IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study
companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that
workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement
data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate),
supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
Most public hospitals have been facing the shortage and migration of doctors in the health market in
the context of global integration and the development of the private economic sector in Vietnam. The public
hospital system focuses on developing high-quality and stable human resources. Human resources development
that must be linked to organizational performance is a challenge for policy makers and hospital managers. This
study uses 246 doctor survey data and applies a Linear Structural Model in the analysis
THE EFFECT OF ORGANIZATIONAL CULTURE, JOB SATISFACTION AND COMPENSATION MEDIA...SyamsirAbduh2
This study aims to analyze the direct and indirect effect of organizational culture, job satisfaction, and compensation, mediated by motivation on Woman Navi’s performance at the Indonesian Navy Headquarters. Data were collected form 285 samples taken form 607 populations, determined using the Krejcie Table. In this research to measure performance variables from the side proportion of Woman Navi’s femininity and the performance of three aspects called the basic Tripola of TNI soldiers. The findings of the research showed that organizational culture, job satisfaction and compensation have a positive and significant effect on Woman Navi’s performance at the Indonesian Navy Headquarters, both direct effect and indirect effect mediated by motivation.
Workforce engagement: What it is, what drives it, and why it matters for orga...Andrea Kropp
Based on a review of the history of the employee engagement construct and its measurement, we define workforce engagement as the aggregate of the work engagement experiences of individual employees in an organization. In contrast to most research on employee engagement, we study
companies rather than individuals and the companies represent a diverse set of industries. We hypothesize and demonstrate on a sample of (up to) 102 publicly traded companies that
workforce engagement significantly predicts organizational financial (adjusting for industry: Return on Assets, Net Margin but not Tobin's q) and customer metrics (the American Customer Satisfaction Index and the Harris Reputation Quotient) 1 and 2 years after the workforce engagement
data were collected. In addition, using a split‐sample approach to avoid method bias, we hypothesize and show that (a) company organizational practices (the strongest correlate),
supervisory support, and work attributes are significant correlates of workforce engagement and (b) that workforce engagement mediates the relationship between these correlates of engagement and the organizational performance metrics. Implications of the findings for research and practice are discussed.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Impact of Labor Turnover on Organizational Performance in it Sector With Spec...ijtsrd
In the recent years impact of labor turnover has received considerable attention by senior management, human resource professionals, and industrial psychologists. It has been proven to be one of the most seemingly intractable human resource challenges confronting organizations. Labor plays a significant role for the performance of any business firm. The efficiency, productivity and effectiveness of the Organization are highly influenced by a competent and well experienced workforce. This research was carried out to examine the impacts of labor turnover on Organization performance in IT sector WITH SPECIAL EMPHASIS ON IT DEPARTMENT OF TCS NOIDA .The main purpose of the study was to determine the impact of employee turnover on the performance of an organization. The research study supports the argument of Derek 2006 that the employees' turnover positively associated with the organization inefficiency. The sample study comprised fifty respondents, both qualitative and quantitative data have been used and the questionnaires were individually administered. It is clearly evidenced that there is negatively relationship between organizational performance and the employees' turnover. The general objective of this study was to assess the impacts of labor turnover on Organizational performance at TCS Noida. The study recommended that the Management continue employing people who are well trained and who perceive their jobs as expected. Organizations should not only employ to fill a job but also consider a fit between the person and the organization. It is highly recommended that management should give attention to those factors that they can easily manage. Management has to understand that people are different and appreciates those differences. Lovelesh Joshi | Dr. Deepak Dhariyal "Impact of Labor Turnover on Organizational Performance in it Sector (With Special Emphasis on it Department of TCS Noida)" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-5 , August 2019, URL: https://www.ijtsrd.com/papers/ijtsrd26753.pdfPaper URL: https://www.ijtsrd.com/management/organizational-behaviour/26753/impact-of-labor-turnover-on-organizational-performance-in-it-sector-with-special-emphasis-on-it-department-of-tcs-noida/lovelesh-joshi
Organizational citizenship Behavior as Attitude Integrity in Measurement of I...IOSR Journals
