The contribution of organizational culture to the organization which includes the uniqueness of values, behavior, and psychology is needed by the organization. It also includes trust, experience, ways of thinking, and organizational expectations. Improving employee behavior into organizational citizenship behavior is needed by every organization. To bring OCB to employees, a well-formed commitment is needed. This study uses a quantitative approach to test 3 hypotheses using path analysis to see the role of mediation. Respondents numbered 169 in this study. The results found in this study are that mediators play a maximum role between organizational culture and OCB.
Background:
This study aims to explore the effect of transformational leadership and organizational culture on organizational citizenship behavior and see whether job satisfaction functions as a good mediator
Methods:
By using a quantitative approach, the data collection tool uses a psychological scale, the research respondents (N = 232) are employees and leaders of one company.
Results:
The results of the study show that job satisfaction functions as a mediator of the influence of transformational leadership and organizational culture on organizational citizenship behavior.
Conclusion:
By applying transformational leadership style accompanied by building a good organizational culture the organization has strong capital to foster employee organizational citizenship behaviour. This study also provides empirical evidence of the influence of these two variables on organizational citizenship behaviour through job satisfaction.
This study examines the importance of work ethics for employees in the organization towards performance achievement by bringing up the role of adversity quotient mediator. The study aimed to investigate and explore the direct and indirect influence through mediators by using path analysis techniques with the help of AMOS version 24. The process of data collection was carried out using three research variable scales. The number of research respondents is 220 employees. The results of the analysis prove four hypotheses that have been shown to have direct influence, and the role of the mediator is perfect in mediating the two variables. The results of this study can be useful for organizations and practitioners of psychology in industry and organizations.
Customer engagement refers to the emotional attachment a student experiences as a customer during repeated and ongoing interactions. Engagement occurs through satisfaction, loyalty, and excitement about the brand experience. Organizations engage customers at the point of behavioral change by exploring opportunities for emotional connection through continuous and consistent positive experiences. When customers engage with a brand experience, they feel emotionally connected and excited about the product and the service quality. This study’s purpose is examining the effect of brand experience on customer engagement by using service quality as a mediator variable; this research was conducted by collecting data from 254 students of the iGeneration born in 1995. Overall, 254 students participated in this study. Of them, 172 people or 68% of the total respondents in this study were women, and 82 people or 32% were males. The results show no direct effect of brand experience on customer engagement, and there is a role for service quality mediators that mediate brand experience and customer engagement. The results are discussed, and the implications for the organization are mentioned.
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