Organizational Citizenship Behavior (OCB) refers to discretionary behaviors by employees that are not required as part of their job but benefit the organization. These behaviors include altruism, courtesy, sportsmanship, conscientiousness, and civic virtue. Research found OCB to be positively related across manufacturing, banking, and IT organizations and that strengthening organizational culture can foster OCB. Perceptions of job insecurity may encourage behaviors intended to appear beneficial to the organization but that could be unethical. HR managers should be aware of this risk for employees feeling insecure.
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
Managerial perceptions on corporate social responsibility in select companies...inventy
Research Inventy : International Journal of Engineering and Science is published by the group of young academic and industrial researchers with 12 Issues per year. It is an online as well as print version open access journal that provides rapid publication (monthly) of articles in all areas of the subject such as: civil, mechanical, chemical, electronic and computer engineering as well as production and information technology. The Journal welcomes the submission of manuscripts that meet the general criteria of significance and scientific excellence. Papers will be published by rapid process within 20 days after acceptance and peer review process takes only 7 days. All articles published in Research Inventy will be peer-reviewed.
This research paper explores the Effect of Organizational Justice dimensions (Distributive Justice, Procedural Justice, Interactional Justice) on Organizational Engagement in public sector banks of Pakistan: Mediating role of Work Engagement
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
Managerial perceptions on corporate social responsibility in select companies...inventy
Research Inventy : International Journal of Engineering and Science is published by the group of young academic and industrial researchers with 12 Issues per year. It is an online as well as print version open access journal that provides rapid publication (monthly) of articles in all areas of the subject such as: civil, mechanical, chemical, electronic and computer engineering as well as production and information technology. The Journal welcomes the submission of manuscripts that meet the general criteria of significance and scientific excellence. Papers will be published by rapid process within 20 days after acceptance and peer review process takes only 7 days. All articles published in Research Inventy will be peer-reviewed.
This research paper explores the Effect of Organizational Justice dimensions (Distributive Justice, Procedural Justice, Interactional Justice) on Organizational Engagement in public sector banks of Pakistan: Mediating role of Work Engagement
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
Organizational Commitment: A Comparative Study of Public and Private Sector B...inventionjournals
In spite of an increasing number of studies on organizational commitment, no unifying work focused on the measurement of organizational commitment of managers of banking sector. Organizational commitment is a feeling of one's dedication towards the employing organization, his/her willingness to work hard for that organization, and the intention to remain with that organization. There are various factors that affect the employees' commitment towards the organization. This study was carried out to establish the association of banking sector (public/private) and managerial levels with the organizational commitment among bank employees. Data was collected from 633 managers of banking sector using questionnaire method. Organizational commitment scale developed by Allen and Mayer (1990), was used as a tool for data collection. Regression analysis, t-test and one way ANOVA were used as statistical tools for data analysis. The results from the t-test of the study revealed that the public sector bank managers were more committed towards the organization than the private sector bank managers. The affective, continuance and normative commitment are high in public sector bank managers than private sector bank managers. Also, the ANOVA-test revealed that the top levels managers had the highest organizational commitment than the middle and the lower level managers. The affective, continuance and normative commitment of top level bank managers are higher than the middle and lower level managers. The t-test analysis results also, revealed that organizational commitment, affective commitment, continuance commitment of middle level bank managers is higher and significant than that of lower level bank managers. The difference of normative commitment between middle level and lower level managers is not statistically significant.
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.
Employees Loyalty has become critical to the management-employees bonding across organisations especially in the banking sectors of global economy. The lack of loyalty on the part of employees has been traced to change in leadership, therefore, this study studies the implications that leadership change have on employees loyalty. The banking sector of Rivers State was covered in this study as 131 sampled employees of the selected banks were studied using a 4point lykert scale closed ended questionnaire. The data gathered were analysed using the Pearson Moment correlations coefficient and the findings from the results derived reveals significant relationships amongst the attributes of the predictor tested on the measures of the criterion variable and conclusion as well as recommendation were drawn from the resultant findings amongst which are: leadership change causes strategic, cultural, policy and attitudinal changes in the organisations and these changes reflects a shift in the loyalty status of the affected employees in the banking sector. Therefore, better management of leadership change is advocated as corporate loyalty is primarily critical for sustenance of successful banking not individual leader loyalty.
Chapter 1 Introduction to Organizational BehaviorOutline · O.docxsleeperharwell
Chapter 1 Introduction to Organizational Behavior
Outline
· Overview
· What Is Organizational Behavior?
