سلوك المواطنة التنظيمي بالإدارة العامة للتعليم في منطقة الرياض

الملخص EN

Tlie present study sought to achieve tlie following objectives: identifying tlie degree of need organizational eilizensliip behavior at tlie General Directorate for Education m tlie Riyadh from tlie from tlie viewpoint of female department directors, their assistants , and tlie educational supervisors in tlie General Directorate of Education in Riyadh, as well as detecting tlie statistically significant differences at tlie significance level of (0.05) - if any - among tlie averages of tlie study sample responses in determining tlie degree of need of organizational citizenship behavior at tlie General Directorate for Education in Riyadh according to tlie variables of (tlie position, tlie academic qualification, and tlie number of years-of-service).

In order to achieve tlie objectives of tlie study, tlie descriptive (survey) method, and tlie questionnaire was used as tool for tlie present study, and applied on tlie study sample m tlie first semester of tlie academic year (1436/1437 AH).

Tlie population of tlie study consisted of all female department directors, their assistant and tlie educational supervisors at tlie General directorate for Education m Riyadh, and their number is (1288) employees.

And due to tlie large size of tlie population, a simple random sample was selected, representing (25%) of tlie total a simple random sample was selected, representing (25%) of tlie total population, where the first study tool (questionnaire) was applied on the study sample winch consisted of (322) employees.

Tlie study found a number of results, the most notably represented as follow 1) Tlie agreement of tlie study sample on tlie degree of need of practicing tlie organizational citizenship behavior at tlie General Directorate for Education in tlie Riyadh was large, and tlie dimensions were arranged m descendmg order as follows: courtesy, followed by civilized behavior, altruism, then tlie sportsmanship, and finally tlie conscience.

2) Tlie results showed that there were no statistically significant differences at the level of significance (0.05) or less, among tlie averages of the study sample responses on tlie degree of organizational citizenship behavior at the General Administration for Education in the Riyadh in all its dimensions, according to tlie difference of tlie variable of (position), while there were statistically significant differences at tlie significance level (0.05) or less among tlie averages of tlie study sample responses in tlie two dimensions (altruism, courtesy'), according to the difference of tlie variable of (academic qualification), and in favor to tlie sample members whose academic qualification is bachelor (BA).

In contrast, there wrere 110 statistically significant differences in tlie significance level (0.05) or less among tlie average of tlie study sample responses on tlie degree of organizational citizenship behavior at tlie General Directorate for Education in tlie Riyadh, in its three dimensions (sportsmanship, conscience, and civilized behavior), and in tlie total score of tlie axis, according to tlie difference of tlie variable (academic qualification).

Tlie results showed that there were statistically significant differences at tlie level of significance (0.05) or less among tlie averages of the study sample responses on tlie degree of organizational citizenship behavior at tlie General Directorate forEducation in tlie Riyadh in tlie dimension (altruism), according to the difference of tlie variable (tlie number of years-of-service), and in favor to study samples members whose years-of-service is (10) years or more.

In contrast tlie results showed that there were 110 statistically significant differences at tlie level of significance (0.05) or less among tlie averages of tlie study sample responses in tlie four dimensions of organizational citizenship behavior (civility, sportsmanship, conscience, and civilized behavior), as well as in tlie total score of the axis, according to the difference of tlie variable (tlie number of tlie years-of- servxe).

In light of analyzing tlie study literatures and results, was presented a number of recommendations were concluded, tlie most important of winch was; attracting , trainnig and recnuting tlie human resources that believe in tlie dimensions of tlie organizational citizenship behavior, and tlie importance of applying in tlie work environment, and connecting the incentives, rewards and bonuses systems with performance evaluation systems.