The Role of Staffing and Orientation Practices in Predicting Service-Oriented Organisational Citizenship Behaviour

Nasurdin, A. M.; Ahmad, Noor Hazlina; Ling, Tan Cheng

doi:10.21315/aamj2016.21.2.2

Cited by 11 publications

(8 citation statements)

References 52 publications

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“…Following this statement, Nasurdin, Ahmad, and Tan [29] found that the placement of staff in the firm including activities of recruitment, selection, and orientation can result in a more fitting and significant way against the service-oriented OCB's. Thus, the next following hypotheses is proposed:…”

Section: The Effect Of Hrm Practices On Organizational Citizenshipmentioning

confidence: 98%

The Effect of HRM Practices on Employee Organizational Citizenship Behavior in ICT Companies

Fajar¹,

Soeling²

2017

Proceedings of the International Conference on Administrative Science, Policy and Governance Studies (ICAS-PGS 2017) and the In

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Abstract-The present era of globalization and technology have encouraged the human resource management (HRM) function to optimize strategy in dealing with challenges faced by the organization. With precious value and endless capabilities, the contribution of capable human resources practices is needed to support the strategic objectives of the company. In a sense of developing a broader organizational climate through the program people capability as a source of sustainable and highly competitive advantage in the organization, the progression of extra-role behavior activities has been developed in the form of supporting interactions and relations among employee and employers by helping each work unit running in the company more effectively. This study attempts to propose and analyze the effects of HRM practices on organizational citizenship behavior (OCB). The HRM practices variable were measured through the High-Involvement HRM Practices tool by Prieto and Pérez-Santana (2014), while the OCB variables were measured based on five major dimensions by Organ (1988). The analysis is on the active employees of PT Sigma Cipta Caraka (Telkomsigma) who had worked for at least a year in the company with the number of 243 employees. This study uses quantitative methods in collecting data with a questionnaire as a research instrument. The research data will be analyzed using descriptive statistic analysis, correlation, and regression analysis to test the relationship among variables. The results of this study provide an evidence that each dimension of HRM practices, with the exception of training, have a positive significance but no strong indication to encourage OCB activities showed by employees in the ICT company.

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Section: The Effect Of Hrm Practices On Organizational Citizenshipmentioning

confidence: 98%

The Effect of HRM Practices on Employee Organizational Citizenship Behavior in ICT Companies

Fajar¹,

Soeling²

2017

Proceedings of the International Conference on Administrative Science, Policy and Governance Studies (ICAS-PGS 2017) and the In

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“…Wayne, Shore, and Liden (1997) showed that there is a high probability that individuals interpret the decisions and practices of human resources management as an indicator of the organizational support provided to them. In line with the theory of social exchange (1964), if individuals realize that the organization provides them with the necessary support and attention, they will in turn provide it with a set of positive behaviors, most important of which are the organizational commitment, the organizational citizenship behavior, and the job involvement (Settoon et al, 1996;Wayne et al, 1997;Rhoades & Eisenberger, 2002;Shore et al, 2006;Lavelle et al, 2007, Nasurdin, Ahmad, & Tan, 2016. The staffing process is considered the most important human resources management practice that gives individuals an indication that the organization is providing the required support, since the main objective of this process is selecting the best individuals to fill vacant jobs through choosing individuals whose characteristics (abilities, skills, experience, and training) correspond to the requirements of vacant jobs, which leads to filling them in jobs that enable employees to meet their needs and ambitions (Ojochide, Charity, & Cletus, 2017).…”

Section: Study Problemmentioning

confidence: 98%

Human resources staffing process and its impact on job involvement: Irbid District Electricity Company as a case study

Albdareen

Khasawneh

2019

Problems and Perspectives in Management

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The study aimed to identify the level of practicing the human resources staffing process and the level of the employees’ job involvement in the Irbid District Electricity Company in Jordan; it also aimed to examine the impact of human resources staffing process on the employees’ job involvement. The study adopted the descriptive, analytical method, since it determines the characteristics of the phenomenon, describes its nature accurately and then determines the quality of the relationship between its variables. The study population included all the individuals in the senior and middle administrative levels by 100 individuals. To achieve the objectives of the study, the researchers prepared a questionnaire to examine the study variables. One hundred questionnaires were distributed to each manager, deputy manager, and department head in the Irbid District Electricity Company out of which the researchers retrieved 97 questionnaires valid for analysis. In order to analyze the data collected, the study relies on the Statistical Package for Social Sciences (SPSS) where the descriptive statistics for all the fields of the study were estimated. The correlation matrix was also used to determine the relationship between variables. Furthermore, multiple regressions were used to determine the impact of the independent variable on the dependent variable. The findings showed that the level of practicing the human resources staffing process and the employees’ job involvement at Irbid District Electricity Company (IDECO) was moderate. The findings of the study showed that the process of human resources staffing was positively associated with the job involvement where the Pearson coefficient was r= .851 and at level of significance of 0.00. The research data have also indicated that the human resources staffing process had a positive impact on the employees’ job involvement. The study recommended that the procedures of staffing in all organizations should focus on achieving the fit between the employee and his job through focusing on choosing employees whose knowledge, skills and abilities correspond to the requirements of vacant jobs and also through implementing different tests and selection interviews, which help choose the person whose traits fit the job requirements. The study has also indicated that the recommended organizations should also pay attention to the job design process where the focus is on designing jobs in a way that creates a challenge, and enables employees feel independence and joy during the job; in this method, the employee can be more involved and can work in an effective way.

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“…In recent years, the topic of OCB is still attracting researchers in various research settings. For example, Nasurdin et al (2016) highlighted in their study on the hotel industry, frontline employees play a major role in developing excellent customer perception on the services provided. These excellent services depend on their behavior such as helping colleagues who are temporarily burdened with work or demonstrated courtesy and goodwill to customers.…”

Section: Organizational Citizenship Behaviormentioning

confidence: 99%

Organizational Citizenship Behavior and Emotional Intelligence: A Conceptual Paper

Shamsuddin¹,

Zin²,

Salleh³

et al. 2022

IJARBSS

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The Role of Staffing and Orientation Practices in Predicting Service-Oriented Organisational Citizenship Behaviour

Abstract: This study examined the relationships between two specific human resource management practices (staffing and orientation)

Cited by 11 publications

References 52 publications

The Effect of HRM Practices on Employee Organizational Citizenship Behavior in ICT Companies

The Effect of HRM Practices on Employee Organizational Citizenship Behavior in ICT Companies

Human resources staffing process and its impact on job involvement: Irbid District Electricity Company as a case study

Organizational Citizenship Behavior and Emotional Intelligence: A Conceptual Paper

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