Organizational Citizenship Behavior Factor Structure among Employees in Hotel Industry (original) (raw)
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Investigation of Organizational Citizenship Behavior of Hotel Employees by Structural Equation Model
The aim of this study is to determine the level of organizational citizenship behavior of the employees in the hotel businesses operating in the province of Rize in the Black Sea Region of Turkey. For this purpose, 345 questionnaires were applied to the employees in question. The obtained data were analyzed through LISREL and SPSS programs. As a result of confirmatory factor analysis which was performed to determine the organizational citizenship behaviors of the participants, it was found out that there are significant positive relationships among organizational citizenship behavior factors. In this context , the most effective variable on the altruism factor was found to be " I do not hesitate to share the materials with my co-workers in the case of job related problems. " with a ratio of 0.99. One the most effective variables on the conscientiousness factor was detected as " I spend most of my time in business related activities " with a ratio of 0.94. On the other hand, " I warn other employees not to be hurt when unexpected problems occur " variable with a ratio of 0.95 was determined on the courtesy factor. It was also figured out on the sportsmanship factor that " I do not my waste time complaining about minor problems. " variable has ratio of 0.89. " I keep up with the changes made in the structure of the organization I work with. " variable is influential with a ratio of 0.95 on the Civic Virtue factor. In addition, it was revealed that conscien-tiousness and sportsmanship factors have an effect between each other with a ratio of 0.53.
EJBMR, European Journal of Business and Management Research, 2019
This study aims to analyze the role of organizational citizenship behavior in explaining the influence of organizational support and work environment on employee work performance at the Grand Asia Hotel Makassar. The sampling method used is non-probability sampling that is 77 respondents. The analysis used in hypothesis testing is Structural Equation Modeling (SEM) with the help of WarpPLS Software version, 6.0. The results of this study indicate that organizational support has a positive and significant effect on organizational citizenship behavior, work environment has a positive and significant effect on organizational citizenship behavior, organizational citizenship behavior, organizational support has a positive and significant effect on employee work performance, the work environment has a positive and not significant effect on employee work performance, organizational support has a positive and significant effect on employee work performance mediated by organizational citizenship behavior, work environment has a positive and significant effect on employee work performance mediated by organizational citizenship behavior. In this study organizational citizenship behavior is proven to be a mediating variable.
Open Journal of Leadership, 2015
The aim of this research is to identify organizational citizenship behaviours of employees working in hotels operating in Rize. To this end, a questionnaire was applied to 228 employees working in these hotels. The gathered data were analysed with LISREL program. Positive significant differences were found between factors of organizational citizenship behaviours as a result of confirmatory factor analysis which was carried out to identify research participants' organizational citizenship behaviours. It is identified that the most effective variables on Altruism factor by 0.87 are "I help an employee learn the tasks who has just started the job" and "I do not refrain from sharing materials I have with the business employees for work related problems"; the most effective variable on conscientiousness factor by 0.84 is "I want to participate in all activities that create positive image for my organization"; the most effective variable on courtesy factor by 0.88 is "I warn other employees not be harmed when unexpected problems arise"; the most effective variable on sportsmanship factor by 0.68 is "I take active role in the resolution of conflicts occurring in my organization"; and the most effective variable on civic virtue factor by 0.86 is "I keep up with changes in the structure of my organization". In addition, conscientiousness factor and sportsmanship factor have an effect of 0.99 between each other.
2017
The study aimed to analyze the factors of organizational citizenship behavior (OCB) in Sultanate of Oman. The employees in corporate sectors in Oman are expected to be highly effective and efficient in terms of commitment, productivity and performance. So the purpose of the study is to determine the extent to which employee's exhibit the OCB. Data was collected through a questionnaire by using Likert scale for all the factors such as altruism, conscientiousness, civic virtue, sportsmanship and courtesy. The study was conducted by collecting 91 samples from various corporate sectors in Muscat city. Data has been analyzed by using multiple regressions, correlation, Chi-square and weighted average. Research findings indicate that all the factors were having a significant association with OCB. Analysis results reveal that four factors are the better predictor of OCB. The results also prove that there is a positive relationship between the factors and the OCB.
International Review of Management and Marketing, 2017
The study aimed to analyze the factors of organizational citizenship behavior (OCB) in Sultanate of Oman. The employees in corporate sectors in Oman are expected to be highly effective and efficient in terms of commitment, productivity and performance. So the purpose of the study is to determine the extent to which employee’s exhibit the OCB. Data was collected through a questionnaire by using Likert scale for all the factors such as altruism, conscientiousness, civic virtue, sportsmanship and courtesy. The study was conducted by collecting 91 samples from various corporate sectors in Muscat city. Data has been analyzed by using multiple regressions, correlation, Chi-square and weighted average. Research findings indicate that all the factors were having a significant association with OCB. Analysis results reveal that four factors are the better predictor of OCB. The results also prove that there is a positive relationship between the factors and the OCB.
