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The role of organisation commitment in enhancing organisation citizenship behaviour: A study of academics in malaysian private universities
Abstract
As organisation citizenship behaviour (OCB) has established itself in the study of organisation behaviour, there has been growing interest in trying to understand this proactive behaviour among academics and practitioners alike. The benefits of organisation citizenship behaviour in increasing the effective functioning of organisations and to minimize the controlling and monitoring of an organisation has created interest in investigating how organisation culture, transformational leadership, organisation justice, and organisation commitment can encourage this behaviour among its academics in private universities in Malaysia to enhance its productivity. The target respondents were academics from private higher-learning institutions in Malaysia, which were contacted through a mail questionnaire survey. Data were collected from 324 academics in private higher-learning institutions in Malaysia. The study found that organisation commitment was related to organisation culture, transformational leadership, and organisation justice and organisation citizenship behaviour. Organisation culture, transformational leadership, and organisation justice were related to organisation commitment. This research has provided empirical results of the research and provided support for the above findings. It also provided a basic framework on how organisations can practice and create the appropriate framework in an organisation to enable it to reap the benefits of organisation citizenship behaviour among its employees.
... According to Khan et al. (2016), employee organisation commitment is characterised as an employee's emotional attachment to identification with and participation in a specific organisation focusing on affective commitment, which is one of the organisation's commitments. According to a standard concept, individuals loyal to an organisation believe in and support its goals and ideals (Chinomona and Moloi 2014). ...
In Southern Africa, employees play a critical role in the growth of small and medium enterprises (SMEs). As a result, SMEs’ effectiveness depends on the presence of virtuous workplace spirituality and procedural justice, which affects work locus of control, employee job satisfaction, and employee organisational commitment. The researchers looked at how work locus of control, employee job satisfaction, and employee organisational commitment were influenced by workplace spirituality and procedural justice among SME employees in Harare, Zimbabwe. The study data was quantitatively analysed. According to the results, workplace spirituality, procedural justice, and work locus of control all play a role in enhancing employee job satisfaction and commitment. The relationship between workplace spirituality, procedural justice, and employee organisational commitment was positively influenced by work locus of control and employee job satisfaction. The findings of this study are expected to provide valuable insights into the unique key determinants affecting work locus of control, employee job satisfaction, and employee commitment to the organisation.
The present examination explored the impact of work spirituality and procedural justice on work locus of control, worker work fulfillment and representative authoritative duty among workers from private establishments of high learning in South Africa. Due to limited researches that have concentrated on the impact of workplace spirituality and procedural justice on work locus of control, employee job satisfaction and employee organisational commitment in developing countries especially in Southern Africa. A review was done and information was accumulated by methods for surveys on a sample of 150 academics and support staff in a private university setting in Gauteng, South Africa. Structural equation modelling was employed to analyse data using the Smart Partial Least Squares (PLS) software. By means of a partial least squares structural equation modeling approach, this study validates that elements such as workplace spirituality, procedural justice and work locus of control are instrumental in stimulating the employee job satisfaction and employee job commitment. The present investigation offers suggestions for academicians in the field of resource management by upgrading their comprehension of the how workplace spirituality and procedural justice impacts work locus of control, employee job satisfaction and employee organisational commitment
The related concepts of organizational culture and person-organization (P-O) fit or congruence between the person and organization are important to organizational success. The psychological contract, which is both perceptual and individual, forms the basis of the P-O fit. However, there has been little attention paid to the interaction of fit and organizational culture with such concepts as job satisfaction and organizational commitment and the application of this concept in non-western cultures. The results of this study, conducted in Taiwan, indicate that P-O fit is a key element in both the level of job satisfaction that employees experience and also in their level of organizational commitment whether measured by an instrument or turnover rates. An organization is not a passive or stable institution and it evolves and grows within an organizational culture. While P-O fit may be linked to organizational culture, the impact of specific types of organizational culture was also assessed. Involvement in an organization that had a bureaucratic organizational culture resulted in the lowest levels of job satisfaction and organizational commitment. An innovative culture was next highest and a supportive culture had the highest level of employee job satisfaction and organizational commitment. These findings indicate that organizational culture plays an important role in the level of job satisfaction and commitment in an organization. In terms of the impact of the P-O fit on job satisfaction and organizational commitment in Taiwan, the results indicate that the degree of fit plays an important role in all of the types of organizational culture studied. The better the fit the higher the levels of these two variables. The results indicate that the P-O fit is an important variable within the organizations in non-western cultures.
Management researchers have linked organizational citizenship behavior (OCB) to individual success in organizational settings. Unfortunately, the OCB concept has largely been ignored in business education. In this study, some undergraduate students indicated that they did practice OCB, but a considerable number did not. Our study found a significant positive relationship between OCB and two measures of academic performance. These findings suggest a need for business educators to (a) encourage students who do not engage in these critical behaviors to do so and (b) hone the OCB skills of students currently practicing them. We discuss implications for business educators, and offer suggestions for introducing OCB into the classroom.