· Challenges for Organizational Behavior
· Challenge 1: The Changing Social and Cultural Environment
· Challenge 2: The Evolving Global Environment
· Challenge 3: Advancing Information Technology
· Challenge 4: Shifting Work and Employment Relationships
· Summary
· Exercises in Understanding and Managing Organizational Behavior
· Appendix 1: A Short History of Organizational Behavior
What is Organizational Behavior?
To begin our study of organizational behavior, we could just say that it is the study of behavior in organizations and the study of the behavior of organizations, but such a definition reveals nothing about what this study involves or examines. To reach a more useful and meaningful definition, let’s first look at what an organization is. An organization is a collection of people who work together and coordinate their actions to achieve a wide variety of goals. The goals are what individuals are trying to accomplish as members of an organization (earning a lot of money, helping promote a worthy cause, achieving certain levels of personal power and prestige, enjoying a satisfying work experience, and so forth). The goals are also what the organization as a whole is trying to accomplish (providing innovative goods and services that customers want; getting candidates elected; raising money for medical research; making a profit to reward stockholders, managers, and employees; and being socially responsible and protecting the natural environment). An effective organization is one that achieves its goals.
Organization
A collection of people who work together and coordinate their actions to achieve individual and organizational goals.
Police forces, for example, are formed to achieve the goals of providing security for law-abiding citizens and providing police officers with a secure, rewarding career while they perform their valuable services. Paramount Pictures was formed to achieve the goal of providing people with entertainment while making a profit in the process. Actors, directors, writers, and musicians receive well-paid and interesting work.
Organizations exist to provide goods and services that people want, and the amount and quality of these goods and services are products of the behaviors and performance of an organization’s employees—of its managers, of highly skilled employees in sales or research and development, and of the employees who actually produce or provide the goods and services. Today, most people make their living by working in or for some kind of company or organization. People such as a company’s owners or managers—or company employees who desire to become future owners or managers—all benefit from studying organizational behavior. Indeed, people who seek to help or volunteer their time to work in nonprofit or charitable organizations also must learn the principles of organizational behavior. Like most employ.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
Organizational Commitment: A Comparative Study of Public and Private Sector B...inventionjournals
In spite of an increasing number of studies on organizational commitment, no unifying work focused on the measurement of organizational commitment of managers of banking sector. Organizational commitment is a feeling of one's dedication towards the employing organization, his/her willingness to work hard for that organization, and the intention to remain with that organization. There are various factors that affect the employees' commitment towards the organization. This study was carried out to establish the association of banking sector (public/private) and managerial levels with the organizational commitment among bank employees. Data was collected from 633 managers of banking sector using questionnaire method. Organizational commitment scale developed by Allen and Mayer (1990), was used as a tool for data collection. Regression analysis, t-test and one way ANOVA were used as statistical tools for data analysis. The results from the t-test of the study revealed that the public sector bank managers were more committed towards the organization than the private sector bank managers. The affective, continuance and normative commitment are high in public sector bank managers than private sector bank managers. Also, the ANOVA-test revealed that the top levels managers had the highest organizational commitment than the middle and the lower level managers. The affective, continuance and normative commitment of top level bank managers are higher than the middle and lower level managers. The t-test analysis results also, revealed that organizational commitment, affective commitment, continuance commitment of middle level bank managers is higher and significant than that of lower level bank managers. The difference of normative commitment between middle level and lower level managers is not statistically significant.
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.
Employees Loyalty has become critical to the management-employees bonding across organisations especially in the banking sectors of global economy. The lack of loyalty on the part of employees has been traced to change in leadership, therefore, this study studies the implications that leadership change have on employees loyalty. The banking sector of Rivers State was covered in this study as 131 sampled employees of the selected banks were studied using a 4point lykert scale closed ended questionnaire. The data gathered were analysed using the Pearson Moment correlations coefficient and the findings from the results derived reveals significant relationships amongst the attributes of the predictor tested on the measures of the criterion variable and conclusion as well as recommendation were drawn from the resultant findings amongst which are: leadership change causes strategic, cultural, policy and attitudinal changes in the organisations and these changes reflects a shift in the loyalty status of the affected employees in the banking sector. Therefore, better management of leadership change is advocated as corporate loyalty is primarily critical for sustenance of successful banking not individual leader loyalty.
Chapter 1 Introduction to Organizational BehaviorOutline · O.docxsleeperharwell
Chapter 1 Introduction to Organizational Behavior
Outline
· Overview
· What Is Organizational Behavior?
