DIMENSIONS OF ORGANIZATIONAL BEHAVI

DIMENSIONS OF ORGANIZATIONAL BEHAVIOR
Altruism
The member’s
unreturned and voluntary help to other members working toward a solution for the problems faced within the
organization. In other words, this means to support one’s the colleagues whenever required (Podsakoff & MacKenzie, 1994). Thi
s
is done on behalf of t
he organization. An example of this is to help colleagues who fall behind in their jobs (Schnake & Dumler,
2003).
Civic Virtue
This is the active and voluntarily participation in the organizational activities (Podsakoff & MacKenzie, 1994). In this type
of
behaviour, the organization’s benefits to its members is the most important element (Allison, et al, 2001) and the most impor
tant
requirement is that the employees should be highly committed to the organization (Podsakoff et al., 2000). Some examples as
this
kind of behaviour are: that the individuals are continuously active within the organization, participating in the activities
which
develop the image of the organization, continuously participating in the meetings, and keeping up with the developments
within
the organization (Elçi & Alpkan, 2006).
Conscientiousness
This is when the members of the organization exhibit positive behaviour above what is expected (Allison et al., 2001). In thi
s type
of behaviour, the employees fulfil their roles in line w
ith the regularity, participation, and harmony of the organization rules (Farh,
Earley & Linn, 1997). Some examples of this kind of behaviour are to participate in the meetings, not to take extended break
times, and to work extra after normal working time
(Podsakoff, Mac Kenzie & Hui, 1993).
Gentlemanliness
This is to spend effort on preventing any negation which can occur within the organization (Organ, 1988): to be patient with
present problems in the organization and not to complain about them (Organ,
Podsakoff & MacKenzie, 2006). This type of
behaviour also means not to exaggerate the faced problems (Allisonet al., 2001), endure the difficulties with ease (Deluga, 1
994)
and avoid complaining and improves the amount of time spent on constructive endeavo
urs in the organization (Jahangir et al.,
2004)

DIMENSIONS OF ORGANIZATIONAL BEHAVIOR
Altruism
The member’s 
unreturned and voluntary help to other members working toward a solution for the problems faced within the 
organization. In other words, this means to support one’s the colleagues whenever required (Podsakoff & MacKenzie, 1994). Thi
s 
is done on behalf of t
he organization. An example of this is to help colleagues who fall behind in their jobs (Schnake & Dumler, 
2003). 
Civic Virtue
This is the active and voluntarily participation in the organizational activities (Podsakoff & MacKenzie, 1994). In this type
of 
behaviour, the organization’s benefits to its members is the most important element (Allison, et al, 2001) and the most impor
tant 
requirement is that the employees should be highly committed to the organization (Podsakoff et al., 2000). Some examples as
this 
kind of behaviour are: that the individuals are continuously active within the organization, participating in the activities 
which 
develop the image of the organization, continuously participating in the meetings, and keeping up with the developments
within 
the organization (Elçi & Alpkan, 2006).
Conscientiousness
This is when the members of the organization exhibit positive behaviour above what is expected (Allison et al., 2001). In thi
s type 
of behaviour, the employees fulfil their roles in line w
ith the regularity, participation, and harmony of the organization rules (Farh, 
Earley & Linn, 1997). Some examples of this kind of behaviour are to participate in the meetings, not to take extended break 
times, and to work extra after normal working time 
(Podsakoff, Mac Kenzie & Hui, 1993).
Gentlemanliness
This is to spend effort on preventing any negation which can occur within the organization (Organ, 1988): to be patient with 
present problems in the organization and not to complain about them (Organ, 
Podsakoff & MacKenzie, 2006). This type of 
behaviour also means not to exaggerate the faced problems (Allisonet al., 2001), endure the difficulties with ease (Deluga, 1
994) 
and avoid complaining and improves the amount of time spent on constructive endeavo
urs in the organization (Jahangir et al., 
2004)