Quality of Human Resource represent one of the factor which to increase performance productivity an institution or organization. Therefore, needed Human Resource having high interest because interest or membership will be able to support the make-up of employees performance achievement. During the time at generally in governance institution not yet had officer with adequate interest, proved with still lower officer productivity and is difficult measure officer performance [in] governance institution scope. Performance Management System in a modern concept of human resource management is an objective and transparent performance measurement model of Organizational Citizenship Behavior in giving reward to individual’s sacrifice for organization. Three main elements of individual’s sacrifice performed in Organizational Citizenship Behavior (OCB) are compliance, loyality, and participation.The organization shoud appreciate these attitudes by giving clear job description and brief rewardsystemcriteriato encourage the individual’s job motivation. Combined with theindividual assessment of job description, job grading is used to compile a correct Key Performance Indexand a precise salary component. The aim of this action research is to give a comprehensive solution for Hospital X, in order to determine a Key Performance Indexsmodel, in response to some problems such as jobmotivation, work stress and performance. An interviews with hospital’s director and Human Resources section was conducted to compile the KPI. The results of this research can be recommended to the hospital to make a comprehensive performance assessment consist of the review of employee's job descriptions, Key Performance Indicator (KPI), job grading, specifying fundamental salary based on work,Bonus Scame and score summary
The effect of organizational culture and reward on civil servants performance...inventionjournals
This research aims at investigating the effect of organizational culture and reward on civil servants performance mediate motivation and job satisfaction. The design of this research using by survey method with a questionnaire based cross-sectional study. Simple random sampling is used in the determination of the sample with a total of 170 civil servants. Data analysis methods used in testing the hypothesis is Structural Equation Modeling (SEM). Organizational culture and rewards positive and significant effect on work motivation and job satisfaction, work motivation positive and significant effect on job satisfaction, further more organizational culture, reward and work motivation positive and significant effect on civil servants performance. Work motivation and job satisfaction is not as mediating variable to explain the effect of the organizational culture and rewards on the civil servants performance. The practical implications of this research by providing improved understanding of civil servants in improving the individual performance. The limitations of this study on the sample size using only civil servants, thus limiting the ability to generalize the results of the research findings. Originality of research provides basic configuration against the development of modeling by using Structural Equation Modeling and conceptual models that proved the effect of organizational culture and reward on civil servants performance using motivation and job satisfaction as a mediating variables, which in previous studies carried out partially.
HR Bundles for Effective Work Life Balance: An Empirical Studyscmsnoida5
Work Life Balance (WLB) is one of the most
important issues at workplace in today’s
competitive business environment. A large
number of studies have been carried out on WLB
in the human resource and other academic fields.
Most of the studies find major factors related to
the work life balance. This paper, however tries
to find the HR bundles related to various factors
of WLB. The bundles basically club the major
items affecting WLB under limited number
of broad constructs. This study basically works
on the variables related to Job Motivation,
Organizational Culture, Flexi Workings, and
Work Culture etc. For the purpose of this study
data has been collected from 125 IT professionals
from Delhi-NCR. The sampling method is
judgmental sampling where only those employees
have been selected that are married and have at
least one child. Factor analysis and Descriptive
have been used for data analysis. The paper
significantly contributes in the literature by establishing relationship between HR bundles
and Work Life Balance. Further, the study
also finds and elaborates the reasons why these
variables have come up the most important and
bundled together under one broad construct.
A Study on Impact of Internal Mobility on Organisational Performance: A Case ...IJLT EMAS
Over a time, manufacturing Industry in India is essentially an outstanding amongst the most well-known enterprises in Indian market. Manufacturing is the producing of goods and a service using labor and other machinery tools this helps to understand the organization performance directly or indirectly has an impact on internal mobility of an employee. Internal mobility mainly tells that relying upon worker's expertise skill and prerequisites with the toss of the employment with organizational commitment and the change in job structure, job design occurs with or without raise in the salary. Organization performance which has many factors which influence the performance but internal mobility is also a supporting factor which has an impact in achieving the vision of the company. This gives an understanding that apart from providing all the necessary facility and good working culture, healthy promotion and transfer employee exit rates are increasing. Thus, internal mobility is most preferable objective to success which implies observable career accomplishments such as promotion, transfer & hierarchical level held and salary. In future to achieve internal mobility, company should adapt the principle of succession management at all ranks, provide transparent discussion of skill and the potential, as well as organizational needs. The reason for this would the favoritism and lack of recognition which is making an employee dissatisfaction towards their organization by this I conclude that the unfair or unethical practices in organization with respect to the internal mobility in the future periods make employee unhappy this is one of the reason to leave an organization which creates a huge impact in the organization performance
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRYpaperpublications3
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
Keywords: Retention Strategies, Employee Retention, Retention Management, Regression Analysis.
