organizational citizenship behaviors

Open Access Article

1 - To Investigate The Relationship Between Organizational Intellgence With Organizational Citizenship (OCB) of Ehya Gostarn Espadan Employees
ماهان سلاسل محسن گلپرور منوچهر کامکار محسن گلپرور

This study was conducted to examine the relationship between organizational intelligence with, organizational citizenship (OCB). For this purpose, 272 employees were randomly select- ed .The instruments of study were organiza- tional intelligence (Albrecht, 2003) organi More

This study was conducted to examine the relationship between organizational intelligence with, organizational citizenship (OCB). For this purpose, 272 employees were randomly select- ed .The instruments of study were organiza- tional intelligence (Albrecht, 2003) organiza- tional citizenship (Lee and Allen, 2002). Results indicated that there were significant relationships between organizational intellige- nce with citizenship (OCB) behaviors (P < 0.01). Among organizational intelligences sub scales, there was positive significant rela- tionship between strategic vision and heart with organi- zational citizenship behaviors (P < 0.01) and negative relationship between appetite for change with organizational citizen-ship behave- iors (P < 0.01). Manuscript profile

Open Access Article

2 - Investigating the Moderating Role of Personality Between Perceived Organizational Justice and Organizational Citizenship Behaviors
ali Raei Mohsen Golparvar

The aim of the present study was to explore the moderating role of the big five personality factors on the relationship between perceived organizational justice and organizational citizenship behaviors (OCBs). The participants in this study were 148 employees worki More

The aim of the present study was to explore the moderating role of the big five personality factors on the relationship between perceived organizational justice and organizational citizenship behaviors (OCBs). The participants in this study were 148 employees working in an administerative organization, selected by using convenience sampling method. Research instruments included the big five personality factors questionnaire (De Nevea & Oswald, 2012), organizational justice questionnaire (Shibaoka et al, 2010), and organizational citizenship behaviors questionnaire (Lee & Allen, 2002). Data were analyized using hierarchical regression analysis. Results indicated that, conscientiousness can moderate the relationship between distributive justice and organizational citizenship behaviors toward organization, and also extroversion and agreeableness can moderate the relationships between interpersonal justice and organizational citizenship behaviors toward organization. Posterior regression analysis revealed that when conscientiousness and extraversion are high, there are positive significant relationships between distributive and interpersonal justice with organizational citizenship behaviors toward organization, but when agreeableness is high, the increasing in interpersonal justice results in decreasing organizational citizenship behaviors toward organization. The results of current research revealed that the big five personality factors must be considered when studying the relationship between organizational justice and human behavior at workplaces. Manuscript profile

Open Access Article

3 - The Relationships between Adult Attachment Styles and Organizational Citizenship Behaviors Among Employees of an Industrial Factory in Isfahan
محمدرضا غفوری ورنوسفادرانی

The aim of this study was to investigate the relationship between adult attachment styles and organizational citizenship behaviors among employees of an industrial factory in Isfahan province. In this study adualt attachment styles were predictive variables and organiza More

The aim of this study was to investigate the relationship between adult attachment styles and organizational citizenship behaviors among employees of an industrial factory in Isfahan province. In this study adualt attachment styles were predictive variables and organizational citizenship behaviors and it,s dimensions were criterion variables. In this study, employees of an industrial factory in Isfahan province were selected via simple random sampling. Subjects were to complete Adult Attachment Inventory (AAI), and Extra-Role Behaviors Inventory (ERBI). Correlation and stepwise regression analyses were used to analyze the data of this study. The results showed that participant with secure attachment styles have exhibited much more organizational citizenship behaviors than participant with avoidant and ambivalent attachment styles. In addition, the results also showed that predictive variables have meaningful contribution in prediction of the criterion variables. The results also showed that adualt attachment style is able to predict organizational citizenship behaviors in a powerful manner. Manuscript profile

Open Access Article

4 - Predicting the Organizational Commitment and their Components from Seven Personel and Organizational Variables
محسن گل‌پرور ـ سید حمیدرضا عریضی سامانی

The aim of this study was to predict the organizational commitment and their components (i.e Identificational, Exchange, and Affiliation commitment) from seventeen variables including participation to decision making, organizational citizenship behaviors, job perspectiv More

