The purpose of this study was to comparison of Organisational Citizenship Behaviours (OCBs) and Counterproductive Work Behaviours (CWBs) among Iranian and Malaysian automotive workers. One thousand and fifty eight subjects from production line workers were selected via random selection in Iran and Malaysia participated in this study. This research is a causal-comparative study and a set of questionnaires consisting of OCB questions developed by Lee and Allen (2002) and CWB questions by Fox and Spector (2002) were translated into Persian and Malay languages and administered after validation along with to measure the reliability. By applying independent sample t test after F-Levine’s Test for Equality of Variances, results indicated that the level of Organisational Citizenship Behaviours (OCBs), related dimensions - Interpersonal Citizenship Behaviours (OCB-I) and Organizational Citizenship Behaviours (OCB-O), and Counterproductive Work Behaviours (CWBs), related dimensions- persons or individual target (CWB-I) and organisational target (CWB-O) were higher in Iranian than in Malaysian (p<0.01). Thus, this study shows that Iranians and Malaysians as different nationals have some differences because of cultural differentiation. Based on these results, it was concluded that, the level of intention to OCBs and CWBs were different among Iranian and Malaysian. With this cross cultural finding, this study hopes to help practitioners and scientists in the field of Industrial and Organisational psychology.

The purpose of the present study was to examine the relationships between principals’ transformational leadership style and teachers’ organizational citizenship behaviors in Bushehr-Iran. The participants of the study were 235 teachers who were working at Bushehr education department that were selected using multi-stage random sampling. The instruments which used in this study were Multifactor Leadership Questionnaire (MLQ) (Bass and Avolio, 1995) and teachers’ organizational citizenship behaviors questionnaires developed by Somech and Drach-Zahavy (2000). In this research we used the Pearson correlation and stepwise regression analyses. The results show that the range of positive correlation coefficients between subscales of transformational leadership (idealized influence, inspirational motivation, intellectual stimulation, individualized consideration), and the three components of the construct of the teachers’ organizational citizenship behaviors (OCBs) (teachers’ OCBs toward the school, teachers’ OCBs toward the team, and teachers’ OCBs toward the students) are from.13 to.28 which are significant at p<.01 and p<.05. In addition, the results of the stepwise regression technique showed that the individualized consideration had the most significant correlations with the teachers’ OCBs, teachers’ OCBs toward the students, and teachers’ OCBs toward the school. Furthermore, idealized influence, had the most significant relationship with teachers’ OCBs toward the team.

Background: Regarding the increasing global competition and uncertainty in today's world, employee dynamism is becoming an essential requirement for new organizations. The aim of this study is to evaluate the role of ethical leadership and proactive personality on organizational citizenship behaviors (OCBs) by mediating role of employees' emotions. Method: The research method is descriptive-correlation study. The statistical population of the study includes the staff of Kermanshah Petrochemical Urea and Ammonia Company with 470 people, and in the sampling process using Morgan table, a sample of 212 people were selected. The sampling method in this study is a stratified random sampling. For collecting data, five standard questionnaires of ethical leadership, proactive personality, positive emotions, negative emotions and OCBs were used. Data were analyzed through SPSS and Smart PLS2 software. Results: The results of the research showed that the correlation between ethical leadership with OCBs and positive emotions were meaningful and positive and the correlation between ethical leadership and negative emotions is significantly negative. The relationship between proactive personality with OCBs and positive emotions is not meaningful. Conclusion: Ethical leadership also affects employees' emotions. Through emotions, ethical leadership affects OCBs. Employees' proactive personality does not affect OCBs through positive emotions, while this proactive personality influences OCBs through negative emotions.

