scholarly journals The moderating role of organizational culture on the effect of organizational justice on organizational citizenship behavior

2018 ◽  
Vol 1 (1) ◽  
pp. 49
Author(s):  
Ira Mardiyanti ◽  
Suharnomo Suharnomo
Keyword(s):  
Organizational Culture ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Permanent Employees ◽  
Moderating Role

The main objective of this study is to examine the effect of distributive justice and procedural justice on organizational citizenship behavior (OCB) with organizational culture as a moderating variable. The data in this study were collected from questionnaires distributed to 94 permanent employees of PT Telekomunikasi Indonesia (Telkom) Tbk. Regional Division IV. Hypotheses testing shows that distributive and procedural justice positively affects OCB. Organizational culture is also found to be the moderator on the effect of procedural justice on OCB. However, our prediction that organizational culture could be the moderator on the effect of distributive justice on OCB is not supported. Further results and discussion are explained.

scholarly journals The Effect of Organizational Culture, Personality, Teamwork, Procedural Justice, and Organizational Citizenship Behavior on Job Tomori Pertamina North Sulawesi

2019 ◽  
Vol 3 (1) ◽  
pp. 46-54
Author(s):  
Ida Farida ◽  
Syarifudin Tippe ◽  
Billy Tunas
Keyword(s):  
Organizational Culture ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Human Resources Management ◽  
Citizenship Behavior ◽  
Positive Direction ◽  
North Sulawesi ◽  
Linearity Test

Organizational Citizenship Behavior was a part of the development concept in human resources management. This concept can support an organization’s progress in a positive direction. So the role of OCB becomes very important for the development of the organization. The research was aimed at finding out the information about the effect of organizational culture, personality, teamwork, procedural justice, and organizational citizenship behavior on Job Tomori Pertamina North Sulawesi. A survey was used by involving 250 employees as a sample. There were five instruments for measuring, organizational culture (31 items, rel .705, personality (25 items rel  .969), teamwork (36 items rel  .635), procedural justice (20 items rel .660), and organizational citizenship behavior (27 items rel .959). Data were analyzed by descriptive statistical analysis, inferential statistics for linearity test and path analysis. Organizational citizenship behavior significantly affected directly by organizational culture.  Moreover, procedural justice directly significantly affected organizational citizenship behavior. Based on those findings, it can be concluded that it was personality and teamwork only which should be considered if organizational citizenship behavior would be improved. It can be stated that considering those findings, personality and teamwork could not be neglected in enhancing organizational citizenship behavior.

scholarly journals THE ROLE OF ORGANIZATIONAL COMMITMENT IN MODERATING THE INFLUENCE OF PROCEDURAL JUSTICE, DISTRIBUTIVE JUSTICE, INTERACTIONAL JUSTICE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR

2019 ◽  
Vol 1 (1) ◽  
pp. 29-42
Author(s):  
Suhartini ◽  
Amanto Sulaya
Keyword(s):  
Organizational Commitment ◽  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Interactional Justice ◽  
Citizenship Behavior ◽  
One Year

This research aims to determine the influence of procedural justice, distributive justice and interactional justice on Organizational Citizenship Behavior (OCB) with organizational commitment as an intervening variable. Respondents in this research were 98 employees of Bank MandiriDiponegoro Yogyakarta with a work period of more than one year. The data collection method uses a questionnaire, which is measured using a Likert scale. The analytical method uses regression analysis and path analysis. The result of this research indicate that firstly, procedural justice, distributive justice, and interactional justice have a significant influence on organizational commitment, simultaneously. Secondly, procedural justice and distributive justice have a significant influence on OCB, partially. Thirdly, interactional justice does not have a significant influence on OCB partially. Fourthly, procedural justice, distributive justice, and interactional justice have a significant influence on OCB, partially and simultaneously. Fifthly, organizational commitment has a significant influence on OCB. Sixthly, the direct influence (the influence of procedural justice, distributive justice and interactional justice on OCB) is greater than the indirect influence (the influence of procedural justice, distributive justice, and interactional justice on OCB through organizational commitment). The result of this research can be used as a reference for Bank Mandiri in creating and improving OCB. This can be realized by providing fair procedures, improving the benefits system, and increasing interaction between employees for the better.

scholarly journals The Mediating effect of Organizational Citizenship Behavior on the Organizational Justice and Organizational Performance in Small and Medium-Sized Enterprise of China

