Employee citizenship in governmental

organizations
GEC
(Governmental Employees Citizenship)

Prepared by
Dr.safaa fatouh Gomaa
Doctorate in law-University of Mansoura
Master of administration Business, Eslsca School-
French University
Legal researcher at governmental organization
Faculty member, policy &law faculty-University of
van Holland
Abstract
This paper investigation recently attempts by the specialists in
governmental administration sciences, and social ones, in international,
and local governmental organizations, to answer the question "Does the
employee citizenship rely on the behavioral factors, or monetarily ones.
This research focuses, commonly, on the frame for employee citizenship
in governmental organization, which shed light on; how to achieve the
employee citizenship in the governmental organization? Do the high
salaries or extra rewards achieve this citizenship or the high quality of
behavioral services that are provided to an employee by the governmental
organization? In another hand, do the monetary factors achieve loyalty to
the governmental organization or the behavioral ones ?

Consequently, the researcher will concentrate on determining how to

achieve employee citizenship in a governmental organization. This paper
seeks to answer many questions; what is employee citizenship? What are
the components of employee citizenship? Does employee citizenship
mean loyalty or satisfaction? Do the behavioral factors achieve employee
citizenship, or monetarily ones?

Keywords: employee citizenship, employee loyalty, employee

satisfaction, behavioral services in governmental organizations

Background
When any organization has the disadvantaged administrative
philosophy and ill organizational policy as major operators, the
positive radical changes within the organization becomes
obligatory. (S.fatouh gomaa, 2019) Employee citizenship is an employee
who realize that she/he is a ‗citizen‘ of her / his governmental
organization, similar to a citizen of a country, willingly executive actions
that achieves beneficial values not only her / his coworkers, but also a
whole organization. In another meaning employee citizenship is often
invisible contracting that depends on the psychological factors in
which the employee trust that any extra effort may be professed
and then pleased by the boss and the organization. (C. Dhitiporn and C.
D.Brooklyn, 2004) (D. Grego-Planer, 2019) Employee citizenship could
support the service 'outputs of government organizations by ―reinforcing
the value of the respectable soldier who has the willingness to work for
other citizens, and solidification the philosophy of public service.‖
Particularly, they recommended that governmental employee citizenship
could subsidize to innovation governmental organization by inspiring
employees to think from diverse perspectives to hunt for techniques to
develop organizational performance. Securing a high governmental
employee citizenship (GEC) level could also be significant for
government downturn management as workforces with a great level GEC
could block up gaps in public service delivery by caring citizens‘ rights
and democratic values (Shim & Faerman, 2017)

GEC characteristically bring up to comportments that positively influence

the members of organization. The notion of GEC concerns employee
manners are advantageous to organizational performance (Smith, C.A.;
Organ, D.W.; Near, J.P., 1983) GEC are volunteer conducts of
organization members; they go away from the range of their job
accountabilities, and are directed to helping cooperation between workers
and/or taking care of the operations of organization. Some scholarships
titles that GEC, is behavioral staff that is not fragment of their mandatory
work, but enhance the active operating of the organization, other
scholarships describe GEC' behaviors as conducts that do not seem in the
formal job description, but simplify the tasks 'performance in the
organization (Podsakoff, P.M.; MacKenzie, S.B.; Paine, J.B.;
Bachrach, D.G., 2000)

Statement of the Problem

The researcher has to define two expressions; (1) employee satisfaction:
Satisfaction considers as a prescription that its result leads to predictable
performance equal to obtained performance for the government
employee, consequently, the first question for governmental
organizations is; what the employee imagine before fitting together with
its governmental organization? In addition, satisfaction may be labeled
as the sensitive status generating when the sensation neighboring
expectations are combined with the governmental employee's preceding
conceptual state about the consumption exercise. (Reddy, Karim, 2014)
thus, employee satisfaction is based on the tangible aspects such as
"environment of the workplace, suitability workplace, financial
incentives", (2) employee loyalty; Employee loyalty can be
conceptualized as employees being dedicated to the triumph of the
organization and having confidence in that employed for this organization
is their greatest choice. Therefore; it can be concluded that employee
loyalty is a comprehensive term for a set of feelings that make employees
sense friendly to their current employer and fewer probable to get greener
grass elsewhere (A. Iqbal, M. Sajid Tufail, R. Nawaz Lodhi, 2015).
Thus, employee loyalty is based on the intangible aspects, which are
related to social behaviors with the employee at its governmental
organization.

