Understanding the link between communication satisfaction, perceived justice and organizational citizenship behavior

Chan, Sow Hup Joanne; Lai, Ho Yan Isabella

doi:10.1016/j.jbusres.2016.08.017

Cited by 140 publications

(124 citation statements)

References 35 publications

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“…The results of this study indicate that job satisfaction is not always have larger influence with indirect effect in increasing the commitment of members of the organization in terms of affective, continuance and normative commitment. The results of this study are not consistent with previous studies (Brockner et al, 2006;Ma et al, 2018;Chan and Lai, 2017;Harris et al, 2018;Klotz et al, 2018).…”

Section: Resultscontrasting

confidence: 99%

Islamic Work Ethics-Based Organizational Citizenship Behavior to Improve the Job Satisfaction and Organizational Commitment of Higher Education Lecturers in Indonesia

Romi¹,

Ahman²,

Disman³

et al. 2020

IJHE

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Problems of organizational citizenship behavior among academics, especially lecturers, are something relevant in the study of the quality of an organization. The purpose of this study is to analyze the increase in organizational citizenship behavior based on Islamic work ethics, organizational satisfaction and commitment. By collecting data from 365 lecturers from 14 private universities as sample in the city of Bandung, the sampling was taken with proportional random sampling techniques. Data analysis techniques were conducted by using Structural Equation Modeling (SEM) using AMOS. The results of this study revealed the positive effect of Islamic work ethics on organizational citizenship behavior and on organizational commitment, positive but not significant effect of Islamic work ethics on job satisfaction. Islamic work ethic has a positive effect on organizational commitment. Moreover, the findings showed that job satisfaction has a positive and significant effect on organizational citizenship behavior. However, job satisfaction has a positive but not significant effect on organizational commitment. In practice, this study encourages private university management to improve work ethics and job satisfaction of lecturers, which in turn can influence organizational citizenship behavior and organizational commitment of lecturers.Extra performance behavior or better known as organizational citizenship behavior is a series of work that is voluntarily performed by an employee in an organization where the employee's behavior exceeds the basic work requirements that have been determined or exceeds the work standards set in the organization (Carmeli & Josman, 2006). Organizational citizenship behavior is also a behavior that greatly helps an organization in maximizing performance achievement with the help of employees who are willing to work more than formal tasks and even are

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Section: Resultscontrasting

confidence: 99%

Islamic Work Ethics-Based Organizational Citizenship Behavior to Improve the Job Satisfaction and Organizational Commitment of Higher Education Lecturers in Indonesia

Romi¹,

Ahman²,

Disman³

et al. 2020

IJHE

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“…Madlock and Lightsey (2010) and Rowland (2012) stated that mentoring helps enhance communication satisfaction, which is a socio emotional feeling derived from positive relational interactions (Hecht, 1978). Further, it is the extent to which employees perceive satisfaction with respect to information and communication environment (Chan & Lai, 2017). Effective communication is a major part of supervisor's/mentor's strategy that results in communication satisfaction (Madlock & Lightsey, 2010).…”

Section: Mediation Hypothesesmentioning

confidence: 99%

Empirical investigation of a moderating and mediating variable in between mentoring and job performance: A structural model

