Razieh Aghababaei
Abstract
Introduction
The coaching style is considered a kind of supportive and encouraging relationship in organizations and is formed in the context of interactions and close relationships and can influence organizational citizenship behaviors. Also, organizational citizenship behaviors increase performance, ...
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Introduction
The coaching style is considered a kind of supportive and encouraging relationship in organizations and is formed in the context of interactions and close relationships and can influence organizational citizenship behaviors. Also, organizational citizenship behaviors increase performance, commitment, and job satisfaction through influencing the internal factors of the organization and reducing destructive organizational behaviors and attitudes. Based on this, the aim of the present study was to investigate the mediating role of organizational citizenship behavior in the relatonship of perceived coaching style and workplace deviant behaviors.
Method
Type of research was descriptive-correlation and the statistical population consisted of 3237 teachers of Kashan city by using Cochran's formula and stratified random sampling method. 315 teachers were selected as research sample. The instrument consisted of three questionnaires of coaching by Mc Lean et al (2005), deviant behavior by Bennett & Robinson (2000) and organizational citizenship behavior by Organ & Kanovsky (1989). In order to confirm the questionnaire's validity, face validity and construct validity were used. Data analysis of the research was done using AMOS and SPSS software.
Results
The results showed that the mean variable of coaching style and organizational citizenship behavior is higher than average and the deviant behaviors of teachers is lower than average. Also, the total effect of coaching on deviant behavior was negative and meaningful, the effect of citizenship behavior on deviant behavior was negative and significant and the effect of coaching on citizenship behavior was positive and significant. The mediating role of citizenship behavior in effect of coaching on deviant behavior was significant and confirmed.
Discussion
Based on the results, it can be said that with the appropriate leadership style, mutual trust and commitment are formed between the individual and organization. The organization also seeks personal and professional growth and development of individuals, and individuals mutually seek to achieve organizational goals, even with behaviors are voluntary, less deviant behaviors will be seen in the organization.
Ghazaleh Hayavi; Jahangir Karami
Abstract
IntroductionThe purpose of this study was to investigate the effect of perceived organizational support on job engagement and organizational citizenship behavior with mediating role of psychological capital. MethodThe research population included all employees of Oxin Steel Company in Ahvaz in 2016, ...
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IntroductionThe purpose of this study was to investigate the effect of perceived organizational support on job engagement and organizational citizenship behavior with mediating role of psychological capital. MethodThe research population included all employees of Oxin Steel Company in Ahvaz in 2016, from which 300 people were selected by simple random method. The research instruments included Perceived Organizational Support Questionnaire (Eisenberger et al., 1997), Psychological Capital Questionnaire (Luthans et al., 2007), Work Engagement Scale (Schaufeli et al., 2012) and Organizational Citizenship Behaviors Questionnaire (Podsakoff, et al., 1990). The research design was correlational through structural equation modeling (SEM). Evaluation of the proposed model was done using SPSS and AMOS version 22 software. In order to determine the significance of mediation effects in the proposed model, the bootstrap method was used in the preacher and Hayes (2008) Macro program. ResultsThe results of the study showed that the proposed model has a good fit with the data. The direct effects of perceived organizational support and psychological capital on job engagement and organizational citizenship behavior were significant. Findings also showed that perceived organizational support has direct effect on psychological capital (the mediator). Results of indirect effects supported the mediating role of psychological capital in the relationship between perceived organizational support and job engagement and organizational citizenship behavior. DiscussionWhen employees perceive organizational support, it enhances their psychological capital and the result is more job engagement and also organizational citizenship behaviors. On the basis of this results, for increasing perceived organizational support, recommended to to announce employees frequently that desirable practices which organization prepare for them like promotions and rewards, job safety, and autonomy, leads to decreasing organizational and job stressors, arising from discretion of the organization to improve employees' well-being at work setting. In other words, there is not any external power to force the organization to create pleasant working conditions. To practice this, top managers should focus their concern toward employees' well-being. It should also contain development of a kind of organizational culture that supervisor support be rewarded and noticed and a part of supervisor's performance appraisal be assigned to the quality of supervisor-subordinate relationship.
Ahmad Sadeghi; Mohammad Reza Daee jafari; Marzieh Rashidi; M. Ali Ghasemi
Abstract
The aim of this study was to investigate the relationship of ethical leadership, work happiness and a sense of energy with organizational citizenship behavior. The participants consisted of 254 nurses of Isfahan hospitals that were selected by random cluster sampling method. Instruments included work ...
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The aim of this study was to investigate the relationship of ethical leadership, work happiness and a sense of energy with organizational citizenship behavior. The participants consisted of 254 nurses of Isfahan hospitals that were selected by random cluster sampling method. Instruments included work happiness, ethical leadership, and organizational citizenship behaviors questionnaires. Data were analyzed using Pearson correlation coefficient and multiple regression. The results showed that there is a significant positive relationship of ethical leadership, work happiness and sense of energy with organizational citizenship behaviors. Therefore, creating a happy and energetic climate, as well as happiness at work workshops are recommended.
Hamid Reza Oreyzi; Molod Amiri
Volume 1, Issue 1 , May 2014, , Pages 27-50
Abstract
Recently, the importance of recovery and its impacts on job performance have attracted much attention. Recovery is the process of replenishing the depleted resource. Previous studies have examined the relationship between immediate impacts of recovery and performance of employees on the same day, while ...
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Recently, the importance of recovery and its impacts on job performance have attracted much attention. Recovery is the process of replenishing the depleted resource. Previous studies have examined the relationship between immediate impacts of recovery and performance of employees on the same day, while the current study gathered data in three weeks time from 140 employees in three different companies. The present study explored the relationship between the level of individual recovery at the start of the working week and performance multidimensional construct namely personal initiative, organization citizenship behavior, effort and task performance. The results showed that those employees who had a good recovery increased their task performance, personal initiative, organizational citizenship behavior during the whole week. It was also found that if recovery was done at the end of the week, the staff needed less amount of effort to perform their task well. To prevent reducing performance, employees usually try to compensate by putting in more effort at work, so they experienced more strain. Both organization and employees share the advantage of recovery. This means that employees are no longer experiencing the burden and pressure of work and organizations also benefit from the improvement of task performance, organization citizenship behavior and personal initiative of their staff.
