The Mediating effect of Organizational Citizenship Behavior on the Organizational Justice and Organizational Performance in Small and Medium-Sized Enterprise of China

Selamat, Mohamad Hisyam; Ran, Guo Wan

doi:10.5539/ijbm.v14n9p173

Cited by 5 publications

(4 citation statements)

References 28 publications

(15 reference statements)

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“…Result of this also study are similar with past studies conducted by Selamat and Ran (2019) in which the found that employees who do not experience organizational fairness will be less productive and may even engage in undesirable idleness. As a result, organizational justice is a crucial factor in evaluating enterprise management competency and an essential element of a company's key competitiveness.…”

Section: Hypotheses Testing Resultssupporting

confidence: 89%

“…Moreover, some other previous study also investigates the relationship between organizational justice and CWB. Selamat and Ran (2019) noted that the employee's reaction to such a violation is determined by organizational justice. If an employee is treated fairly, he will exhibit favorable attitudes and excellent morale in organization.…”

Section: Organizational Justice and Counterproductive Work Behaviormentioning

confidence: 99%

See 1 more Smart Citation

The Influence of Organizational Factors on Counterproductive Work Behaviour (CWB) in Malaysian SMEs

Veeriah¹,

Aziz²,

Aziz³

2023

IJARBSS

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Employee's Counterproductive Work Behavior (CWB) is a negative behavior that employees undertake. Every year, firms all across the world suffer financially and operationally as a result of employee participation in CWB. CWB give an impact on business and these impacts are also more likely to be felt by SMEs also, given their smaller margins and lack of knowledge in overcoming these issues. It is important for SMEs to be able to prevent this counterproductive behavior at work. Hence, this study attempts to examine the influence of organizational factors (organizational support, organizational ethical climate and organizational justice) on CWB among Malaysian SMEs. A quantitative method was used in this study and data was collected from 149 employees from various SMEs employee via online questionnaires. PLS-SEM was used to analyze three (3) hypotheses for this study. The result found that organizational support and organizational justice showed significant and negative influence on CWB, whereas organizational ethical climate did not have any significant influence on CWB. Theoretically, this study provides empirical evidence on the factors that influence CWB. From a practical perspective, the study provides better understanding for SMEs business on the aspects that they should focused in preventing CWB.

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Section: Hypotheses Testing Resultssupporting

confidence: 89%

Section: Organizational Justice and Counterproductive Work Behaviormentioning

confidence: 99%

The Influence of Organizational Factors on Counterproductive Work Behaviour (CWB) in Malaysian SMEs

Veeriah¹,

Aziz²,

Aziz³

2023

IJARBSS

View full text Add to dashboard Cite

show abstract

“…Similarly, Khokhar and Zia-ur-Rehman (2017) examined the positive and significant mediating role of OCB between TL, creativity, and ER. Selamat and Ran (2019) found that OCB significantly mediates the relationship between organizational justice and performance within SMEs in China. Chiang and Hsieh (2012) found that OCB partially mediated the relationship between perceived organizational support and job performance.…”

Section: Mediation Effect Of Organizational Citizenship Behaviormentioning

confidence: 92%

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

et al. 2020

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This study investigates the impact of transformational leadership on employee retention in small-and medium-sized enterprises (SMEs) and probes the mediating role of organizational citizenship behavior (OCB) and the moderating role of communication. Data were collected using convenience sampling from 505 employees of SMEs. A Smart PLS structural equation modeling (PLS-SEM) was used to estimate the various relationships. The findings of the study reveal a positive and significant relationship between transformational leadership and OCB. Similarly, this study finds a positive and significant relationship in OCB and employee retention. In addition, OCB had a positive mediating effect on the relationship between transformational leadership and employee retention. Furthermore, communication positively moderates the transformational leadership-OCB and OCB-employee retention relationships. Leaders at SMEs should implement the traits of transformational leadership such as developing a compelling vision for employees, focusing on goal achievement, having problem-solving techniques, having a sense of purpose, and spending time on the training and development of the team to enhance OCB and employee retention.

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“…Organizational citizenship behaviour is a quality of employees that can distinguish one organization's performance from others (N. P. Podsakoff et al, 2009). Based on the research results, it has known that there is a significant relationship directly between meaningful work and organizational citizenship behaviour, with a percentage of 74 % (Selamat & Ran, 2019).…”

Section: Meaningful Work To Organizational Citizenship Behaviourmentioning

confidence: 99%

The effect of organisational commitment to organisational citizenship behaviour through meaningful work as a mediator

Merdiaty

Putri

Mangundjaya

2023

IJRBS

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Few empirical studies have examined the connections between employees’ commitment and organizational citizenship behaviors to the company. Also, not much is known about how a specific part of meaningful work affects the organization’s citizenship behaviour of people who work as travel agents. Our study examines whether meaningful work mediates an organization’s commitment to organizational citizenship behaviour. The research is quantitative with descriptive methods, and 104 participants participated. The scales were available online, and they filled them out. Statistical analysis uses the PLS structural equation model to test the model. The main finding of the study demonstrates that (i) There is no relationship between organizational commitment and organizational citizenship behaviour shown in the statistical result is 0.055, (ii) the Statistical result of 0.826 between organization commitment to meaningful work shows that there is a direct link between two variables (iii) and there is the link is between meaningful work and organizational citizenship behaviour with the statistical result is 0.814, (iv) From this point on, the structural equation model shows that meaningful work is the only difference between organizational commitment and citizenship behaviour with P-Value 0.000. The study has shown that meaningful work as a full mediator can help organizational citizenship behaviour. Organizational commitment and citizenship behaviors are related and reinforced by meaningful work.

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The Mediating effect of Organizational Citizenship Behavior on the Organizational Justice and Organizational Performance in Small and Medium-Sized Enterprise of China

Cited by 5 publications

References 28 publications

The Influence of Organizational Factors on Counterproductive Work Behaviour (CWB) in Malaysian SMEs

The Influence of Organizational Factors on Counterproductive Work Behaviour (CWB) in Malaysian SMEs

The Impact of Transformational Leadership on Employee Retention: Mediation and Moderation Through Organizational Citizenship Behavior and Communication

The effect of organisational commitment to organisational citizenship behaviour through meaningful work as a mediator

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