A STUDY ON EMPLOYEE RETENTION FACTORS INFLUENCING IT PROFESSIONALS – INDIAN P...IAEME Publication
Employee Retention is one of the key challenges faced by IT Organizations in India. It has been observed that there is a great demand for skilled IT professionals within India and abroad, which has resulted in technocrats leaving the Organization in search of greener pastures. The IT Organizations in today’s context cannot afford to lose their critical workforce due to uncertainty of changing economy, increasing competition and scarcity of skilled workforceas this would in turn affect their bottom lines drastically. This created the need for designing effective retention strategies. A holistic approach is essential to understand the factors controlling employee turnover in Indian IT and Multinational Companies by the HR Managers. The present study therefore not only aims at examining the reasons for employees leaving the Organization, staying back factors, their attitude towards work, work relationships and their prioritized basic expectations from the Organization but also aims at finding out if there is any significant difference in the response among IT professionals of Indian IT and Multinational Companies with respect to the above factors. Based on the analysis of responses of 30 IT professionals carried out, it was found that there was no significant difference among these companies. However, with respect to certain demographic factors considered like total experience, position and sponsored certification programs, it was found that there was significant difference between these companies. The outcome of the study is expected to help the HR Managers of these Organizations inminimizing the attrition rate by developing effective retention strategies specific to their Organization.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN TEXTILE INDUSTRYpaperpublications3
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
A STUDY ON THE FACTORS AFFECTING EMPLOYEE RETENTION IN A TEXTILE INDUSTRYpaperpublications3
Abstract: Today, employee retention has become a serious and perplexing problem for all types of organization. The study explores to identify the main factors of retention management strategies in organizations. The data was collected from 100 employees in the organizations. The questionnaire forms the basic source of primary data, while secondary data was collected through books and through online journals, magazines, project report. The data collected was analyzed using ANOVA, Rank correlation, Weighted Average Method, Regression, Chi square and Percentage Analysis to establish relationship between different variables.
A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot...ijtsrd
Motivation is based on growth needs. It effect on the minds of individuals and the benefits it generates over a period of time. Motivation represents those forces which act within people giving them specific goal oriented behaviour motivation can be said to be the consequence of an interaction between the individual and the situation. The objective of the study is to find the level of employee motivation and to find the relationship between employee motivation and employee performance at Solara active pharma science limited. The descriptive type of research is used in this study. The rules and policies should be design by the organization and the employee to work well and appreciate them on their tasks fulfilment and achievements. This will surely lead to organizational growth. It improves both their effectiveness and efficiency for the achievement of the organizational goals. The primary and secondary data are used for this study. The tool used is correlation. The population size is 120 and the sample size is 60. V. Vijayakousalya | A. Tony Churchill | M. Rishab Anand "A Study on Employee Motivation at Solara Active Pharma Science Limited Sipcot Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29187.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29187/a-study-on-employee-motivation-at-solara-active-pharma-science-limited-sipcot-cuddalore/v-vijayakousalya
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A Study Factors Influence on Organisation Citizenship Behaviour in Corporate Sector
1. IOSR Journal of Business and Management (IOSR-JBM)
e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 17, Issue 12 .Ver. III (Dec. 2015), PP 06-09
www.iosrjournals.org
DOI: 10.9790/487X-171230609 www.iosrjournals.org 6 | Page
A Study Factors Influence on Organisation Citizenship Behaviour
in Corporate Sector
1
T.Shobana Thulasi, 2
Dr.A.Geetha
Research scholar of Mother Teresa women’s university, kodaikannal,INDIA.
Assistant professor of Mother Teresawoman’suniversity,Kodaikanal, INDIA
Abstract: Organizational citizenship is discretionary behaviour that is not part of an employee’s normal
requirements from the employers but that nevertheless improves the effective functioning of the organization.
Effective organizations need employees who will perform duties more than their normal job duties and provide
performance that is beyond expectations. In order to achieve the organisational goal, the management need to
fulfil employee’s job satisfaction, understand their motivation, and create suitable work environments are some
of the important thing in management reality.
Key words: Organisational citizenship behaviour, factors of Organisational citizenship behaviour,
organisational effectiveness, organisational efficiency,positive work environment.
I. Introduction:
This research paper is very important to create improvement in organisational efficiency and
effectiveness. As defined by Organ , OCB shows a “good soldier syndrome” which is so essential for the
prosperity and smooth functioning of every organization. That means doing a better job, making an effort in
every aspect which beyond formal requirements, and filling the gap among procedures, rules and regulations on
the one hand, and dynamic as well as practical reality on the other. OCB is usually perceived as extracting
exceptionally good behaviours for the sake of the organization and informally supporting the organisational
members. Till date and as far as we could find, no study have investigated the meaning and application of OCB
behaviours in the third sector. Obviously, such behaviours are vital to private organizations since they affect
their effectiveness and profitability. Thus, OCB represent a most powerful element of free-will conduct, most
relevant in corporate organizations, which highlight values of voluntary personal behaviour especially among
employees. Consequently it is essential to examine how OCB is manifested in interpersonal relationships with
organisation.
