Building organizational citizenship
Since every organization’s success is built on the participation and good work of its staff, this article advises leaders to view their organization as a country, and frames their primary management challenge as creating “organizational citizenship”, defined as a voluntary consistent commitment to the goals, methods, and ultimate success of the organization. Most leadership strategies are designed to create specific business results; their effectiveness will depend on the creation of a culture of patriotism throughout the organization.
The effect of emotional intelligence and job satisfaction on organizational citizenship behavior
Article history: Received January 5, 2016 Received in revised format April 15, 2016 Accepted June 2, 2016 Available online June 2, 2016 This paper presents an empirical investigation to study the roles of emotional intelligence (EI) and job satisfaction (JS) on employees’ organizational citizenship behavior (OCB). The study is performed among 140 randomly selected employees who worked for an Iranian bank in province of Karaj in 2014. The study uses the questionnaire developed by Organ (1998) [Organ, D. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington, MA: Lexington Books.] to measure organizational citizenship behavior (OCB). To measure emotional intelligence, Cyberia Shrink emotional intelligence quiz is employed. Finally, to measure job satisfaction, a revised version of the questionnaire introduced by Smith et al. (1969) [Smith, P. C. , Kendall, L. M., & Hulin, C. L. (1969). The Measurement of Satisfaction in Work and Retirement. Chicago: Rand McNally.] is implemented. The results of Pearson correlation have indicated that there were some positive and meaningful relationships between EI as well as JS with OCB. In addition, the results of Stepwise regression have indicated that there were some positive and meaningful relationship between all components of EI, JS with OCB. © 2016 Growing Science Ltd. All rights reserved.
Hill country sheep production. I. The influence of age, flock, and year on some components of reproduction rate in Romney and Border Leicester × Romney ewes.
Data from 7,091 straightbred Romney and Border Leicester × Romney ewes grazed at the Whatawhata Hill Country Research Station over the period 1959 to 1967 have been used to obtain estimates of flock and age-of-ewe effects on reproduction rate and its components and of year-to-year variation. The ewes were from six groups: a Romney control (RCR) flock, a Romney flock in which ewes were mated either to Romney (RER) or to Border Leicester rams (REB), and flocks of first-cross (F1), second-cross (F2), and third-cross (F3) Border Leicester × Romney ewes mated to first-cross Border Leicester × Romney rams. The ewes' ages at lambing varied from 2 to 5 years and no selection was practised. The ratio of number of lambs weaned per ewe present at lambing increased from the RCR (0.84) to the F1 (1.07), then declined with interbreeding to the F2 (0.92) and further to the F3 (0.87) ewes. Similar changes were evident for the percentage of ewes lambing, of multiple births, and of lambs surviving to weaning. Over...