The Relationship between Internal Branding and Organizational Citizenship Behaviour: The Mediating Role of Person-organization Fit

Abstract

This study is an effort to examine an association between Internal Branding (IB) and Organizational Citizenship Behavior (OCB) with the mediator role of a Person-Organization fit (P-O fit). The main goal is to integrate internal branding and organizational citizenship behavior and reveal the potential relationships between the two constructs. A survey questionnaire form was used to collect data and 349 employees, who currently work in an organization, participated in the study. The findings showed that there is a significant association between internal branding and organizational citizenship behavior. On the other hand, it was found that person-organization fit does not mediate the relationship between internal branding and citizenship behaviour.

Work Engagement as a Mediator Authentic Personal Branding and Growth Mindset on Organizational Citizenship Behavior

“…The existence of authentic personal branding will stimulate emotional responses that are meaningful in themselves to include the quality or value they have in an individual's relationship with other individuals (Manurung, 2011). Meanwhile, the results of this study are not in line with Ozcelik and Findikh (2015) which states that internal branding has no significant effect on OCB.…”

“…Authentic personal branding needs to be a private mission of the librarian, followed by a private key role in the authentic personal branding criteria when meeting the user needs of the library. Ozcelik and Findikh (2015) show an insignificant internal branding effect on OCB. Commitment helps in the development of altruism, identification, and internalization of a person against the organization.…”

Ki̇şi̇-İş Uyumunun Performans Değerlemeye Etki̇si̇: Konya Teksti̇l İşletmeleri̇ Araştirmasi

“…Aynı zamanda bir kurumun kültürüne uygun elemanları belirlemek anlamına da gelmektedir. İşgörenlerin değerleri ve tutumları işletme yönetimi tarafından tanımla na n değer ve normlarla uyumlu olduğunda örgüt ve bireylerarası iletişim sağlıklı bir şekilde işlemektedir (Öcel, 2013: 37-38;Özçelik ve Fındıklı, 2014Özçelik ve Fındıklı, : 1120.…”

“…Kişi -iş uyumunun olmadığı durumda işgörenin performansının düşük olacağı ve performans değerleme uygulamalarına karşı olumsuz tutum ve yaklaşım içinde olacağı değerlendirilmektedir (Özçelik ve Fındıklı, 2014(Özçelik ve Fındıklı, : 1121. Buradan hareketle bu çalışmada işletmelerde kişi-iş uyumu ile performans değerleme arasındaki ilişk inin belirlenmesi amaçlanmıştır.…”

A Tale of Two Airlines: A Comparative Case Study of High-Road versus Low-Road Strategies in Customer Service and Reputation Management

“…It can be easily argued that Ryanair takes the opposite approach to customer service in order to keep costs down. Customers expect low fares but also understand that they will receive a low level of customer service (Ozcelik & Findikli, 2014).…”