Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia
Presently, there is a greater emphasis on exploring positive human resource strengths to address the workplace challenges in order to amplify organizational performance. Resilience, self-efficacy, organizational support and affective commitment are part of personal and work-related factors that c...
Saved in:
| 主要作者: | |
|---|---|
| 格式: | Thesis |
| 语言: | English |
| 出版: |
2019
|
| 主题: | |
| 在线阅读: | http://psasir.upm.edu.my/id/eprint/92632/1/FPP%202020%2013%20-%20ir.pdf |
| 标签: |
添加标签
没有标签, 成为第一个标记此记录!
|
| id |
my-upm-ir.92632 |
|---|---|
| record_format |
uketd_dc |
| spelling |
my-upm-ir.926322022-04-13T01:18:46Z Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia 2019-11 Mohamed Idrus, Rosafizah Presently, there is a greater emphasis on exploring positive human resource strengths to address the workplace challenges in order to amplify organizational performance. Resilience, self-efficacy, organizational support and affective commitment are part of personal and work-related factors that contribute to positive human resource strengths that relates to desired attitudes, behaviors, and performance such as organizational citizenship behavior (OCB). OCB is a unique aspect of employee's behaviors in the workplace which is regarded as one of the important requirements and prerequisite for organizational effectiveness, efficacy, productivity and performance. OCB is crucially needed in every organization, including in higher education setting. For this reason, the purpose of this study is to examine the underlying relationship between resilience, self-efficacy, organizational support and affective commitment with two dimensions of OCB and evaluated as to whether the behaviors are inclined towards individuals (OCBI) or organization (OCBO). This study adopted quantitative research paradigm employing correlational research methodology. The unit of analysis is the individual support staff. The sample comprised of 487 respondents consists of support staff from five Research Universities (RUs) in Malaysia. mM SPSS version 25 Statistical Package and the Structural Equation Modeling (SEM) with Analysis of Moment Structures (AMOS) was used to analyze the data. The finding indicated that these staff possess high level of resilience, self-efficacy, affective commitment and OCBO whilst moderate to high level of organizational support and OCBI. The result also showed that all constructs were related positively to OCBI whereby, only three constructs namely resilience, self-efficacy and affective commitment were positively related to OCBO. The result has shown that affective commitment mediated the relationship between self-efficacy and organizational support with OCBI and OCBO but then it was not an underlying factor to explain the relationship between resilience with OCBI and OCBO. Results from this study provided empirical evidence that relational theories (Social Cognitive Theory, Social Exchange Theory, Resilience Theory and Self- Efficacy Theory) were fit thereby applicable in the explanation of significant contribution of personal and work-related factors that have great influence to the willingness of the staff extending extra effort voluntarily beyond their official job description which eventually benefit the RUs in the long run. These respective staffs can be assisted to reach their ultimate potentials and continue in contributing to the attainments of the respective RUs by providing the proper ambience and support thus, ensuring optimization of human resources in the RUs practiced. Consequently, it is essential for the respective RUs to offer the correct environment and equipped with ample opportunities in encouraging growth and development of their staff. This will underpin the Human Resource Development (HRD) in managing the ready and potential staffs strategically. As these are means and ways to motivate, improve and improvise the forte and strength of each staff thru nurturing their positive attitudes that covers personal to workrelated aspects (OCB, resilience, self-efficacy, organizational supports and affective commitments) and enable the RUs to steer and propel the university with positive organizational implications and outcomes in the new global economy in this era. Organizational commitment Human capital - Malaysia 2019-11 Thesis http://psasir.upm.edu.my/id/eprint/92632/ http://psasir.upm.edu.my/id/eprint/92632/1/FPP%202020%2013%20-%20ir.pdf text en public doctoral Universiti Putra Malaysia Organizational commitment Human capital - Malaysia Idris, Khairuddin |
| institution |
Universiti Putra Malaysia |
| collection |
PSAS Institutional Repository |
| language |
English |
| advisor |
Idris, Khairuddin |
| topic |
Organizational commitment Human capital - Malaysia |
| spellingShingle |
Organizational commitment Human capital - Malaysia Mohamed Idrus, Rosafizah Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia |
| description |
Presently, there is a greater emphasis on exploring positive human resource
strengths to address the workplace challenges in order to amplify organizational
performance. Resilience, self-efficacy, organizational support and affective
commitment are part of personal and work-related factors that contribute to
positive human resource strengths that relates to desired attitudes, behaviors, and
performance such as organizational citizenship behavior (OCB). OCB is a
unique aspect of employee's behaviors in the workplace which is regarded as
one of the important requirements and prerequisite for organizational
effectiveness, efficacy, productivity and performance. OCB is crucially needed
in every organization, including in higher education setting. For this reason, the
purpose of this study is to examine the underlying relationship between
resilience, self-efficacy, organizational support and affective commitment with
two dimensions of OCB and evaluated as to whether the behaviors are inclined
towards individuals (OCBI) or organization (OCBO).
This study adopted quantitative research paradigm employing correlational
research methodology. The unit of analysis is the individual support staff. The
sample comprised of 487 respondents consists of support staff from five
Research Universities (RUs) in Malaysia. mM SPSS version 25 Statistical
Package and the Structural Equation Modeling (SEM) with Analysis of Moment
Structures (AMOS) was used to analyze the data. The finding indicated that
these staff possess high level of resilience, self-efficacy, affective commitment
and OCBO whilst moderate to high level of organizational support and OCBI. The result also showed that all constructs were related positively to OCBI
whereby, only three constructs namely resilience, self-efficacy and affective
commitment were positively related to OCBO. The result has shown that
affective commitment mediated the relationship between self-efficacy and
organizational support with OCBI and OCBO but then it was not an underlying
factor to explain the relationship between resilience with OCBI and OCBO.
Results from this study provided empirical evidence that relational theories
(Social Cognitive Theory, Social Exchange Theory, Resilience Theory and Self-
Efficacy Theory) were fit thereby applicable in the explanation of significant
contribution of personal and work-related factors that have great influence to the
willingness of the staff extending extra effort voluntarily beyond their official
job description which eventually benefit the RUs in the long run. These
respective staffs can be assisted to reach their ultimate potentials and continue in
contributing to the attainments of the respective RUs by providing the proper
ambience and support thus, ensuring optimization of human resources in the RUs
practiced. Consequently, it is essential for the respective RUs to offer the correct
environment and equipped with ample opportunities in encouraging growth and
development of their staff. This will underpin the Human Resource Development
(HRD) in managing the ready and potential staffs strategically. As these are
means and ways to motivate, improve and improvise the forte and strength of
each staff thru nurturing their positive attitudes that covers personal to workrelated
aspects (OCB, resilience, self-efficacy, organizational supports and
affective commitments) and enable the RUs to steer and propel the university
with positive organizational implications and outcomes in the new global
economy in this era. |
| format |
Thesis |
| qualification_level |
Doctorate |
| author |
Mohamed Idrus, Rosafizah |
| author_facet |
Mohamed Idrus, Rosafizah |
| author_sort |
Mohamed Idrus, Rosafizah |
| title |
Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia |
| title_short |
Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia |
| title_full |
Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia |
| title_fullStr |
Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia |
| title_full_unstemmed |
Antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in Malaysia |
| title_sort |
antecedents of organizational citizenship behaviour and mediating role of affective commitment among support staff of research universities in malaysia |
| granting_institution |
Universiti Putra Malaysia |
| publishDate |
2019 |
| url |
http://psasir.upm.edu.my/id/eprint/92632/1/FPP%202020%2013%20-%20ir.pdf |
| _version_ |
1747813748843741184 |