Against previous backgrounds, the study of GEC requires making

investigation about two main factors; (1) behavioral factors as an
intangible aspect, (2) monetarily factors as a tangible aspect, to determine
which one achieves the GEC;

(1) Behavioral factors: are the components of GEC that rely on incentive
conducts towards employees; these conducts are ;( a) supportive feedback
from supervisor, (b) employee involvement in high-level administration
'meetings, (c) appreciation of employee perspective in managerial
matters,(d) embracing employee' suggestion that enhances to develop the
workplace.

(2) Monetarily factors: are the components that rely on the financial
incentives; these incentives are; (a) salaries, (b) rewards, (c) extra-
payment.

These two factors related to two significant expressions; (a) employee

satisfaction, (b) employee loyalty, thus, the researcher has to ask some
questions that represent the problem of the research ;

(i) Does the GEC aim to achieve employee satisfaction or employee

loyalty?

(ii) Does the behavioral factors- as an intangible aspect- achieve

employee satisfaction, or attain employee loyalty?

(iii) Does the monetary factors- as a tangible aspect- achieve employee

satisfaction, or attain employee loyalty?
Objective of the Study
The study aimed at evaluating the position of employee citizenship in
governmental organizations, and what are the factors that achieve this
citizenship, and does the employee citizenship is a just satisfaction
feeling, or the loyal feeling one? Do the behavioral factors achieve
employee citizenship in his governmental organization or the monetary
ones?

Methodology
Experiments- as a research strategy – is a suitable plan for this research,
because it is a hypothetic—deductive approach because it depends on
studying the causal relationships between variables.

Findings
(1) The GEC is an expression that depends on the social behavioral
factors –as intangible aspect – so it has a joint relationship with the
employee loyalty that relies on behavioral factors, not monetarily ones .

(2) The social-behavioral factors achieve employee loyalty, conversely

the monetary ones that achieve employee satisfaction only .

(3) The GEC achieves employee loyalty that is a more important value
than employee satisfaction.

Conclusion
The social behavior with employees at its governmental organization is
mirrored in a positively involved workplace. If employees are positively
tied up with its governmental organization, they manifest creativity and
extra role for the organization. Positive Employee commitment is a strong
judgment of GEC, which refers to the additional role obligations. GEC
means, that employees are involved, have a willingness to go the extra
mile. Consequently, GEC is seen to be positively related to engagement
that reflects the employee has a high level of positive social behavioral
incentives at its governmental organization. (SA. Smruti Rekha , M. Sasmita
,2019)
Employee satisfaction, that based on the monetary factors –as tangible
aspects-, does not mean employee loyalty, because the employee may
gain a high salary, financial incentive, but he does not enjoy the positive
social behavioral incentives at its governmental organization, so the lack
of GEC may refer to the satisfied employee, but, surely does not refers to
a loyal one. As result, the high level of GEC points out to the loyal
employee that means a behaviorally satisfied employee

Recommendations
(1) The governmental organization has to build the loyalty of employees
that is a main foundation of GEC

(2) The most important thing is building a behaviorally satisfied

employee who is the base of GEC

(3) The achievement of the behavioral social factors for employees is

more important than monetarily ones are.

(4) The employees have to enjoy the social behavioral incentives, such as;
(a) supportive feedback from supervisor, (b) employee involvement in
high-level administration 'meetings, (c) appreciation employee
perspective in managerial matters,(d) embracing employee' suggestion
that enhances to develop the workplace

References
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