EVALUATING THE IMPACT OF ORGANIZATIONAL IDENTITY AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH PRESENTING AN APPROPRIATE MODEL

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NIAZAZARI KIUMARS; TAGHVAEE YAZDI MARYAM; MOHAMMADI ALBORZI AZAM

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Paper Information

Journal: PRODUCTIVITY MANAGEMENT (BEYOND MANAGEMENT) Year:2016 | Volume:9 | Issue:36 Page(s): 199-221

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Information Journal Paper

Title

EVALUATING THE IMPACT OF ORGANIZATIONAL IDENTITY AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH PRESENTING AN APPROPRIATE MODEL

Author(s)

NIAZAZARI KIUMARS | TAGHVAEE YAZDI MARYAM | MOHAMMADI ALBORZI AZAM | Issue Writer Certificate

Keywords

ORGANIZATIONAL IDENTITYQ1

ORGANIZATIONAL CULTUREQ2

ORGANIZATIONAL CITIZENSHIP BEHAVIORQ1

Abstract

The aim of this study was to evaluate the impact of ORGANIZATIONAL IDENTITY and ORGANIZATIONAL CULTURE on ORGANIZATIONAL CITIZENSHIP BEHAVIOR. The statistical population included all directors, deputies, heads and experts of Tehran Education Administration during the years 2014-15, totaling 500 people, from among whom 217 were selected as the research sample, based on Morgan table and through the use of random stratified sampling technique. For data collection, Cheney standard questionnaire of corporate identity, Robins’ ORGANIZATIONAL CULTURE questionnaire, and Podsakoff’s questionnaire of ORGANIZATIONAL CITIZENSHIP BEHAVIOR were used. For descriptive statistics and frequency, SPSS software was used, and for inferential statistics, Smart PLS was applied. In the present study, the confidence coefficient was 95%. The findings showed that ORGANIZATIONAL IDENTITY and ORGANIZATIONAL CULTURE have a significant positive effect on creating ORGANIZATIONAL CITIZENSHIP BEHAVIOR. The results indicated that ORGANIZATIONAL IDENTITY ORGANIZATIONAL CULTURE have the greatest impact on "conscientiousness" dimension and the least impact on "respect" dimension of ORGANIZATIONAL CITIZENSHIP BEHAVIOR. Obtaining the value of 0.735 for GOF shows that the overall fitness of the model is acceptable and on the continuum ranging from weak to average to strong, it is on the strong side.

Cites

THE RELATIONSHIP BETWEEN CORPORATE IDENTITY AND ORGANIZATIONAL SILENCE

References

نقش هویت سازمانی در پیش بینی رفتار شهروندی سازمانی در دانشگاه علوم اسلامی رضوی و دانشگاه خیام مشهد

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APA: Copy

NIAZAZARI, KIUMARS, TAGHVAEE YAZDI, MARYAM, & MOHAMMADI ALBORZI, AZAM. (2016). EVALUATING THE IMPACT OF ORGANIZATIONAL IDENTITY AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH PRESENTING AN APPROPRIATE MODEL. PRODUCTIVITY MANAGEMENT (BEYOND MANAGEMENT), 9(36), 199-221. SID. https://sid.ir/paper/182089/en

Vancouver: Copy

NIAZAZARI KIUMARS, TAGHVAEE YAZDI MARYAM, MOHAMMADI ALBORZI AZAM. EVALUATING THE IMPACT OF ORGANIZATIONAL IDENTITY AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH PRESENTING AN APPROPRIATE MODEL. PRODUCTIVITY MANAGEMENT (BEYOND MANAGEMENT)[Internet]. 2016;9(36):199-221. Available from: https://sid.ir/paper/182089/en

IEEE: Copy

KIUMARS NIAZAZARI, MARYAM TAGHVAEE YAZDI, and AZAM MOHAMMADI ALBORZI, “EVALUATING THE IMPACT OF ORGANIZATIONAL IDENTITY AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH PRESENTING AN APPROPRIATE MODEL,” PRODUCTIVITY MANAGEMENT (BEYOND MANAGEMENT), vol. 9, no. 36, pp. 199–221, 2016, [Online]. Available: https://sid.ir/paper/182089/en

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