Abstract: Organizational citizenship behavior is one of the positive behaviors that employees in higher education need to have because it can have a positive impact on employees and educational institutions beyond what is expected. This research aims to determine the contribution of the organizational citizenship behavior aspect in reflecting/measuring the most dominant organizational citizenship behavior in employees at Indonesian universities and employees at Malaysian universities. The research subjects were lecturers and employees of Universitas Muhammadiyah Purwokerto and Universiti Teknologi Malaysia. The research results show that the Indonesian and Malaysian versions of the organizational citizenship behavior scale are valid and reliable. The scale can be utilized optimally as a tool for measuring organizational citizenship behavior in university employees in Indonesia and Malaysia. Further results show that organizational citizenship behavior can be reflected in four aspects, namely altruism, sportsmanship, organizational compliance, and loyalty. Organizational citizenship behavior among employees in Indonesian universities shows the most dominant dimensions of altruism and sportsmanship reflecting organizational citizenship behavior, while organizational citizenship behavior among employees in Malaysian universities shows all the dominant dimensions in reflecting organizational citizenship behavior, namely altruism, sportsmanship, organizational compliance, and loyalty. The findings of this research can contribute to higher education organizations to develop citizenship behavior both individually and in organizations that can encourage the performance of higher education employees in Indonesia and Malaysia.
Impact of Organizational Citizenship Behavior on Perceived Service Quality in Hotel Industry
2020
Though the prior studies have examined the service quality and organizational citizenship behavior in hotel industry, limited understanding exists on how the service quality could be enhanced by effective organizational citizenship behavior (OCB) of customer-contact employees of unclassified hotels. This study concerns about how OCB of customer-contact employees would impact the perceived quality of the customers. Accordingly, it is endeavored to empirically examine the impact OCB of customer contact employees on the service quality in hotel industry. A total of 70 unclassified hotels were selected randomly from the Southern Province, Sri Lanka. The sample consisted of 215 customer-contact employees and 375 customers of these hotels. Structured questionnaires were administered for data collection. Smart-PLS 3 package was used for running the analysis of SEM. The results indicate that the impact of service oriented organizational citizenship behavior on service quality is statistical...
Pengujian Validitas dan Reliabilitas Konstruk pada Organizational Citizenship Behavior
HUMANITAS, 2018
The purpose of this study was to test the construct validity and reliability of OCB scale, to determine the contribution of these aspects and indicators to measure variables OCB and confirming the hypothesized models that match the model with data through Second order confirmatory factor analysis (2nd Order CFA). This study involved 202 employees in organization X as samples that were chosen through non-probability sampling with convenience sampling. Linear Structural Model (LISREL) version 8.71 of Joreskog and Sorbom was used to analyze the data. The result showed that the aspect of conscientiousness, altruism, civic virtue, sportsmanship, and courtesy is able to reflect the variable OCB positively, valid and significant, supported by behavioral indicators of each aspect. Theoretical model of OCB fit with empirical data. OCB aspects are valid, significant and reliable to measure OCB employees. The most dominant aspect that reflects OCB is altruism and the weakest aspect is sportmanship.
Advances in social science, education and humanities research, 2023
The objective of this study is to figure out the influence of organizational citizenship behaviour (OCB) on performance at the Health Department in South Sulawesi Province. According to the South Sulawesi Provincial Health Office's Regional Apparatus Accountability, the realized performance achievement exceeded the predicted target of roughly 103.22% in 2020 during the COVID-19 pandemic. This study was a quantitative study with 73 respondents and a 10% tolerance using purposive and incidental sampling. Respondents completed a questionnaire with structured questions, and the data was processed by assessing the chi-square and contingency coefficients to determine the strength of correlation. It analyses OCB using the theory from Luthans to measure OCB which consists of Altruism, Conscientiousness, Civic Virtue, Courtesy, and Sportsmanship and uses the theory performance from Mathis and Jackson: quantity, quality, punctuality, attendance, and ability to cooperate. The result of the analysis resulted in that there is an Influence of organizational citizenship behaviour (OCB) on performance of p-value = 55.51 > 9.448 (α 0.05) and Coefficient Contingency C C = 0,80 with very strong categories.
An analytical study on organizational citizenship behaviour and its antecedents
Asian Journal of Multidimensional Research (AJMR), 2019
This study investigates the relationship between personality factors, leadership and organizational citizenship behaviour (OCB), predict changes in OCB by personality and leadership, and analyze the influence of demographic variables (organizational tenure, educational qualifications, age, designation, gender and job status) on OCB, personality, leadership and their dimensions. The sample consisted of 203 employees from three units of Sesa Goa Ltd., a leading mining company in Goa. Three reliable and valid tools were employed for the assessment-Organizational Citizenship Behaviour, NEO Five Factor Inventory and Leadership Effectiveness scale. Results of correlation analysis indicated positive correlation between leadership (all dimensions) and OCB. Of five personality factors, extraversion, agreeableness and conscientiousness showed positive correlation while neuroticism was found to be negatively correlated with OCB. Furthermore, result of regression analysis unveiled that 18% variance in OCB is contributed by leadership and 11% by personality. Unit wise differences were also evident in OCB. An incidental analysis using One Way ANOVA and t test revealed significant influence of organizational tenure and educational level on OCB. No significant difference was noticed on leadership and any of its dimensions. This study provides guidelines to aid managers better understand how to enhance OCB.