The aim of this study was to predict the organizational commitment and their components (i.e Identificational, Exchange, and Affiliation commitment) from seventeen variables including participation to decision making, organizational citizenship behaviors, job perspective, confidence in supervisor, pay satisfaction, promotion opportunity, internal motivation, supervising quality, desire to remain turnover intention, job attachment, work attachment and satisfaction with supervisor and coworkers. In order to reach the goals of the research, participants (male and female) were randomly selected from a public organization's personnel. Balfor and Wechsler's ( ) scale were used for measurement of the organizationa commitment and their components. The validity and reliability of the research instruments were investigated and verified. Stepwise regression analysis was used for data analysis. The results showed that in six steps: job attachment, participation in decision making, pay satisfaction, job perspective, promotion opportunity, and turnover intention were multiple correlation coefficient with identificational commitment and they are able to explain percent of this variable variance. The exchange commitment results showed that in six steps: supervision quality, job perspective, job attachment, pay satisfaction, satisfaction with coworkers and desire to remain have multiple correlation coefficient with exchange commitment and they are able to explain percent of this variable variance. For affiliation commitment, the results showed that in six steps: supervision quality, promotion opportunity, participation decision-making, pay satisfaction, desire to remain and satisfaction with coworkers had multiple correlation coefficient with affiliation commitment and were able to explain percent of this variable variance. For general organizational commitment, the results in eight steps: supervision quality, desire to remain, promotion opportunity, pay satisfaction, job perspective, satisfaction with coworkers, participation in decision making and job attachment had multiple correlation with general organization commitment and they were able to explain percent of this variable variance. Regression equations were also presented for predicting the indentificationa, exchange, affiliation and general organizational commitment. Manuscript profile

Open Access Article

5 - role of perceptual- affective strain on determining the interaction of organizational injustice dimensions for positive and negative behaviors:Introducing the perceptual and affective strain theory (PAST)
محسن گلپرور زهرا واثقی

This research was administered with the aim of investigating the role of perceptual-affective strain in predictive power of interaction of organizational injustice dimensions for deviant behaviors, turnover and organizational citizenship behaviors. Method of research wa More

This research was administered with the aim of investigating the role of perceptual-affective strain in predictive power of interaction of organizational injustice dimensions for deviant behaviors, turnover and organizational citizenship behaviors. Method of research was correlation and statistical population was the males employees of an industrial factory, among them 216 employees were selected using simple random sampling. The assessment tools included a researcher-made Questionnaire of Perceptual-Affective Strain, the Organizational Injustice Questionnaires (Kim & Leung, 2007), the Deviant Behaviors Questionnaire (Bennett & Robinson, 2000), the Turnover Questionnaire (Tepper et al, 2009) and the Organizational Citizenship Behaviors Questionnaire (Bukhari & Ali's, 2009). Data were analyzed using hierarchical regression analysis. The results of hierarchical regression analysis showed that: 1) in low perceptual– affective strain of distributive injustice, three way interaction of injustice had prediction of organizational citizenship behaviors. 2) In low perceptual–affective strain of procedural and interactional justice, also three way interaction statement of injustice had prediction of organizational citizenship behaviors. 3) In low perceptual- affective strain of distributive injustice, three way interaction of injustice had prediction of deviant behaviors. 4) In low perceptual affective strain of interactional injustice rather than high perceptual- affective strain of interactional injustice, three way interactions of injustice had higher prediction power for prediction of deviant behaviors. 5) Only in low perceptual- affective strain of distributive injustice, three way interaction of injustice had prediction of turnover. Manuscript profile

Open Access Article

6 - The relationship between the big five personality factors of managers and supervisors with the employees`s organizational citizenship behaviours
حسین سماواتیان فاطمه خانی ابوالقاسم نوری محمدرضا صمصام شریعت

The aim of the current research was the study of the relationship between the big five personality factors of managers and supervisors with the organizational citizenship behaviors (OCB) of their personnel.Method of research was correlation and the statistical society i More

The aim of the current research was the study of the relationship between the big five personality factors of managers and supervisors with the organizational citizenship behaviors (OCB) of their personnel.Method of research was correlation and the statistical society included the personnel, managers and supervisores of the two factories, in which 73 managers and supervisors and 204 subordinates were selected using random sampling. Assessment tools consisted of, Big Five Personality Questionnaire (Costa & McCrae ,1990), and Organizational Citizenship Behavior Questinnaire (Lee & Allen, 2002). The data were analyzed using Pearson`s correlation coefficient and multiple regression analysis (enter method). The results showed that there was significant relationships between the conscientiousness, openness to experience and agreeableness of managers and supervisors and the OCB of their subordinates. Also analysis of regression (enter) revealed that only openness to experieance and agreeableness of managers and supervisors could predict the organizational citizenship behaviors toward individuals and organization of their subordinates. Manuscript profile

