Antecedents of organizational citizenship behavior of marketing and supply chain employees
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Author(s)Murpin Josua SembiringLink to ORCID Index: https://orcid.org/0000-0001-7306-8063
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Anis EliyanaLink to ORCID Index: https://orcid.org/0000-0003-2172-5935
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Marcelia Papian
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Zainal AriefLink to ORCID Index: https://orcid.org/0000-0002-7850-2743
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Zaleha YazidLink to ORCID Index: https://orcid.org/0000-0002-4826-5513
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DOIhttp://dx.doi.org/10.21511/ppm.21(3).2023.20
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Article InfoVolume 21 2023, Issue #3, pp. 255-266
- 504 Views
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220 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
A marketing career entails a heavy burden and requires much originality and creativity, which can result in interpersonal friction. This situation influences employees’ affective commitment and organizational citizenship behavior (OCB). Consequently, the purpose of this study is to investigate how affective commitment, work overload, and interpersonal conflict may impact OCB when combined with social interaction. This survey involved 61 personnel from the marketing and supply chain departments of an Indonesian state-owned enterprise. The data were analyzed using a quantitative method and partial least squares (PLS) approach. This study revealed that work overload and interpersonal conflict have a negative impact on positive behavior and actions, including OCB and affective commitment. In addition, the findings accentuate the importance of employees’ affective commitment because it directly encourages employees to take on extra responsibilities. Furthermore, social interaction does not moderate the relationship between work overload and interpersonal conflict on affective commitment. This study broadened perspectives on OCB concerning work-related stressors and provided direction for the managerial team to cope with workload and conflict in the decision-making process.
- Keywords
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JEL Classification (Paper profile tab)J24, M54
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References42
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Tables5
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Figures1
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- Figure 1. Conceptual framework
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- Table 1. Respondents’ demographics
- Table 2. Analysis results
- Table 3. Loading factor
- Table 4. Path coefficients
- Table 5. Specific indirect effect
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The role of accounting in sustainable development
Inna Makarenko 
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Alex Plastun
doi: http://dx.doi.org/10.21511/afc.01(2).2017.01
Accounting and Financial Control Volume 1, 2017 Issue #2 pp. 4-12 Views: 7574 Downloads: 4708 TO CITEIdeology of Sustainable Development and Sustainable Development Goals influence the transformation of business processes in the companies. Professional accountants are important part of this transformation. In this paper the role of accounting in Sustainable Development Goals achievement is discussed. Different approaches to structuring the role of professional accountants in Sustainable Development are investigated. Among them are types of roles that perform accountants, their professional functions, skills and competencies in the corporate environment. As the result a holistic vision of the role of accounting in sustainable development in the new economic conditions is provided.
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Impact of transformational leadership on employees’ reactions to change and mediating role of organizational trust: Evidence from service companies in Hungary
Khadija Aya Hamza ,
Ayman Alshaabani ,
Najd Salameh ,
Ildiko Rudnak
doi: http://dx.doi.org/10.21511/ppm.20(2).2022.43
Problems and Perspectives in Management Volume 20, 2022 Issue #2 pp. 522-535 Views: 1457 Downloads: 334 TO CITE АНОТАЦІЯIn the context of organizational change, employees can have different reactions, where some of them accept and engage with it, and others completely refuse and resist it. Hence, companies should permanently settle for the best and introduce a fruitful leadership style along with a good change management strategy to ensure the company’s prolonged survival and prosperity.
This investigation aims to examine the influence of transformational leadership on employees’ affective commitment and intention to support change. Both were chosen to constitute the main dimensions of employees’ reactions toward organizational change and highlight the importance of organizational trust as a mediator in that correlation.
To confirm the hypotheses subtracted from the literature review, a quantitative study was managed by a survey devoted to 428 employees working for diverse service companies in Hungary and going through different change cases.
Structural equation modeling (SEM) was then applied to hold out the favorable findings, which reveal that transformational leadership is a booster for employees’ intention to support change but not for affective commitment. It was also found that organizational trust firmly mediates the relationship between transformational leadership and employees’ reaction to change.
This statement justifies that both transformational leadership and organizational trust are able to reduce change complexity and lead to its acceptance, openness, and support. -
Flexible work arrangement and work-related outcomes during the Covid-19 pandemic: Evidence from local governments in Indonesia
Sinto Sunaryo ,
Hunik Sri Runing Sawitri ,
Joko Suyono ,
Lilik Wahyudi ,
Sarwoto
doi: http://dx.doi.org/10.21511/ppm.20(3).2022.33
Problems and Perspectives in Management Volume 20, 2022 Issue #3 pp. 411-424 Views: 1072 Downloads: 224 TO CITE АНОТАЦІЯThe Covid-19 outbreak has forced various organizations to adjust work designs to comply with health protocols. Flexible work arrangement is a model that is widely used, including flextime and work from home. This study analyzes the impact of flexible work arrangements on affective commitment, job satisfaction, organizational citizenship behavior, and work engagement, which lead to employee happiness. A total of 405 respondents who work in local governments in Indonesia participated in an online survey using the snowball sampling technique. Data were analyzed using partial least squares. This study found a significant effect of flexible work arrangements on affective commitment and organizational citizenship behavior. It means that employees perceive a flexible work arrangement policy as an organizational effort to protect employees from Covid-19. Thus, it makes employees showing their affective commitment and willingness to have organizational citizenship behavior. In addition, job satisfaction, organizational citizenship behavior, and work engagement have been shown to affect employee happiness. This finding has implications for leaders to develop flexible work arrangements as alternative work designs, especially during times of crises such as a pandemic. Further research recommendations are emphasized to examine other flexible work arrangements according to contextual needs.
