Religiosity and Organizational Citizenship Behavior: a Study on Student Employees in South Tangerang (original) (raw)
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International Journal of Instruction, 2020
The research aimed to investigate the influence of religiosity on organizational citizenship behaviour (OCB) with gender, age and working period as moderation variables. This research is a quantitative study using simple linear regression analysis techniques and interaction tests or often called Moderated Regression Analysis (MRA). Respondents in this study were lecturers and educational personnel of Institut Injil Indonesia with a total of 78 people, and the sample of 57 people, consisted of 21 lecturers and 37 education personnel. The sampling techniques used in this study were purposive sampling. Data from this study were collected using two scales, including the scale of organizational citizenship behaviour (OCB) of Podsakoff. Religiosity scale developed from the Bible, specifically from Philippians 1:9-11. The results showed: (1). There is a positive and significant effect of religiosity on organizational citizenship behaviour; (2). The Variables (gender), (age), and (working period) did not moderate the effect of religiosity on organizational citizenship behaviour.
Religiousity as an Antecedent of Employees' Organizational Citizenship Behaviour
Organisational practitioners and academics have recognized that employees' discretionary behaviours that go beyond their formally prescribed roles hold great promise for organizations and their members. This calls for identification of individual and organizational factors that promote these behaviours. The study investigated the extent to which employees' level of religiosity predicts their organizational citizenship behaviour. A cross-sectional survey was conducted involving 272 which comprised of 125 males (46%) and 147 females (54%) and were conveniently sampled from various organizations in the Central region of Ghana. Sixty-four percent of the respondents were Christians, while 34.3% and 1.7% were Muslims and Traditionalists respectively. Religiousity was measured using Huber and Huber's five dimension Centrality of Religion Scale (CRS), and OCB was measured using Organizational Citizenship Behavior Checklist (OCB-C) developed by Fox and Spector's which has a total of 20 items. The data were analyzed using descriptive statistics, independent samples t-test, Pearson's Product Moment correlation, ANOVA and multiple regressions. The results indicated that religiosity of the employees had significant contribution to their citizenship behaviour in their organizations. Regression analysis of the dimension of the religiosity scale showed that only religious ideological values and private practice significantly contributed to the OCB of the employees. ANOVA analysis also indicated that the religious denominations of the employees significantly influenced their OCB. The findings of this study suggest that efforts by organizations and society at large to inculcate religious values in employees would be invaluable for smooth and efficient organizational functioning. Further implications are discussed.
The Role of Religiosity on Organizational Citizenship Behavior of Employee of Islamic Banking
2017
The pupose of this studyis toprovide that there is the role of religiosity on organizational citizenship behavior of employee of Islamic banking. This studyuses 76 employee of Islamic banking on Purwokerto. Datawere collectedthrough2scaleare Religiousity Scaleand Organizational Citizenship Behavior Scale. The result is Fscore > Ftable (78,780 > 4,000), with t score (8,876) > t table (2,000). With Ho rejected, its mean that religiousity contribute significantly to the organizational citizenship behavior.The results provided that there was a significant role of religiousity on organizational citizenship behavior of employee of Islamic banking
Organizational Citizenship Behavior and Religiosity at the Workplace
International Journal of Contemporary Research and Review , 2019
Religion pervades all aspects of human life. Even in communities where a growing number of people deny the existence or belief in any form of supreme power, allegiance to religious groups is anything but uncommon. Managers of global companies are increasingly confronted with managing religious sentiments at the workplace. Three hundred (300) employees from various organizations in Karnataka state of India were sampled for this study. The data was systematized, organized and analyzed using Microsoft excel and SPSS. Correlations and regression analysis were run to establish the relationship among dependent and independent variables. The results showed that the level employees' religiosity has a strong impact on OCB. Organizational climate also was proved to be a significant moderating variable in the relationship between OCB and religiosity at the workplace.
American Journal of Applied Psychology
Over the years, researchers have studied different variables that influence organizational citizenship behavior of employees. However, very few of such studies have looked at the influence of religiosity and morale on organizational citizenship behavior especially in SouthEast , Nigeria. This study therefore examined the influence of religiosity and morale on organizational citizenship behavior of employees in public and private sector organizations in SouthEast , Nigeria. A sample of 500 employees constituted the subjects of study selected through stratified random sampling technique. Religiosity, morale and organizational citizenship behavior of employees were measured with standardized scales while 3 hypotheses postulated were analyzed with multiple regression analysis and correlation matrix at 0.05 level of significance. Findings reveal that 74.7% of the variance in organizational citizenship behavior were accounted for by religiosity and morale showing that religiosity and morale jointly contributed to employees' citizenship behaviours (F (2,488) = 725.529, p <.05). Specifically religiosity (β =.536, t = 13.437, p <.05) contributed more to the prediction of organizational citizenship behaviour than morale (β =.362, t = 8.487, p <.05). Finally, there were significant positive relationships among the variables of study with the strongest relationship found between religiosity and morale (r =.847, p <.05), followed by religiosity and organizational citizenship behaviour (r =.843, p <.05) and lastly between morale and organizational citizenship behaviour (r =.847, p <.05). These findings stress the important role of religiosity and morale on the citizenship behavior of employees. Implications of these findings are also discussed.
