Organizational Citizenship Behaviors and Anti-Service Based on Occupational Emotions and Organizational Culture, Justice and Organizational Commitment of Chaharmahal & Bakhtiari Province Telecommunication Employees
Farhad Mehdipour Dehkordi
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Islamic Azad University, Shahrekord Branch, Faculty of Literature
Abstract
This research was carried out with the aim of investigating the relationship between organizational culture and organizational citizenship behaviors and anti-service by mediating organizational justice, job affects and organizational commitment of Chaharmahal and Bakhtiari telecommunication staffs. The statistical population of the study consisted of all permanent and non-permanent employees of the Chaharmahal va Bakhtiari district in spring of 1396. 284 people were selected by stratified random sampling and research questionnaires were organizational culture questionnaire (Hofstede, 1991), organizational justice (Nijof and Horman, 1993), organizational commitment (Alan and Meyer, 1990), occupational emotions (Fox & Spector, 1999), organizational citizenship behaviors (Podosekoff et al., 2000) and anti-service behaviors (Jalali, 1392). Data were analyzed through structural equation modeling and mediation regression. Fit fit indices indicate that the model is desirable (P = 0.58). An agreed organizational culture has explained 19% of the variation of procedural justice and 23% of the organizational commitment variance. An agreed organizational culture, procedural justice, and organizational commitment on each other, explained 28 percent of the variance of positive occupational emotions. Consensus culture, procedural justice, organizational commitment, and positive occupational affections on each other explained 34 percent of the variance of organizational citizenship behaviors and 21 percent of the probability of anti-personnel behaviors. In addition, it was found that organizational justice practices identified the role of a certain mediator variable between consensus organizational culture and organizational commitment, organizational commitment The role of a particular mediator variable between consensus organizational culture and positive occupational affects Positive affective affects The role of a complete mediator variable between organizational justice Procedures And organizational citizenship behaviors.
KeyWords: Organizational Culture, Organizational Justice, Job Emotions, Organizational Commitment, Organizational Citizenship Behaviors and Anti-Service behaviors.
