The effect of perceived organizational support on organizational citizenship behavior and organizational commitment in public health center during COVID-19 pandemic

Firmansyah, Arif; Junaedi, I Wayan Ruspendi; Kistyanto, Anang; Azzuhri, Misbahuddin

doi:10.3389/fpsyg.2022.938815

Cited by 15 publications

(17 citation statements)

References 15 publications

(11 reference statements)

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“…The results obtained regarding the relationship between organizational commitment and organizational citizenship behavior allowed us to corroborate Hypothesis 2, in line with the studies carried out by Taghinezhad et al (2015). Nurses with a high level of psychological capital have strong emotional control ability and psychological adjustment ability, as well as strong pressure resistance and recovery ability, so that they can face di culties in work more rmly and calmly, and will also actively seek organizational support when necessary, further enriching the emotional relationship between nurses and organizations, and improving the level of organizational commitment of nurses to a certain extent (Taghinezhad et al, 2015;Firmansyah et al, 2022).…”

Section: Discussionsupporting

confidence: 56%

“…Besides, Hypothesis 3 on the mediating effect of organizational commitment had also been con rmed by the research. Positive psychological capital can promote nurses' level of organizational commitment, strengthen nurses' recognition of the goals and values set by the organization, make nurses have a higher sense of identity and belonging to the organization, and improve nurses' willingness to work hard for the organization and retention intention, which will make nurses more actively focus on their work, actively complete additional work tasks, and show a high level of organizational citizenship behavior (Zhou et al, 2018;Tang et al, 2019;Firmansyah et al, 2022).…”

Section: Discussionmentioning

confidence: 99%

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Psychological capital and organizational citizenship behavior among nurses during the COVID-19 epidemic: Mediation of organizational commitment

Zeng¹,

Feng

et al. 2022

Preprint

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Background: Nurses' organizational citizenship behavior, a spontaneous "altruistic work behavior", may be affected by psychological capital and organizational commitment, but its mechanism is not clear. The aim of this study was to investigate the characteristics and distribution of psychological capital, organizational commitment and organizational citizenship behavior among nurses during the COVID-19 epidemic, and explore the mediating role of organizational commitment in psychological capital and organizational citizenship behavior. Methods: Across-sectional survey was conducted among 746 nurses from 6 designated hospitals for treatment of COVID-19 in China. Descriptive statistics, Pearson correlation analysis, and structural equation model were used in this study. Results: Nurses' psychological capital, organizational commitment and organizational citizenship behavior scores were 103.12 ± 15.57, 46.53 ± 7.14 and 101.47 ± 12.14, respectively. Additionally, organizational commitment partially mediates between psychological capital and organizational citizenship behavior. Conclusions: Nurses' psychological capital, organizational commitment and organizational citizenship behavior were at the upper middle level during the COVID-19 epidemic, which was affected by social-demographic variables. Moreover, psychological capital can affect organizational citizenship behavior through the mediating effect of organizational commitment. The findings call for the nursing administrationshould develop and excavate nurses' psychological capital, enhance nurses' organizational commitment, so as to promote nurses' organizational citizenship behavior.

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Section: Discussionsupporting

confidence: 56%

Section: Discussionmentioning

confidence: 99%

Psychological capital and organizational citizenship behavior among nurses during the COVID-19 epidemic: Mediation of organizational commitment

Zeng¹,

Feng

et al. 2022

Preprint

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“…The higher the perceived organizational support, the more willing employees are to contribute to the development of the organization ( Chatterjee et al, 2022 ). Previous studies have found that perceived organizational support is usually associated with positive job outcomes, such as higher job performance, job satisfaction, and job engagement ( Li et al, 2018 ; Firmansyah et al, 2022 ), as well as effectively promoting employees’ positive emotions and behaviors and inhibiting their negative reactions ( Chiang and Hsieh, 2012 ; Sang et al, 2017 ).…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Work out of office: how and when does employees’ self-control influence their remote work effectiveness?

Qi,

Xu,

Liu

2023

Front. Psychol.

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IntroductionThe purpose of this study is to understand the positive effects of employees’ self-control on their self-efficacy and work effectiveness in the context of remote work, as well as social support (organizational support, interaction with supervisors, and family support) moderating role on such positive effects.MethodsBased on social cognitive theory, this study collects two-phase data with a sample of 240 remote workers.ResultsThe results show that employees’ self-control positively influences their remote work self-efficacy, which in turn positively increases their remote work effectiveness. Moreover, perceived organizational support, interaction with supervisors, and family support strengthen the effect of self-control on remote work self-efficacy.DiscussionFirst, this study explores the mechanism of self-control on remote work effectiveness, highlights the importance of self-control in remote work, and provides guidance for employees to improve remote work effectiveness. Second, this study discusses the mediating role of remote work self-efficacy between self-control and remote work effectiveness and reveals the psychological mechanism of employees’ self-control in remote work. Finally, this study comprehensively considers three types of support from work and family and analyzes the interaction between internal control and external support on remote work self-efficacy, which provides suggestions for enhancing employees’ confidence in remote work.

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“…The problem of increasing job satisfaction it will significantly impact OCB (Amelia R.. Dewi. N.W.P, 2023), and OCB supports effectively functioning organizations (Firmansyah et al, 2022). This research aims to determine the relationship between the level of job satisfaction and the OCB of nurses in Dr. RSUD.…”

Section: Introductionmentioning

confidence: 99%

Job Satisfaction and Organizational Citizenship Behavior (OCB) in Nurses

Dulahu,

Mun'Im,

Hiola

et al. 2024

IJGHR

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The quality of service in hospitals can be improved if individuals, in this case nurses, have Organizational Citizenship Behavior (OCB). OCB is a form of behavior that is a choice of individual initiative and is not related to the organization's formal reward system but in aggregate increases organizational effectiveness. Objective: This research aims to determine the relationship between the level of job satisfaction and the OCB of nurses in Dr. RSUD. M.M Dunda Limboto inpatient ward. Method: Quantitative research method, Analytical Survey research design with a Cross-Sectional approach. The population in this study was 215 nurses and the sample used was 121 inpatient nurses, with a sampling technique using purposive sampling. This research uses the Spearman Rank Test. Results: the research results obtained a correlation coefficient of r= 0.342 (p-value = 0.000 or < 0.005), meaning that there is a relationship between job satisfaction and the level of OCB of nurses in the inpatient room at Dr. M.M Dunda Limboto. Conclusions: It is expected that hospital institutions can pay attention to the factors that influence job satisfaction in nurses so that they have a positive impact on the level of Organizational Citizenship Behavior in nurses.

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The effect of perceived organizational support on organizational citizenship behavior and organizational commitment in public health center during COVID-19 pandemic

Cited by 15 publications

References 15 publications

Psychological capital and organizational citizenship behavior among nurses during the COVID-19 epidemic: Mediation of organizational commitment

Psychological capital and organizational citizenship behavior among nurses during the COVID-19 epidemic: Mediation of organizational commitment

Work out of office: how and when does employees’ self-control influence their remote work effectiveness?

Job Satisfaction and Organizational Citizenship Behavior (OCB) in Nurses

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