• Journal of Internet Computing and Services
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• v.13 no.5
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• pp.65-75
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• 2012

Organizational citizenship behaviors(OCB) are discretionary behaviors of employees, which go beyond that which is required, and are known to be contributing factors of organizational performance. When a supply chain management(SCM) system is implemented, organizational knowledge concerning the global standards, process innovation and key performance indicators(KPI) is also spread out across different, disconnected silos, thus increasing the absorptive and innovative capacity of employees. Therefore, OCB may be an important antecedent to successful operation of supply chain. This paper examines the causal relationships among absorptive capacity of employees, organizational citizenship, SCM performance and intention to innovate in global manufacturing corporations in Korea. Empirical results from 122 survey responses indicate that the organizational citizenship affects the level of SCM performance and absorptive capacity, which, in turn, influences SCM performance. As expected, SCM performance has been found to affect intention to innovate, but absorptive capacity has no impact on intention to innovate. As a conclusion, the academic and practical implications of these findings are discussed.

• Journal of Korea Game Society
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• v.15 no.1
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• pp.7-16
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• 2015

In this study, we identify the Influence of Gamer Organizational Citizenship Behavior on Game Continuance Intention. Also, we provide insight into a way to induce altruistic and conformist behaviors based on our observations. We established a hypothesis based on Organizational Citizenship Behavior theory and verified it with 134 active gamers of Lineage 2. Our results demonstrate that gamers' group behaviors, such as altruistic and conformist behaviors, have significant impact on Game Continuance Intention.

• Asian Journal for Public Opinion Research
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• v.7 no.2
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• pp.113-140
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• 2019

Experiencing work as a calling has been associated with various positive work-related attitudes and outcomes. Recent studies have examined personal and contextual factors related to job calling; however, gaps remain in the literature on how employees' perception of organizational environment may lead to the formation of employees' job calling. We focused on psychological climate of innovation as the predictor of employees' job calling and further investigated its effect on extra-role behaviors, including innovative work behavior (IWB) and organizational citizenship behavior (OCB). A total of 165 Malaysian employees from diverse industries and organizations participated in a self-reported online questionnaire. We found support for the mediation model in which the association between a psychological climate of innovation and increased extra-role behaviors through increased job calling. Altogether, these findings provided new insights into the important role of innovative climate on employees' job calling and the mediating role of job calling on extra-role behaviors within occupational settings. Theoretical and practical implications are further discussed.

• Korea Journal of Hospital Management
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• v.7 no.2
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• pp.1-23
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• 2002

D. W. Organ(1977) published a paper about the importance of Organizational Citizenship Behavior(OCB) in an organization. Since then, the studies of OCB have been continuously increased. As recent business environment has changed with rapidity and uncertainty, OCB for the improvement performance of organization should be more emphasized. Role behaviors of organization are divided into two parts such as in-role behavior and extra-role behavior. In recent, although the researches about extra-role behavior have been studied, they are still not sufficient. This study attempted to examine relationships between organizational culture, organizational commitment and organizational citizenship behavior, Sample was 193 employee engaged in hospitals of Pusan. In this study I chose four factor(affective, conservative, task and innovative culture) of organizational culture and three factors (affective, continuous and normative commitment) of organizational commitment and five factors(altruism, conscientiousness, courtesy, civic virtue and sportsmanship) with regard to organization citizenship behavior. The major findings of the empirical research are as follows ; 1. The Causal relation of dimensions of organizational culture and dimensions of OCB. 1) Affective culture has significant impact on courtesy, civic virtue of OCB. 2) Conservative culture has no significant impact on all of OCB. 3) Task culture has significant impact on conscientiousness, civic virtue, sportsmanship of OCB. 4) Innovative culture has no significant impact on courtesy, civic virtue of OCB. 2. The Causal relation of dimensions of organizational commitment and dimensions of OCB. 1) Affective commitment has significant impact on all of OCB. 2) Continuous commitment has no significant impact on all of OCB. 3) Normative commitment has significant impact on courtesy, civic virtue of OCB. In brief, though this study has several limitations in research design and methods, the results suggest that organizational culture of hospitals and organizational comitment of hospitals shows a strong relationship to the organization citizenship behavior.

