چکیده:
Purpose: The aim of the current study was to explain the impact of organizational citizenship behavior on organizational agility Customs staff of Zahedan city, the present study in terms of purpose is functional and in terms of collection method of data is descriptive survey based on correlation method. Materials & Methods: The statistical societies of this study are all employees of Zahedan customs surveillance area in 1395 that the number of them is 200 people. 131 people were selected as sample to determine the sample size using Morgan table, sampling method is simple random method. Padsakf Citizenship Behavior Questionnaire (2000) and organizational agility questionnaire of Sharif and Zhang (2008) was used to collect data to test hypotheses. Findings: Results of step by step regression shows that, work ethic, courtesy and chivalry as the component of organizational citizenship can significantly predict organizational agility. Work ethic explains higher prediction for organizational agility. After that Courtesy and chivalry had the higher prediction respectively. Discussion: improving organizational citizenship through work ethic of organization’s personnel can strengthen the organizations goal and agility. At the second level courtesy and chivalry can be considered on the part of managers for achieving more agility in organizations
Received date: 11 September, 2016
Review date: 12 October 2016
Accepted date:13 November 2016
Printed on line: 5 January
Purpose: The aim of the current study was to explain the impact of organizational citizenship behavior on organizational agility Customs staff of Zahedan city, the present study in terms of purpose is functional and in terms of collection method of data is descriptive survey based on correlation method. Materials & Methods: The statistical societies of this study are all employees of Zahedan customs surveillance area in 1395 that the number of them is 200 people. 131 people were selected as sample to determine the sample size using Morgan table, sampling method is simple random method. Padsakf Citizenship Behavior Questionnaire (2000) and organizational agility questionnaire of Sharif and Zhang (2008) was used to collect data to test hypotheses. Findings: Results of step by step regression shows that, work ethic, courtesy and chivalry as the component of organizational citizenship can significantly predict organizational agility. Work ethic explains higher prediction for organizational agility. After that Courtesy and chivalry had the higher prediction respectively. Discussion: improving organizational citizenship through work ethic of organization’s personnel can strengthen the organizations goal and agility. At the second level courtesy and chivalry can be considered on the part of managers for achieving more agility in organizations.
خلاصه ماشینی:
Scientific different theories are driven from field studies in public and private organizations and units, indicates the importance of treating citizens as a crucial factor in improving individual and organizational performance.
According to conducted studies, organizational citizenship behavior increases management and organizational efficiency through strengthen team work spirit, cohesion and solidarity in the organization, increases the stability of organizational performance, increase organization compliance with environmental changes and ultimately improve the quality of services, (Padsakf and McKenzie, 1997).
Altruism and courtesy are actions aimed at other employees and thus fall under the umbrella of OCBIs. Conscientiousness, civic virtue, and sportsmanship are behaviors intended for the benefit of the organization and can subsequently be considered OCBOs. Multiple studies and meta-analyses have been conducted to look at the relationship between OCBs and organizational performance and success.
In customs organization of Zahedan often due to high formalization and complex legal procedures, people act weekly in the incidence of citizenship behaviors and haven’t high agility in organizational activities and it seems that against the statements of Morrison (1994) that in the OCB and its components (altruism, work ethic, sportsmanship, courtesy and civic virtue), employees should define the scope of their job responsibilities, considered limited tasks for themselves which will have losses for clients and organizations in short-term and long-term.
Finally, with regard to discussions and intellectual curiosity, main research question is as follows: Is citizenship behavior and its components (generosity, altruism, conscientiousness, social courtesy and politeness) impact on organizational agility of Zahedan Customs staff?