Turnitin Originality Report

Chapter 1 by Mfaizan Raza

From Zeeshan Iqbal (Teacher Assistants)

Processed on 25-Jul-2017 19:54 PKT

ID: 833049765
Word Count: 1162

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39%
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Internet Sources:
11%
Publications:
38%
Student Papers:
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sources:
1
27% match (publications)
Pooja, Abeeda A., Dirk De Clercq, and Imanol Belausteguigoitia. "Job Stressors and Organizational
Citizenship Behavior: The Roles of Organizational Commitment and Social Interaction : Job
Stressors and Organizational Citizenship Behavior", Human Resource Development Quarterly,
2016.
2
8% match (Internet from 17-Aug-2011)
http://www.scribd.com/doc/24793874/Islamic-Work-Ethic
3
2% match (student papers from 06-Oct-2015)
Submitted to Kingston University on 2015-10-06
4
1% match (student papers from 27-May-2016)
Submitted to Kingston University on 2016-05-27
5
1% match (student papers from 11-Jun-2015)
Submitted to Institute of Graduate Studies, UiTM on 2015-06-11
6
1% match (publications)
Personnel Review, Volume 30, Issue 2 (2006-09-19)
paper text:

Introduction In recent years, Organizational Citizenship Behavior (OCBs) become more significant
as companies need to adjust according to changes in business cultures to stay competitive in this
fast-paced society (Jawahar & Rajagopalan, 2015; Ramlee et al., 2016). In response to the adaptive
culture, managers are more concerned on finding the ways on how employees respond and react in
the changing situations in their organizations (Ramlee et al., 2016). Particularly, researchers of
human resource development are more concerned about OCB of employees as it is considered as
complicated part of training and development of the employees. More importantly, OCB is used as a
tool for effective management of working in their organization that results in improved organizational
efficiency (Jawahar & Rajagopalan, 2015; Ramlee et al., 2016). OCB is a relatively new concept that
is getting attention of researcher and scholars because OCB increases firm performance (Jawahar &
Rajagopalan, 2015). The positive impact of OCB with firm performance is evidenced in previous
studies (e.g., Jawahar & Rajagopalan, 2015; Pooja et al., 2016; Ramlee et al., 2016). Thus, this
study is measuring the antecedents of OCB which in turn increases the firm performance. OCB
explains discretional or extra-role behavior that go beyond official job descriptions (Pooja et al.,

2016; 1Sommer & Kulkarni, 2012; Uanok & Karabat, 2013). This discretional

behavior add meaning to the work of employees by encouraging them for 1their

personal development and contribution to the organization (Park, Song, Yoon, &

Kim, 2013) that enhance organizational effectiveness of organization (Pooja et al., 2016).

1The study of OCB is therefore extremely related for human resource development

exercise, which objects at increasing and releasing human capability through

organizational changes and employees training and development for the resolution of

successful performance (Pooja et al., 2016). Extant literature consider 1why some

employees are more likely to involve in OCB contribute to positive factors, like work

engagement (Rurkkhum & Bartlett, 2012; Ginsburg et al., 2016), productive response

1(Sommer & Kulkarni, 2012), and transformational control (Park et al., 2013),

psychological empowerment (Ginsburg et al., 2016), IWE (Khan, Abbas, Gul, & Raja, 2015; Murtaza
et al., 2016), job attitude (Lee & Chen, 2013; Ramlee et al., 2016), workplace stress (Hassan, Mir, &
Hassan; Bakker, Demerouti, & Verbeke, 2004). The researchers have begun study the concept of
work ethics on behavioral outcomes and found that these work ethics are based on religion (Murtaza
et al., 2016) such as Christianity and Islam. Extant literature has focused on religion based work
ethics such as Protestant Work Ethics (PWE), Hinduism, Judaism, and Buddhism on OCB
(Parboteeah et al. 2009). There are few studies that have focused on IWE which is as important as
other religion based work ethics for positive behavior like OCB (Khan et al., 2015; Murtaza et al.,
2016). The concept of IWE is based on the Quran, Sunnah, and Ahadith (Yousef, 2000). Previous
literature has found the positive impact of IWE on work place outcomes particularly with workplace
stress and OCB (e.g., Ahmad, 2011; Khalil and Saad, 2009; Khan et al. 2013; Mohamed et al.
2010). As already discussed that most of the previous studies emphasized on PWE or other religion
based ethics (e. g; Ali & Al-Owaihan, 2008; Khan et al., 2015; Darwish A Yousef, 2001). Both the