European Journal of Business and Management, 2017
This study aims to examine the effect of Organizational Citizenship Behavior (OCB) on the performance of teachers by considering the factors of quality of work life, organizational commitment, and spirituality. This study emphasized on OCB. The study was conducted on ten (10) State Islamic High Schools (Madrasah Aliyah Negeri) in Jombang, Indonesia. The design of this study was quantitative. Survey method was used to collect primary data through questionnaire. Respondents of this study were all high school teachers; there were 114 units as a sample of research through random sampling technique. Path analysis on Structural Equation Modeling was used to test the hypotheses. The uniqueness of the study was OCB for Muslim teachers. The findings show that OCB has been strongly influenced by the quality of work life to achieve performance; thus, it can be concluded that the good quality of teachers’ work life can be a stimulant for OCB. Keywords: Organizational Citizenship Behavior , Per...
The phenomenon of organizational citizenship behavior (OCB) emanating from the Western value system has received enormous attention from researchers, however, the model of organizational citizenship behavior from other cross cultural or religious perspectives such as the Islamic perspective, has not been much explored. This empirical study attempts to enrich the understanding of OCB from Islamic management perspective. In view of this, Western OCB framework was studied and further enriched in light of the Islamic heritage (Qur’an and Sunnah, i.e. that Prophetic tradition of Prophet Muhammad, peace be upon him) and established the need for Taqwa serving as antecedent of citizenship behaviors from the Islamic perspective. The survey data used for this empirical research was drawn from 405 Muslim employees in business organizations in Malaysia. Principal component analysis (i.e. PCA using SPSS version 18.0) and confirmatory factor analysis (i.e. CFA using AMOS version 18.0) of the constructs; Islamic spirituality (IS), Islamic social responsibility (ISR) and Organizational citizenship behaviour from Islamic perspective (OCBIP), were conducted. Using structural equation modeling (SEM), good fit indices led to two major findings, thus, ISR influences employees’ OCBIP performance; IS does not. Several implications from the study were discussed.
Business Management and Strategy
The objectives of this study is to analyze the factors affecting Organizational Citizenship Behavior (OCB) Nonacademic Employees in Private Universities in South Sumatra. The research design used in the study is explanatory design which explains the causal relationship among variables and scoring all indicators for each variables. The study location is in South Sumatra Province while the research objects are 13 Private Universities with 200 nonacademic employees as respondents. This dissertation used primary data from questionnaire filled out by the respondents. The sample selection used simple random sampling. The method of research used descriptive statistics using SPSS and Structural Equation Modeling (SEM). The descriptive analysis shows that the level of OCB, Work Satisfaction, Transformation Leadership, Work Motivation, and Organization Culture are at a positive level. The results of relationship among variables stated that the Transformational Leadership has no significant im...
MATEC Web of Conferences, 2018
The objectives of this study is to analyze the factors affecting Organizational Citizenship Behavior (OCB) Nonacademic Employees in Private Universities in South Sumatra. The research design used in the study is explanatory design which explains the causal relationship among variables and scoring all indicators for each variables. The study location is in South Sumatra Province while the research objects are 13 Private Universities with 200 nonacademic employees as respondents. This dissertation used primary data from questionnaire filled out by the respondents. The sample selection used simple random
Asian Social Science, 2013
The success of an organization is influenced by employees who not only perform their job, but also contribute their time and energy to provide assistance beside the formal obligations to the organization. This behavior is referred to as organizational citizenship behavior. This study was conducted to analyze the validity of the Organizational Citizenship Behavior Scale. Therefore, there were two main objectives in this study, namely to examine the construct validity of the Organizational Citizenship Behavior Scale using confirmatory factor analysis (CFA) and to assess the reliability of the scale. Organizational citizenship behavior was measured using three dimensions and they were helping behavior, civic virtue and sportsmanship. The study was conducted on 11 religious schools located in North, East, South, Middle and West of South Sulawesi, Indonesia. The schools consisted of 339 teachers. However, after examination of normality data, only 208 respondents were used as samples. The results of the study showed that the hypothesized model did not have a good fit to the data with Chi Square =190.168, p < 0.0001, CFI = 0.89, GFI = 0.92, TLI = 0.87, RMSEA = 0.078. Thus, this model has to be revised. The results of the revised model showed a better fit with Chi Square =118.335, p < 0.0001, CFI = 0.93, GFI = 0.92, TLI = 0.90, RMSEA = 0.07. The findings were discussed based on the suitability of the Organizational Citizenship Behavior Scale as a valid measure within Indonesian context.