· Challenges for Organizational Behavior
· Challenge 1: The Changing Social and Cultural Environment
· Challenge 2: The Evolving Global Environment
· Challenge 3: Advancing Information Technology
· Challenge 4: Shifting Work and Employment Relationships
· Summary
· Exercises in Understanding and Managing Organizational Behavior
· Appendix 1: A Short History of Organizational Behavior
What is Organizational Behavior?
To begin our study of organizational behavior, we could just say that it is the study of behavior in organizations and the study of the behavior of organizations, but such a definition reveals nothing about what this study involves or examines. To reach a more useful and meaningful definition, let’s first look at what an organization is. An organization is a collection of people who work together and coordinate their actions to achieve a wide variety of goals. The goals are what individuals are trying to accomplish as members of an organization (earning a lot of money, helping promote a worthy cause, achieving certain levels of personal power and prestige, enjoying a satisfying work experience, and so forth). The goals are also what the organization as a whole is trying to accomplish (providing innovative goods and services that customers want; getting candidates elected; raising money for medical research; making a profit to reward stockholders, managers, and employees; and being socially responsible and protecting the natural environment). An effective organization is one that achieves its goals.
Organization
A collection of people who work together and coordinate their actions to achieve individual and organizational goals.
Police forces, for example, are formed to achieve the goals of providing security for law-abiding citizens and providing police officers with a secure, rewarding career while they perform their valuable services. Paramount Pictures was formed to achieve the goal of providing people with entertainment while making a profit in the process. Actors, directors, writers, and musicians receive well-paid and interesting work.
Organizations exist to provide goods and services that people want, and the amount and quality of these goods and services are products of the behaviors and performance of an organization’s employees—of its managers, of highly skilled employees in sales or research and development, and of the employees who actually produce or provide the goods and services. Today, most people make their living by working in or for some kind of company or organization. People such as a company’s owners or managers—or company employees who desire to become future owners or managers—all benefit from studying organizational behavior. Indeed, people who seek to help or volunteer their time to work in nonprofit or charitable organizations also must learn the principles of organizational behavior. Like most employ.
Dimensions and Characteristics of Organizational Behavior Impact and Competit...ijtsrd
The study of organizational behavior gives insight into how staff members behave and perform in the work environment. It helps us develop an understanding of the facets that can motivate staff members, enhance their efficiency, and help organizations establish a solid and also trusting relationship with their staff members. Human actions are inherent in each person which indicates his features, his way of behaving as well as assuming are his very own attributes while business actions are a group or company society special of each very own felt and also done. The study of Organizational Behavior OB is really intriguing as well as challenging too. It is related to individuals, a team of individuals collaborating in teams. The research ends up being a lot more challenging when situational factors connect. The research of organizational behavior connects to the expected behavior of an individual in the organization. No two individuals are likely to behave in the same manner in a certain work circumstance. It is the predictability of a supervisor concerning the expected behavior of an individual. There are no absolutes in human behavior. It is the human variable that is contributing to the performance hence the study of human practices is very important. Great value consequently must be affixed to the study. Dr. J. Jose Prabhu "Dimensions and Characteristics of Organizational Behavior: Impact and Competitive Advantage" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-3 , April 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30632.pdf Paper Url :https://www.ijtsrd.com/management/organizational-behaviour/30632/dimensions-and-characteristics-of-organizational-behavior-impact-and-competitive-advantage/dr-j-jose-prabhu
Organizational behaviour involves the design of work as well as the psychological, emotional and interpersonal behavioural dynamics that influence organizational performance. Management as a discipline concerned with the study of overseeing activities and supervising people to perform specific tasks is crucial in organizational behaviour and corporate effectiveness. Management emphasizes the design, implementation and arrangement of various administrative and organizational systems for corporate effectiveness. While the individuals, and groups bring their skills, knowledge, values, motives, and attitudes into the organization, and thereby influencing it, the organization, on the other hand, modifies or restructures the individuals and groups through its structure, culture, policies, politics, power, and procedures, and the roles expected to be played by the people in the organization. This study conducted through the exploratory research design involved 125 participants, and result showed strong positive relationship between the variables of interest. The study was never exhaustive due to limitations in terms of time and current relevant literature, therefore, further study could examine the relationship between personality characteristics and performance in the public sector, where productivity is not outstanding, when compared with the private sector. Based on the result of this investigation it was recommended that organizations should provide emotional intelligence programmes for their membership as an important pattern of increasing co-operative behaviours and corporate effectiveness.
