Identifying Effective Strategies for Training Organizational Citizenship Behavior in Line with Social Justice

Abstract

Today, without a doubt, human power is one of the most important elements of organizational environments and the most important factor for creating a favorable situation in realizing its goals. Most managers want employees who are more active than their job description duties and go beyond expectations, engage in behaviors that are not part of their official job duties at their own will, and help organize themselves as best as possible. In this direction, organizational citizenship behavior can be a valuable role for the success of the organization, therefore, conditions must be created in the organization to encourage employees to develop extra-role behaviors by teaching organizational citizenship behaviors. Therefore, this research was carried out with the aim of providing a model of organizational citizenship behavior training in the education organization. The current research was applied and exploratory in nature (qualitative-quantitative). In the qualitative part, through the foundation's data approach, the indicators related to the training of organizational citizenship behavior were identified. The statistical population in the qualitative section included academic professors and experts and education managers in Kermanshah province, who were interviewed with 14 people through a targeted sampling method. To check the validity in the interview section, the opinions of 10 experts who were experts in this field were used to determine the validity of the interview questions. The obtained results generally showed that causal conditions (transformational leadership; decentralization; employee empowerment); Core phenomena (duty theory; organizational commitment; meekness and tolerance; organizational spirituality; civic virtue; respect and honor; chivalry and forgiveness; altruism); Strategic factors (fair and quick feedback; organizational platforms; compliance with justice in the organization; organizational support; establishing policies; making employees aware of citizenship behavior; cooperation and participation); background conditions (personality characteristics; cultural, social, political and economic conditions; organizational culture); Intervening conditions (centralized structure; low motivation and income) and consequences (effectiveness and improvement of organizational performance; employee satisfaction; reducing employee turnover) are effective in the organizational citizenship behavior training model in the education organization.