El Capital Psicológico Positivo y su Relación con Comportamientos Discrecionales en Trabajadores de Lima, Perú / Positive Psychological Capital and its Relation to Discretional Behaviors of Workers in Lima, Peru / O Capital Psicológico Positivo e a sua Relação com Comportamentos Discricionários em Trabalhadores de Lima, Peru

Resumen Se evaluó la relación existente entre el capital psicológico positivo, las conductas de ciudadanía organizacional y las conductas contraproducentes de trabajo a través de un estudio transversal correlacional. Para esto se contó con una muestra de 137 trabajadores de diversas organizaciones de Lima, con una edad entre los 21 y los 63 años (M=36.51; DE=9.71). Los resultados mostraron relaciones directas entre el capital psicológico y las conductas de ciudadanía organizacional, así como relaciones inversas entre el capital psicológico y las conductas contraproducentes de trabajo. Además, se encontraron diferencias dentro de las variables a nivel de edad y experiencia laboral total. Los resultados aportan evidencia acerca de la importancia del desarrollo del capital psicológico dentro de las organizaciones para la generación de conductas deseables en el entorno de trabajo. Las limitaciones y recomendaciones son incluidas al final del estudio.

Abstract The study evaluated the relation among positive psychological capital, organizational citizenship behaviors, and counterproductive work behaviors, through a cross-section correlational study of a sample of 137 workers aged 21 to 63 (M =36.51; DE =9.71), from different companies in Lima. Results showed direct relations between psychological capital and organizational citizenship behaviors, as well as inverse relations between psychological capital and counterproductive work behaviors. Also, differences were found within the variables of age and total work experience. These findings contribute evidence regarding the importance of the development of psychological capital within organizations, in order to foster desirable behaviors in the workplace. The final section of the study includes limitations and recommendations.

Resumo A relação existente entre o capital psicológico positivo, os comportamentos de cidadania organizacional e os comportamentos de trabalho contraproducentes foi avaliada através de um estudo transversal correlacional. Nesse sentido, contamos com uma amostra de 137 trabalhadores de diversas organizações de Lima, com idade entre 21 e 63 anos (M = 36,51; DE =9,71). Os resultados mostraram relações diretas entre capital psicológico e comportamentos de cidadania organizacional, bem como relações inversas entre capital psicológico e comportamentos de trabalho contraproducentes. Além disso, foram encontradas diferenças dentro das variáveis em nível de idade e experiência total de trabalho. Os resultados fornecem evidências sobre a importância do desenvolvimento do capital psicológico dentro das organizações para a geração de comportamentos desejáveis no ambiente de trabalho. As limitações e recomendações estão incluídas no final do estudo.

Relationships among attitude to death, work engagement and organizational citizenship behaviors in emergency nurses / 中国实用护理杂志

Objective@#To investigate the attitude to death, work engagement and organizational citizenship behaviors (OCB) in emergency nurses, and to analyze the relationships among them.@*Methods@#Two hundred and fifty-one emergency nurses were investigated with Chinese version of Death Attitude Profile-Revised (DAP-R), the Medical Personnels Work Engagement questionnaire and Medical Staffs, Organizational Citizenship Behavior questionnaire.@*Results@#The attitude to death in emergency nurses was relatively positive and the total score of DAP-R was 103.49±14.76.There were significant differences on the score of nursing ages, emergency working years and religious beliefs (F=4.584, 6.159, 5.251, P<0.01). The neutral acceptance to death was positively correlated with the work engagement (r=0.098, P<0.01) , the work engagement was negatively correlated with death avoidance (r=-0.177, P<0.01) .The neutral acceptance to death was positively correlated with the OCB, civic responsibility and responsible behavior (r=0.155, 0.161, 0.202, P<0.05 or 0.01).@*Conclusion@#The attitude to death has significant influence on work engagement and OCB in emergency nurses. Nursing administrators should through establishing an effective strategies to improve the positive attitude to death and OCB level. Ultimately, give full play to the role of the emergency department nurse in terminal care and quality of emergency medical care can be improved.

