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What is Organizational Citizenship Behaviors

Chapter 12
Leadership and Workplace Culture in the Digital Era
Positive employee behaviors regardless of direct rewards from the organization.
Published in Chapter:
Resilience as a Moderator Between Perceived HR Digitalization and Positive Employee Outcomes
Reyhan Baykara (Istanbul Bilgi University, Turkey) and Deniz Kantur (Istanbul Bilgi University, Turkey)
Copyright: © 2023 |Pages: 27
DOI: 10.4018/978-1-6684-5864-8.ch012
Abstract
This study investigates the moderating role of employee resilience on the relationship between perceived HR digitalization and positive employee outcomes such as work effort (WE) and affective commitment (AC). A combination of qualitative interviews with 6 employees and survey data collected from 248 participants were analyzed. The results showed a positive relationship between perceived HR digitalization and positive employee outcomes such as AC. This relationship was moderated by resilience such that satisfaction with HR digitalization predicted AC in employees with low resilience. A positive correlation was found between perceived digitalization and resilience. No strong relationship was found between perceived digitalization and WE. Perceived digitalization of HR tools that enabled communication and training opportunities positively impacted outcomes such as commitment and motivation. Employees with experience working digitally and with a higher perceived digitalization reported the most favorable WFH experience. These employees had a more positive view of HR digitalization.
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More Results
Chapter 1
To Serve, and to Be Served: Servant Leadership Inputs on Leveraging Organizational Performance
Refers to a person's voluntary commitment within an organization, therefore, refers to the individual and discretionary attitudes and behaviors of an organizational agent as an employee, which go beyond of his/her contractual tasks, so, that are not explicitly recognized by the formal organizational rewards’ system. Those social attitudes and behaviors are imprinted of an ethical character because they drive towards the societal well-being, contributing to improve the corporate sustainable management.
Published in Chapter: To Serve, and to Be Served: Servant Leadership Inputs on Leveraging Organizational Performance; From: Key Factors and Use Cases of Servant Leadership Driving Organizational Performance
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Chapter 18
The Use of Online Social Networks in Higher Education and Its Influence on Job Performance
Characterized as extra-role behaviors, that is, behaviors that arise as a way of acting beyond what is defined by work requirements (in-role behaviors), which means that the workers do non-mandatory tasks without expecting any rewards or recognition.
Published in Chapter: The Use of Online Social Networks in Higher Education and Its Influence on Job Performance; From: Handbook of Research on Effective Communication, Leadership, and Conflict Resolution
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Chapter 6
The Use of Online Social Networks and Its Influence on Job-Related Behavior: The Higher Education Context
Characterized as extra-role behaviors, that is, behaviors that arise as a way of acting beyond what is defined by work requirements (in-role behaviors), which means that the workers do non-mandatory tasks without expecting any rewards or recognition.
Published in Chapter: The Use of Online Social Networks and Its Influence on Job-Related Behavior: The Higher Education Context; From: Handbook of Research on Strategic Communication, Leadership, and Conflict Management in Modern Organizations
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Chapter 80
The Influence of Spirituality in the Workplace and Perceived Organizational Support on Organizational Citizenship Behaviors for Strategic Success
Discretionary behaviors that help improve organizational efficiency, enhance organization effectiveness, and positively contribute to the enhancement of the social and psychological context that supports task performance ( Organ, 1988 , 1997 ).
Published in Chapter: The Influence of Spirituality in the Workplace and Perceived Organizational Support on Organizational Citizenship Behaviors for Strategic Success; From: Encyclopedia of Strategic Leadership and Management
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Chapter 2
Green Transformational Leadership as a Redefinition of the Organizational Psychological Contract: Psychological Capital in Green Corporate Performance
Individual and discretionary social behaviors imprinted of an ethical character, directed at societal sustainability and well-being, contributing to improve the effectiveness of organizational sustainable management, even though not explicitly recognized by the formal organizational reward system.
Published in Chapter: Green Transformational Leadership as a Redefinition of the Organizational Psychological Contract: Psychological Capital in Green Corporate Performance; From: Advances in Intelligent, Flexible, and Lean Management and Engineering
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