Open Access Article

7 - The relationship between coworker based interactional justice and procedural justice with organizational citizenship behaviors
امیر حسین سمسار محسن گل پرور سید حمید آتش پور

The present study was carried out to investigate the relationship between coworker based interactional justice and procedural justice with organizational citizenship behaviors. Research method was correlation and statistical population was the employees of some indust More

The present study was carried out to investigate the relationship between coworker based interactional justice and procedural justice with organizational citizenship behaviors. Research method was correlation and statistical population was the employees of some industrial complexes in Esfahan city, among them 306 employees were selected via convenience sampling. Research instruments consisted of Organizational Justice Inventory and Organizational Citizenship Behaviors Questionnaire (Haaland, 2002). Data were analyzed using Pearson’s correlation coefficient and regression analysis (enter method). Findings showed that there was a positive significant correlation between procedural justice and coworker based interactional justice with organizational citizenship behaviors toward organization, and coworkers (P < 0/01). The result of enter regression analysis also revealed that there was a significant multiple correlation between procedural justice and coworker based interactional justice with organizational citizenship behaviors toward organization and between coworker based interactional justice with organizational citizenship behaviors toward coworkers (P < 0/01). Manuscript profile

Open Access Article

8 - Relationship Between Perceived Organizational Justice And Adherence To Psychological Contracts With Organizational Citizenship Behaviors Among Female Employees
Ali Mahdad Sara Ahmadpour Mohsen Golparvar

The main purposes of this research were to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among female employees. 196 subjects were selected through stratified random sampling. The research was de More

The main purposes of this research were to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among female employees. 196 subjects were selected through stratified random sampling. The research was descriptive-corelational, and a set of questionnaires consisted of Organizational Citizenship Behavior (Lee & Allen, 2002), Organizational Justice (Niehoff & Moorman, 1993) and Psychological Contracts (Rousseau, 1995) were used. Data were analyzed with use of Pearson correlation coefficient and simultaneous regression analysis. Results showed that there were significant relationship between perceived organizational justice in all three dimensions- distributive, procedural, interactional and adherence to psychological contracts in two dimensions- transactional and relational- with organizational citizenship behavior toward coworkers and organization. Moreover, the results of simultaneous regression analysis showed that adherence to transactional psychological contracts, distributive justice and interactional justice could explain 46.4 % of variances in organizational citizenship behavior. Finally, it could be concluded that perceived organizational justice and adherence to psychological contracts were significant predictors of organizational citizenship behaviors. Manuscript profile

Open Access Article

9 - Predicting Of Organizational Citizenship Behaviors Among Women Through Organizational Support, Organizational Identity And Psychological Capital
Ali Mahdad Farnaz Ghaeli

The main purpose of this research was to predict organizational citizenship behaviors among women through organizational support, organizational identity and psychological capital. The current study was a descriptive correlational The statistical population was all the More

The main purpose of this research was to predict organizational citizenship behaviors among women through organizational support, organizational identity and psychological capital. The current study was a descriptive correlational The statistical population was all the women employees of a big private hospital in Esfahan. 160 subjects were selected via convenience sampling. In this research a set of questionnaire consisting of Organizational Support (Eisenberger et al,  1986), Psychological Capital (Luthans et al.,  2007), Organizational Identity (Mael  & Ashforth, 1992), and organizational citizenship behaviors (Lee & Allen, 2002) were implemented. Data were analyzed by use of Pearson correlation coefficient and stepwise regression analysis . The result showed that there are significant positive relationship between organizational support, organizational identity, psychological capital and organizational citizenship behaviors (P≤0.01). Moreover, results of regression analysis indicated that the organizational identity and psychological capital were able to significantly predict 26 percent of organizational citizenship behaviors’ variances. Manuscript profile

Open Access Article

10 - The Contentment as Ethical Virtue in Man and Woman life
Sayed Kazem Mousavi

The main purpose of this research was Predicting of organizational citizenship behaviors among women through organizational support, organizational identity and psychological capital. The current study is a descriptive correlational and statistical population is all wom More

The main purpose of this research was Predicting of organizational citizenship behaviors among women through organizational support, organizational identity and psychological capital. The current study is a descriptive correlational and statistical population is all women employees of a big private hospital in Esfahan, from them, 160 subjects were selected via convenience sampling. In this research a set of questionnaire consisting of organizational support (Eisenberger et al,  1986), psychological capital (Luthans et al.,  2007), organizational identity (Mael  & Ashforth, 1992), and organizational citizenship behaviors (Lee & Allen, 2002) were used. Data were analyzed with use of Pearson correlation coefficient and stepwise regression analysis and the result showed that there are significant positive relationship between organizational support, organizational identity, psychological capital and organizational citizenship behaviors (P≤0.01). Moreover, results of regression analysis showed that the organizational identity and psychological capital were able to predict 26 percent of organizational citizenship behaviors’ variances.  Manuscript profile

