Commerce and Management

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Subject: search.filters.subject.Organizational Citizenship Behavior (OCB)

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    Impact Of Perceived Work-Life Benefit Usefulness On Organizational Citizenship Behavior (OCB): The Mediating Role Of Perceived Organizational Support (POS)
    (11th International Conference on Business Management - 2014, University of Kelaniya, Sri Lanka. p.361., 2014) Wijewantha, P.
    This study proposed and tested a model that links perceived work-life benefit usefulness with OCB based on the Social Exchange Theory (SET), and it also proposes that the direct relationship is mediated by Perceived Organizational Support (POS). SET supports the possibility that perceived usefulness of work-life benefits would promote employee OCBs as workers may feel obligated to exert „extra‟ effort in return for „extra‟ useful benefits. The study was designed to investigate why the female school teachers of international schools do not demonstrate desired OCBs. A significant positive relationship was found between perceived work-life benefit usefulness and OCB and that relationship was partially mediated by POS. The study is done among 212 female teachers of international schools located in the Western province of the country. Data were collected using an anonymous selfadministered questionnaire filled by the teachers and their respective officers-in-charge. Data were analyzed using SPSS version 17.0 where simple regression analysis was used to test the direct relationship and four step three regressions approach was used for the mediator test. This study is of immense significance for the managements of non-governmental schools as they require high levels of employee commitment to ensure quality of service to the satisfaction of students and their parents to face the competition amidst the large number of such schools in the country at present. Though the potential to produce the desired effects is obvious, research is yet to address the issue in the present context, and this study fills that void in research.
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    RELATIONSHIP BETWEEN ORGANIZATIONAL LEARNING CULTURE AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR: LOOKING THROUGH THE LENSE OF CAREER ANCHORS.
    (Department of Marketing Management, University of Kelaniya,Sri Lanka., 2017) Rahatulaain.; Ahmad, H.
    Organizational Learning Culture of an organization plays a vital role in motivating its employees to generate and share new ideas, concepts and knowledge. The current study was quantitative in nature where the data were collected with the help of standardized questionnaires. Questionnaires were distributed among 350 employees of software houses and IT firms, out of which 305 questionnaires were returned with the response rate of 87%. A Pilot test was employed with 50 participants to safeguard against obtaining invalid or irrelevant data, prior to the field activity. The study period was (December 2015-May 2016).The results were analyzed with the help of SPSS (version 20.0) through correlation and regression analysis. In addition, Baron and Kenny’s (1986) four conditions of mediation were also tested to check the mediation effect of career anchors between the OCB (dependent variable) and OLC (independent variable). Results suggested that Organizational Learning Culture was directly related to the Organizational Citizenship Behavior and Career Anchors showed a partial mediation effect between the two. The study is first one to investigate these variables together and the role of career anchors in relationship of OLC and OCB was not previously tested, specifically with reference to Pakistan. The study provides new insights to literature and practice by finding the role of career anchors to bridge up the relationship between Organizational Learning Culture and Organizational citizenship Behavior.
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    Eliciting OCB through Human Resource Management Practices: Review of the Extant Literature
    (2011) Bambale, A.J.; Shamsudin, F.M.; Subramaniam, C.
    This paper is an attempt to gather various organizational factors identified to have influence in eliciting OCB. This paper is a content analysis that provided a comprehensive and updated development about numerous organizational factors that positively affect employees which in turn elicit OCB. The paper has identified several HRM practices that positively affect OCB in different organizational contexts. HR practices including conducive work atmosphere, equity, empowerment, training and development, job description, socialization, evaluation and rewards were among important HRM practices reported to have positive impact on employee work attitudes and behaviors. These HR practices were demonstrated to influence job satisfaction, commitment, and eventually OCB. The paper is significant to both the theory and practice of HRM. Theoretically, the paper has provided an updated framework for understanding theoretical contributions of various authors to the development of the subject areas of HRM and OCB. This paper has also provided insights for further theory development of both HRM and OCB. Practically, this paper has unveiled updated information concerning HR practices that enhance OCB performance. This paper provided insights into new research directions for further development of HRM theory and practice.