• Journal of Korean Society for Quality Management
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• v.43 no.1
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• pp.67-84
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• 2015

Purpose: By analyzing what kind of organizational reaction is shown by employees to corporate social responsibility (CSR), I want to propose a plan to maximize achievement(organizational commitment and productive behavior) within corporation. Methods: Regression analysis is used to analyze relationship between CSR awareness and achievement within corporation. Then structural equation model is used to check control effect of corporate member's participation in CSR. Results: It is proved that employee's CSR awareness has positive relationship with organizational commitment and productive behavior. It is shown that when employees have participated in CSR programs directly, effectiveness of relationship was especially higher for Organizational Citizenship Behavior (OCB) and innovative behavior. Conclusion: In order to increase organizational commitment and productive behavior of employees, corporation's social responsibility management, in other words ethical management must be used so their motivation can be increased and so they can directly participate in CSR programs which will increase effectiveness of organization.

• Journal of Korean Academy of Nursing Administration
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• v.14 no.3
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• pp.268-277
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• 2008

Purpose: The purpose of this study was to identify the effects of self-efficacy and empowerment on perceived organizational support and organizational citizenship behavior of nurses. Method: The subjects of this study were 327 nurses who were working at seven hospitals. The data were collected by structured questionnaire from Feb. 12 to Mar. 5 of 2006. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and Stepwise multiple regression on SPSS/PC 12.0 program. Results: The mean score of self-efficacy was 3.75, empowerment was 3.68, perceived organizational support(POS) was 2.87, and organizational citizenship behavior(OCB) was 3.64. The POS had statistically significant differences according to position(F=3.207, p=.013). The self-efficacy and empowerment were positively correlated with POS and OCB. The self-efficacy(7.0%), meaning(8.5%), competency(12.4%), self-determination(1.9%), and impact(4.8%) explained 34.6% of the variance for POS. The self-efficacy(17.1%), meaning(1.0%), competency(2.8%), self-determination(3.2%), and impact(13.2%) explained 37.3% of the variance for OCB. Conclusion: The findings showed that self-efficacy and empowerment were important factors for enhancing POS and OCB in nursing organization. Therefore, the nurse manager must establish the strategies to improve the self-efficacy and empowerment of the nurses in order to promote the POS and OCB.

• The Journal of the Korea Contents Association
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• v.13 no.12
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• pp.748-757
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• 2013

This study analyzed on the effect worker's organizational citizenship behaviors of vision sharing and values congruence in social welfare organization. Analysis results are as follows: the higher the degree of a certificate of qualification of social welfare organization's worker and the position of organization have on active organizational citizenship behavior in social welfare organization. Most social welfare organization don't effort for vision sharing and values congruence in organization. Vision sharing and values congruence in social welfare organization result in actively organizational citizenship behaviors. Social welfare organization's purpose are to solve the social problem in communities. Therefore, the administrator of social welfare organization strive to share the vision of the organization with worker, and should pay more effort in the selection process for selecting the worker that matches with organization's value.

• Culinary science and hospitality research
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• v.22 no.6
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• pp.33-51
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• 2016

