Implications of OCB and Contextual Performance for Human Resource Management

Werner, Jon M.

doi:10.1016/s1053-4822(99)00036-4

Cited by 136 publications

(115 citation statements)

References 77 publications

Supporting

Mentioning

104

Contrasting

Unclassified

Order By: Relevance

“…Behavioral patterns have many important implications, both theoretical and practical, for virtually all kind of human resources practices including job analysis, recruitment, selection, training and development, performance appraisal, compensation and even labor and employee relations (Werner, 2000). How an organization manages its human resources establishes the tone and the conditions of the employee-employer relationship.…”

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

The Impact of External Social Capital on Human Resource Management Practices

Gonul¹,

Tüzün²,

Gökoğlu³

2013

ijhrs

View full text Add to dashboard Cite

The studies focusing on social capital concerning Turkey are all at the societal level. Data corresponding to individual level social capital is not taken into consideration in the available research. Researches in social capital literature are mostly focusing on internal social capital and discounting the importance of external social capital. Nonetheless recent studies disclose the fact that although Turkey has relatively low internal social capital level, it has a relatively high external social capital capacity. The main purpose of this study is to analyze the favorable and unfavorable influences of the strong external social capital argued to exist in Turkish context. Also creation of external social capital and its possible effect on human resource applications such as employment, performance evaluations, promotions, rewarding systems and deployment is depiced. More clearly, in this study, the influence of high external social capital on organizational practices is discussed analyzed and propositions for further empirical research is presented.

show abstract

Section: International Journal Of Human Resource Studiesmentioning

confidence: 99%

The Impact of External Social Capital on Human Resource Management Practices

Gonul¹,

Tüzün²,

Gökoğlu³

2013

ijhrs

View full text Add to dashboard Cite

show abstract

“…The ability are shown and reinforced by the employee in the form of specific behaviors that are considered more important and effective when executed appropriately [10]. This form of citizenship behavior that is related within the improvement of organizational effectiveness [11] by high degree performance of both quality and quantity at work are capable to enchance the level of effectiveness and improving the organization ability to retain its employees [12] while at the same time reducing the turnover rate for employees [13].…”

Section: Introductionmentioning

confidence: 99%

The Effect of HRM Practices on Employee Organizational Citizenship Behavior in ICT Companies

Fajar¹,

Soeling²

2017

Proceedings of the International Conference on Administrative Science, Policy and Governance Studies (ICAS-PGS 2017) and the In

View full text Add to dashboard Cite

Abstract-The present era of globalization and technology have encouraged the human resource management (HRM) function to optimize strategy in dealing with challenges faced by the organization. With precious value and endless capabilities, the contribution of capable human resources practices is needed to support the strategic objectives of the company. In a sense of developing a broader organizational climate through the program people capability as a source of sustainable and highly competitive advantage in the organization, the progression of extra-role behavior activities has been developed in the form of supporting interactions and relations among employee and employers by helping each work unit running in the company more effectively. This study attempts to propose and analyze the effects of HRM practices on organizational citizenship behavior (OCB). The HRM practices variable were measured through the High-Involvement HRM Practices tool by Prieto and Pérez-Santana (2014), while the OCB variables were measured based on five major dimensions by Organ (1988). The analysis is on the active employees of PT Sigma Cipta Caraka (Telkomsigma) who had worked for at least a year in the company with the number of 243 employees. This study uses quantitative methods in collecting data with a questionnaire as a research instrument. The research data will be analyzed using descriptive statistic analysis, correlation, and regression analysis to test the relationship among variables. The results of this study provide an evidence that each dimension of HRM practices, with the exception of training, have a positive significance but no strong indication to encourage OCB activities showed by employees in the ICT company.

show abstract

“…It is necessary for a well-functioning organization to possess three types of behavior (i) people must be induced to enter and remain with the organization; (ii) they must reliably carry out specific role or job requirements; and (iii) there also needs to be innovative and spontaneous activity that goes beyond role prescription [9, pp.4]. Therefore, the goal of personnel selection is applying valid and effective method to reduce the risks of hiring an unsuitable employee, and increase the opportunities to find an eligible employee who can enhance the productivity of organization [3,9]. In other words, businesses find eligible employees meet the requirements of organization and occupation from mass job applicants through effective personnel selection methods.…”

Section: Personnel Selection Methodsmentioning

confidence: 99%

A Realistic Personnel Selection Tool Based on Fuzzy Data Mining Method

Tai¹,

Hsu²

2006

Advances in Intelligent Systems Research

View full text Add to dashboard Cite

Recruitment is an important issue of human resource management (HRM). The main purpose of recruitment is to obtain talent from internal and external of organization. However, excellent talent maybe will be missed at the pre-screening process under lack of complete information for managers to judge. In this paper, a personnel selection tool based on fuzzy data mining method is proposed to assist business managers to find eligible talent more efficiently.

show abstract

Implications of OCB and Contextual Performance for Human Resource Management

Cited by 136 publications

References 77 publications

The Impact of External Social Capital on Human Resource Management Practices

The Impact of External Social Capital on Human Resource Management Practices

The Effect of HRM Practices on Employee Organizational Citizenship Behavior in ICT Companies

A Realistic Personnel Selection Tool Based on Fuzzy Data Mining Method

Contact Info

Product

Resources

About