چکیده:
In recent years, organizational citizenship behavior, as extra-role behaviors of employees, has received significant attention due to its substantial effects on organizational effectiveness and success. On the other hand, organizational identity is one of the important factors that can play a role in improving the organizational citizenship behaviors of employees. In the present research, an attempt was made to examine the status of organizational identity in two universities and its relationship with organizational citizenship behavior. The research was conducted using the correlational method. The study population in this research included official, contractual, and temporary employees of Razavi University of Islamic Sciences and Khayyam University in the academic year 2010-2011, whose numbers were 75 and 50 respectively. These individuals were selected using the census method. To collect information, two questionnaires were used: the Cheney (1982) organizational identity questionnaire and the Podsakoff et al. (2000) organizational citizenship behavior questionnaire. The reliability and validity of the organizational identity questionnaire were confirmed using Cronbach's alpha coefficient and the opinions of professors and researchers in the fields of management and sociology. The reliability of the organizational citizenship behavior questionnaire was also confirmed using the Cronbach's alpha method and construct validity. The findings showed that there is a significant relationship between organizational citizenship behavior and organizational identity. Additionally, the scores of these two variables in the universities were at a high level; the average score of Razavi University of Islamic Sciences in both organizational identity and organizational citizenship behavior variables was higher than the non-governmental Khayyam University; furthermore, the results of the regression analysis showed that 40 percent of the changes in organizational citizenship behavior can be explained through the organizational identity of the employees of the two universities.
خلاصه ماشینی:
In the present research, an attempt was made to investigate the status of organizational identity in two universities and their relationship with organizational citizenship behavior.
Additionally, the scores of these two variables in the universities were at a high level; the average score of Imam Reza University of Islamic Sciences in both organizational identity and organizational citizenship behavior variables was higher than that of the non-governmental Khayyam University; furthermore, the results of regression analysis showed that 40 percent of the changes in organizational citizenship behavior can be explained through the organizational identity of the employees of the two universities.
This type of identity is considered a subset of social identity, in which individuals are identified based on membership or belonging to a specific organization (Albert and 1 organizational citizenship behavior (OCB) 2 Sahertian 3 Raub 4Vigoda 5 organizational identity Dutton, Goia, Schultz, Corley; 1985, Albert; Gioia, Schultz and Corley, 2000; Hatch and Schultz 1997, as cited in Pinn, 2007).
Given that increasing effectiveness is one of the constant concerns of managers in public organizations, including educational organizations and universities, identifying the status of organizational identity and organizational citizenship behavior, the grounds for their establishment, and the relationship between these two key variables can be an effective and useful step in this direction.
Regarding the testing of the research hypothesis, the results of the regression analysis of organizational identity and organizational citizenship behavior of the two universities are shown in the table below.
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