The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.

The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.

The general purpose of this study was to examine the influence of organizational commitment towards organizational citizenship behaviour (OCB) among contract staffs (Vot 29) in Universiti Malaysia Perlis (UNIMAP). Three dimensions of organizational commitment (affective, continuance and normative co...

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Main Author: Sharifah Husna, Syed Idrus
Format: Thesis
Language:eng
eng
Published: 2007
Subjects:
HD61 Risk Management
Online Access:https://etd.uum.edu.my/30/1/sharifah_husna.pdf
https://etd.uum.edu.my/30/2/sharifah_husna.pdf
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institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
topic HD61 Risk Management
spellingShingle HD61 Risk Management
Sharifah Husna, Syed Idrus
The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.
description The general purpose of this study was to examine the influence of organizational commitment towards organizational citizenship behaviour (OCB) among contract staffs (Vot 29) in Universiti Malaysia Perlis (UNIMAP). Three dimensions of organizational commitment (affective, continuance and normative commitment) identified by Allen and Meyer (1990) were examined with OCB. The research methodology consisted of survey data from 157 contract staffs in UNIMAP on their organizational commitment and OCB. The findings of the study indicated that on the nineteen hypotheses tested, seven was substantiated and twelve was not. For demographic factors, it was found that older contract staffs have higher level of affective and normative commitment. It was also found that contract staffs with longer work tenure have higher continuance and normative commitment. The findings also showed that supporting staffs have higher continuance and normative commitment. However, there was no significant difference between gender and organizational commitment. The findings also showed that all demographic factors (age, gender, tenure and post) did not have significant differences toward OCB. These findings suggest that contract staffs that have variance demographic factors exhibited different level of organizational commitment but equally the same level of OCB. In general, only affective commitment showed positive influence towards OCB. It showed that the contract staffs demonstrate higher extra-role (OCB) when they have strong affective commitment. Implications and directions for future research are discussed.
format Thesis
qualification_name masters
qualification_level Master's degree
author Sharifah Husna, Syed Idrus
author_facet Sharifah Husna, Syed Idrus
author_sort Sharifah Husna, Syed Idrus
title The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.
title_short The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.
title_full The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.
title_fullStr The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.
title_full_unstemmed The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis.
title_sort influence of organizational commitment towards organizational citizenship behaviour (ocb) among contract staffs (vot 29) in universiti malaysia perlis.
granting_institution Universiti Utara Malaysia
granting_department College of Business (COB)
publishDate 2007
url https://etd.uum.edu.my/30/1/sharifah_husna.pdf
https://etd.uum.edu.my/30/2/sharifah_husna.pdf
_version_ 1747826830297006080
spelling my-uum-etd.302013-07-24T12:05:21Z The Influence of Organizational Commitment Towards Organizational Citizenship Behaviour (OCB) Among Contract Staffs (VOT 29) in Universiti Malaysia Perlis. 2007-05 Sharifah Husna, Syed Idrus College of Business (COB) Faculty of Business Management HD61 Risk Management The general purpose of this study was to examine the influence of organizational commitment towards organizational citizenship behaviour (OCB) among contract staffs (Vot 29) in Universiti Malaysia Perlis (UNIMAP). Three dimensions of organizational commitment (affective, continuance and normative commitment) identified by Allen and Meyer (1990) were examined with OCB. The research methodology consisted of survey data from 157 contract staffs in UNIMAP on their organizational commitment and OCB. The findings of the study indicated that on the nineteen hypotheses tested, seven was substantiated and twelve was not. For demographic factors, it was found that older contract staffs have higher level of affective and normative commitment. It was also found that contract staffs with longer work tenure have higher continuance and normative commitment. The findings also showed that supporting staffs have higher continuance and normative commitment. However, there was no significant difference between gender and organizational commitment. The findings also showed that all demographic factors (age, gender, tenure and post) did not have significant differences toward OCB. These findings suggest that contract staffs that have variance demographic factors exhibited different level of organizational commitment but equally the same level of OCB. In general, only affective commitment showed positive influence towards OCB. It showed that the contract staffs demonstrate higher extra-role (OCB) when they have strong affective commitment. Implications and directions for future research are discussed. 