Organizational perceptions and their relationships to job attitudes effort, performance and organizational citizenship behaviors

McCook, Keith

doi:10.31390/gradschool_dissertations.2240

Cited by 9 publications

(3 citation statements)

References 1 publication

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“…This will impact employees, giving them a perception of good organizational support and more effective employee performance and forming employee commitment to the organization for change. This aligns with research conducted by McCook (2002), who found that organizational support must be monitored to increase organizational commitment. Commitment to the organization is needed so that skilled employees can be well-maintained (Silvana, 2022).…”

Section: The Influence Of Leadership On Organizational Commitmentsupporting

confidence: 87%

Employee Readiness in Implementing the Core Values of the Indonesian Government Organization “BerAKHLAK”

Siti Rachmawati,

Sukmawat,

Nurhayati

2024

JDM

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This research aims to identify employee perceptions of employee readiness to implement the core values of BerAKHLAK, analyze the influence of leadership, organizational support, and commitment to the organization on employee readiness to change, and formulate policy recommendations to increase employee readiness to change. The survey samples chosen to be the subjects of this research were TNI, POLRI, and ASN, who had active work periods of more than one year. Data processing and analysis were performed using Structural Equation Modeling–Partial Least Square (SEM-PLS). The research results show that the respondents in this study were dominated by employees aged 46-55 years. Based on the results of Structural Equation Modeling data processing, leadership variables and organizational support directly influence employee readiness to change. However, a commitment to the organization has little effect on employee readiness to change. Managerial implications can be implemented by the Secretariat General of the National Resilience Council by implementing the POLC (Planning, Organizing, Leading, Controlling) model. In addition, further research is likely to include other factors related to employee readiness to change.

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Section: The Influence Of Leadership On Organizational Commitmentsupporting

confidence: 87%

Employee Readiness in Implementing the Core Values of the Indonesian Government Organization “BerAKHLAK”

Siti Rachmawati,

Sukmawat,

Nurhayati

2024

JDM

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“…Five items measure of IRP is used adapted from (McCook, 2002). Five-point Likert rating scale is used with the range from "strongly disagree" as "1" to "strongly agree" as "5".…”

Section: In-role Performancementioning

confidence: 99%

“…The scale for PCB is also used in the study of Agarwal and Gupta (2015a); M. Hussain (2013). On the other hand, previous researchers like McCook (2002) used the scale of in-role performance, while Boerner, Dütschke, and Wied (2008); Staufenbiel and Hartz (2000) have used the scale of extra-role performance. Researchers have developed the shorten version of the scale for extra role performance(" Organizational citizenship behavior: Development and first validation of an instrument," 2000).…”

Section: Reliability and Validitymentioning

confidence: 99%

Role of Psychological Contract Breach in Perceived Organizational Support and Employees’ Performance

Sylvia,

Salman,

Farooqi

et al. 2024

Pak. J. Humanit. Soc. Sci

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The primary objective of this research is to examine the correlation between employees' perceptions of organizational support and their performance in both their in-role and extra-role . Additionally, the moderation of psychological contract breach in this relationship is investigated. The model utilized in this research offers a comprehensive elucidation of the interrelationships among the variables. The education sector of Pakistan is the primary focus of this research. A total of 80% of the faculty staff employed in higher education institutions, encompassing both public and private establishments, participated in the data collection questionnaire. The data is analyzed utilizing descriptive statistics and correlation through the utilization of IBM SPSS 20 software. In order to assess reliability, Cronbach's alpha is employed. In the moderation analysis, the Hayes and Preacher (2013) method was also implemented. The conclusions of the investigation have validated the hypotheses. The discourse encompassed both pragmatic and conceptual implementations.

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Expanding the criterion domain? A quantitative review of the OCB literature.

Hoffman

Blair

Meriac

et al. 2007

Journal of Applied Psychology

434

320

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The authors investigate the construct validity of the organizational citizenship behavior (OCB)-task performance distinction by providing a quantitative review of the OCB literature. The authors extend previous meta-analytic reviews of the OCB literature by (a) using confirmatory factor analysis (CFA) to investigate the dimensionality of OCB, (b) using CFA to examine the distinction between OCB and task performance, and (c) examining the relationship between a latent OCB factor and task performance and attitudinal variables. Results support a single factor model of OCB that is distinct from, albeit strongly related to, task performance. In addition, results show that OCB consistently relates more strongly to attitudes than does task performance and shares a modest amount of variance with attitudinal correlates beyond task performance.

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Organizational perceptions and their relationships to job attitudes effort, performance and organizational citizenship behaviors

Cited by 9 publications

References 1 publication

Employee Readiness in Implementing the Core Values of the Indonesian Government Organization “BerAKHLAK”

Employee Readiness in Implementing the Core Values of the Indonesian Government Organization “BerAKHLAK”

Role of Psychological Contract Breach in Perceived Organizational Support and Employees’ Performance

Expanding the criterion domain? A quantitative review of the OCB literature.

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