Relationship between human resource diversity management practices, diversity receptiveness and organizational citizenship behavior / Ahmad Nizan Mat Noor

Organizations today constantly have to discover new ways to be successful and respond to challenges. The employments of workforces who are motivated and willing to exhibit extra role behaviors are important for the survival of the organization. For hotel industry, operational employees must demonstrate such voluntary behaviors in delivering quality services to customers. However, it is becoming more difficult if this type of hotel employees resist exhibiting extra role behaviors or doing something that is beyond the requirement. Therefore, what motivates employees to engage in or exhibit citizenship behaviors has been one of the mainly critical issues faced by hoteliers. While potential factors that could encourage employees’ positive attitudes and behaviors considered being the primary focus of interest to practitioners and academia, perceived justice from the fair treatment they have received from the organization is argued to be a strong motivational indicator for such behavior

Burnout and Workplace Deviant Behavior

There are main assumptions that burnout syndrome can lead to workplace deviant behavior and negatively effect the organization seriously. Generally, the purpose of the study was to discover the relationship between burnout and workplace deviant behavior among academic staffs in UiTM Perlis. This study also discovers the differences between demographic factors with burnout and workplace deviant behavior. This study aims to assess the burnout level by using Maslach Burnout Inventory-Educator Survey scale (MBI-ES; Maslach, Jackson, and Schwab (1986), and workplace deviant behavior by using Deviant Behavior scale (Lewis, and Bradfield, 1999). 169 questionnaires were distributed to 169 participants by using simple random sampling. Based on the objectives, seven hypotheses were developed and tested using Pearson Correlation, t-Test, and ANOVA. The result from hypotheses testing shown that there are negative relationship between burnout and workplace deviant behavior and shown that burnout are not having significant contribution to predict workplace deviant behavior. Furthermore, certain demographic factors also were not found to have any significant difference or relation to burnout and workplace deviant behavior

Relationship between human resource diversity management practices, diversity receptiveness and organizational citizenship behavior / Ahmad Nizan Mat Noor

Organizations today constantly have to discover new ways to be successful and respond to challenges. The employments of work forces who are motivated and willing to exhibit extra role behaviors are important for the survival of the organization. For hotel industry, operational employees must demonstrate such voluntary behaviors in delivering quality services to customers. However, it is becoming more difficult if this type of hotel employees resist exhibiting extra role behaviors or doing something that is beyond the requirement. Therefore, what motivates employees to engage in or exhibit citizenship behaviors has been one of the mainly critical issues faced by hoteliers. While potential factors that could encourage employees' positive attitudes and behaviors considered being the primary focus of interest to practitioners and academia, perceived justice from the fair treatment they have received from the organization is argued to be a strong motivational indicator for such behavior. Based on social exchange theory, cognitive consistency theory and beliefs attitudes-behavioral intentions model, this study proposed a framework connecting human resource diversity management practices, diversity receptiveness and organizational citizenship behavior. A total of 430 operational employees from large (5-star rated hotels) and medium-sized (3 and 4-star rated hotels) hotels, representing a response rate of 42.2%, participated in this study. Self-administered survey questionnaires were utilized in this study. Hierarchical multiple regression analyses were used to test the hypotheses posited in this study. The regression results indicated that: (1) HRDM practices had a significant positive relationship with OCB (OCBl and OCBO), (2) HRDM practices were significantly related to diversity receptiveness, (3) diversity receptiveness were positively related to OCB (OCBl and OCBO) and (4) diversity receptiveness were found to mediate the relationship between HRDM practices and OCB (OCBl and OCBO). Theoretical and practical implications of the study as well as suggestions for future research were discussed

Job burnout and work values as antecedents of organizational citizenship behaviours / Shaiful Annuar Khalid et al.

This study is conducted to examine the relationship between dimensions of job burnout, work values and organizational citizenship behaviour (OCB). Dimensions of burnout include cynicism, emotional exhaustion and reduced professional efficacy whereas work values consist of intrinsic work values and extrinsic work values. Two forms of OCBs tested are organizational citizenship behaviour directed at individual (OCBI) and organizational citizenship behaviour directed at organization (OCBO). The sample of this study includes 101 employees from several work divisions and levels of a Malaysian Multinational Corporation. It was found that dimensions of work values and burnout are significant factors to consider for enhancing OCBO. Specifically, the finding of this study demonstrates that intrinsic work values, extrinsic work values, emotional exhaustion and reduced professional efficacy are significant predictors of OCBO. However, only reduced professional efficacy significantly related with OCBI, whereas cynicism was not related with both types of OCB