Organizational citizenship behavior, organizational justice, job stress, and workfamily conflict: Examination of their interrelationships with respondents from a non-Western culture

Tziner, Aharon; Sharoni, Gil

doi:10.5093/tr2014a5

Cited by 91 publications

(103 citation statements)

References 43 publications

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“…The result of the relation of WLC and OCB in present study, confirmed the notion of Dorio et al (2008), Amstad (2011), andTziner andSharoni (2014) who also found the significant negative effect of WLC (work-life interference) and OCB. On the contrary, the present study does not support the result previous research from Lambert (2000), Baral and Bhargava (2010), Kasraie et al (2014), and Pradhan et al (2016) who all found the significant positive relations.…”

Section: Resultssupporting

confidence: 80%

“…Dorio et al (2008) indicated that there is a negative relationship between WLC and OCB. Result from Amstad et al (2011) and Tziner & Sharoni (2014) found that work-family conflict was negatively related (-.39) with OCB. Meanwhile, Carlson et al (2013) using participants from western culture discussed the relationship between WLC, WLB and OCB.…”

Section: H 2b : Wlb Have a Significant Positive Effect On Organizatiomentioning

confidence: 99%

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Perceived Work-Life Interface and Organizational Citizenship Behavior: Are Job Satisfaction and Organizational Commitment Mediates the Relations? (Study on Star Hotels Employees in Indonesia)

Prasetio¹,

Yuniarsih²,

Ahman³

2017

IJHRS

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The aim of the study is to examine the mediation of job satisfaction and organizational commitment in the relations between work-life interface and organizational citizenship behavior. This study use paper and pencil questionnaire which consists of 48 items and get response from 277 employees from 3-5 stars hotel in Bandung. To identify the relation between variables, this study using explanatory causal analysis which describe the causal ISSN 2162-3058 2017 http://ijhrs.macrothink.org 123 relation using hypothesis. Respondents selected using nonprobability sampling method with accidental technique. The result showed that positive and negative aspect of work-life interface (conflict and balance) has direct effect on OCB. Only job satisfaction has mediation effect in the relations. Hotel industry needs to apply human resources policies which focus on the supporting work and private life in order to increase the employees' satisfaction. In the end satisfied employees will contribute more to the organizations' achievement. International Journal of Human Resource Studies

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Section: Resultssupporting

confidence: 80%

Section: H 2b : Wlb Have a Significant Positive Effect On Organizatiomentioning

confidence: 99%

Perceived Work-Life Interface and Organizational Citizenship Behavior: Are Job Satisfaction and Organizational Commitment Mediates the Relations? (Study on Star Hotels Employees in Indonesia)

Prasetio¹,

Yuniarsih²,

Ahman³

2017

IJHRS

View full text Add to dashboard Cite

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“…In other words, the WFC refers to situations in which job requirements generate employees certain conflicts with the family or vice versa (Jiang, 2012). Greenhaus and Beutell (1985) identify three types: (a) conflict based on time, where the time demanded in one life domain decreases availability in the other, reducing energy and creating stress; (b) conflict based on tension, where the stress experienced in one role affects the performance in the other; and (c) conflict based on behavior, which consists of the incompatibility between various and desired behaviors in the two competing domains (Tziner and Sharoni, 2014).…”

Section: Interactional Justicementioning

confidence: 99%

Organizational Justice and Work-family Conflict in Colombian Organizations

Andrade¹,

Ramírez²

2019

ERSJ

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Purpose: This study evaluates the relationship between organizational justice, in its procedural and interactional dimensions, and the work-family conflict in Colombian companies. Design/Methodology/Approach: The investigation was explanatory-causal in order to assess the relationships and effects between the variables. A structural equations model was used. Findings:Research results contribute to the investigations and raise new perspectives to understand the relationship between transformational leadership and the Work-family confict in organizations, with a series of practical and theoretical implications. The research revealed that organizational justice is negatively related to WFC. Practical Implications: Only interactional justice had a negative and significant relationship with the work-family conflict; while the relationship of procedural justice and work-family conflict was positive, yet not significant. Originality/Value: It is vital for organizations to try to minimize levels of conflict between work and family, as these are often positively related to counter-productive phenomena such as stress and burnout.

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“…When employees perceive an excessive workload over their capabilities it can be defined as job stress (Tziner & Sharoni, 2014). Job stress was found to have a positively significant influence on compulsory citizenship behaviour (Zhan et al, 2017).…”

Section: Job Stressmentioning

confidence: 99%

Compulsory Citizenship Behaviour among Academic Staff of Private Higher Education Institutions in Melaka, Malaysia

2019

IJRTE

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 Abstract: Compulsory citizenship behaviour (CCB) refers to employees who perform extra-role behaviour against their will. The study is among one of a handful on compulsory citizenship behaviour if compared with organisational citizenship behaviour (OCB), which are directed toward individuals (OCBI) and an organisation (OCBO) as a whole. Thus, this study mainly focuses examining the effect of intention to leave, job stress, sucker effect, burnout, organisational politics, negligent behaviour, and conflict between colleagues on compulsory citizenship behaviour. A total of 100 academic staff from private higher education institutions in Melaka participated in this study. Self-administered questionnaires were used for data collection and SmartPLS was employed to perform the analysis. The findings of this study reveal that negligent behaviour and organisational politics have a significant direct relationship with compulsory citizenship behaviour. This study not only has noteworthy contributions on enriching the available literature on compulsory citizenship behaviour, but also provides some important insights to employers in private higher education institutions in relation to their human capital management, which focuses on compulsory citizenship behaviour.

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Organizational citizenship behavior, organizational justice, job stress, and workfamily conflict: Examination of their interrelationships with respondents from a non-Western culture

Cited by 91 publications

References 43 publications

Perceived Work-Life Interface and Organizational Citizenship Behavior: Are Job Satisfaction and Organizational Commitment Mediates the Relations? (Study on Star Hotels Employees in Indonesia)

Perceived Work-Life Interface and Organizational Citizenship Behavior: Are Job Satisfaction and Organizational Commitment Mediates the Relations? (Study on Star Hotels Employees in Indonesia)

Organizational Justice and Work-family Conflict in Colombian Organizations

Compulsory Citizenship Behaviour among Academic Staff of Private Higher Education Institutions in Melaka, Malaysia

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