Open Access Article

11 - Relationship between perceived organizational justice and organizational citizenship behaviors: mediating role of organizational loyalty
Ali Mahdad عاطفه خوشنامی

The purpose of present research was to study the relationship between perceived organizational justice’s components (distributive, procedural and interactional justice) and organizational citizenship behaviors with consisering mediating role of  organizationa More

The purpose of present research was to study the relationship between perceived organizational justice’s components (distributive, procedural and interactional justice) and organizational citizenship behaviors with consisering mediating role of  organizational loyalty. The research method was correlational and statistical population consisted of all employees of a big governmental organization in Tehran that among them 197 employees were selected via convenience sampling method. In this research a set of questionnaire consisting of employee organizational loyalty (Kumar and Shekhar, 2012), organizational citizenship behaviors (Lee and Allen, 2002), and perceived organizational justice (Niehoff and Moorman, 1993; Moorman, 1991) were used. Data were analyzed by use of Pearson’s correlation coefficient and multiple regression analysis. The results of structural equation modeling showed that perceived organizational justice were significantly related to organizational loyalty and explained 38 percent of organizational loyalty’s variance (p<0.01). Moreover, organizational loyalty was significantly related to organizational citizenship behaviors and explained 31 percent of organizational citizenship behavior’s variance (p<0.01). Based on current research’s results, organizational justice perception could enhance employee's loyalty to the organization and organizational loyalty increases organizational citizenship behaviors among employees. It can be notice able in human resource planning in organizations. Manuscript profile

Open Access Article

12 - Structural Model of the Relationship of Professional Development, Supervisor Support and Empowerment with Job Attitudes and Organizational Citizenship Behaviors in Iran
Mohssen Golparvar Zahra Javadiyan Maede Abdini Mohammadreza Mosahebi

This research was carried out with the purpose of studying the structural model of the relationship of professional development, supervisor support and empowerment with job attitudes and organizational citizenship behaviors in Iran. The statistical population consisted More

This research was carried out with the purpose of studying the structural model of the relationship of professional development, supervisor support and empowerment with job attitudes and organizational citizenship behaviors in Iran. The statistical population consisted of the employees of three industrial complexes in Esfahan, Dorrod and Shiraz, from among whom 899 were selected on the basis of stratified method and simple random sampling. Then, the research instruments, including Golparvar and Refiezadeh’s (2009/2010) organizational citizenship behaviors, job attitudes, professional development, empowerment, and supervisor support questionnaires, were administered to them. The data gathered from the research questionnaires were analyzed using structure equation modeling (SEM). The results revealed that: 1) There is a direct significant relationship between professional development, empowerment and supervisor support with job attitudes (P<0.01). 2) Also, there is a direct significant relationship between job attitudes, professional development and supervisor support with organizational citizenship behaviors (P<0.01). The research structural model revealed that professional development and supervisor support should be reinforced.   Manuscript profile

Open Access Article

13 - The Role of Psycho-Social Needs in the Relation between Job Demands and Positive Behavioral Performance
Mohsen Golparvar Zahra Adibi sedege Alzahramadanifar Faheme Abdoli

The main purpose of this research was to investigate the moderating role of psycho-social needs in the relationships between job demands and organizational citizenship behaviors, task performance, and creativity. The statistical population included the employees of a co More

The main purpose of this research was to investigate the moderating role of psycho-social needs in the relationships between job demands and organizational citizenship behaviors, task performance, and creativity. The statistical population included the employees of a company affiliated to Ministry of Petroleum in Bandarabas, and from among them, 187 persons were selected using simple random sampling. The research instruments consisted of: needs questionnaire (Yamaguchi, 2003), job demands and task performance questionnaires (Babakas et al, 2009), creativity questionnaire (Tierney et al, 1999), and organizational citizenship behaviors questionnaire (Bukhari and Ali, 2009). The data were analyzed with the use of hierarchical regression analysis. Results revealed that need for affiliation moderates the relationship between role overload and ambiguity with task performance and organizational citizenship behaviors, and need for power moderates the relationship between role overload and ambiguity with creativity. Also, need for power moderates the relationship between role conflict with task performance, with creativity and organizational citizenship behaviors. The results of the current research revealed that needs could relate behavioral tendencies to job stresses. Manuscript profile