The hotel industry needs to make the competitive advantage difficult to be imitated in order to remain sustainable in competitive business circumstances. Front-line employees' service-oriented citizenship behaviors(OCBs) can be such a strength from the perspective of organizational system. With an aim of investigating the antecedents of the hotel front-line employees' service-oriented OCBs, this study proposed a theoretical framework linking authentic leadership to service-oriented OCBs with goal commitment as a mediator. A total of 260 cases without missing values have been used for the final analysis and structural equation modeling (SEM) is employed using the SPSS and AMOS 7. It was first found that self-awareness and relational transparency of authentic leadership made a significant impact on their goal commitment while balanced processing and moral perspective failed to influence them. Second. goal commitment influenced all sub-factors of service-oriented OCBs. Third, moral perspective and relational transparency of authentic leadership significantly influenced service-oriented OCBs while self-awareness and relational transparency failed to make it. Finally, goal commitment significantly makes an intervening effect for the relationship between self-awareness & service-oriented OCBs and relational transparency & service-oriented OCBs but failed to intervene the other relationships. The results provide theoretical and practical implications regarding directions of leadership styles and HR management in the hotel industry and suggestions for the further extended studies.

• Journal of Korean Academy of Nursing Administration
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• v.12 no.2
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• pp.295-304
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• 2006

Purpose: The purpose of this study was to investigate the organizational citizenship behaviors(OCB) of nurses through identifying the relationship between the personal characteristics, occupational characteristics and OCB in nursing organization. Method: The subjects of this study were 223 clinical nurses. The structured questionnaires were used to collect the data. The data were analyzed using descriptive analysis, t-test, one-way ANOVA, Scheffe' test, Pearson correlation and stepwise multiple regression analysis by SPSS version 10. Results: The mean of OCB was $5.21{\pm}.59$. The OCB had statistically significant differences according to age(F=1.706, p=.007), tenure duration (F=3.450, p=.009), choice of nursing department(t=1.651, p=.000), marriage(t=2.341, p=.020) and religion(F=2.578, p=.038). The OCB was positively correlated with high-level need(r=.303, p=.000), neuroticism(r=.155, p=.020), task interdependence(r=.433, p=.000), age(r=.172, p=.010) and tenure duration(r=.190, p=.004); negatively with cynicism (r=-.310, p=.000). The task interdependence(18.7%), cynicism(7.7%) and tenure duration(1.9%) explained 28.3% of the variance for OCB in nursing organization. Conclusion: It is necessary to enhance the task interdependence, increase tenure and understand the characteristics of nurses to increase the OCB in clinical nurses. Nurse manager should be understand the positive influence of OCB on the task outputs in the hospital.

• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.3
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• pp.159-174
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• 2020

This study is an empirical study analyzing the effects of positive psychological capital on job burnout. In addition, positive psychological capital played a role in organizational citizenship behavior, and tried to verify the role of organizational citizenship behavior as a black box, or parameter, between job burnout. And then, the sub-factors of organizational citizenship behavior were divided into two: individual-oriented organizational citizenship behavior and organization-oriented organizational citizenship behavior. To this end, a questionnaire survey was conducted for members of small and medium-sized enterprises to compare and analyze the relationship between variables. Positive psychological capital is increasing interest in that it can reduce the job burnout of members and embrace the propensity of young generations represented by millennials because it can improve the effectiveness by developing positive mental states and strengths of the organization. There is a need for research as a keyword. As a result of this study, first, it was found that positive psychological capital of SME(small and medium-sized enterprises) members had a positive effect on organizational citizenship behavior. Second, positive psychological capital was found to have a significant negative effect on job burnout. Third, it was a verification of how positive psychological capital and organizational citizenship behavior affect job burnout. In the relationship between positive psychological capital and job burnout, organization-oriented organizational citizenship behavior was found to play a mediating role. However, it was found that individual-oriented organizational citizenship behaviors among the organizational citizenship behaviors are not valid. In this study, positive psychological capital and job burnout, which have been mainly studied in service workers' emotional workers(crew, nurses, counselors, etc.), nursery teachers, and social workers, were applied to SME members by using the parameters of organizational citizenship behavior. You can put that implication on things. The positive psychological capital and organizational citizenship behavior can be further enhanced through SME members' love for the company, improvement of consideration among employees and resulting organizational commitment and work performance. It could also provide momentum for sustainable management for small and medium-sized enterprises that are relatively short of capital and resources.