Abstract

Introduction: In recent studies related to organization, the concept of organizational citizenship behavior has attracted the attention of many researchers and managers. Job Involvement is also an important variable that helps to increase the effectiveness of organization. This study aimed to determine correlation between organizational citizenship behavior and job involvement of staff at two educational and private hospitals.

Materials and Methods: This study is a descriptive-correlational study that has taken place among 300 staffs that were selected randomly, in two public and private hospitals in Tehran. The Data gathering instrument was a valid and reliable questionnaire that was consists of three parts: demographic information, "Organizational Citizenship Behavior" questionnaire, in five dimensions: conscience, altruism, virtue-orienting, magnanimity and courtesy and "Job Involvement" questionnaire. Collected data were analyzed by using SPSS/18.

Findings: Pearson test showed significant correlation (P<0.000) between citizenship behavior and job involvement of employees of two hospitals. Also in private hospital, there was a significant correlation between all dimensions of citizenship behavior and job involvement, except the item of courtesy. In public hospital, only between job involvement and altruism were not found significant correlations.

  Abstract

  Introduction : The concept of organizational citizenship behavior has attracted many researchers and managers. Behaviors can be due to one of the basic ways to increase the effectiveness of organizations. The aim of this study was to determine correlation between organizational commitment and organizational citizenship behavior in Tehran welfare staffs.

  Materials & Methods : In This descriptive-correlation study, 100 people were selected through random sampling . Data were collected with, "Organizational Commitment Questionnaire" and "Organizational Citizenship Behavior". Content validity of the instruments was measured by opinion of 10 lecturers and reliability by using Cronbach's alpha. To analyze the data, SPSS/21 was used.

  Findings: Results show that there is a significant and positive relationship between organizational commitment and organizational citizenship behavior (P≤0.01, r=0.325). Also the dimensions of organizational citizenship behavior, altruism (P=0.01), civic virtue (P=0.0) and conscientiousness (P=0.003) have a significant and positive relationship with organizational commitment.

  Conclusion: I ncrease of organizational commitment in welfare employees, has improved the citizenship behavior. Managers are recommended to develop organizational commitment, to implement appropriate programs in order to achieve organizational goals.

Introduction: Use of emotional intelligence to face stressful situations determines the type of staff behavior. This study aimed to determine the relation of emotional intelligence with counterproductive work behavior and organizational citizenship behavior among employees of public hospitals of Rasht city.

Methods: This descriptive-correlational study was conducted on 234 employees of public hospitals in Rasht. Sampling was performed using infinite population Cochran’s sample size formula and Morgan Table and stratified random sampling method. Data was collected using demographic information and two questionnaires of “Jung & Yoon Effects of Emotional Intelligence on Counterproductive Work Behaviors and Organizational Citizen Behaviors Questionnaire”. Face and content validity and reliability of the instrument were confirmed by 10 experts and Cronbach's alpha was confirmed by 30 of the study samples. Data was analyzed using Structural Equation Model (SEM) and LISREL8.5 statistical software.

Results: According to the research model, t- value between two variables of emotional intelligence and counterproductive work behaviors is -7.25 and standard value is -0.68. In addition, the meaningful value between emotional intelligence and organizational citizenship behaviors was 6.78 and the standard value was 0.67.

Conclusions: Finding showed that, the emotional intelligence has significant and negative relation with counterproductive work behaviors. Moreover, the emotional intelligence has significant and positive relation with counterproductive work behaviors. Therefore, it is suggested to design and apply long term planning for emotional intelligence for employees.