational citizenshipbehavior.This research is applicable regarding its goal. The method isdeccriptive-analytic, and a questionnaire was used as the informationcollection tool. In this research, 186 out of 359 employees of Anzali'sPorts & Maritime administration, and customs organization wereselected to answer the questionnaires. The data analysis was doneusing SPSS program. In the analytical section, Anova and Duncantests were performed.Contrary to the parallel researches held inside or outside of thecountry, maintaining organizational citizenship behavior is to someextent determined by distributive justice perception, the results of thisresearch, show with 95% degree of confidence, no menangful impactof distributive justice perception on OCB; however, the influences onorganizational citizenship behavior caused by some other dimensions,are similar to those of other researches; These dimensions are: perception of procedural justice, perception of interpersonal justice &perception of informational justice.The conclusion is that organizational citizenship behavior is a kind ofvoluntary behavior and is mostly influenced by the supervisors'thoughts and way of behavior, and also the organization's plans andpolicies.
