The Antecedents of Organizational Citizenship Behavior (OCB) and TheirEffect on Performance:Study on Public University in Makassar, South Sulawesi, Indonesia

Hakim, Wardhani; Nimran, Umar; Haerani, Siti; Alam, Syamsu

doi:10.9790/487x-16220513

Cited by 20 publications

(27 citation statements)

References 30 publications

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“…The effect of a valid OCB indicator on individual performance can be described as follows: an employee who while working is always willing to work with others to complete the job, willing to give time to help others who are facing work problems, helping others who have heavy workloads, not taking extra rest, always on time at work , Always doing unsolicited work but helping the company image and always adapt to changes the company will have a good performance. Some of the findings also support the above findings which are also used as the basis for the development of hypotheses in this study are Kambu, et al (2012: Harwiki (2013), Boerner, et al (2007, Maharani, et al, (2013), Hakim, et al, (2014; Yung (2013); Sani and Maharani (2012) ;Muhdar , Et al. (2015); Andrew and Cazares (2014) that the OCB has a positive and significant influence on performance or OCB improving performance.…”

Section: Discussionsupporting

confidence: 86%

“…All dimensions found to be significantly related to performance, neuroticism and conscientiousness consistently show the strongest significant relationship with performance. This is in line with the findings of Hakim et al (2014) that the relationship of personality toward the performance is positive and significant. In a more in-depth study of the relationship of personality dimensions with OCB, Misha, et al (2015) found that only conscientious and agreeableness that has a positive and significant effect on performance.…”

supporting

confidence: 92%

“…In general, personality was found to be positively associated with OCB (Hakim, et al, 2014;Malik, et al, 2013;Yi-Min, et al, 2012;Darsana, 2013). The personal relationship with OCB on several dimensions was found to have a positive effect.…”

Section: Direct Influence Between Personality Ocb and Performancementioning

confidence: 99%

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Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance

Huberta¹,

Brasit²,

Taba³

et al. 2017

Proceedings of the 2nd International Conference on Accounting, Management, and Economics 2017 (ICAME 2017)

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The leader must be able to manage the employees with individual values that are different due to differences in their cultural backgrounds. This makes it important to understand that differences in national culture and make generalizations or stereotypical conclusions can not only be a mistake but also can be a problem. Indonesia as a country with diverse cultures is also a challenge in the context of organizational behavior, so the study on local cultural nuance becomes important to continue to be done.This study aimed to analyze the local culture "pela gandong" of Maluku on the influence of personality towards organizational citizenship behavior and employee performance. The populations were the banking industry employees in the city of Ambon, Maluku province, Indonesia with a sample of 187. The data were analyzed through structural equation models using LISREL software.The results showed that; personality had a positive and significant influence towards OCB, personality did not significantly influence employee performance, OCB had a positive and significant influence towards employee performance. The moderation of local culture "pela gandong" strengthens the relationship between personality and OCB. The local culture "pela gandong" did not moderate the relationship between personality and performance. The moderation of local culture "pela gandong" strengthens the relationship between OCB and employee performance.Keywords: "Pela Gandong" Local Culture, Personality, OCB, Performance. BackgroundCulture has been identified as one of the fields of organizational behavior studies as an interdisciplinary field devoted to understanding and managing employees better. Anthropology that contributes to this (Robbins and Judge, 2014). The cross-cultural analysis also becomes important to do to better understand the behavior in the organization.Culture becomes one of the interesting things to be explored further in this study. Tsui, et al., (2007) in his meta-analysis of the development of organizational Business and Management Research, volume 40 252 behavioral research with national culture as the main variable reveals a number of paradigm development and research methods used, but it also becomes a gap because it occurs mainly in North America and Europe, whereas The 21st century should be a century of international management research. The unique challenge of organizational behavioral research in a cross-national context is to ensure the validity of cultural concept constructs, incorporate other national differentiators to improve the internal validity of the findings and strengthen the research design by leveraging inter-country collaboration so as to enhance external validity. Tsui, et al (2007) then recommends that more research with the characteristics of other countries with cultures different from preference based on existing models (which are mostly US models) and analyzed with other countries that may be different from Americans in the same phenomenon. North America and Europe dominate the glob...

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Section: Discussionsupporting

confidence: 86%

supporting

confidence: 92%

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Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance

Huberta¹,

Brasit²,

Taba³

et al. 2017

Proceedings of the 2nd International Conference on Accounting, Management, and Economics 2017 (ICAME 2017)

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“…Dentre as variáveis antecedentes, estudos recentes reforçam o papel da justiça organizacional (Asamani & Mensah, 2013;Lee, Kim, & Kim, 2013), e outros aspectos como qualidade de vida no trabalho (Kashani, 2012), efeito da personalidade, comprometimento organizacional, satisfação no trabalho e percepção de suporte organizacional sobre comportamentos de cidadania organizacional e sua implicação no desempenho (Hakim, Nimram, Haerani, & Alam, 2014); e habilidade gerencial (Rapp, Bachrach, & Rapp, 2013).…”

