|Author:||Wong, Chiu-hung Peter|
|Title:||An analysis of the determinants of organizational citizenship behavior|
Hong Kong Polytechnic University -- Dissertations
|Pages:||xiii, 74 leaves ; 30 cm|
|Abstract:||An analytical framework of organizational citizenship behavior is derived from findings of studies performed by western researchers. To test the model, a questionnaire was administrated to 204 Hong Kong employees. The following hypotheses are tested : Hypothesis 1 : H 1: Perceived organizational support is a significant predictor of organizational citizenship behavior. Hypothesis 2 : H 2: Organizational commitment is a significant predictor of organizational citizenship behavior. Hypothesis 3 : H 3: Organizational justice is a significant predictor of (a) organizational citizenship behavior and (b) trust in immediate supervisor. Hypothesis 4 : H 4: Trust in immediate supervisor is (a) a significant direct predictor of organizational citizenship behavior and (b) is a mediator of the relationship between organizational justice and organizational citizenship behavior. Hypothesis 5 : H 5: Job satisfaction is a significant predictor of organization citizenship behavior. Hypothesis 6 : H 6: Transition uncertainty is a predictor of job satisfaction, and Hypothesis 7 : H 7: Job satisfaction mediates the relationship between transition uncertainty and organizational citizenship behavior. All the scales has sound psychometric properties and Cronbach's alpha ranged from the highest .93 to .72. Multiple regression was used to test the hypotheses. Results of the regressions indicate that organizational commitment, organizational justice, trust in immediate supervisor and transition uncertainty are significant direct predictors of organizational citizenship behavior. The mediating role of trust in immediate supervisor between organizational justice and organizational citizenship behavior was also supported. Perceived organizational support and job satisfaction did not emerged as significant predictors of organizational citizenship behavior. Also, the mediating role of job satisfaction between transition uncertainty and organizational citizenship behavior was not supported. Contributions of the findings of this study to the literature in general and to Hong Kong employees in particular, are discussed. Recommendations for practising mangers who want to increase the level of citizenship behavior amongst employees in Hong Kong are also presented.|
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