The relationship among job satisfaction,work engagement and organizational citizenship behavior of nurses / 中华行为医学与脑科学杂志

Objective To explore the relationship among job satisfaction,work engagement and organizational citizenship behavior (OCB) of nurses.MethodsA total of 497 nurses in 5 tertiary level general hospitals in Zhengzhou selected by convenience sampling,were investigated by Minnesota satisfaction questionnaire,nurses' OCB scale and the Utrecht Work Engagement Scale.ResultsThe scores of job satisfaction,work engagement,OCB were (78.63±11.34),(38.31±7.78),(106.33±10.26) respectively.Nurses' job satisfaction was positively correlated with work engagement and OCB(r=0.529,0.481,P<0.01),and work engagement was positively correlated with OCB(r=0.456,P<0.01).The job satisfaction and work engagement had a positive prediction effect on OCB(changed R2=34.8%),and work engagement played a partial moderation effect between job satisfaction and OCB,the mediating effect accounted for 30.77% of the total effect.ConclusionManagers should take measures to improve job satisfaction and work engagement to promote OCB of nurses.

Effects of Nurses' Social Capital and Job Engagement on Nursing Performance: Focused on the Mediating effects of Organizational Citizenship Behavior / 간호행정학회지

PURPOSE: The purpose of this study was to identify the casual relationship between nurses' social capital, job engagement and nursing performance and to verify the goodness of fit between a hypothetical model and actual data in order to suggest the best model. METHODS: This survey was conducted with 250 nurses working in 3 general hospitals in Seoul. Data were collected from June 20 to July 29, 2016 and analyzed using SPSS/WIN 21.0 and AMOS 21.0. RESULTS: Nurses' social capital and job engagement were found to have no direct effect on increasing nursing performance. But, it was found that social capital and job engagement had indirect effects on nursing performance through mediating organizational citizenship behavior. Social capital had direct effects on increasing job engagement and indirect effects on organizational citizenship behavior. CONCLUSION: Results of this study indicate that nurse managers should concentrate efforts on increasing nurses's job engagement and preparing organization to increase social capital in order to improve nursing performance.

Conception and validation of the Behavioral Intentions Scale of Organizational Citizenship (BISOC)

Abstract This study aimed to construct and validate the Behavioral Intentions of Organizational Citizenship Scale (BISOC). Organizational citizenship consists of measures of voluntary behaviors, which are beneficial to organizations and are not explicit in employment contracts. To investigate the psychometric properties of BISOC, we selected 767 employees in different cities from the states of Bahia and Pernambuco (Brazil). The validation procedures adopted, which used techniques from both Classical Test Theory and Item Response Theory, showed that the BISOC has a unidimensional structure. From the initial set of 42 items, 35 items met the validation criteria. By presenting suitable psychometric parameters, BISOC is the first measure of organizational citizenship behaviors developed and validated to assess behavioral intentions. (AU)

The EPA Indonesian Nurse Candidate’s Organizational Citizenship Behavior at Hospitals in Japan / 国際保健医療

<p><b>Objectives</b></p><p>  The purpose of this research is to reveal the organizational citizenship behavior (OCB) of Indonesian nurse candidates at hospitals in Japan.</p><p><b>Methods</b></p><p>  Data were gathered through semi-structured interviews with 13 nurses that worked at hospitals in Japan. The results were analyzed using coded categorization.</p><p><b>Results</b></p><p>  All respondents have OCB in their work place in Japanese hospitals.The research focuses on specific OCB roles and the data was classified into the following 4 categories. (1) nursing care support for other nurses, (2) work place hygiene, (3) preparation for work duties, and (4) maintenance of medical equipment. In addition, in Indonesia the respondents have roles such as “preparation for work duties other than nursing” and “education of other nurses”.</p><p><b>Conclusions</b></p><p>  The paper concludes that Indonesian nurse candidates have the same OCB in their work place as Japanese nurses. However, the scope of their OCB in Japanese hospitals is limited because they cannot work as registered nurses in Japan. The findings suggest that in order to improve and expand the OCB of Indonesian nurses working in Japanese hospitals, it is necessary to not only allow them to work as registered nurses but also to ensure that they continue to work in the same employment conditions as Japanese nurses. </p>

The Effect of Ethical Management and Positive Psychological Capital on Organizational Effectiveness in Hospitals / 보건행정학회지

