Constructive Organizational Values Climate and Organizational Citizenship Behaviors: A Configurational View

Marinova, Sophia V.; Cao, Xiaoyun; Park, Hae Sang

doi:10.1177/0149206318755301

Cited by 55 publications

(52 citation statements)

References 107 publications

(190 reference statements)

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“…This means that individual change is increasing such as improving employee skills, motivation, attitudes, perceptions, employee expectations, and the creation of a good work environment, the better the organizational climate manifests in the company. This result is in line with the study conducted by Marinova, Cao, and Park (2019); Sukengsari and Sobirin (2005); Zientara and Zamojska (2018) suggesting that among one of the organizational change variables in the form of change in individual employees has a positive and significant effect on the change in employee behavior and organizational climate.…”

Section: Discussionsupporting

confidence: 91%

Investigating the Relationships Between Organizational Change, Organizational Climate, and Organizational Performance

Supriyati¹,

Udin²,

Wahyudi³

et al. 2019

IJFR

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This study aims to analyze the effect of organizational change (i.e., technostructure change, work procedure, and individual) on organizational climate and organizational performance. By using the census technique, the respondents are all employees of regional drinking water company (PDAM) in Kendal regency of Indonesia. Data are analyzed using simple and multiple regression analysis. The results show that technostructure change partially has a significant negative effect on organizational climate, while work procedure and individual change have a significant positive effect on organizational climate. Furthermore, organizational change simultaneously has a significant positive effect on organizational climate and organizational performance.

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Section: Discussionsupporting

confidence: 91%

Investigating the Relationships Between Organizational Change, Organizational Climate, and Organizational Performance

Supriyati¹,

Udin²,

Wahyudi³

et al. 2019

IJFR

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“…The gathering of staff nurses' helping behaviors proves advantageous for the organization. [11,[15][16][17] Courtesy is defined as a flexible behavior that aims to avoid conflicts of work with other healthcare providers. Every staff nurse tries to prevent problems from arising, be polite and considerate others.…”

Section: Introductionmentioning

confidence: 99%

“…Every staff nurse tries to prevent problems from arising, be polite and considerate others. [17,18] Civic virtue is marked by behaviors that reflect the deep concerns and active interests of staff nurses in the organization's philosophy and value system. [15,19] The conscientiousness includes obedience with respect to organizational rules and norms.…”

Section: Introductionmentioning

confidence: 99%

“…It represents the trustworthiness and reliability of the organization's staff nurses. [17,20] Finally, sportsmanship is defined as the tolerance of staff nurses to less than optimal organizational circumstances without complaining and massively blowing problems. It also, reveals the ability of staff nurses to adapt even if they do not like or agree with the changes taking place within the organization.…”

Section: Introductionmentioning

confidence: 99%

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Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

Atalla

Abdelaal²

2019

JNEP

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Background and objective: Individuals, who work in an organization where there is a high level of trust, perceive themselves as an important and valued part of this organization. With more enthusiasm, they come to work and are happier with their jobs. Thus, staff nurses' organizational trust, which forms the basis of intra-organizational relationships, can affect their performance and help them to demonstrate organizational citizenship behaviors. The aim of this study was to assess organizational trust and organizational citizenship behaviors from staff nurses' perspective. Also, to investigate the relationship between organizational trust and organizational citizenship behaviors at Alexandria Main University Hospital. Methods: A descriptive correlational design was utilized with convenient sample of staff nurses (n = 352) including staff nurses who works in units of medical care (n = 90), in units of surgical care (n = 120), and in critical care units (n = 142). Two tools were used to measure the study variables: Tool I: Organizational Trust Inventory (OTI). Tool II: Organizational Citizenship Behavior Scale (OCBS). Results: The highest mean score of organizational trust was related to trust in managers, while, the lowest mean score was related to trust in organization. The highest mean score of organizational citizenship behaviors was related to conscientiousness, while the lowest mean score was related to sportsmanship. Conclusions and recommendations: Staff nurses perceived high organizational trust and moderate organizational citizenship behaviors. There is a strong positive high significant correlation between overall organizational trust and overall organizational citizenship behaviors as perceived by staff nurses. Continuous periodic training programs should be given for staff nurses in different healthcare units, to increase their awareness about organizational trust and how to demonstrate organizational citizenship behaviors.

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“…The result that culture dimensions explained the effectiveness criteria after controlling for the effects of leadership. Marinova et al (2019) advance the study of the model that used the value climate in the estimation of the work and job performance.…”

mentioning

confidence: 99%

The impact of the organizational cultures on the job performance in the GCC companies

Taweel

2019

MMI

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This paper summarizes the arguments and counterarguments within the scientific discussion on the issue the link between organizational cultures on the job performance in the Gulf Council countries companies. The main goal of the paper is to examine empirically the determinants of organizational cultures (structure, strategy, leadership, and high-performance work), and their impacts on job performance. The relevance of the decision of this scientific problem is that organizational cultures are a relevant problem for the companies in the Gulf Council countries. The Investigation of the topic of organizational cultures and the job performance in the paper is carried out in the following logical sequence: The methodological tool of this contribution tries to measure the effect of organizational cultures, structure, strategy, leadership, and high-performance work on job performance. The main purpose of the research is focused on the empirical approach justified by the use of the structural equations. The paper presents the results of an empirical analysis which showed that the effect of organizational cultures, structure, strategy, leadership, and high-performance work exerts positive relationships on job performance. The results found suggest that structure and strategy as indicators of organizational cultures, job performance with a high-performance work practice. The results showed a positive impact between the variables and implied that organizational cultures in the Gulf Council countries companies have a positive and significant relationship with job performance. The results confirm the existence of positive relationship as significant between structure, strategy and job performance in the Gulf Council countries companies. The research empirically confirms and theoretically proves that organizational cultures are significant relationships with job performance. The results of the research can be useful for the Gulf Council countries companies to promote the organizational cultures for good job performance. Keywords: organizational cultures, strategy, leadership, high-performance work, job performance.

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Constructive Organizational Values Climate and Organizational Citizenship Behaviors: A Configurational View

Cited by 55 publications

References 107 publications

Investigating the Relationships Between Organizational Change, Organizational Climate, and Organizational Performance

Investigating the Relationships Between Organizational Change, Organizational Climate, and Organizational Performance

Relationship between organizational trust and organizational citizenship behaviors: Staff nurses’ perspective

The impact of the organizational cultures on the job performance in the GCC companies

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