نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشیار، گروه علم اطلاعات و دانششناسی، دانشگاه پیام نور، تهران، ایران.
2 دانشجوی کارشناسی ارشد، گروه علم اطلاعات و دانششناسی، دانشگاه پیام نور، تهران، ایران.
3 استادیار گروه علم اطلاعات و دانششناسی، دانشگاه پیام نور، تهران، ایران
چکیده
کلیدواژه‌ها
عنوان مقاله [English]
نویسندگان [English]
Purpose: The purpose of this study is to determine the relationship between organizational citizenship behavior, leader-member exchange, and perceived supervisor support among employees of public libraries in Kurdistan province.
Method: The present research method is a survey type in terms of practical purpose and data collection method. The statistical population of this study includes all employees of public libraries in Kurdistan province, totaling 99 people, which was determined using the census method due to the small population size. Three standard questionnaires were utilized to collect data on Organizational Citizenship Behavior (Kanuski, 1996), Leaders-Member Exchange (Gran and Joey Bain, 1995), and perceived support for the Supervisor (Rubin, 2013). The content validity of the questionnaire was confirmed by five professors of information science, and the reliability was assessed using Cronbach's alpha, resulting in values of 0.785, 0.845, and 0.938. Data analysis was conducted using statistical coefficients such as correlation coefficient and multiple linear regression in SPSS software version 22.
Findings: The findings showed a significant relationship between leader-member exchange and all five dimensions of organizational citizenship behavior, as well as the perceived support of the supervisor. Additionally, a significant relationship was found between the perceived support of the supervisor and organizational citizenship behavior. The perceived support of the supervisor was identified to play a mediating role in the relationship between leader-member exchange and the dimensions of altruism, respect, and humility. Lastly, the gender of the respondents was found to be related to the altruistic dimension.
Conclusion: Based on the results obtained, it can be said that employees are more likely to engage in organizational citizenship behavior in response to perceived support from the supervisor rather than as a tool for rewarding. In other words, employee's express organizational citizenship behavior because they feel satisfied with the support of their supervisor. What is certain is that it is not only the role of the supervisor that strengthens the behavior of organizational citizenship in the workplace; organizational citizenship behavior is a team effort.
کلیدواژه‌ها [English]
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