THE BEHAVIOR OF ORGANIZATIONAL CITIZENSHIP ON WORK PERFORMANCE OF ACADEMIC STAFF AT TUNKU ABDUL RAHMAN UNIVERSITY (UTAR). Therefore, the purpose of this research is to investigate the effects of employee engagement, self-efficacy, self-esteem and organizational citizenship behavior on the work performance of academic staff at Universiti Tunku Abdul Rahman (UTAR) during the Covid-19 pandemic.
RESEARCH OVERVIEW
- Introduction
- Research Background
- Problem Statement
- Research Objective
- General Objective
- Specific Objectives
- Research Question
- General Question
- Specific Questions
- Hypotheses of the study
- Significance of the study
- Chapter Layout
- Conclusion
Performance at work cannot be separated from the concept of employee engagement and corporate citizenship behavior (Sugianingrat et al., 2019). This can be a source of emotional tension for women who work and train at home during the Covid-19 pandemic (Farooq et al., 2020).
LITERATURE REVIEW
Introduction
Underlying Theories
- Behavioural Plasticity Theory
- Social Cognitive Theory
- Conservation of Resources Theory
These ways of behaving will have a more grounded effect because representatives will have a higher degree of trust in the organization (Ozyilmaz et al., 2018). The fit between an individual's goals and their abilities is then likely to be quite strong (Xanthopoulou et al., 2009).
Review of the Literature
- Independent Variable: Employee Engagement (EE)
- Independent Variable: Self-Efficacy (SE)
- Independent Variable: Self-Esteem (SES)
- Independent Variable: Organisational Citizenship Behaviour (OCB)
- Dependent Variable: Job Performance (JP)
Courtesy refers to the behavior of an employee who maintains good relations with colleagues in the organization. Performance refers to an individual's specific behavior or activity in performing their job duties in support of the organization's mission.
Review of Past Theoretical Framework
- Employee Engagement and Job Performance
- Self-Efficacy and Job Performance
- Self-Esteem and Job Performance
- Organisational Citizenship Behaviour and Job Performance
Cooperation, on the other hand, was believed to be primarily influenced by the culture and environment of the workplace (Smith et al., 1983). According to Whiting et al. 2008), OCB is as important as JP in evaluating staff.
Conceptual Framework
This indicates that management believes that OCB is beneficial to businesses in terms of performance and that voluntary involvement is seen as a sign of organizational commitment (Organ et al., 2006).
Hypothesis Development
- Employee Engagement
- Self-Efficacy
- Self-Esteem
- Organisational Citizenship Behaviour
H2: Self-efficacy has a significant impact on the job performance of academic staff in UTAR during the Covid-19 pandemic. According to Kovács and Kálmán (2022), self-efficacy (SE) relates to the work performance (JP) of employees during the Covid-19 pandemic. 2022) noted that there is a substantial positive relationship between SE and JP during the pandemic period. H3: Self-esteem has a significant impact on the job performance of academic staff in UTAR during the Covid-19 pandemic.
In addition, Atiya (2021) stated that SES is associated with well-organized operations, greater job satisfaction, and improved job performance during the Covid-19 pandemic. H4: Organizational citizenship behavior has a significant impact on the work performance of academic staff at UTAR during the Covid-19 pandemic. Thus, an employee who engages in OCB plays a key role during the Covid-19 pandemic, as all organizations are facing problems due to changes in society and the economy beyond their control (Anderson, 2020).
2021) stated that OCB is critical to the survival of many organizations during the Covid-19 pandemic.
Conclusion
OCB has been associated with individual overall work performance in the organization, according to studies by Psychogios et al. Ariani (2012) indicated that OCB affects job performance (JP) because the higher the OCB, the higher the JP. Davis (2015) investigated that OCB can exchange tacit knowledge, promote sharing and reduce the time to allocate the resources among employees.
In addition, Hui et al. 2004) explored how better planning, scheduling, problem solving, and contributing to service quality through OCB could enhance the talents and abilities of organizational employees to perform their jobs.
RESEARCH METHODOLOGY
- Introduction
- Research Design
- Data Collection Method
- Sampling Design
- Target Population
- Sampling Techniques
- Sampling Frame and Sampling Location
- Sampling Elements
- Sampling Size
- Research for Instrument
- Questionnaire Design
- Pilot Study
- Construct Measurement
- Construct Origin
- Scale Measurement
- Data Processing
- Data Checking
- Data Editing
- Data Coding
- Data Transforming
- Data Analysis
- Descriptive Analysis
- Reliability Analysis
- Inferential Analysis
1001-1200 in the 2022 edition of the Times Higher Education (THE) World University Rankings and 167th in the Quacquarelli Symonds (QS) Asia University Rankings 2022. Tools used to assign, measure and analyze data main study. A pilot study can also be called a feasibility study and is one of the necessary stages in a research project (Hassan et al., 2006).
This means that the outcome of the pilot study can determine the feasibility and identify adjustments needed in the main study (Hazzi & Maldaon, 2015). In the context of testing the reliability of the questionnaire, the pilot test was conducted by collecting data from the respondents. Most systems and processes at the university support me to do my job effectively.
Data analysis can be defined as the process of reviewing data, such as examining each component of the data using analysis and logical reasoning.