II. Statement Of The Problem:
Research of organizational citizenship behaviours has been extensive behaviour since its introduction
around thirty two years ago. The vast majority of organizational citizenship behaviour research since has
focused on the effects of organizational citizenship behaviour on individual and organizational performance.
There is consensus in the field that organizational citizenship behaviours are salient behaviours for
organizational enterprises. However, the antecedents of organizational citizenship behaviours are not well
established.
This paper focuses on clearly defining the relationship between influences of various Characteristics
and OCB. This paper will also discuss the implications of the OCB and try to find out how to improve OCB. To
improve OCB is lowest cost and best way for businesses to reach organizational effectiveness.
Objectives
To study about Organisational Citizenship Behaviour.
To know the factors influence in OCB.
To know the level of satisfaction with factor involved in Organisational Citizenship behaviour.
III. Research Methodology:
This is a analytical research paper and the primary data were collected from the employees of various
corporate sectors to analyse the organisational citizenship behaviour. The secondary data were collected from
brouchers, articles, books and other related materials. Data were collected in and around Chennai (area) based
on convenient sampling method and the samples were collected based on random sampling method. I selected
the employees of four corporate sectors TCS, HCL, COGNIZENT, R.V.K International for data collection. The
research was analytical in nature. The data were collected through questionnaire method from 300 employees of
selected corporate sectors. From 300 employees I scrutinized the data from 250 employees based on sufficient
information provided by them. So my sample size was 250.
2. A Study Factors Influence on Organisation Citizenship Behaviour in Corporate Sector
DOI: 10.9790/487X-171230609 www.iosrjournals.org 7 | Page
Statistical tools used:
Percentage analysis and ANOVA techniques were used.
OCB influence organisational efficiency
Helping co-workers makes the work system more effective because one worker can utilize their lag
time to assist another on a more urgent task. Acts of civic virtue may include providing suggestions for cost
improvement or other resource saving ideas, which may directly influencing efficiency. To a minimum extent,
conscientiousness employees, as well as those who reduce personal gain or other negative behaviours,
demonstrate compliance with company policies and maintain predictable, consistent work schedules, increasing
the reliability and accuracy of the service. As reliability increases, the costs of rework are reduced, making the
organisation more efficient.
Job satisfaction
Job satisfaction is still the leading predetermination of Organisational Citizenship Behaviour. This is
problematic because, descriptively, job satisfaction is in and of itself a challenging outcome sought by
organizational middle management. The resulting implications are hesitated to sufficient that OCB is likely
when workers are satisfied.
Motivation
Motivation is another observation for understating OCB. Three motive paradigms are often researched.
Viewing OCB from these three motive frames, one can more easily account for the various approaches taken in
prior OCB research. The altruistic path is covered quite well with the affiliation motive and part of the
achievement motive, but the darker side is more clearly understood from the power motive. It is easy to see why
OCB may correlate with ratings of performance. Original position that disposition can have vital effects on
organizational citizenship behaviour. Individuals with collectivism and propensity to trust are more likely to
believe they can be a part of the organization, to value this role, and because of this, engage in behaviours to
make a difference in the organization.
Hypothesis
Assume that there is no significance difference between the acceptance of positive relationship of level
of satisfaction and factors (or) characteristic involved in OCB.