A Comparative Study of American English File and New Headway English CourseAJHSSR Journal
ABSTRACT: Textbooks play an essential role in the language learning process. The difficulty is that among a wide range of textbooks in the market,there are a lot ofoptions which make the process of book selection even harder. Therefore, book evaluation is a vital process, and it has great impact on the process of learning and teaching. In order to evaluate ELT textbooks, theorists and writers have offered different kinds of evaluative frameworks based on a number of principles and criteria. To this end, two EFL textbooks namely New Headway English Courseand American English File which are commonly taught in language institutes in Iranwere selected for evaluation by seeking the teachers’ viewpoints on the effectiveness of the two textbooks. Twenty ELT teachers helped the researcher rate the evaluative checklists. A modified version of [1] teacher textbook evaluation form was used to collect data.The results indicated that the differences between the two textbooks were not significant in four features including practical considerations, layout and design, activities, and skills, but they proved to be different in some other features including language type as well as subject and content.
Chapter-1 What is Organizational Behavior
From Robbins and Judge, Organizational Behavior
This will help students. Please share your feed back so that i can improve.
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
In any organization if they want to get best production and retain their employees, they have to
provide best organization culture to their employees. That culture should be satisfied by the employees to retain
them. The purpose of the present study is to analyze the organization culture factors influencing the job
satisfaction.
Organizational basis for behavior, Contributing disciplines to the OB field, Why managers require knowledge of OB, Need for a contingency approach to the study of OB,Emerging challenges and opportunities for OB,The organization as a system, System approach to organizational behavior, Managerial functions, The organization and people,OB, Calicut university organizational behavior module 1,organizational behavior, importance of OB,Strength of Contingency Approach, system approach, functions of a manager, functions of management
Running head ETHICAL ISSUES 1ETHICAL ISSUES 7.docxtodd271
Running head: ETHICAL ISSUES 1
ETHICAL ISSUES 7
Ethical Issues
OL-7005B Ethical Leadership
Dr. Banerjee
17 May 2020
Ethical Issues
The ethical stand of an organization determines its conduct and policies. Ethical issues are either known as the business ethics or corporate ethics. Ethical values apply to all aspects that determine the conduct of the organization and the way the management and employees in the organization relate to each other. The field of organizational ethics can either be descriptive or normative. The quantity and range of ethical issues in an organization reflect the degree to which the working of the firm is perceived to be at odds with non-economic social values. Organizational ethics emphasize on the commitment of the organization in promoting non-economic social values. They are interlinked to the ethics of the individuals who work in the organization, the customers who buy goods or services from the company, as well as the general society.
The concept of organizational ethics is not a phenomenon that emerged recently. Ethical codes have been in use for centuries and have been evolving with the development of human civilization. Ethics normally deals with the right actions of organizations and individuals. Beginning in the 1980s, organizations started declaring their ethical stands with an aim of distancing themselves from the corporate scandals that used to happen at the time (Koehn, 2017). With time, the concept of organizational ethics has been interpreted differently by different people. However, the concept generally involves knowing what is right and what is wrong in the workplace and ensuring that individuals do what is right regarding the products or services that the company deals with and regarding their relationships with stakeholders. Paying attention to organizational ethics is crucial, especially during periods of fundamental change (Nuseir & Ghandour, 2019). During times of fundamental change, values that may have been previously taken for granted may now be strongly questioned. Many of these values get abandoned.
The company that I would love to work for is Chipotle Mexican Grill, simply known as Chipotle. This is a company that deals with the development and operation of fast-food restaurants that make fresh Mexican foods throughout the US. Examples of foods that the restaurant chain makes are tacos, burritos, salads, and burrito bowls (Abutalibov, Mammadov & Guliyev, 2017). These foods are prepared using classic methods of cooking. Steve Ells founded this restaurant chain in 1993, with its headquarters in Newport Beach, CA.
Chipotle is a company based on ethical values and integrity. Specifically, the company places a greater emphasis on the values of being real and honest. This implies that employees are expected to always do what is right, even in times when no one is watching them. These values determine the way everyone in the organization does or does not d.
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A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
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June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
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What is organizational citizenship behavior (autosaved)
1.
2. Organizational Citizenship Behavior is any discretionary work-related behavior that goes beyond
routine duties and which supports one’s social or psychological environment. It comprises
discretionary behaviors, which are not part of the job description, and are performed by the
employee as a result of personal choice. It can also be stated as the behavior within an organization
that is aimed at improving the welfare of an individual, a group or an organization. Organizational
citizenship behavior deals with the actions and behaviors that are not required by workers as their
basic requirements for their jobs. They are not critical to the job, but benefit the team and
encourage even greater organizational functioning and efficiency. Moreover, these behaviors are
perceived as positive by managers and business leaders, and the importance and impact of these
behaviors should be noted.