IWE and 2PWE place considerable emphasis on hard work, commitment, and

dedication to work, work creativity, avoidance of unethical methods of wealth

accumulation, cooperation and competitiveness at the work place. However,

unlike the PWE, the IWE places more emphasis on intention than on results. For

instance, Prophet Mohammed stated ``actions are recorded according to

intention, and man will be rewarded or punished accordingly. It also stresses

social aspects in the workplace and duties toward society. Furthermore, the IWE

emphasizes justice and generosity in the workplace, and it views engagement in

economic activities as an obligation and there is a lack of studies that 6examined

the impact of IWE on work place stress and OCB (Pooja 1et al., 2016) rather than

to the effects of stressful working conditions on OCB (Bakker et al., 2004; Russ-

Eft, 2001). This tendency may lead to oversights though, because stressful work
 conditions can hinder employees ability to allocate energy to positive behaviors

such as OCB (Bakker& Demerouti, 2007). Because OCB requires discretionary

work energy that is not mandated by formal job descriptions (Organ, 1988;

Podsakoff et al., 2009), understanding whether and how energy-depleting job

stressors might make employees reluctant to engage in OCB is critical to HRD

professionals. We consider the effect of stressor 1on OCB: a physical aspect of

employees jobs (work overload) and the nature of employees work relationships

with organizational peers (interpersonal conflict).1Job Stressors and OCB

anticipates a negative relationship between the job stressors experienced by

employees and their OCB. Although job stressors may not always be detrimental

some employees may perceive stressful work conditions as positive challenges

that promote their personal growth (Van den Broeck, De Cuyper, De Witte, &

Vansteenkiste, 2010) most studies predict that adversity in the work context has

negative consequences because it overburdens employees personal capacities

(Bakker & Demerouti, 2007; Dietz, Avery, Tonidandel, Volpone, & Raghuram, 2010).

1Therefore, these employees may have less energy or attention available to

devote to behaviors that are not required by their formal job descriptions (Bakker,

&Schaufeli, 2004). 1Conversely, if employees perceive that their workload is

 reasonable, they should have sufficient energy to undertake activities that are not

delineated in their formal job description (Paill, 2011). 1.1 Problem Statement

Organizational Citizenship Behavior (OCBs) become more significant as companies need to adjust
according to changes in business cultures to stay competitive in this fast-paced society. The
adaptive culture, managers are more concerned on finding the ways on how employees respond

and react in the changing situations in their organizations. We consider the influence of 1two

critical job stressors on OCB: ? A physical aspect of employees work overload.

? The nature of employees work relationship with OCB interpersonal conflict. ?

Nowadays Organizations are facing poor communication, between employees and managers More
importantly, OCB is used as a tool for effective management of working in their organization that
results in improved organizational efficiency. The positive impact of OCB with evidenced in previous
studies (e.g., Jawahar & Rajagopalan, 2015; Pooja et al., 2016; Ramlee et al., 2016). Thus, this
study is measuring the antecedents of OCB which in turn increases the firm performance particularly
IWE, job attitude, and workplace stress. 1.2 Research Question ? Does IWE influence the
Organizational Citizenship Behavior? ? Does Job Attitude influence the Organizational Citizenship
Behavior? ? Does Workplace Stress moderate between IWE and Organizational Citizenship

Behavior? ? Does Workplace Stress moderate between Job Attitude 5and Organizational

Citizenship Behavior? 1. 3 Objective of the Study The objectives 3of this study

are: ? To examine the relationship between IWE and Organizational Citizenship

Behavior? ? To examine the relationship between Job Attitude and Organizational

Citizenship Behavior? ? To measure the moderating of Workplace Stress between IWE

4and Organizational Citizenship Behavior? To measure the moderating of Workplace

Stress between Job Attitude and Organizational Citizenship Behavior?