DATA ANALYSIS
Introduction
Descriptive Analysis
- Respondents’ Demographic Information
- Gender
- Age
- Faculties
- Working Period
- Working Position
- Education Level
- Income Level
- Central Tendencies Measurement of Construct
- Job Performance
- Employee Engagement
- Self-Efficacy
- Self-Esteem
- Organisational Citizenship Behaviour
In addition, a higher score among the age group of respondents aged 38 to 57 years with a score of over 57 years is a lower score among the age group with a frequency of 27 (9%). Based on the table, the center of basic studies and the faculty of science have higher scores compared to other faculties, which are 63 (21%) respondents and respondents. Means and standard deviation for each item in this questionnaire are estimated or reported using central tendency.
Based on the table, it represents that EE4 has a high value of mean among the result of EE group. As the result shows that SES4 achieved the lowest mean value (3.55) while its standard deviation was recorded at 0.91485, which is the highest value and the only value that exceeds 0.8. Based on the table, it shows that OCB has an unusually high result of mean value among the variable group.
Nevertheless, OCB4 is one of the higher mean values, but different from OCB5, it got the lowest standard deviation (0.66611).
Measurement Scale
- Reliability Analysis
Inferential Analysis
- Pearson’s Correlation Analysis
- Multiple Linear Regression (MLR) Analysis
- Anova
- Coefficients
The F-value and significance level, commonly known as the p-value, for the Anova test presented in table 4.18 are 50.667 and 0.001, respectively. F-values are often used to evaluate the total impact of all IV on the DV. Considering this, it can be concluded that all the IV are reliable and can be used to explain the DV.
This is because DV is significantly influenced by IV (EE, SE, SES, OCB). This suggests that after controlling for variances explained by all other variables in the model, OCB helps explain variation in DV (JP). If all other predictor variables in the model are considered, SES registers with the second largest explanatory contribution to the variance of DV (JP).
If all the other explanatory factors in this study are controlled, SE accounts for the least variance in the JP.
DISCUSSION, CONCLUSION, AND IMPLICATIONS
Introduction
Statistical Analysis Summary
Discussions of Major Findings
- Relationship between Employee Engagement and Job Performance
- Relationship between Self-Efficacy and Job Performance
- Relationship between Self-Esteem and Job Performance
- Relationship between Organisational Citizenship Behaviour and Job
Based on this research, it shows that academic staff had low confidence level as they felt difficult and challenging to handle online tasks during the pandemic. Therefore, a decrease in SE has no impact on JP since it was possible to assume equal talents. Also, SE is likely to have a negative impact on resource allocation when planning is the main process, which.
In addition, there are few studies showing that SE does not significantly affect JP. This implies that academic staff have a strong or low SES, their JP will be affected. The more involved, autonomous and self-reliant academic staff, the more productive they are.
This implies that academic staff's JP is affected to the extent that they exhibit OCB.
Implication of Study
- Managerial Implication
- Theoretical Implication
Universities can offer non-monetary rewards to academic staff who have appropriate OCB to increase their motivation. Academic staff can increase their SE at work during the pandemic by creating reasonable goals and studying how other colleagues perform well in distance teaching. As a result of the study, these three theories are useful for EE, SE, SES and OCB for academic staff in their JP.
Followed by the social cognitive theory, the employees believe that they can complete their job well with their ability. The higher level of SE may affect staff JP as staff are confident to make the decision or believe they can do the job well themselves during the Covid-19 pandemic. Finally, conservative resource theory, a higher level of OCB can help staff more easily get the resources to boost their jobs and can reduce the negative impact (stress) in the poor state.
Personal resources are more important in EE as they can help staff to enhance their individual growth and development and reduce risks.
Limitations of Study
Compared with the previous study, these three theories are useful for our study to help improve the JP of academic staff through EE, SE, SES and OCB during the Covid-19 pandemic. Some respondents are not willing to participate in this study as personal information such as work period, monthly salary or faculty was required to be provided in the questionnaire. Therefore, the respondent who agrees to participate in this study should take some time to answer all the items and this may make the respondent lose motivation to complete the questionnaire.
Recommendations
Conclusion
Impact of employee engagement and knowledge sharing on organizational performance: Study of HR challenges in COVID-19 pandemic. Investigating the impact of the COVID-19 pandemic on university students' learning lives: An integrated conceptual motivational model for sustainable and healthy online learning. Moderating effect of burnout on the relationship between self-efficacy and job performance among psychiatric nurses for COVID-19 in national hospitals.
Performance of academic staff during COVID-19 pandemic-induced work transformations: An IPO model for stress management. The impact of self-efficacy on feelings and task performance of academic and teaching staff in Bahrain during COVID-19: Analysis by SEM and ANN. Changes to the work-family interface during the COVID-19 pandemic: Examining predictors and implications using latent transition analysis.
Impacts of the COVID-19 pandemic on employee work stress, well-being, mental health, organizational citizenship behavior, and employee and customer identification. TOPIC: The Effects of Employee Engagement, Self-Efficacy, Self-Esteem and Organizational Citizenship Behavior on the Job Performance of Academic Staff at Universiti Tunku Abdul Rahman (UTAR) During the Covid-19 Pandemic. We are currently conducting our final year project on "Effects of Employee Engagement, Self-Efficacy, Self-Esteem and Organizational Citizenship Behavior on the Work Performance of Academic Staff at Universiti Tunku Abdul Rahman (UTAR) during the Covid-19 Pandemic".