BACKGROUND: In this study, state-owned medical institutes, industrial accident hospitals, veteran hospitals, and private medical clinics including 16 university medical institutes in the Seoul metropolitan area were selected to examine the causality of ethical management, positive psychological capital, and organizational effectiveness. METHODS: The study analyzed 1,056 valid questionnaires to which a total of 1,325 nurses, medical technicians, doctors, and administrative staff in 34 healthcare organizations answered over two months from June to August 2015. The study also utilized a ‘structural equation model,’ and a ‘hierarchical linear model’ to conduct the analysis. RESULTS: It was first found that ethical leadership, ethical management systems, and organizational ethics values, which are the three factors of ethical management, had significant influence on organizational commitment, and behavior. These are the three factors of employee organizational effectiveness. Second, ethical management, ethical leadership, ethical management systems, and organizational ethics values had significant influence on positive psychological capital. Third, positive psychological capital had significant influence on organizational commitment, turnover intention, and organizational citizenship behavior. Positive psychological capital presented an indirect effect on the relationship between the ethical management and organizational effectiveness of employees. The effect of positive psychological capital consisting of self-efficacy, hope, resilience, and optimism was confirmed in the healthcare organizations. Fourth, in relations among ethical management variables, ethical leadership showed a significant impact on ethical management systems, which had significant impacts on organizational ethics values, which had significant impacts on ethical leadership.

Cooperação, comportamentos proativos ou simplesmente cidadania organizacional? Uma revisão da produção nacional na área / Cooperation, proactive behaviors, or simply organizational citizenship? A review of Brazilian production in the area / Cooperación, conductas proactivas o simplemente ciudadanía organizacional? Una revisión de la producción nacional en el área

O conceito de cidadania organizacional guarda uma história teórica de 37 anos e uma empírica de 31, e sua importância é destacada por pesquisadores e profissionais internacionalmente. Nos anos 2000, aumentaram os números de metanálises internacionais abordando o tema, de artigos revisados por essas metanálises e de estudos de cidadania organizacional como um construto multidimensional. Tendo em vista o histórico e o volume de produção, este artigo buscou revisar a produção de artigos empíricos nacionais em cidadania organizacional de 1996 a 2013. Foram encontrados apenas oito artigos em cinco dos 14 periódicos avaliados das áreas de administração e psicologia. Dos artigos encontrados, 75% ocupou-se do estudo de cidadania organizacional como um construto único composto por cinco dimensões, e foram utilizadas duas diferentes escalas para mensurá-lo. Os resultados da revisão sugerem que o número de publicações brasileiras na área precisa aumentar, assim como o uso de diferentes técnicas de coleta de dados e pesquisas que avaliem a relação entre cidadania organizacional e seus consequentes.

The term Organizational Citizenship holds a theoretical history of 37 years and an empirical history of 31 years. Its importance is highlighted by researchers and professionals internationally. In the decade of 2000, the number of international meta-analyses addressing the issue increased, as well as the number of articles reviewed in these meta-analyses and the study of Organizational Citizenship as a multidimensional construct. Given the history and the volume of international production on the theme, this article sought to review the Brazilian production of empirical articles about Organizational Citizenship from 1996 to 2013. Only eight articles were found in five of the 14 journals on Administration and Psychology evaluated. Three quarters of the articles studied Organizational Citizenship as a single construct composed of five dimensions. In these articles,two different scales were used to measure it. The review results suggest that the number of Brazilian publications in the area needs to increase, as well as the use of different data collection and research techniques to assess the relationship between Organizational Citizenship and its consequents.

La expresión Ciudadanía Organizacional tiene una historia teórica de 37 años y una historia empírica de 31 años y su importancia es destacada por investigadores y profesionales a nivel internacional. En los años 2000, se incrementó el número de meta-análisis que abordan el tema, así como el número de artículos revisados en este tipo de trabajo y el estudio de ciudadanía organizacional como un constructo multidimensional. Teniendo en cuenta la historia y el volumen de la producción internacional sobre el tema, este artículo buscó revisar la producción nacional de artículos empíricos sobre Ciudadanía Organizacional desde 1996 hasta 2013. Sólo ocho artículos fueron encontrados en cinco de las 14 revistas de Administración y Psicología evaluadas.De los artículos encontrados, 75% estudiaron el tema Ciudadanía Organizacional como un único constructo compuesto de cinco dimensiones. En estos artículos, se utilizaron dos escalas diferentes para medirlo. Los resultados de la revisión sugieren que el número de publicaciones brasileñas en el área debe aumentar, así como el uso de diferentes técnicas de colecta de datos y de investigación que evaluen la relación entre la ciudadanía organizacional y sus consecuentes.

