Crafting Organizational Learning and Organizational Citizenship Behavior: An Empirical Study in Saudi context (Published)
Organizational learning is one of the most widely discussed topics that has attracted a lot of attention in academia and industry circles. The concepts of leadership, job involvement, organizational culture and organizational learning serve as a competitive edge in business entities. However, there is scarce information about the factors that impact organizational learning with the effect of ethical and participative leadership, job involvement, organizational culture, and sense of community responsibility, and the organizational citizenship behavior outcome. This paper seeks to study the effect of different factors that affect organizational learning and the impact it has on organizational citizenship behavior. To this end, a model that examines the effect of ethical and participative leadership, job involvement, organizational culture, and sense of community responsibility on organizational learning has been developed, with its affect on organizational citizenship behavior. The paper is an empirical research on organizational learning with relevance to scholars, managers and employees. Data were primarily drawn from 167 randomly selected respondents from organizational managers and employees of private companies in Saudi Arabia. The data collected was analyzed using SPSS version 28 and MPlus 8.7. To determine the most important indicators that influence organizational learning, we analyzed by the method of factor analysis and structural equation modeling. Findings show that participative and ethical leadership, job involvement and sense of community responsibility significantly impact organizational citizenship behavior through the mediating effect of organizational learning. Organizational learning affects organizational citizenship behavior. The research recommends that in order to study organizational learning, employees should have ethical and participatory leadership, be involved in jobs, inculcate an innovative and supportive culture, and instill a sense of community responsibility in employees for organizational learning, growth and development. Employees have to work creatively and innovatively, be engaged in the work tasks and have a sense of community responsibility in their jobs. The research suggests that an ethical and participatory leadership, employees’ job involvement, an innovation and support oriented organizational culture, and a sense of community responsibility, impact organizational learning
Keywords: Job Involvement, Leadership, Organizational Citizenship Behavior, Organizational Culture, Organizational Learning, sense of community responsibility
A Predictor Become Dysfunctional: An Investigation of the Effect of Workload on the Relationship between Personality and OCB (Published)
Organizational citizenship behavior (OCB) is a topic that has been widely addressed in management research during the past decade, as many have suggested that OCB’s have a crucial role in the success of an organization. Further understanding the nature of its relationship to individual and job context factors allow practitioners to facilitate such behaviors within their organizations. Although certain personality traits are more inclined to exhibit OCB, their capacity to do so is likely to depend on their level of workload. Therefore, to further extend the development of the nomological network associated with OCB, personality factors and the moderating role of workload to this relationship was examined. A stratified sample size of two hundred employees from diverse organizations have been selected. Results of the hierarchical regression analysis revealed that personality traits strongly related to OCBs and the workload negatively interacted to significantly predict OCBs. The results support theory that links personality factors and workload would demonstrates the interactive effect of workload and personality traits in predicting OCB, suggesting that these factors are likely important factors that could be examined in job design efforts to enhance OCB. The moderating role of the workload is demonstrated as a new contribution of this study. Implications of findings and areas for future research also discussed.
Keywords: Moderation, Organizational Citizenship Behavior, Personality Traits, Workload
Two Sides of the Same Coin: Harmful or Helpful? A Critical Review of the Consequences of Organizational Citizenship Behavior (Published)
This paper critically examines the literature on the consequences of organizational citizenship behavior (OCB). More specifically it explores and summarizes the helpful and harmful effect of OCB identified in the literature. Based on the theoretical and empirical literature review the author developed a framework for understanding consequences of OCB research. Framework identifies four areas of emphasis of OCB consequences; the organizational level positive consequences, organizational level negative consequences, individual level positive consequences, and individual level negative consequences. For each emphasis area the paper discusses the theoretical frameworks used, different arguments by various scholars and summarizes the empirical research results. Although the review has found few negative outcomes of OCB, positive outcome seems to be very significance. Therefore, negative outcomes seem to be offset by positive ones. Study suggests that reducing in engagement in OCBs is not advisable, future research should focus in findings ways to reduce the negative outcomes while increasing engagement of OCBs. HR practitioners also can bring their consideration to deal with the negative effects of OCBs at workplace. The paper concludes with a discussion of emerging issues, new research directions, and practical implications of OCB consequences research. This review highlighted that although there is a growing multidisciplinary literature on OCB, much remains to be studied.
Keywords: Consequences, Future Directions, Organizational Citizenship Behavior, Review