Organizational citizenship behavior, organizational justice and socio-demographic variables
The quality and efficiency of an organization are determined not even by the management, organizational structure or the company culture, but also employees and their behavior which determine the relationship to the organization. Employees´ behavior does not only include formally defined activities, but especially activities that are voluntary. These activities are manifested primarily in an organizational citizenship behavior (OCB). The OCB is determined by a number of organizational factors, including organizational justice. The aim of this contribution was to analyze the relationship between organizational citizenship behavior, organizational justice and selected socio-demographic variables. The research also focused on the frequency of OCB and the level of organizational justice perception. 210 respondents in total with the average age of 34.82 years (SD = 10.97) answered the questions measuring OCB by Organizational Citizenship Behavior Checklist (OCB-C) and organizational justice by Organizational Justice Scale. The results showed that respondents had a lower level of OCB (M = 2.28; SD = .67), and they perceive interpersonal justice the most (M = 3.78; SD = 1.05) within organizational justice. An analysis of the nature of the relation between selected variables showed that dimensions of organizational justice, years of practice and gender were predictors of OCB, OCB-O or/and OCB-I, respectively. Specific results are part of the contribution.
(Fulltext in Slovak)
Keywordsorganizational citizenship behavior, organizational justice, socio-demographic variables, linear model
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