The Relationship Between Emotional Intelligence (EI) And Organizational Citizenshp Behaviour (OCB): The Moderating Role Of Islamic Work Ethics (IWE)

Objective: This study intended to investigate the relationship between Emotional Intelligence (EI) and Organizational Citizenship Behaviour (OCB) with moderating role of Islamic Work Ethics (IWE). Methods: A sample of 123 students of Islamabad were surveyed on EI, OCB and IWE and data from this survey were entered into a linear regression model to study the links between these variables. Thirty-four (27.6%), 45 (36.6%), 9 (7.3%), 27 (21.9%) and 8 (6.5%) of the respondents were in the age range of 20 - 25, 25 - 30, 30 - 35, 35 and above, respectively. Furthermore, 7 (5.7%), 23 (18.7%), 43 (34.9%), 31 (25.2%) and 19 (15.4%) had qualifications of Graduate, Masters, MS, PhD and Post Doc, respectively. Eighty-two (66.67%) were male and 41 (33.33%) female. Results: There was a statistically significant linear relation between EI and OCB (Beta = 0.292) whereas IWE also had a notable link with OCB (Beta =0.559). IWE had no significant impact on the relationship between EI and OCB. Conclusion: The interaction effect of EI and IWE did not cause the target sample of the study to exhibit OCB to a significant level.

The relationship between work engagement and organizational citizenship behavior among nurses in tertiary hospitals / 中国实用护理杂志

Objective We tried to explore the relationship between work engagement and organizational citizenship behavior among nurses in tertiary hospitals in order to provide evidence for implementing targeted interventions to promote nurses' organizational citizenship behavior and job performance from a perspective of positive psychology.Methods Totally 511 nurses from four tertiary hospitals of Jinan city were enrolled using multistage sampling.Data were collected with Utrecht Work Engagement Scale (UWES-9) and Chinese Organizational Citizenship Behavior Scale.Data analysis included descriptive analysis,Pearson correlation analysis and stepwise multiple regression analysis.Results The average scores of work engagement and organizational citizenship behavior were (3.82 ± 1.08) and (5.89 ± 0.66),respectively.Work engagement accounted for 25.4％ of the variance in identification with the company,14.6％ of the variance in altruism and 18.7％ of the variance in conscientiousness.Conclusions Work engagement is a significant predictor of organizational citizenship behavior.Nurse managers are suggested to take actions in aspects of professional practice environment,resources allocation and staff training so as to enhance nurses' work engagement and subsequent their organizational citizenship behavior.

The impact of organizational commitment and leader-member exchange on nurses' organizational citizenship behavior / 中国实用护理杂志

Objective The study aimed to explore the relationship between organizational commit ment,leader-member exchange and nurses' organizational citizenship behavior based on an empirical study.Methods A total of 264 nurses recruited from four general hospitals were investigated with the Organizational Commitment Scale,Leader-Member Exchange Scale,and Organizational Citizenship Behavior Scale.Results Affective organizational commitment and leader-member exchange correlated with every factor of organizational citizenship behavior.Both affective organizational commitment and leader-member exchange predicted the variance of identification with organization 0.29,altruism toward colleagues 0.06,interpersonal harmony 0.09,protecting organizational resources 0.12,and conscientiousness 0.28.Conclusions Affective organizational commitment and leader-member exchange had a positive influence on nurses' organizational citizenship behavior,thus,hospital managers should strengthen nurses' affective organizational commitment and leader-member exchange to promote their organizational citizenship behaviors.

Cidadania e cidadania organizacional: Questões teóricas e conceituais que cercam a pesquisa na área / Citizenship and organizational citizenship: Conceptual and theoretical questions concerning the research field / Ciudadanía y ciudadanía organizacional: Cuestiones conceptuales y teóricas sobre el campo de la investigación

A investigação da cidadania e cidadania organizacional é marcada por umagrande complexidade em sua conceitualização. Apesar da polissemia da definição do construto, muitos autores concordam na definição da cidadania organizacional enquanto comportamentos que não fazem parte da definição formal do cargo, podem ou não ser recompensados e são benéficos à organização. Assim, a ideia mais presente nos estudos de cidadaniaorganizacional está ligada aos comportamentos de colaboração dosindivíduos para com outros indivíduos e para com a empresa, porém este conceito não abarca toda complexidade do construto. Este trabalho buscou aaproximação entre o conceito de cidadão organizacional com as perspectivas mais modernas sobre o tema. Apontando, assim, a tendência de modificação do construto à luz das mudanças sociais, políticas e econômicas que colaboram para o desenvolvimento de estudos teóricos e empíricos favorecendo o contínuo repensar de uma definição mais clara sobre a cidadania organizacional...