TABLE 1: Characteristics or Factors with level of satisfaction on organisational citizenship behaviour
Individual Characteristic
influence in OCB
Highly satisfied Satisfied Dissatisfied Total
Employee attitude 175(70%) 50(20%) 25(10%) 250
Dispositional variables 200(80%) 35(14%) 15(6%) 250
Employee role perception 150(60%) 80(32%) 20(8%) 250
Demographic variable 225(90%) 20(8%) 5(2%) 250
Employee attitude and
individual differences
200(80%) 37(14.8%) 13(5.2%) 250
Organisational
Characteristic
influence in OCB
Highly satisfied Satisfied Dissatisfied Total
Organisational
formulation
60(24%) 180(72%) 10(4%) 250
Organisational flexibility 70(28%) 160(64%) 20(8%) 250
Advisory/Staff report 100(40%) 120(48%) 30(12%) 250
Demographic variable 125(50%) 110(44%) 15(6%) 250
Employee attitude and
individual differences
110(44%) 120(48%) 20(8%) 250
Leadership Characteristic
influence in OCB
Highly satisfied Satisfied Dissatisfied Total
High performance
expectations
150(60%) 75(30%) 25(10%) 250
Group goals 175(70%) 60(24%) 15(6%) 250
Leader member exchange 100(40%) 120(48%) 30(12%) 250
3. A Study Factors Influence on Organisation Citizenship Behaviour in Corporate Sector
DOI: 10.9790/487X-171230609 www.iosrjournals.org 8 | Page
TABLE 2:(ANOVA TABLE)
Characteristic or
factors influence in
OCB
Average of
Highly
satisfied(X1)
Average of
satisfied(X2)
Average of
dissatisfied(X3)
X1^2 X2^2 X3^2
Individual
Characteristics
190 44 16 36100 1936 256
Organisational
Characteristics
93 138 19 8649 19044 361
Leadership
Characteristics
142 85 23 20164 7225 529
Total 425 267 58 64913 28205 1146
Number of observations=9
Total number of observations=425+267+58=750
Step 1:
T^2/N=(750)^2/9=562500/9=62500
Step 2:
SST
64913+28205+1146-62500=31764
SSC
(425)^2/3 +(267)^2/3 +(58)^2/3 - 62500 = 22592.6666
SSE
SSE=SST-SSC
=31764-22592.6666=9171.3334
Number of degree of freedom (2, 6) at 5% significance level is =19.33(Table value)
Here the table or standard value (19.33) of F is greater than the calculated or actual (7.389) F value. So accept
Ho and reject H1.
Conditions of hypothesis:
Ho: There is no significance difference between the acceptance of positive relationship of level of
satisfaction and factors (or) characteristic involved in OCB. H1: There is significance difference
between the acceptance of positive relationship of level of satisfaction and factors (or) characteristic
involved in OCB.
Conclusion of Hypothesis:
So accept Ho and reject H1 and there is no significance difference between the acceptance of positive
relationship of level of satisfaction and factors (or) characteristic involved in OCB.
IV. Findings:
Individual characteristics, organisational characteristics and leadership characteristic were positively
influence in Organisational Citizenship Behaviour. Positive and smooth organisational citizenship behaviour
leads to good morale and organisational ethics.
V. Discussion And Conclusion:
Organization’s desires and needs the employees who may do those things that weren’t in any job
description. And the evidence indicates that those organizations that had such employees outperform those that
didn’t perform such things. As a result, some human and personal studies were concerned with organizational
citizenship behaviour as a dependent variable.
Organizational citizenship behaviours have often been conceptualized and practical oriented as
inherently a socially desirable class of behaviours. In doing so, a variety of motives can be examined as
potential reasons why employees might exhibit OCB. Much research is still needed to validate the ideas
expressed in this paper. Optimistic characters related to individual or personal, organisational and leadership
highlighted the significant improvement in Organisational Citizenship Behaviour.
Source of variation Sum of squares Degree of freedom Mean sum of square Variation ratio
Between columns SSC C-1=(3-1)=2 22592.66/2=11296.33 F=MSC/MSE
Error SSE N-C=9-3=6 9171.666/6=1528.611 11296.33/1528.611
Total 8 7.389(calculated or
actual F value)
4. A Study Factors Influence on Organisation Citizenship Behaviour in Corporate Sector
DOI: 10.9790/487X-171230609 www.iosrjournals.org 9 | Page
References
[1]. Maslow, A. Motivation, and Personality. New York: Harper & Row, 1954.
[2]. Morrison, E. W. Role definitions and organizational citizenship behaviour: The importance of the employee's perspective. Academy
of Management Journal, 37, 1994.
[3]. Katz, D., & Kahn, R. L. The social psychology of organizations. New York: 1978
[4]. Organ, D.W. O.C.B. : The Good Soldier Syndrome. Lexington Books: Lexington, MA, 1988.
[5]. Organ, D.W. The motivational basis of organizational citizenship behaviour. Research in Organizational Behaviour 1990. Ehrhart,
M. G. (2004).
[6]. Leadership and procedural justice climate as antecedents of unit level organizational citizenship behaviour. Personnel Psychology,
57, 61-94.
[7]. USA: D.C. Heath and Company. Organ, D. W., Podsakoff, P. M., & MacKenzie, S. B. (2006).
[8]. Organizational citizenship behavior: Its nature, antecedents, and consequences. USA: Sage Publications, Inc.