Organizations require a variety of resources to achieve a competitive edge and long-term survival. Among these resources, intangible assets such as intellectual capital, social capital, and psychological capital play a crucial role in enhancing organizational performance. Despite numerous studies examining the impact of intangible assets on organizational citizenship behaviors (OCBs), there are still ambiguities and gaps in this area. Aims: This study aimed to investigate the influence of intellectual capital, social capital, and psychological capital on OCBs with perception management as a mediator. Methods: This descriptive study employed a correlational and structural equation modeling approach. The statistical population comprised all employees of a company (n = 400) in fiscal year 1399 (2020-2021). The sample size was determined using G*Power's formula (n = 376), and 385 participants were selected. After accounting for attrition, 378 questionnaires were analyzed. The research instruments included questionnaires on intellectual capital (Bontis, 1998), social capital (Nahapiet & Ghoshal, 1998), psychological capital (Luthans et al., 2007), perception management (Bolino & Turnley, 1999), and OCBs (Organ & Konovsky, 1996). Data analysis was conducted using structural equation modeling (SEM) and descriptive statistics in SPSS version 26 and Amos version 24. Results: The results indicated that perception management partially mediates the impact of intellectual capital and psychological capital on OCBs (p > 0. 05). Intellectual capital, social capital, and psychological capital all exert a significant influence on OCBs. Additionally, perception management significantly impacts OCBs. However, social capital did not influence perception management, and mediation by perception management in the relationship between intellectual capital and OCBs was not supported (p < 0. 05). Conclusion: Given the mediating role of perception management in the relationship between intellectual, social, and psychological capital and OCBs, it is recommended to enhance OCBs by developing positive perception management skills and fostering intellectual, social, and psychological capital within the organization.

Organizations will to own employees doing extra-role behaviors voluntarily ‎in order to improve organizational performance. OB researchers are trying ‎for more than 20 years to identify predictors of these kinds of behaviors, ‎which are called organizational citizenship behaviors (OCBs). One of these ‎predictors is organizational politics perceptions. Although-based on some ‎research results-there is a meaningful negative relationship between ‎organizational politics perceptions and OCBs, workplace spirituality’s ‎potential to reduce negative outcomes of organizational politics perceptions, ‎from one hand, and it’s capability to enhance OCBs, on the other, lead us to ‎study the moderating role of this variable in the relationship between OPPs ‎and OCBs. Hence, this paper is aimed to examine the mediating role of ‎workplace spirituality in relationship between organizational politics ‎perceptions and citizenship behaviors. The results uncovered that the ‎workplace spirituality meaningfully moderates OPPs-OCBs negative ‎relationship. ‎

Although the research on organizational citizenship behaviors (OCBs) has increased dramatically in diverse fields during the past decade, little is known about the OCBs in the information systems area. The purpose of this study was to explore the effect of OCBs on information systems success. In order to perform empirical analyses, measurements on the OCBs constructs based on the five dimensions of organizational citizenship behavior: altruism, conscientiousness, courtesy, civic virtue, and sportsmanship were developed, and the research model including the relationships between the OCBs constructs and information systems success variables of information quality, work efficiency, and IT innovation was proposed and empirically analyzed using structural equation modeling. Data collection instrument is questionnaire. Sampling method is available method. The results of structural equations modeling confirm model fitness in studied population. The contribution of this study is to provide strategic insights for successfully managing information systems by identifying the effects of organizational citizenship behaviors in information systems context.

Improvement of human resources performance for achieving goals of the organization, is one of the most important subjects in all organizations. Therefore it's necessary schematization of plans and solutions for decreasing strain and increasing satisfaction and then Organizational Citizenship Behaviors, One of the most important of the activities is recognition of the effective variables on the OCBs for its preservation, increasing and reinforcement. This meta-analytical study wants to uphold and support the negative relation between strains & OCBs, and it has recognized the moderator variables (the characteristics of the research participants) that have been affected this relationship. Statistic society is the hole of the studies that have investigated the relationship between strains and OCBs, total studies are 169 with 845 effect sizes. Meta-analytic results revealed a negative relationship between strains and OCBs (p=-.21). Furthermore, this relationship is moderated by the characteristics of the research participants: the kind of gender, the number of year (tenure), the quantity of the income (or salary), and the kind of religion.

Although the research on organizational citizenship behaviors (OCBs) has increased dramatically in diverse fields during the past decade, little is known about the OCBs in the marketing area. This study had been performed to examine the influence of organizational citizenship behaviors on brand image in the Hotel Industry because of create the positive brand image in the mind of the customers as a result of develop the hotel's service quality by means of improve specific aspects of the staff behaviors. In this survey Organs’ dimensions of OCBs were used for assessing the dimensions of OCBs in the hotels and dimensions were offered by Aaker & Blanco were used for assessing the brand image in the mind of the customers.In order to performing this survey, two sample of staff and customers were selected.Samples size were 120 customers and 48 staff. The research used cluster method of sampling and its technique of data gathering is questionnaire. On-way analysis of variance (ANOVA) and Descriptive methods were used to compare the impacts of OCB dimensions on brand image in the Qom Hotels. Results show that, dimensions of organizational citizenship behaviors are influence on brand image in the mind of the customers and all hypotheses confirmed.