2007-05 Thesis https://etd.uum.edu.my/30/ https://etd.uum.edu.my/30/1/sharifah_husna.pdf application/pdf eng validuser https://etd.uum.edu.my/30/2/sharifah_husna.pdf application/pdf eng public masters masters Universiti Utara Malaysia Allen, N.J. & Meyer, J.P. (1990). The measursment and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63, 1-18. Alotaibi, A.G. (2001). Antecedents of Organizational Citizenship Behaviour: A Study of Public Personnel in Kuwait. Public Personnel Management. 30(3). 363-376 Borman, W.C., & Motowidlo, S.J. (1993b). Expanding the criterion domain to include elements of contextual performance. In Schmitt N, Borman WC (Eds.), Personality Selection (71-98). San Francisco: Jossey-Bass. Cavana, R.Y., Delahaye, B.L. & Sekaran, U. (2000). Applied Business Research: Qualitative and Quantitative Mefhods. Australia: John Wiley and Sons. Feather, N.T. & Rauter, K.A. (2004). Organizational citizenship behaviours in relation to job status, job insecurity, organizational commitment and identification, job satisfaction and work values. Journal of Occupational and Organizational Psychology, 77, 81-94. LePine, J. A., Erez, A. & Johnson, D. E. (2002). The nature and dimensionality of organizational citizenship behaviour: A critical review and meta-analysis. Journal of Applied Psychology, 87, 52-65. Mathieu, J.E. & Zajac, D.M. (1990). A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment. Psychological Bulletin, 108, 171 - 194. Meyer, J.P. & Herscovitch, L. (2001). Commitment in the workplace: toward a general model, Human Resource Review, 11, 299-326. Meyer, J.P., Allen, J.N. (1991). A Three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1,61-98. McShane, S. L., & Von Glinow M. A. (2005). Organizational Behaviour Emerging Realities for fhe Workplace Revolution (3rd ed.). New York: McGraw-Hill. Morrison, E. W. (1994). Role definitions and organizational citizenship behaviour: The importance of the employee's perspective. Academy of Management Journal, 37, 1543-1567. Mowday, R.T., Porter, L.W. & Steers, R.M. (1982). Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press. Mowday, R.T., Steers, R.M. & Porter, L.W. (1979). The measurement of organizational commitment. Journal of Vocational Behaviour, 14, 224-247 O'Reilly, C. & Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on pro-social behaviour. Journal of Applied Psychology, 7 (3), 492-9. Organ, D.W. (1994a). Organizational citizenship behaviour and the good soldier. In M. G. Rumser, Walker, & C. B. Harris (Eds.), Personnel Selection and classification, (53-67), Hillside, NJ: Lawrence Erlbaum Associates, Inc. Organ, D.W. (1990). The motivational basis or organizational citizenship behaviour. Research in Organizational Behaviour, 12,43-72. Organ, D.W. (1997). Organizational citizenship behaviour: It's construct clean-up time. Human Performance, 10, 85-97. Organ, D.W. & Konovsky, M.A. (1989). Cognitive versus determinants of organizational citizenship behaviour. Journal of Applied Psychology, 74, 157-164. Organ, D. W., & Ryan, K. (1995). A meta-analytic review of attitudinal and dispositional predictors of organizational citizenship behaviour. Personnel Psychology, 48,775-802. Ostroff, C. (1992). The relationship between satisfaction, attitude, and performance: An organizational level analysis. Journal of Applied Psychology 6(77), 963-974. Piercy, N.F., Lane, N. & Cravens, D.W. (2002). A gender perspective on salesperson organizational citizenship behaviour, sales manager control strategy and sales unit effectiveness. Women in Management Review, 17(8), 373-391. Podsakoff. P. M.. .MacKenzie. S. B.. Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviours and their effects on followers' trust in leader. satisfaction. and organizational citizenship behaviours. Leadership Quarterly.. I, 107-142. Rifai. H.A. (2005). A test of the relationships among perceptions of justice, job satisfaction. affective commitment and organizational citizenship behaviour. Gadjah Mada International Journal of Business,7(2),131-154. Schappe. S.P. (1998). The influence of job satisfaction, organizational commitment, and fairness perceptions on organizational citizenship behaviour. The Journal of Psychology, 132(3), 277-290. Van Dyne, L., & Ang, S. (1998). Organizational citizenship behaviour of contingent workers in Singapore. Academy of Management Journal, 41,692-703. Williams, L.J. & Anderson, S.E. (1991). Job satisfaction and organizational commitment as predictors of organizational citizenship and in-role behaviours. Journal of Management, 17(3), 601-611.

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