Section: Comportamentos De Civismo Organizacionalunclassified

“…De acordo com Oliveira e Souza (2014), a produção científi ca sobre confi ança no âmbito organizacional tem crescido nos últimos anos, o que pode ser ilustrado com alguns estudos que relacionam este construto a variáveis tais como gestão organizacional (Drummond, 2007;Novelli, Fischer, & Mazzon, 2006;Reina & Reina, 2007); comportamento cooperativo (Ferrin et al, 2007) e comprometimento organizacional (Chhetri, 2014;Song & Kim, 2009); cidadania organizacional (Cavazotte et al, 2013;Chhetri, 2014;Hakim et al, 2014;Hassan & Semerciöz, 2010); satisfação no trabalho (Hakim et al, 2014;Leat & El-Kot, 2009); e valores pessoais e organizacionais (Oliveira & Souza, 2014).…”

Section: Valores E Confi Ança Organizacionais: Fatores Determinantes unclassified

Valores e confiança organizacionais: fatores determinantes nos comportamentos de civismo organizacional

Dias¹,

Oliveira

2016

Temas Psicol.

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ResumoEste estudo teve como objetivo verifi car o impacto de valores e confi ança organizacionais sobre comportamentos de civismo. Participaram do estudo 206 trabalhadores, de diversas organizações, que responderam a instrumentos fi dedignos e válidos referentes a cada construto: Inventário de Perfi s de Valores Organizacionais, Inventário de Confi ança do Empregado na Organização e Escala de Civismo nas Organizações. Os coefi cientes de confi abilidade das escalas para a amostra do estudo foram superiores a 0,70, permitindo a inclusão de todas as variáveis nas análises de regressão múltipla padrão. As variáveis dependentes foram os fatores de civismo organizacional enquanto as independentes foram os valores organizacionais e os fatores de confi ança. Os resultados mostraram que confi ança na ética e na competência organizacional e os valores organizacionais conformidade, autonomia e coletividade foram preditores das dimensões de civismo organizacional. A conclusão do estudo indica a importância dessas variáveis na emissão de comportamentos de civismo organizacional, sugerindo, ainda, a realização de estudos abrangendo outras amostras bem como a inclusão de novas variáveis em modelos de investigação futuros. Palavras-chave:Civismo organizacional, valores organizacionais, confi ança. Organizational Values and Trust: Determining Factors in Organizational Civism Behaviors AbstractThis study aimed to verify the impact of organizational values and trust on civism behaviors. Participants were 206 employees from several organizations, who responded to reliable and valid instruments related to each construct: Inventory of Organizational Values Profi le, Inventory Employee Trust in the Organization and Civism Scale in Organizations. The reliability coeffi cients of the scales for the study sample were higher than .70, thus they allowed the inclusion of all the variables in the standard multiple regression analysis. The factors of organizational civism were the dependent variables, whereas the organizational values and the factors of trust composed the independent variables. The results demonstrated the trust in ethics and organizational competence and the organizational values of conformity, autonomy and collectivity were predictors of the organizational civism dimensions. The conclusion of the study indicates the importance of those variables in the emission of organizational 1 Endereço para correspondência: Rua

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Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand

Leephaijaroen

2016

Kasetsart Journal of Social Sciences

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Keywords: big-five personality traits organizational commitment organizational citizenship behavior a b s t r a c tThe objective of this research was to examine the effects of the big-five personality traits and organizational commitments on organizational citizenship behavior (OCB). The research method of this study was a mixed method combining quantitative and qualitative methods. For the quantitative research method, data were collected from 144 support staff at Ubon Ratchathani Rajabhat University, Thailand and the hypotheses were tested using the stepwise multiple regression analysis technique. For the qualitative research method, in-depth interviews with 11 support staff were used to explain the quantitative findings. The findings revealed that the components of the big-five personality traits and organizational commitments which significantly affected OCB were agreeable personality, continuance commitment, conscientious personality, affective commitment, and emotionally-stable personality. In examining intensively each dimension of the OCB as a dependent variable, the results showed the following: 1) agreeable personality, affective commitment, conscientious personality, and normative commitment had positive significant effects on altruistic behavior; 2) conscientious personality, agreeable personality, and continuance commitment had positive significant effects on conscientious behavior; 3) affective commitment and agreeable personality had positive significant effects on sportsmanship behavior; 4) emotionally stable personality and continuance commitment had positive significant effects on courteous behavior; and 5) continuance commitment, agreeable personality, conscientious personality, and emotionally-stable personality had positive significant effects on civic virtue behavior.

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The Antecedents of Organizational Citizenship Behavior (OCB) and TheirEffect on Performance:Study on Public University in Makassar, South Sulawesi, Indonesia

Cited by 20 publications

References 30 publications

Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance

Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance Moderation Of Local Culture qPela Gandongq On The Influence Of Personality Towards Organizational Citizenship Behavior And Employee Performance

Valores e confiança organizacionais: fatores determinantes nos comportamentos de civismo organizacional

Effects of the big-five personality traits and organizational commitments on organizational citizenship behavior of support staff at Ubon Ratchathani Rajabhat University, Thailand

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