2019 ◽  
Vol 14 (9) ◽  
pp. 173 ◽  
Author(s):  
Mohamad Hisyam Selamat ◽  
Guo Wan Ran
Keyword(s):  
Distributive Justice ◽  
Procedural Justice ◽  
Organizational Performance ◽  
Organizational Justice ◽  
Organizational Citizenship ◽  
Significant Influence ◽  
Organizational Citizenship Behavior ◽  
Interactional Justice ◽  
Mediating Effect ◽  
Citizenship Behavior

This study examined the factors that influencing small and medium-sized enterprise (SMEs)’ performances with the mediating effect of organizational citizenship behavior in China. Its purpose is to motivate and improve the small and medium-sized enterprise’ performance. The examined factors were distributive justice, procedural justice, interactional justice. This study uses cross-sectional survey to verify the theoretical framework. The survey data in this study were collected from 251 employees of SMEs in China.The study result shows that distributive justice, interactional justice had significant influence on the organizational performance; distributive justice, procedural justice, interactional justice had significant influence on the organizational citizenship behavior; Meanwhile, procedural justice can influence organizational performance through the meditating role of organizational citizenship behavior. The results of this study could provide a development strategy for SMEs in China through the relationship organizational justice and organizational performance.

Corporate social responsibility and employee organizational citizenship behavior

2017 ◽  
Vol 55 (2) ◽  
pp. 294-309 ◽  
Author(s):  
Yongqiang Gao ◽  
Wei He
Keyword(s):  
Corporate Social Responsibility ◽  
Distributive Justice ◽  
Organizational Citizenship ◽  
Ethical Leadership ◽  
Organizational Citizenship Behavior ◽  
Citizenship Behavior ◽  
Content Type ◽  
Corporate Social ◽  
Positive Effect

Purpose An increasing number of studies have demonstrated a positive effect of corporate social responsibility (CSR) on employee organizational citizenship behavior (OCB), but little attention has been paid to the mechanisms and boundary conditions underlying this effect. The purpose of this paper is to propose a trickle-down model and examine the mediating role of supervisor ethical leadership and the moderating role of perceived organizational distributive justice in the CSR-OCB relationship. Design/methodology/approach To test the arguments, the authors collected field data in four companies located in a central city of China. Through a multi-wave data collection design, a total of 187 employees reported their perceptions toward firms’ CSR and organizational justice at Time 1, and reported their direct supervisors’ ethical leadership behaviors, and their own OCBs at Time 2 (four weeks later). Findings Empirical findings demonstrated that CSR had a positive effect on employee OCB, as mediated by supervisors’ ethical leadership. In addition, this mediation effect was found to be moderated by perceived organizational distributive justice such that the mediation relationship was stronger when perceived organizational distributive justice was lower than when it was higher. Originality/value The present study makes three major contributions. First, it contributes to the CSR literature by revealing the underlying mechanism of ethical leadership through which CSR will lead to increased employee OCB in the workplace. Second, the moderation findings of the study add a new piece of empirical evidence suggesting the boundary condition of organizational distributive justice affecting the positive effect of CSR on employee OCB. Finally, the trickle-down theoretical model demonstrates the pivotal role of leadership in transforming CSR into positive employee outcomes, providing valuable insights into future research that examines why CSR motivates in-organization employees at work.

scholarly journals The Effect Of Organizational Culture And Procedural Justice On Organizational Citizenship Behavior

2021 ◽  
Vol 1 (4) ◽  
pp. 221-229
Author(s):  
Khulil Fathuroni
Keyword(s):  
Organizational Culture ◽  
Procedural Justice ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Primary Data ◽  
Citizenship Behavior ◽  
Behavior Study ◽  
Data Source ◽  
A Company ◽  
Special Region

This study aims to show the influence of Organizational Culture and Procedural Justice on Organizational Citizenship Behavior (Study on IT Companies In Special Region of Yogyakarta) which is focused on the high low organizational culture of a company. Samples in this study as many as 9 IT companies with convenience sampling method. The population in this study is all IT companies in Isitimewa Area of Yogyakarta. The data type in this study is primary data. The data source in this study is the results of surveys, interviews and filling out questionnaires from employees of IT companies in the Special Region of Yogyakarta who became research samples. The results of this study show that organizational culture and procedural justice have a significant effect on organizational citizenship behavior in IT companies in Dareah Istimewa Yogyakarta. But for companies whose organizational culture is low organizational culture has no effect on organizational citizenship behavior in IT companies in the Special Region of Yogyakarta.

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