Citizenship and organizational citizenship investigations are characterized by the great complexity in its conceptualization. Despite the polysemy of the definition of the construct, many authors agree on the definition of organizational citizenship as behaviors that are not part of the formal definition of the job position, may or may not be rewarded, and arebeneficial to the organization, thus, the most common idea in studies oforganizational citizenship behavior is linked to the collaboration of individuals to other individuals and to the company, but this concept does not cover the whole complexity of the construct. Thus, this study aimed the rapprochement between the concept of organizational citizen with modern perspectives on the topic, highlighting the trend of the construct’s modification given social, political and economic changes that contributes to the development of theoretical and empirical studies, promoting the continued rethinking of a clearer definition of organizational citizenship...

La investigación de La ciudadanía y la ciudadanía organizacional se caracterizan por la gran complejidad en su conceptualización. A pesar de lapolisemia de la definición del constructo, muchos autores coinciden en la definición de ciudadanía organizacional como comportamientos que no sonparte de la definición formal del posición laboral, pueden o no ser recompensados, y son beneficiosos para la organización, por lo tanto, la idea más común en los estudios de comportamiento de ciudadanía organizacional está ligada a la colaboración de los individuos ante otras personas y de la empresa, pero este concepto no cubre toda la complejidad de la construcción. Por lo tanto, este estudio tuvo como objetivo el acercamiento. entre el concepto de ciudadano organizacional con perspectivas modernas sobre el tema, destacando la tendencia de la modificación de la construcción dados los cambios sociales, políticos y económicos que contribuyen aldesarrollo de los estudios teóricos y empíricos, promoviendo el repensarcontinuo de una definición más clara de la ciudadanía organizacional...

Justicia organizacional, engagement en el trabajo y comportamientos de ciudadanía organizacional: una combinación ganadora / Organizational Justice, Work Engagement and Organizational Citizenship Behaviors: A Winning Combination

Se han realizado muchos estudios sobre la relación de la justicia organizacional y los comportamientos de ciudadanía organizacional. Sin embargo, todavía existen preguntas sobre los procesos psicológicos que explican esta relación. Este estudio pone a prueba el rol del mediador del engagement en el trabajo, como proceso psicológico que explica la relación entre la justicia organizacional y los comportamientos de ciudadanía organizacional. Una muestra de 144 empleados de múltiples sectores ocupacionales (servicios, ventas, entre otros) de Puerto Rico participó en el estudio. Los resultados de los modelos de ecuaciones estructurales con Partial Least Squares apoyan nuestra hipótesis: el engagement media en su totalidad la relación entre justicia y comportamientos de ciudadanía organizacional. Cuando las personas perciben que son tratadas en el trabajo de forma justa, se fomenta el engagement en el trabajo, lo que a su vez, predice de los comportamientos de ciudadanía organizacional.

Many studies have been conducted about the relationship of organizational justice and organizational citizenship behaviors. However, there still are questions regarding the psychological processes that explain the relationship. This study tests the mediating role of work engagement as a psychological process that explains the relationship between organizational justice and organizational citizenship behaviors. A sample of 144 employees from multiple occupational industries (service, sales, among others) in Puerto Rico participated in this study. The results from structural equation with Partial Least Squares support our hypothesis: work engagement completely mediates the relationship between organizational justice and organizational citizenship behaviors. When employees are treated in a fair way, work engagement is fostered, which in turn, predicts organizational citizenship behaviors.

Comparative Study of Emotional Intelligence, Organizational Citizenship Behavior, Organizational Commitment and Organizational Performance of Clinical Nurses in Korea / 간호행정학회지

PURPOSE: The purpose of this study was to identify the relationships between emotional intelligence, organizational citizenship behavior, organizational commitment and organizational performance of clinical nurses in Korea. METHODS: The participants were 453 nurses, working in three general hospitals in Seoul, and data were collected from December 15, 2012 to February 2, 2013. Data were analyzed using PASW (SPSS ver. 20.0) and SPSS/WIN 19.0 (SPSS INC, Chicago, IL, USA), and AMOS ver. 20.0. RESULTS: The results were as follows: organizational performance is positively influenced by emotional intelligence. Organizational citizenship behavior is positively influenced by emotional intelligence, organizational commitment is positively influenced by organizational citizenship behavior, and organizational performance is positively influenced by organizational commitment. CONCLUSION: The results of this study demonstrate and help in understanding the relationship between the research concepts and the direction of nursing organizations. We recommend that various educational programs should be developed to improve clinical nurses' emotional intelligence.