Jyoti

Sharma

2017

Revista de Psicología del Trabajo y de las Organizaciones

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a b s t r a c tThis study evaluates the role of self-efficacy between mentoring and its outcomes namely, relationship quality, communication satisfaction, and personal learning. It also examines the mediating role of relationship quality, communication satisfaction, and personal learning between mentoring and job performance. Besides, this moderated mediation relationship is also evaluated. Data has been collected from 276 employees working in banking sector in Jammu & Kashmir (J&K, India). The confirmatory factor analysis has been done for confirming the factor structure and structural equation modelling for testing the hypothesized relations. Results revealed that self-efficacy moderates the relationship between mentoring and personal learning, relationship quality, and communication satisfaction. Further the study revealed that interaction effect of mentoring and self-efficacy on job performance is mediated by personal learning, relationship quality, and communication satisfaction. The data has been collected using a questionnaire at a single point of time. For future research longitudinal study should be conducted. © 2017 Colegio Oficial de Psicólogos de Madrid. Published by Elsevier España, S.L.U. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). La investigación empírica de una variable moderadora y mediadora entre el mentoring y el desempeño laboral: modelo estructural Palabras clave: Mentoring Autoeficacia Aprendizaje personal Calidad de la relación Satisfacción en la comunicación Desempeño laboral r e s u m e nEl estudio analiza el rol que juega la autoeficacia entre el mentoring y sus resultados, es decir, la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal. También indaga en el papel mediador de la calidad de la relación, la satisfacción en la comunicación y el aprendizaje personal entre el mentoring y el desempeño laboral. Además, se analiza esta relación de mediación moderada. Se recogieron datos de 276 empleados del sector bancario en Jammu y Kashmir (J&K), India. Se llevó a cabo un análisis factorial confirmatorio con el fin de confirmar la estructura factorial y el modelado de ecuaciones estructurales para probar las relaciones postuladas. Los resultados pusieron de manifiesto que la autoeficacia modera la relación entre mentoring y aprendizaje personal, calidad de la relación y satisfacción en la comunicación. Dichos datos se recogieron mediante cuestionario en un momento puntual. En investigaciones futuras debería llevarse a cabo un estudio longitudinal. © 2017 Colegio Oficial de Psicólogos de Madrid. Publicado por Elsevier España, S.L.U. Este es un artículo Open Access bajo la licencia CC BY-NC-ND (http://creativecommons.org/licenses/by-nc-nd/4.0/ ).Human resources are valuable intangible assets in the organisation. Their needs and desires are diverse, and difficult to understand. Due to increasing size of the industry and the complexity associated with its operations and human element, many * Co...

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“…OCB is a multi-dimensional construct (Markóczy, Vora, & Xin, 2009;Becton & Field, 2008;Chan & Lai, 2016). As a multidimensional construct, the OCB consists of five dimensions, namely altruism, civic virtue, sportsmanship, courtesy and conscientiousness (Organ, 1988;Demirkiran, Taskaya & Dinc, 2016).…”

Section: Organizational Citizenship Behaviormentioning

confidence: 99%

“…The organizational justice is defined as a multi-dimensional concept that consists of distributive, procedural, and interactional justice (Elamin & Tlaiss, 2015;Chan & Lai, 2016;Ismail & Daud, 2016). Altamna and AlShawy (2011) pointed out that organizational justice can be viewed through the employee's awareness of the three dimensions: procedural, distributive and interactional.…”

Section: Organizational Justicementioning

confidence: 99%

The Mediating Effect of Affective Organizational Commitment in the Relationship between Organizational Justice and Organizational Citizenship Behavior: A Conceptual Model

Alzayed

Jauhar²,

Mohaidin³

2017

ASS

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A literature review revealed that the effect of organizational justice on organizational citizenship behavior (OCB) had been heavily examined as an overall relationship. However, there is a lack of research that examined the effect of organizational justice dimensions on OCB via affective organizational commitment as a mediator. Therefore, this research is an attempt to provide a value theoretical model that explains the relationships between dimensions of organizational justice and OCB as well as tries to describe in detail meaning of this relationship through the mediating effect of affective organizational commitment in the context of social exchange theory. Furthermore, the proposed hypotheses on the link between these variables are provided as a foundation for further research.

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Understanding the link between communication satisfaction, perceived justice and organizational citizenship behavior

Cited by 140 publications

References 35 publications

Islamic Work Ethics-Based Organizational Citizenship Behavior to Improve the Job Satisfaction and Organizational Commitment of Higher Education Lecturers in Indonesia

Islamic Work Ethics-Based Organizational Citizenship Behavior to Improve the Job Satisfaction and Organizational Commitment of Higher Education Lecturers in Indonesia

Empirical investigation of a moderating and mediating variable in between mentoring and job performance: A structural model

The Mediating Effect of Affective Organizational Commitment in the Relationship between Organizational Justice and Organizational Citizenship Behavior: A Conceptual Model

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