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The relationship between organizatio...

University of Illinois at Urbana-Champaign.

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The relationship between organizational climate, personality factors and organizational citizenship behaviors in a unversity extension.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	The relationship between organizational climate, personality factors and organizational citizenship behaviors in a unversity extension./
作者:	Duff, Deborah Bryan.
面頁冊數:	171 p.
附註:	Adviser: Peter Kuchinke.
Contained By:	Dissertation Abstracts International68-07A.
標題:	Education, Adult and Continuing. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3269882
ISBN:	9780549095286

The relationship between organizational climate, personality factors and organizational citizenship behaviors in a unversity extension.
Duff, Deborah Bryan.

The relationship between organizational climate, personality factors and organizational citizenship behaviors in a unversity extension. - 171 p.

Adviser: Peter Kuchinke.

Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2007.

HRD and OD professionals by nature of their roles can facilitate organizational citizenship behaviors by shaping the strategies, processes and structures and even personalities within organizations.

ISBN: 9780549095286Subjects--Topical Terms:

626632
Education, Adult and Continuing.

The relationship between organizational climate, personality factors and organizational citizenship behaviors in a unversity extension.
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100 1 $a Duff, Deborah Bryan. $3 1029390
245 1 4 $a The relationship between organizational climate, personality factors and organizational citizenship behaviors in a unversity extension.
300 $a 171 p.
500 $a Adviser: Peter Kuchinke.
500 $a Source: Dissertation Abstracts International, Volume: 68-07, Section: A, page: 2762.
502 $a Thesis (Ph.D.)--University of Illinois at Urbana-Champaign, 2007.
520 $a HRD and OD professionals by nature of their roles can facilitate organizational citizenship behaviors by shaping the strategies, processes and structures and even personalities within organizations.
520 $a Organizational Citizenship behaviors are of great consequence to organizations and individuals. They have been linked to organizational performance and effectiveness and research suggests that supervisors monitor these behaviors and use them for evaluations of performance and judgments regarding rewards. There have been a multitude of terms used to describe organizational citizenship behaviors contributing to construct muddiness. The purpose of this study was to investigate the effects of organizational climate and personality on two types of organizational citizenship behaviors, one directed toward individuals (OCBI) and the other type directed toward organizations (OCBO) with the goal of providing construct clarification.
520 $a The setting for the study was a University Extension organization in the Midwest. It was purposefully selected for their helping mission. The pilot study of 60 (N=48) employees was used to determine the salient organizational climate variables in the main study. 649 (N=454) field staff were included in the main study. The survey was administered electronically using existing questionnaires including the Big-Five personality scale.
520 $a This study addressed the following three research questions: (a) What effects do organizational climate dimensions and personality factors have on OCBI? (b) What effects do organizational climate dimensions and personality factors have on OCBO? (c) What is the effect of organizational climate and personality on the relationship between OCBI and OCBO? The questions were answered quantitatively using descriptive statistics, correlations, ANOVA, multiple regression, and structural equation modeling.
520 $a There were four predominant conclusions: (a) Organizational citizenship behaviors can be distinguished into those behaviors targeted toward individuals (OCBI) and those targeted toward one's organization (OCBO) providing further clarification of the OCB construct. (b) Results in this setting support different antecedents for OCBI and OCBO. Particular personality factors were more predictive of OCBI (Agreeableness) while particular organizational climate factors (Commitment/Morale) were more predictive of OCBO. (c) Overall, Personality has more of an influence on both OCBI and OCBO than Organizational Climate. (d) Overall, Organizational Climate has some influence on OCBO but very little on OCBI.
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