Instances of Organizational Citizenship Behavior
There are certain principles and ways according to which the Organizational Citizenship Behavior
can be observed and practiced.
They are as follows:
Altruism: Literally, altruism refers to the belief that the well-being of others is equally, if
not more, important than the well-being or survival of the self. This type of Organizational
Citizenship Behavior is when a person decides to help someone else without expecting
anything in return and the actions reflect that someone is equally concerned about the
wellbeing of others also. For example, this behavior could appear if an employee is helping
his co-employee finish his task irrespective of whether the next person has helped him
earlier or not.
Courtesy: Literally it refers to politeness in behavior. In the context of Organizational
Citizenship Behavior, it is when the employees behave in a polite and well-mannered way
with one another. This may reflect when the employees of a certain organization show
politeness in their attitude and behavior towards others in the workplace.
Sportsmanship: This trait refers to the non-complaining behavior. In this context, if
something goes wrong or unexpected for someone in the workplace, he/she should remain
calm and not complain or show frustration. This can be illustrated in the case when an
employee gets lesser rewards than expected and still doesn’t complain, rather focuses on
how he could make the upcoming projects betters.
Conscientiousness: This is one of the most important traits which must be exhibited by
the employees and it has been one of the primary focus for the employers since ages. It
refers to remain aware and sound about the things happening, which happened and which
will be happening and responding accordingly. It can be exemplified by a worker having a
vivid knowledge of all the events which happened in his project and planning strategies for
the things to come up.
Civic Virtue: This trait basically deals with the inter-personal ties and relations between
the co-workers. It can be somewhat estimated as the agglomeration of the altruism and
courtesy or the end result of their combination.
3. Give certain examples of organizations where it is practiced and throw light on its
importance and how valuable it has become for survival in the corporate sector (Minimum
2 Organizations).
The basic supposition that this conduct enhances the viability of work gatherings or association.
What supervisors for the most part do: chiefs regularly experience issues in perceiving a portion
of these fine refinements and tend to knot benevolence, kindness, cheerleading, and peacekeeping
into a solitary "helping" conduct dimension. Conceptually, helping conduct is a second-arrange
inactive develop, comprising of: -
Organ's benevolence
Courtesy
Peacekeeping
A few parts of his cheerleading measurements.
The initial three of these measurements obviously include helping other people with or keeping
the event of, business-related issues.
The impact of Organizational Citizenship Behavior across three dominant Organizations
representing three sectors of the economy namely, Manufacturing, and Information Technology &
Banking.
Organization Citizenship Behavior is those discretionary individual behaviors that employee’s
display which is above and beyond formal role requirements of the workplace and is entirely
individual’s discretion.
Organizational culture provides a framework for using conceptual work and scholarship to
improve an organization’s effectiveness. It is found that it is difficult to find a highly successful
company that does not have a distinctive, readily identifiable organizational culture because of its
powerful effect on performance and long-term effectiveness.
In fact, Organization Citizenship Behavior is those discretionary individual behaviors that
employee’s display which is above and beyond formal role requirements of the workplace and is
entirely individual’s discretion.
Researchers have argued that improving, maintaining or changing organization culture assists in
making organizations more competitive and in helping revitalize declining organizations. Still,
despite this potential importance, organizational culture is still a very controversial area of study
among organizational researchers. Organizations that employ individuals who exhibit
Organizational Citizenship Behaviors are more likely to have effective work groups within the
4. organization. Organizations facing increasing competition and uncertain environments are moving
from bureaucratic structures to new organizational forms characterized as flat.
Organizations have accordingly been relying increasingly on their employees’ willingness to
contribute beyond formal job descriptions and on their leaders to inspire an empowered workforce.
Organizational citizenship behavior, originally conceptualized as extra-role behavior were valued
by the organization but not explicitly recognized by formal reward systems, and leader-member
exchange, have much to offer for the effective functioning of these new forms of organizations.
Considerable empirical evidence has converged on the finding that Organizational Citizenship
Behaviors have a significant impact on managerial performance appraisals and other managerial
decisions. In some cases, these findings indicate that citizenship behaviors have a substantially
greater influence on performance appraisals than objective performance information.
