University of Isfahan Research in Cognitive and Behavioral Sciences 2251-7642 4 1 2014 08 23 Study of the Effect of Good Temperament and Quality of Work Life on Organizational Citizenship Behaviors Study of the Effect of Good Temperament and Quality of Work Life on Organizational Citizenship Behaviors 39 54 17322 FA R Hoveyda S Shool M Arefnezhad Journal Article 2016 06 14 Normal <br /> 0 <br /> <br /> <br /> <br /> <br /> false <br /> false <br /> false <br /> <br /> EN-US <br /> X-NONE <br /> FA <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> /* Style Definitions */ <br /> table.MsoNormalTable <br /> {mso-style-name:"Table Normal" <br /> mso-tstyle-rowband-size:0 <br /> mso-tstyle-colband-size:0 <br /> mso-style-noshow:yes <br /> mso-style-priority:99 <br /> mso-style-qformat:yes <br /> mso-style-parent:"" <br /> mso-padding-alt:0cm 5.4pt 0cm 5.4pt <br /> mso-para-margin:0cm <br /> mso-para-margin-bottom:.0001pt <br /> mso-pagination:widow-orphan <br /> font-size:11.0pt <br /> font-family:"Calibri","sans-serif" <br /> mso-ascii-font-family:Calibri <br /> mso-ascii-theme-font:minor-latin <br /> mso-fareast-font-family:"Times New Roman" <br /> mso-fareast-theme-font:minor-fareast <br /> mso-hansi-font-family:Calibri <br /> mso-hansi-theme-font:minor-latin <br /> mso-bidi-font-family:Arial <br /> mso-bidi-theme-font:minor-bidi} <br /> <br /> <br /> <br />In the modern and dynamic work <br />environment that works are done in teams and flexibility of the environment has <br />high importantance organizations need employees who possess suitable <br />citizenship behavior. Importance and necessity of organizational citizenship <br />behavior for effective organizations have long been understood by managers. But <br />little research has been done about special factors that increase <br />organizational citizenship behavior in different organizational environments. <br />The purpose of this research was to examine the effect of good temperament and <br />quality of work life on organizational citizenship behavior at the University of <br />Isfahan. Study population was all university staff and by using Cochran's <br />formula the sample size was estimated to be 108. The Good Temperament <br />Questionnaire (Barker and Coy, 2003) and Organizational Citizenship Behavior Questionnaire <br />(Organ, 1988) and Quality of Work Life Questionnaire (Walton,1973) were used <br />for collecting the data. After collecting data through using structural <br />equation approach and Amos 18 software, four hypotheses was examined and <br />tested. Findings showed that: 1) Good temperament has a positive effect on <br />quality of work life. 2) Good temperament has a positive effect on <br />organizational citizenship behavior. 3) Quality of work life has a positive <br />effect on organizational citizenship behavior and 4) Quality of work life has a <br />mediator role in relation between the effect of good temperament on <br />organizational citizenship behavior. According to the analysis of data, all <br />study hypotheses were confirmed (p Normal <br /> 0 <br /> <br /> <br /> <br /> <br /> false <br /> false <br /> false <br /> <br /> EN-US <br /> X-NONE <br /> FA <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> <br /> /* Style Definitions */ <br /> table.MsoNormalTable <br /> {mso-style-name:"Table Normal" <br /> mso-tstyle-rowband-size:0 <br /> mso-tstyle-colband-size:0 <br /> mso-style-noshow:yes <br /> mso-style-priority:99 <br /> mso-style-qformat:yes <br /> mso-style-parent:"" <br /> mso-padding-alt:0cm 5.4pt 0cm 5.4pt <br /> mso-para-margin:0cm <br /> mso-para-margin-bottom:.0001pt <br /> mso-pagination:widow-orphan <br /> font-size:11.0pt <br /> font-family:"Calibri","sans-serif" <br /> mso-ascii-font-family:Calibri <br /> mso-ascii-theme-font:minor-latin <br /> mso-fareast-font-family:"Times New Roman" <br /> mso-fareast-theme-font:minor-fareast <br /> mso-hansi-font-family:Calibri <br /> mso-hansi-theme-font:minor-latin <br /> mso-bidi-font-family:Arial <br /> mso-bidi-theme-font:minor-bidi} <br /> <br /> <br /> <br />In the modern and dynamic work <br />environment that works are done in teams and flexibility of the environment has <br />high importantance organizations need employees who possess suitable <br />citizenship behavior. Importance and necessity of organizational citizenship <br />behavior for effective organizations have long been understood by managers. But <br />little research has been done about special factors that increase <br />organizational citizenship behavior in different organizational environments. <br />The purpose of this research was to examine the effect of good temperament and <br />quality of work life on organizational citizenship behavior at the University of <br />Isfahan. Study population was all university staff and by using Cochran's <br />formula the sample size was estimated to be 108. The Good Temperament <br />Questionnaire (Barker and Coy, 2003) and Organizational Citizenship Behavior Questionnaire <br />(Organ, 1988) and Quality of Work Life Questionnaire (Walton,1973) were used <br />for collecting the data. After collecting data through using structural <br />equation approach and Amos 18 software, four hypotheses was examined and <br />tested. Findings showed that: 1) Good temperament has a positive effect on <br />quality of work life. 2) Good temperament has a positive effect on <br />organizational citizenship behavior. 3) Quality of work life has a positive <br />effect on organizational citizenship behavior and 4) Quality of work life has a <br />mediator role in relation between the effect of good temperament on <br />organizational citizenship behavior. According to the analysis of data, all <br />study hypotheses were confirmed (p https://cbs.ui.ac.ir/article_17322_48e7ec4c972c3a22c4df06d93420b764.pdf