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DIMENSIONS OF ORGANIZATIONAL BEHAVIORAltruismThe member’s unreturned and voluntary help to other members working toward a solution for the problems faced within the organization. In other words, this means to support one’s the colleagues whenever required (Podsakoff & MacKenzie, 1994). This is done on behalf of the organization. An example of this is to help colleagues who fall behind in their jobs (Schnake & Dumler, 2003). Civic VirtueThis is the active and voluntarily participation in the organizational activities (Podsakoff & MacKenzie, 1994). In this typeof behaviour, the organization’s benefits to its members is the most important element (Allison, et al, 2001) and the most important requirement is that the employees should be highly committed to the organization (Podsakoff et al., 2000). Some examples asthis kind of behaviour are: that the individuals are continuously active within the organization, participating in the activities which develop the image of the organization, continuously participating in the meetings, and keeping up with the developmentswithin the organization (Elçi & Alpkan, 2006).ConscientiousnessThis is when the members of the organization exhibit positive behaviour above what is expected (Allison et al., 2001). In this type of behaviour, the employees fulfil their roles in line with the regularity, participation, and harmony of the organization rules (Farh, Earley & Linn, 1997). Some examples of this kind of behaviour are to participate in the meetings, not to take extended break times, and to work extra after normal working time (Podsakoff, Mac Kenzie & Hui, 1993).GentlemanlinessThis is to spend effort on preventing any negation which can occur within the organization (Organ, 1988): to be patient with present problems in the organization and not to complain about them (Organ, Podsakoff & MacKenzie, 2006). This type of behaviour also means not to exaggerate the faced problems (Allisonet al., 2001), endure the difficulties with ease (Deluga, 1994) and avoid complaining and improves the amount of time spent on constructive endeavours in the organization (Jahangir et al., 2004)

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DIMENSI ORGANISASI PERILAKU
Altruisme
The anggota ini
dibalas dan sukarela membantu anggota lain bekerja menuju solusi untuk masalah yang dihadapi dalam
organisasi. Dengan kata lain, ini berarti untuk mendukung salah satu adalah rekan bila diperlukan (Podsakoff & MacKenzie, 1994). Thi
s
dilakukan atas nama t
dia organisasi. Contoh dari ini adalah untuk membantu rekan-rekan yang tertinggal dalam pekerjaan mereka (Schnake & Dumler,
2003).
Civic Virtue
ini adalah partisipasi aktif dan sukarela dalam kegiatan organisasi (Podsakoff & MacKenzie, 1994). Dalam jenis
dari
perilaku, manfaat organisasi kepada anggotanya adalah elemen yang paling penting (Allison, et al, 2001) dan yang paling impor
tant
persyaratan adalah bahwa karyawan harus sangat berkomitmen untuk organisasi (Podsakoff et al., 2000) . Beberapa contoh sebagai
ini
jenis perilaku adalah: bahwa individu terus aktif dalam organisasi, berpartisipasi dalam kegiatan
yang
mengembangkan citra organisasi, terus berpartisipasi dalam pertemuan, dan menjaga dengan perkembangan
di dalam
organisasi (ELCI & Alpkan 2006).
Conscientiousness
ini adalah ketika anggota organisasi menunjukkan perilaku positif atas apa yang diharapkan (Allison et al., 2001). Di thi
jenis s
perilaku, karyawan memenuhi peran mereka di garis w
engan keteraturan, partisipasi, dan harmoni dari aturan organisasi (Farh,
Earley & Linn, 1997). Beberapa contoh perilaku semacam ini adalah untuk berpartisipasi dalam pertemuan, tidak mengambil diperpanjang istirahat
kali, dan bekerja ekstra setelah waktu kerja normal
(Podsakoff, Mac Kenzie & Hui, 1993).
Gentlemanliness
ini adalah untuk menghabiskan upaya pencegahan negasi setiap yang dapat terjadi dalam organisasi (Organ, 1988): untuk bersabar dengan
masalah hadir dalam organisasi dan tidak untuk mengeluh tentang mereka (Organ,
Podsakoff & MacKenzie, 2006). Jenis
perilaku juga berarti tidak membesar-besarkan masalah yang dihadapi (Allisonet al., 2001), menanggung kesulitan dengan mudah (Deluga, 1
994)
dan menghindari mengeluh dan meningkatkan jumlah waktu yang dihabiskan untuk endeavo konstruktif
urs dalam organisasi (Jahangir et al.,
2004)

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