Relationships between compulsory citizenship behavior and micscellaneous organizational behaviors and attitudes in sports education institutions

The aim of this study is to determine affects of potential influencers such as person-job fit, person-organization fit, agreeability, intention to quit, work alienation and burnout on compulsory citizenship behaviour of academicians. Our research consists of academic personnel employed in Departments of Sports Sciences at universities in Turkey. Amongst general screening models related to quantitative research, relational screening model has been utilised and data to be used in solving research problem is obtained through questinnaire technique which is conducted online. Universe consists of 301 academicians chosen randomly. Data acquired has been evaluated using SPSS statistical software package. Cronbach Alpha coefficients of reliability of scale statements are found between 0,745 and 0,902, frequency distribution is evaluated and descriptive factor analysis is performed.T-Test, variation analysis, correlation and regression analyses are used in solving the research problem. A meaningful differenceis found between marital status (t0,05;299=-3,4489) and compulsory citizenship behavior (F(4,295)=3,022, p<0,05). As a result of correlation analyses, negative relationships between compulsory citizenship behavior and person-job fit (%-34,3), and person-organization fit (%35,3), positive relationship with agreeability (%22,2), intention to quit (%31,9), work alienation (%45) and burnout (%45,4) are observed. Meaningful relationships are also determined between main variable of compulsory citizenship behavior and independent variables of person-organization fit(β= -,519), person-job fit (β= -,340), agrreable personality (β= ,642), intent to leave (β= ,328), work alienation (β= ,610) and burnout (β= ,469). Independent variables of our study explains 29,8% of change in compulsory citizenship behavior. Eventually, agreeability is found to be the most affective factor on compulsory citizenship behavior. It is also observed that agreeable individuals do not demonstrate compulsive behavior for the tasks assigned whereas academicians experiencing discrepancy in person-organization and person-job fit are found to present higher levels of compulsory citizenship behavior. Employees with higher levels of work alienation, intent to leave and burnout are found to feel more under stress. Qualitative features of academicians, i.e. skills of intellectual capital of organizations, add up to work ability of organizations, in other words human resources highly contribute in an organization's value. So being the case, organizations should implement modern methods, improve inter-organizational communication, care about employees' needs and demands and adopt a participatory approach in decision-making mechanism. Key Words: Compulsory Citizenship Behaviour, Person-Organization Fit, Person-Job Fit, Agreeableness, Sports Management