Open Access Article

14 - Multiple Relationships between Perceived Organizational Justice and Adherence to Psychological Contracts with Organizational Citizenship Behaviors
Ali Merdad Sara Ahmad pour Mohsen Golparvar

The main purpose of this research was to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among employees. For this purpose, 280 subjects were selected through stratified random sampling, based on M More

The main purpose of this research was to study perceived organizational justice and adherence to psychological contracts with organizational citizenship behavior among employees. For this purpose, 280 subjects were selected through stratified random sampling, based on Mitchell and Julie sample size table. The research method was descriptive and correlational. Research instruments consisted of organizational citizenship behavior questionnaire (Lee & Allen, 2002), organizational justice (Niehoff & Moorman, 1993) and psychological contracts (Rousseau, 1995). The data were analyzed by Pearson correlation and simultaneous and stepwise regression. Results indicated that there was a significant relationship between perceived organizational justice in all three dimensions distributive, procedural, interactional and adherence to psychological contracts in two dimensions transactional and relational, with Organizational citizenship behavior toward coworkers and organization (P≤0.01). Also, the results of the regression analysis showed that adherence to transactional psychological contracts, distributive justice and interactional justice has explained 45.7 % of variance in organizational citizenship behavior. Finally, we can conclude that perceived organizational justice and adherence to psychological contracts are important predictive factors of organizational citizenship behaviors. Manuscript profile

Open Access Article

15 - Investigating the Relationship between Spirituality in the Workplace and Organizational Citizenship Behaviors in Kerman Martyr Organization
amin nikpour Alireza Manzari Tavakoli Seyyed Mohammadreza Hosseininezhad

In the present era, the importance of the citizens as one of the vital resources of organizations has been perceived. Accordingly, their behavior can also be of importance. For this reason, many researchers have analyzed the citizenship behavior. On the other hand, the More

In the present era, the importance of the citizens as one of the vital resources of organizations has been perceived. Accordingly, their behavior can also be of importance. For this reason, many researchers have analyzed the citizenship behavior. On the other hand, the workplace is one of the factors that play a role in organizational citizenship behavior. Therefore, the purpose of the present research is to determine the relationship between spirituality in the workplace and organizational citizenship behavior among the personnel of Kerman Martyr Organization. The research is of descriptive-correlational type carried out as a survey. The statistical population consists of the personnel of Kerman Martyr Organization during 1389(2010). Random samplying was used to select 190 people as the subjects. In order to analyze the data, descriptive and inferential statistics were used. The data collection device for spirituality in the workplace was the standard questionnaire of Milliman et al, and to gather the data on organizational citizenship behavior, a researcher-devised questionnaire was used. The findings indicate that there is a significant relationship between the variables-spirituality in the workplace, sense of community, and alignment with the organization’s values-and organizational citizenship behavior.     Manuscript profile

Open Access Article

16 - Modeling of relationships between organizational citizenship behavior, organizational justice, social capital and organizational commitment (Case study: the staff Kerman PNU)
علی حمیدی زاده محمدحسین رحمتی علی اصغر رشید نیما سلطانی نژاد

Basic knowledge of the divine religions, recognizing God as "Amrknndh to justice" and "justice Padarndh" is the basis of man's relationship with God as well. The concept of social justice, the purpose of prophecy and philosophical concept, on the Resurrection. The main More

Basic knowledge of the divine religions, recognizing God as "Amrknndh to justice" and "justice Padarndh" is the basis of man's relationship with God as well. The concept of social justice, the purpose of prophecy and philosophical concept, on the Resurrection. The main objective of this study was to investigate the relationship between organizational citizenship behavior among employees Daltsazmany PNU Mediating Role of social capital Kerman and commitment to provide a model structure. The aim of the present study, functional and in terms of performance, cross-correlation in which questionnaire to collect data to be told. The study consisted of 460 employees of Kerman University of Payam-noor is based on Morgan and stratified random sampling, 210 samples were selected. The reliability and validity of the calculation of alpha, Composite reliability and The average variance explained and validity of the questionnaire was evaluated and endorsed by professors and experts familiar with the issue confirmed. Test conceptual model with partial least square method test study was conducted using Smart PLS software. The results show that organizational justice, organizational citizenship behavior, organizational commitment affects social capital and social capital and organizational commitment as well as its impact on organizational citizenship behavior. In fact, Organizational Justice plays a central role in organizations and by establishing strong relationships between staff and can be observed greater efficiency. Manuscript profile

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