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Register a new userA Study to specific Factors of Organizational Citizenship Behavior Among Workers Of Syrian Arab Red Crescent - Damascus Rural Branch
دراسة العوامل المحددة لسلوك المواطنة التنظيمية لدى العاملين في منظمة الهلال الأحمر العربي السوري- فرع ريف دمشق
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Syrian Virtual University رسالة ماجستير
Publication date
2017
and research's language is
العربية
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Shamra Editor
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تهدف هذه الدراسة إلى دراسة العوامل المحددة لسلوك المواطنة التنظيمية لدى العاملين في منظمة الهلال الأحمر العربي السوري- فرع ريف دمشق, كما تهدف إلى التعرف على سلوك المواطنة التنظيمية بشكل عام بالإضافة إلى تعزيز سلوك المواطنة التنظيمية من خلال الوقوف عند أهم العوامل المحددة.
No English abstract
References used
Borman, Walter C., Penner, Louis A., Allen, Tammy D. and Motowidlo, Stephan J. (March- June 2001), Personality Predictors of Citizenship Performance, International Journal of Selection and Assessment, Vol. 9,No. 1-2, pp. 52-69
Bowler, Wm. Matthew,(2006),'' Organizational Goals Versus the Dominant Coalition: A Critical View of the Value of Organizational Citizenship Behavior", Institute of Behavioral and Applied Management , PP.258- 273
Buono, A Lewis (1986) When Cultures Collide: The Anatomy of Merger, Human Relations, vol (38) pp, 478-500. Chou, S. Y., and Pearson, J. (2011) A Demographic Study of Information
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This study aimed to identify the effect of Transformational Leadership Style on
Organizational Citizenship Behavior (OCB), of the Employees in Syrian commercial bank
in Damascus. This study has been testing hypotheses from the viewpoint of employee
s in
the Commercial Bank of Syria.
To achieve the objectives of this study, were prepared a questionnaire, in order to
collect primary data from the research sample, and after ascertaining the validity of the
study tools and internal consistency of the words of the variables, were tested the
hypotheses, using the SPSS program.
This study concluded by a number of results:
A weak positive impact of Transformational leadership style on the organizational
citizenship behavior.
A weak positive impact of (Leader Personality) on the organizational citizenship
behavior.
A very weak positive impact of (Inspirational Motivation) on the organizational
citizenship behavior.
A very weak positive impact of (The privacy of relationship between leader and
employee) on the organizational citizenship behavior.
This study investigate the relationship between quality of work
life and organizational citizenship behavior among workers at
Damascus University, the study aims to identify impact of quality of
working life on the organizational citizenship behav
ior following
dimensions (altruism, sportsmanship, civic virtue, courtesy,
Conscientiousness) among workers at University of Damascus , the
most important results indicate that there is a significant moral effect
of quality of work life on behaviors (altruism, sportsmanship, civic
virtue, courtesy, Conscientiousness) among workers at University of
Damascus.
The study aimed to identify the nature of the relationship between
the psychosomatic disorders and their relationship to psychological
security in a sample of adolescents who visited the Syrian Arab Red
Crescent clinics in Damascus Governorate, an
d also to identify the
differences between the average scores of the sample on the scales
of psychosomatic disorders and psychological security according to
gender variable.
The study aimed to reveal the nature of the correlation between the five
big factors of personality and job performance, identifying the most
influential personality factors in job performance, identifying the
significance of the differences in th
e five big factors of personality and
career performance depending on gender variations, educational
qualification, and occupational age. The sample consisted of 195 workers
working in the governmental and official departments in Damascus
countryside
Governorate depending on the descriptive approach and using the five
big factors of personality for Costa & McCrae (1992), Melhem
Arabization (2009), and the job performance scale prepared by the
researcher. Their validity and reliability were verified by using the
appropriate scientific and statistical methods.
The most important results:
The correlation between: neuroticism, extroversion, openness to
experience, kindness, conscience awakening and functionality -0.319,
0.515, 0.427, 0.493, 0.512, respectively and are indicative of 0.01.
The results of multiple regression analysis showed that diastolic,
neurotic, and conscientiousness contribute to job performance.
There is a correlation between years of experience, the five Big factors
of personality and job performance.
There are no differences according to the educational qualification on
the scale of the five big factors of personality and on the scale of job
performance.
The research aims to identify the role of organizational culture in reducing resistance to
change of the employees through a study of the relationship between the dimensions of the
organizational culture, and the reasons of resistance change by emp
loyees working in Lattakia City
Council. To achieve the objectives of the research, a questionnaire was designed and distributed to
(343) employees in Lattakia City Council, (315) questionnaire were complete and valid for
statistical analysis, with a response rate of (91.84%). Relying on multiple regression, the following
results were reached:
1. There is a strong inverse relationship which is statistically significant between the
elements after the containment and interdependence of (empowerment, staff development,
teamwork and participation), and a reeducation of the resistance of workers to change, wherever
after containment and coherence elements are available, there is a decline in the causes resistance
of workers to change.
2. There is strong inverse relationship that is statistically significant between the elements
after the consistency and uniformity of working (core values, agreement, coordination and
integration), and a reduction of resistance workers to change, i.e. when elements after consistency
and homogeneity are availed, they lead to a decline in the causes of workers resistance to change.
3. There is strong inverse relationship which is statistically significant between the elements
of the human aspects (respect and appreciation, justice, encouragement achievement, and social
welfare), and the reeducation of workers resistance to change, i.e., whenever there are elements of
the human aspects, there is a decline of the causes of workers resistance to change.
4. There is strong inverse relationship which is statistically significant between the elements
after the organizational climate of (administrative practices, rewards, communications, and
surveillance system), and the reduction of workers resistance to change, i.e., wherever after the
organizational climate elements are available, there is a decline in the causes of workers resistance
to change.
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