The Influential Factors Related to Organizational Citizenship Behavior of Nurses: With Focus on Authentic Leadership and Organizational Justice / 간호행정학회지

PURPOSE: This study was done to determine the influential factors related to organizational citizenship behavior of nurses with a focus on authentic leadership and organizational justice. METHODS: The study participants were 186 nurses who work at K University Hospitals in Seoul and Gyeonggi province. Data were collected in September and October, 2013. A structured questionnaire was used for data collection and data were analyzed using the SPSS/Window program. RESULTS: The factor most influential for organizational citizenship behavior was authentic leadership (beta=.371, p<.001), followed by organizational justice (beta=.221, p=.005), and marital status (beta=.142, p=.023). These factors accounted for 30.7% of the variance in organizational citizenship behavior. CONCLUSION: In order to enhance organizational citizenship behavior of nurses, strategies for human resource management, which improve the perception of head nurses' authentic leadership and organizational justice, are required.

Work Engagement as Mediator between Perceived Participation, Supervisor Support and Altruistic Behaviors: Empirical Results from the Italian Social Enterprise Sector / Compromiso con el trabajo como mediador entre participación percibida, aporte de supervisor y comportamientos altruistas: resultados empíricos desde el sector italiano de empresas sociales

This research note presents an empirical study conducted in a number of social cooperatives (SCoops). Democratic governance has been identified as a defining aspect of this kind of social enterprise. Using the work and organizational psychology approach, the authors studied the effects of democratic governance and supervisor support on workers' engagement and organizational citizenship behaviors. The convenience sample technique was used for gathering the data. Data was collected with a self-administered questionnaire. The sample consisted of258 participants from three different Scoops situated in northern Italy. Statistical analysis results suggest that worker's perceived participation and supervisor support enhance work engagement, and subsequently, altruistic behaviors. Finally, the authors comment on the limitations of the study giving methodological suggestions for future empirical research.

El presente artículo presenta una investigación realizada con la colaboración de varias cooperativas sociales (SCoops). El gobierno democrático es una de las principales características de este tipo de empresa social. A partir de la perspectiva de la psicología del trabajo y de las organizaciones (WOP), se estudiaron los efectos del gobierno democrático y del apoyo del superior sobre el compromiso hacia el trabajo y los comportamientos organizacionales de ciudadanía de los empleados. Se realizó un muestreo por conveniencia. Los datos fueron recogidos a través de un cuestionario autoadministrado. La muestra comprendió 258 empleados de tres SCoops situadas en el norte de Italia. Los análisis estadísticos realizados indican que la participación en la toma de decisiones y el apoyo del superior percibidos por los empleados, tienen una influencia positiva sobre su compromiso hacia el trabajo y sobre sus comportamientos altruistas. Por último, se presentan algunas sugerencias de carácter metodológico para la futura investigación.

Effects of Hospital Nurses' Perceived Organizational Support on Job Involvement and Organizational Citizenship Behavior / 간호행정학회지

PURPOSE: This descriptive study was done to identify effects of perceived organizational support (POS) on job involvement and organizational citizenship behavior (OCB) in hospital nurses. METHODS: Data were collected from Oct. 1 to Nov. 15, 2011. Participants in this study were 324 nurses working in 6 general hospitals in S, K, and C cities. Data were analyzed using descriptive statistics, t-test, ANOVA, Scheffe test, Pearson correlation coefficients, and multiple regression. RESULTS: POS was positively correlated with job involvement, and OCB (altruism, conscientiousness, courtesy, sportsmanship and civic virtue). Factors influencing job involvement were POS and marital status, which accounted for 15.7% of the variance, marital status influenced altruism, which accounted for 4% of the variance, POS influenced conscientiousness, which accounted for 10% of the variance, religion and marital status influenced courtesy, which accounted for 6.5% of the variance, age influenced sportsmanship, which accounted for 7.9% of the variance, and POS and clinical career influenced civic virtue, which accounted for 23.1% of the variance. Job involvement mediated on the relation between perceived organizational support and organizational citizenship behavior. CONCLUSION: The results of the study indicate that hospital administrators should explore ways of improve POS for better job involvement, conscientiousness, and civic virtue.