It was found that a high positive relation between Organizational Citizenship Behavior across all
the Organizations. The results also demonstrated a significant level of relation and Organizational
Citizenship Behavior in the individual Organizations as well. For the banking Organization the
relation was significant, similarly, for the IT organization, the relation was also significant again,
for the manufacturing sector, the relation was found to be higher than the average of all the sectors
and highest among the three Organizations under study.
It may be concluded that there are certain factors which relate to the Culture practiced in a
Workplace and which have got a lot to do with inculcating the Organizational Citizenship Behavior
amongst the employees. It indicates a similar result for the Organization, which reiterates the
assumption that culture if nurtured, can inculcate citizenship behaviors in employees within the
Organization. It can be hence speculated that strengthening the cultural roots of an Organization
can lead to observance of Citizenship Behavior across all sectors in a given Organization.
0.47
0.46
0.43
0.32
0.43
0.53
0.37
0.48
0.4
0.47
0.23
0.36
0.52
0.4
0.52
0.51
0.4
0.26
0.46
0.62
0.36
0.57
0.48
0.52
0.27
0.5
0.58
0.39
0.48
0.38
0.43
0.26
0.41
0.58
0.29
RELATION OF OCB VARIABLES ACROSS
ALL ORGANIZATIONS
Altruism Sportsmanship Civic Virtue Conscientiousness Courtesy
5. It was observed that all dimensions of Organizational Culture were found significantly related to
the Organizational Citizenship Behaviors. This further strengthens the assumption that all factors
of Organizational Culture will impact the Citizenship Behaviors. Hence, these results provide
support for the notion that Organizational Culture within the certain framework can potentially
shape the Citizenship Behaviors of the employees in an Organization. Therefore, the results
presented in the current analysis suggest that the most significant determinant of employee
citizenship is the Cultural Phenomena and its capacity to influence people and their behaviors.
The managers’ environmental values are positively related to OCB. This finding is consistent with
the literature on the role of values and ethical concerns to explain the environmental commitment
of, on the positive relationship between environmental management practices and environmental
performance, are confirmed by the findings. The results of the study also demonstrate that
environmental management practices can play a mediating role between OCBEs and
environmental performance.
Although this was not initially said, this relationship can be explained by the managers’ belief in
the efficacy of their own behaviors to improve corporate greening. Therefore, the more managers
perceive that they are capable of performing OCBEs (PBC), the more they also consider the
environmental performance of their organization to be high.
The study revealed that some major dimensions of OCB like altruism, civic virtue and
conscientiousness are imperceptible in the institution under the study. The study also indicated that
organization justice problems in the institution and employees intention to leave the institution are
the major reasons for imperceptibility of OCB in the institution. Furthermore, the finding of the
study showed that altruism, conscientious and civic virtue dimensions of OCB are positively and
significantly correlated with employee’s performance. However, the correlational relationship
between the predictor variables and the dependent variable is found to be strong only between
employee’s performance and altruism. Moreover, the study indicated that fairness perception;
B AN K I N G I T O R G AN I Z ATIO N MAN U F AC TUR ING
51
89
202
0.626
0.635
0.764
RELATION BETWEEN OCB VARIABLES
Series1 Series2
6. individual disposition and leadership styles are major predictors of OCB under the context of the
institution.
Results suggested that although the perception was that employee satisfaction and organizational
citizenship were low, both quantitative and descriptive data indicated these were not and scored
between medium to high. Although employees do not seem very satisfied they are not dissatisfied.
Observation also found this to be valid. This suggests that these might not be the variables that
management should concentrate on improving. Although some literature suggests that there might
be a correlation between employee satisfaction and organizational citizenship, research suggests
there is also a correlation between job dissatisfaction and organizational citizenship if
dissatisfaction is expressed in an active matter. Finally, some literature suggests that if a lack of
fairness is perceived, there is no correlation between job satisfaction and OCB since trust must be
present to influence organizational citizenship. Moreover, the hypotheses were not conclusively
supported quantitatively. High trust was not obtained. Moreover, it was not observed that a strong
correlation existed statistically.
The findings suggest that HR practitioners should be aware that perception of job insecurity
may encourage an employee to depict any type of behavior even if such behaviors are
detrimental to his/her self, in order to be seen as beneficial to the organization. In fact, the
findings contend that such behavior could be unethical in nature. With the increase in
incidences of unethical behavior by the employees, HR managers should be particularly
concerned about the employees who have high job insecurity as such employees may quickly
adopt unethical behaviors which could help them in making their jobs secure.