Study for Professionalism, Organizational Citizenship Behavior, Psychological Ownership of Nurse Officers / 간호행정학회지

PURPOSE: The purpose of this study was to investigate differences in professionalism, organizational citizenship behavior and psychological ownership between nurses and nurse officers. METHODS: A cross-sectional survey was conducted with 1017 hospital nurses and military nurse officers. The instruments used were the Korean Version of Hall's Professionalism Inventory' modified by Baek (2007), Organizational Citizenship Behavior Qquestionnaire(OCBQ) modified by Lee (2006), and the Psychological Ownership Inventory' developed by Van Dyne and Pierce (2004). RESULTS: The average score for military nurse officers professionalism was 3.15, for organizational citizenship behavior, was 3.43 and for psychological ownership, 3.64. These scores were higher than the scores for hospital nurses. There were significant positive correlations between the variables(r=.47~.581, p<.001). CONCLUSION: The results of this study indicate an affirmable outcome and that the significant variables affected levels of Professionalism, Organizational citizenship behavior, and Psychological ownership. So in order to improve the level of variables, there is a need to consider strategies related to organization, work environment and conceptualization as related to the variables.

Organizational Personality Type and Citizenship Behaviors Perceived by Public Health Center Workers in Chonnam Province, Korea / 農村醫學 地域保健

OBJECTIVES: The purpose of this study was to assess organizational citizenship behaviors (OCBs) and organizational personality types (OPT) perceived by public health center workers and to analyze differences in perceptions according to organizational characteristics. METHODS: The subjects of this study were workers at 12 of the 22 public health centers in Chonnam Province, South Korea. To measure organizational characteristics, we employed the OPT Index and OCBs Index. Data were collected for one month, from 15 September to 14 October 2009. Data for 422 workers were used in the final analysis. Descriptive statistics and t tests were performed as appropriate, utilizing SPSS/WIN 14. RESULTS: Among 16 types of OPT, ESTJ, ISTJ and ESTP were the most prevalent for the 12 public health centers. The average weight of OCBs was 4.77, and courtesy and civic virtue held the first and the second ranks among OCBs, respectively. Statistically significant differences between types of OPT were detected, in that T type was gender (p=.007) while J type was age (p=.010), education (p=.043) and career (p=.000). Statistically significant differences between OCBs were found in age, education and career. CONCLUSION: Public health centers should have programs to innovate OPT and to improve OCB. The development of such programs should consider characteristics of public health center workers such as age, gender, education and career.

Identificaciones múltiples y ciudadanía en el trabajo: mediación de las fuentes de apoyo social / Multiple identifications and citizenship at work: mediation of social support

Este estudio examina las relaciones entre la identificación con la organización, el grupo y la carrera con las conductas de ciudadanía orientadas a la organización, al grupo y a la profesión. Además, este trabajo analiza el papel mediador del apoyo social percibido desde diferentes fuentes -organizacional y grupal- en las relaciones entre la identificación y las conductas de ciudadanía. Los modelos de ecuaciones estructurales, realizados sobre una muestra de 435 trabajadores españoles que pertenecían a 87 grupos de trabajo, muestran que la identificación con la organización, con el grupo y con la carrera son dimensiones diferentes, aunque positivamente relacionadas, y que predicen las conductas de ciudadanía orientadas a los tres focos. Asimismo, los resultados indican que el apoyo organizacional percibido media parcialmente las relaciones entre la identificación organizacional y las conductas de ciudadanía orientadas a la organización, mientras que el apoyo grupal percibido media parcialmente las relaciones entre la identificación grupal y las conductas de ciudadanía orientadas al grupo. Estos resultados confirman y expanden los hallazgos previos sobre identificación y conductas de ciudadanía.

This paper examines the relationships between organizational, group, and career identification with organizational, group, and career citizenship behavior. In addition, this study analyzes the mediator role of perceived social support from different sources -organizational and group- on identification and citizenship behavior. Using a sample of 435 Spanish workers, nested into 87 work groups, we found full support for our hypotheses. Structural Equation Modeling (SEM) showed that organizational, group, and career identification are different but related dimensions, and predictors of the three citizenship behavior foci. Results also showed that the effect of organizational identification on organizational citizenship behavior is partially mediated by perceived organizational support partially, while perceived group support partially mediates the relationship between group identification and group citizenship behavior. These results confirm and extend previous research on identification and citizenship behavior.